Every year, the Intrepid Momentum Awards celebrate the most innovative and impactful digital learning programs created by Intrepid customers and partners. These aren’t just well-designed courses. They’re real solutions to real business problems, built through thoughtful design and a commitment to applied learning.
From leadership development to technical upskilling to employee onboarding, each winner shows what’s possible when learning is active, collaborative, and connected to outcomes that matter.
Below, we’re spotlighting the standout programs across all 11 award categories, sharing what each one did and why it worked.
Read the official press release →
2026 Momentum Award Winner Highlights
Best Communication Strategy – Biogen | Health Cloud Training
Even the most well-designed learning program can’t do its job if learners don’t show up prepared. Communication strategy is often the difference between a program that sticks and one that gets skipped.
Biogen’s Health Cloud Training earned this award for a multi-week communication approach that kept learners informed and supported from before day one through completion.
What set it apart: the team mobilized over 80 partners and 25 frontline Change Champions, who contributed video messages, real patient stories, and step-by-step guidance throughout the experience. Learners weren’t left to figure things out on their own.
The results back it up: double-digit learner readiness gains, a 92% average knowledge assessment score, and completion rates approaching 99%.
It’s a strong example of how communication can do more than announce a course. When done well, it creates momentum, aligns the organization, and helps learners feel supported every step of the way.
Best Moderation of a Class – Blanchard | Delta Climb / Culture Keeper
Great moderation makes a digital learning experience feel human. When learners submit work, contribute to discussions, or share a reflection, they want to know someone is paying attention.
Blanchard’s Delta Climb / Culture Keeper program served Team Leads in Delta’s frontline ecosystem: a busy audience with rotating shifts, varying time zones, and real constraints on when and how they can engage.
The moderation strategy met them where they were. The team offered multiple live and office hour options to accommodate those schedules, built a dedicated help-line discussion, and maintained a visible facilitator presence that responded directly to individual learners throughout activities.
The result was consistently high engagement in reflection and practice from start to finish, with a program that felt as grounded in the realities of Delta’s culture as it did in the learning objectives.
Most Impactful Project – Blanchard | Delta Climb / Culture Keeper
Projects are where learners show what they can actually do. The best ones don’t feel like a final exam. They feel like a natural extension of the work learners are already doing.
Blanchard’s Delta Climb / Culture Keeper program earned this award for its “Recognition in Action” project, which asked Team Leads to go beyond reflecting on leadership behaviors and actually practice them on the job, then bring what they learned back to share with their small group cohort.
Learner engagement in group project activities exceeded 90% across the program. That level of participation doesn’t happen by accident. It happens when the work feels relevant and the structure supports follow-through.
This is project-based learning at its best: not a standalone assignment, but a bridge between what’s being learned and what’s happening in real work.
Best Visual Design – ServiceNow | Sales Academy
Visual design is about more than making something look good. When it works, design supports navigation, reinforces the tone of a program, and helps learners feel like they’re in something purposefully built for them.
ServiceNow’s Sales Academy earned this award for a modern, cohesive experience that matched the energy and expectations of a high-stakes global sales onboarding program. Consistent branding, polished visuals, and a clear information architecture worked together to build confidence quickly. That matters when a new sales hire needs to ramp in the first weeks on the job.
What stood out was that the design served the program’s purpose. It wasn’t decoration. It created a sense of progression, professionalism, and clarity, all of which matter when you’re bringing a global salesforce up to speed.
Most Creative Use of a Mission – Carnegie Learning | Patterns: Fraction Sense and Operations
Missions ask learners to do something with what they’ve learned: apply, reflect, and connect new thinking to their own work. The best missions don’t feel like an assignment. They feel like a natural next step.
Carnegie Learning’s Patterns: Fraction Sense and Operations program used missions in a way that was both structured and deeply personal. Teachers were asked to show their approach to solving math lessons, reflect on their instructional decisions, and connect their learning directly to student outcomes.
The final mission gave learners a chance to look back across the full course, identify how their thinking had changed, and articulate how they were bringing new approaches into the classroom. It turned professional development into a documented growth story.
That kind of reflection is hard to build. This program built it well.
Most Engaging Discussion – ServiceNow | Educator’s Craft Academy: Foundations of Influence and Innovation Credential
Discussions are often where a digital learning experience comes alive or falls flat. The difference is usually in how the prompt is designed and how much the surrounding program gives learners to draw from.
