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Challenge
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Headquarters
Industry
Autodesk is a global leader in design and make software for architecture, engineering, construction, media, and manufacturing industries. With over 200 million users, the company empowers teams to build everything from blockbuster films to cutting-edge infrastructure and sustainable products.
The Challenge
Personalized Skill Development at Scale
Autodesk, a global leader in design and make software, empowers its customers to create anything imaginable—from innovative architecture to blockbuster films. Yet, behind this celebrated innovation lay a challenge: enabling its diverse, global workforce of 4,000 sales and customer success representatives to consistently deliver excellence.Crystal Hoskins, Director of Productivity and Effectiveness at Autodesk, reflected on the complexity of the task. “Our teams work across industries with wildly different demands. We needed a way to personalize their learning and skill development while scaling it globally.”
Autodesk’s product portfolio is extensive, and its audience varied. However, one common gap emerged—soft skills. Critical areas such as storytelling, active listening, and value discovery were underdeveloped, hindering engagement with customers. With its culture grounded in a startup mindset, the company sought not just a fix but a transformational approach.
This is where Seismic came in.
"Seismic Learning has transformed how we think about enablement. It’s not just about building skills—it’s about creating a culture where growth and excellence are part of everyday work."
Crystal Hoskins
Director of Productivity & Effectiveness, Autodesk
The Solution
A Tailored Solution
To address these challenges, Autodesk implemented Seismic Skills, leveraging its features to build two groundbreaking programs: Skill Ready and Leadership Ready.
The Skill Ready Program focused on enabling individual contributors by mapping out progressive skill plans. Employees began their journey by completing self-assessments within Seismic Learning. Managers then reviewed these assessments, creating a clear understanding of each team member’s starting point.
“Seismic Learning was the key,” said Kriss Ryan, Senior Manager of Role Excellence at Autodesk. “It allowed us to deliver targeted skill plans based on real insights. Whether someone was a seasoned seller or new to the role, we could meet them where they were.”
The programs weren’t just about learning content—they emphasized practical application. For example, sales reps practiced storytelling techniques and received coaching on value discovery, all tracked through Seismic Learning’s analytics.
The Leadership Ready Program extended this framework to managers, equipping them with coaching guides tailored to team proficiency levels. “For the first time,” Ryan explained, “managers had a clear roadmap to coach their teams effectively, even embedding these conversations into existing workflows.”
The Role of Data
One of Seismic’s most transformative contributions was its ability to turn data into actionable insights. By analyzing self-assessments and manager reviews, Autodesk identified a surprising trend: storytelling and value discovery emerged as critical skill gaps, areas that hadn’t been prioritized previously.
Armed with this information, Autodesk recalibrated its training focus. “The data showed us where to invest our energy,” said Hoskins. “Without it, we might have spent resources on the wrong priorities. Seismic made sure every decision was aligned with what the teams truly needed.”
Seismic’s real-time analytics also proved invaluable during Autodesk’s pilot programs. With a focus on five key skills, Autodesk monitored progress closely, ensuring the programs evolved based on team feedback and measurable outcomes.
"Seismic Learning was the key. It allowed us to deliver targeted skill plans based on real insights. Whether someone was a seasoned seller or new to the role, we could meet them where they were."
Kriss Ryan
Senior Manager of Role Excellence, Autodesk
The Results
Measurable Impact
The results were transformative. In one team, the focus on value discovery and storytelling led to a 20-point increase in employee engagement scores within a single quarter. Gong recordings confirmed that sales reps were asking more insightful questions, and managers reported improved confidence among their teams.
One manager shared, “Using Seismic Learning, I could tailor coaching to my team’s actual needs. What’s amazing is that we didn’t need extra meetings—just 15 minutes during our usual check-ins made all the difference.”
For individual contributors, Seismic’s ability to personalize learning paths stood out. “I didn’t feel like I was going through generic training,” said a sales rep. “The skill plans were specific to what I needed, and that made me more confident in my conversations with customers.”
These successes demonstrated the scalability of the programs. Within a year, Autodesk had built 24 transferable skill plans and integrated them across global teams.
Looking Ahead
Autodesk’s journey with Seismic continues. The company is now expanding its accreditation program to validate competencies through internal and external certifications. With Seismic Learning Skills as a foundational tool, Autodesk is evolving beyond skill development into comprehensive competency-building.
“Seismic Learning has transformed how we think about enablement,” Hoskins reflected. “It’s not just about building skills—it’s about creating a culture where growth and excellence are part of everyday work.”
By operationalizing learning and embedding it into workflows, Autodesk is ensuring its teams are ready to take on any challenge—and empowering its customers to design and make a better future.
