Learning Experience

Learning Experience

We comprehend learning differently

Core capabilities

  • Requirement analysis
  • (Digital) Learning design
  • (Digital) Learning implementation
  • Analysis learning environment
  • Piloting new learning environment
  • Transformation and rollout

Learning implies innovation

Creating learning experiences – In times of work-life balance and new work organizations, it is more important to perceive learning as an experience. Learning combined with emotions, experiences and the extraordinary can help to anchor it in mind, but it also motivates us to think out of the box. Becoming absurd. Making something new happen. In short: to create innovation.

Many organizations see their employees as their most important asset, but we also notice that in times of crisis, the first thing they do is to skimp on staff development. This is precisely the mistake many companies make. Employees must be encouraged and developed as the most valuable resource of a company. Yes, even reinventing them. Digitization opens many new fields of action. It is not a competition to employees, as one might feel, but an enabler to discover new, unknown things.

Customer- and demand-oriented development of training formats – Learning Experience is our core motivation as we accompany you and your employees in the new way of developing. We believe that people learn sustainably when they perceive learning as an adventure, when it sparks curiosity, when it ties in with their existing knowledge, and when it can be added to their everyday working life.

Integrating learning into the job

From the moment employees are onboarded in your new organization, the transfer of new knowledge into practice is in principle the biggest challenge.

P3 uses the specially developed concept of Employee Experience to integrate people into their new environment with new content, to challenge and support them regularly.

An intuitive and networked learning environment at the workplace is crucial and ensures success on your own learning journey. Many companies still have outdated learning environments that are not linked to additional databases and IT infrastructure.

P3 has found a pragmatic way to remedy these deficits.

We combine the best of present formats and digital solutions because every single employee at P3 (consultants, trainers, coaches as well as UX/UI designers and software developers) lives their own passion and convictions. Our results are based on a broad understanding of our own profession. On all levels.


Requirement analysis
Analysis of the target group and learning contents as well as the derivation of measures

(Digital) learning – design
Development of a “new” learning strategy and conceptual design of training and learning experiences

(Digital) learning implementation
Moderation and implementation of training and learning experiences

Analysis learning environment
Analysis and visualization of the current environment and user behavior

Learning effectiveness
Feedback processes and measurement of success and effectiveness

Conception learning environment
Development of an intuitive learning landscape with linked learning and knowledge solutions

Piloting a new learning environment
Implementation of the concept in a pilot group and feedback of the findings into the overall concept

Transformation and rollout
Demand – and customer-centric implementation, accompaniment, and support throughout the entire organization

Expert interview

YouTube video

Contact people

Marta RuhnkeHead of Learning


Thomas EichhornSenior Art Director | Digital Learning


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