ServiceNow’s Educator’s Craft Academy earned this award for discussion experiences built around influence, innovation, storytelling, and communication: topics that benefit from real peer exchange, not just prompted replies.
The program included multiple milestones, coaching support, AI Activator sessions, and structured opportunities to reflect on what learners were applying in practice. That context made the discussions richer. Learners weren’t just responding to a prompt. They were contributing to a shared learning environment and helping one another make meaning from the experience.
Most Impactful AI Activity Use – Genesee & Wyoming | The G&W Way: Stepping into Leadership
AI in learning is only as valuable as the thinking behind how it’s used. This award recognizes a program where AI didn’t just add novelty. It gave learners more opportunity to practice skills that matter.
Genesee & Wyoming’s Stepping into Leadership program used AI to help leaders work through real workplace situations: practicing responses, reflecting on decisions, and building confidence before applying those behaviors on the job.
That’s where AI can be most effective in learning. Not as a content delivery tool, but as a practice partner. It extends the learning experience into preparation for the moments that count.
Most Impactful Results (Tie) – Visa University | Portfolio Management I and Cotality | Cloud Enablement GCP Fundamentals Program
This award goes to programs that went beyond participation metrics to show what learning actually changed. This year, two programs earned that recognition.
Visa University’s Portfolio Management I connected learning to deeper capability in a business-critical area. The program helped learners build portfolio management knowledge and apply it in ways that supported both professional growth and business performance.
Cotality’s Cloud Enablement GCP Fundamentals Program demonstrated measurable impact through technical upskilling tied to a broader organizational enablement strategy. Learners developed practical knowledge in Google Cloud fundamentals, and the program supported real business needs as it scaled.
Both programs show what it looks like when learning is designed with outcomes in mind from the start, not just completions.
Best Always-On Class – Biogen | Health Cloud Training, Train the Trainer
Some programs need a cohort rhythm. Others need to be available whenever a learner needs them. Always-on design requires a different kind of intentionality: clarity, accessibility, and structure that holds up without a facilitated timeline.
Biogen’s Health Cloud Training, Train the Trainer program earned this award for doing exactly that. It was built to serve learners on their schedule, with content organized clearly enough to support both initial training and ongoing reference.
What made it especially effective was its dual purpose. A complete learning experience the first time through, and a practical resource to return to as needed. That kind of design extends the value of a program well beyond the original launch.
Best Time-Released Class – Genesee & Wyoming | Retention Through Engagement
Time-released learning creates momentum by giving learners space to process, practice, and apply before moving on. It also keeps cohorts aligned, building shared context that makes discussions richer and collaboration more meaningful.
Genesee & Wyoming’s Retention through Engagement program earned this award for using pacing as a deliberate design choice. Rather than releasing content all at once, the experience unfolded over time, helping learners stay focused, build on earlier learning, and apply ideas along the way.
The structure created a rhythm that supported the learning goals and kept participation consistent. That’s the real measure of a well-paced program: not just that learners started, but that they stayed.
Best Overall Class – Carnegie Learning | Patterns: Fraction Sense and Operations
The Best Overall Class award goes to a program that brought every element together: thoughtful design, meaningful engagement, real application, learner support, and measurable impact.
Carnegie Learning’s Patterns: Fraction Sense and Operations program helped teachers deepen their understanding of how to teach fractions in ways that build student reasoning and mathematical discourse, not just procedural fluency.
The ten-week structure gave each concept room to develop. Teachers applied strategies in their classrooms, then returned to reflect on what happened. Missions, weekly discussions, AI coaching activities, and structured reflection created a learning experience where growth was documented, not just assumed.
“I came into the course wanting to get better at teaching fractions in a way that made sense to students. I left with a deeper understanding of math as something students should experience, talk through, and make sense of.”
That’s the kind of outcome this award is meant to recognize: learning that shows up in real work long after the course ends.
See What’s Possible
These programs aren’t outliers. They’re proof of what happens when learning is designed with clear goals, active participation, and a commitment to real-world application.
Whether you’re building leadership capability, scaling technical onboarding, or helping practitioners deepen their craft, Intrepid is built to support programs that drive results, not just completions.
Curious what your program could look like on Intrepid? Let’s talk →
