Manufacturing Archivi - Viblio

Pittini: Boosting performance with Personalized learning

Mattia Sedani — Wed, 10 Dec 2025 13:37:22 +0000

Business Challenges

Pittini faced challenges common to large industrial groups, particularly concerning the upskilling and engagement of a dispersed, blue-collar workforce in an environment where change is difficult.

The main challenges included:

Disconnection between Training and Business: Training was managed as a “checkbox exercise,” with reports showing only completion rates, but silence when asking what had actually changed in the business.
Ineffective Development Processes: Employees focused exclusively on KPIs, ignoring skills, behaviors, and personal growth. The development component was considered “almost invisible.”
Failure of Previous Solutions: Traditional classroom training was not scalable, and generic e-learning failed to take off. 80% of employees were dissatisfied with performance logic and disengaged from general development programs.
Digital Resistance: There was skepticism toward digital transformation, and digital learning was often perceived as “corporate noise” or something to be ignored.
Managerial Overload: Managers were overwhelmed and unable to consistently support learning across various plants. Before Viblio, managers spent 3 to 6 hours per employee manually constructing learning paths—a huge time drain taken away from effective leadership.
Competitive Risk: Without faster upskilling, Pittini’s operational excellence and competitive advantage were at risk. The real challenge wasn’t the lack of content, but getting people to actually use it.

Solution

Pittini did not need another platform; it needed adoption, and fast. Viblio was chosen because it addressed the root cause of the problem—lack of engagement—by treating learning as a behavioral change, not just content distribution.

Viblio adopted a pragmatic approach, focused on impact and simplicity:

Relevance and Usability: The focus was on relevance and usability, eliminating the “noise.” The system automated personalized learning paths based on simple interviews.
Internal Knowledge Acquisition: Practical knowledge was captured through short video interviews with Pittini’s internal experts, frontline workers, supervisors, and managers.
AI-Powered Personalization: Artificial Intelligence (AI) was used to instantly build personalized learning paths for every employee, aligned with their role, current skills, and daily challenges.
Curated Content: The system merged Pittini’s internal materials with curated, highly relevant external content, avoiding generic libraries.
Minimal Friction: The solution was delivered via a simple, mobile-friendly interface, accessible anywhere and anytime, with no need for LMS (Learning Management System) migration or additional workload for HR or managers.
Fast, Un-overloaded Rollout: The preparation phase (interviews) took only 2 weeks, followed by automated personalization via AI, with Go-Live as early as the third week.
Role of HR and Managers: HR involvement was minimal. Managers were involved as content contributors, not project owners, ensuring buy-in without overload.

“We didn’t need another platform. We needed something that truly worked within our workflow.”

— Micaela Di Giusto, HR Pittini —

Results and Benefits

Viblio’s approach led to high adoption, minimal friction, and a clear business impact.

-150k

Cost savings from time recovered

97%

Onboarding completion rate

88%

Adoption among Blue-Collar and Technical Workers

Adoption and Operational Gains

Accelerated Onboarding Completion: 128 out of 132 employees completed onboarding, achieving an exceptional 97% completion rate. This translated into faster skill acquisition, clearer expectations, and reduced performance lags, leading to earlier revenue realization.
Engagement in Difficult Contexts: An 88% platform adoption rate was recorded within the first month—a remarkable achievement in a heavy industry context typically resistant to digital learning.

The truth was demonstrated that relevance and simplicity drive engagement, even in “resistant” environments. Many employees began using Viblio for personal growth, even outside of work hours.

Savings and Managerial Efficiency

Managerial Time Recovery: By automating the creation of training paths (which previously required 3-6 hours per employee), Viblio saved between €90 and €180 in configuration time per employee.
Economic Savings: On a company-wide scale (1,800+ employees), this eliminated more than €150,000 in hidden costs, freeing managers for higher-value activities. Managers recovered over 150 hours, re-focusing on coaching and strategic priorities.

Alignment and Consistency

Reduction of Firefighting: Knowledge gaps between plants and shifts were reduced. Employees became more autonomous, solving routine problems without escalating to managers (reducing shop floor interruptions).
HR Visibility: HR gained visibility into real needs through employee behavior (e.g., observing that many employees were searching for conflict management content—a signal to prioritize this skill in broader initiatives).

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MODINE: Strategic Skill Development, moving from individual advantage to mutual value creation in Negotiation

Mattia Sedani — Thu, 13 Nov 2025 14:28:09 +0000

Business Challenges

Modine’s main challenge was the need to perfect the negotiation approach of its personnel. The project aimed to overcome several operational difficulties:

Risk of Stalemate: Negotiators often faced “difficult moments” and conflict situations that could prevent agreements from being finalized.
Shifting Mindset: There was a need to transition from a mindset of simply “winning for oneself” or maximizing individual advantage, to one of generating value that benefits both parties.
Communication Ineffectiveness: Simulations showed that the way people argued their solutions often gave the counterparty the perception that Modine was only pushing to maximize its own gains, rather than protecting mutual interests.
Cognitive Barriers: It was essential to develop the ability to recognize and avoid common judgment errors, especially those related to gender, during negotiations.
Lack of Methods: Many employees faced difficult reciprocal relationships without practical tools to manage them effectively, leading to difficulty in handling relational impasses.

The Viblio Solution

Viblio provided an innovative, technology-enabled learning methodology designed to up-skill employees in the vertical competence of negotiation. The program, called the “Complex Negotiation Lab,” was inspired by diplomatic tradition and the principles of Integrative Negotiation from Harvard Law School.

The consulting and training project was an intensive course of 4 sessions, 4 hours each, using a mixed approach:

Guided Learning: About 30% of the total time was dedicated to expert-led sessions for sharing models and theories.
Whorkshop: About 70% of the total time was dedicated to small-group exercises, solving cases and real negotiation simulations.

Viblio Integration as an Enabling Tool:

Self-Awareness: Participants could take a personality test (Big Five model) and a self-assessment test on their conflict management styles. This aimed to increase awareness of behaviors that might block difficult negotiation meetings.
Continuous Support: Following the sessions, a specialized content collection was made available within Viblio. This material remained accessible for one year for self-development and skill consolidation.

“Viblio transformed company training into a shared, ongoing experience that sparks curiosity and encourages dialogue.”

— Lucia Meden, Head HR Modine —

Results and Benefits

The project demonstrated that integrating intensive consulting-based training with Viblio’s personalized approach is effective for acquiring a strategic skill and boosting user engagement.

2,5 gg

Average access frequency (days/week)

75%

User-reported relevance of suggested collections

60%

New skills focused on in searches

Viblio usage metrics tracked in the corporate context highlight strong involvement and the effectiveness of personalization:

High Engagement and Relevance: The frequent access (2.5 days/week) shows that Viblio became a regular part of employees’ routines. The 75% relevance reported for suggested collections confirms that Viblio’s system is accurate and effective in providing content pertinent to the vertical skill.
Focus on Development: The 60% of searches focused on new skills demonstrates that the platform is actively guiding employees toward acquiring new knowledge, supporting the Up-Skilling objective.
Long-Term Skill Development:
- Participants learned techniques to define agreements that are advantageous for all interests involved over the long term.
- They gained greater emotional resilience and a method for thoroughly understanding and correcting some of the most frequent cognitive errors in a negotiation.

Conclusion

The Modine project proved that integrating intensive consulting-based learning (based on the Harvard model) with personalized guidance from Viblio is a winning strategy for developing strategic competencies.