How Industry Leaders Use Employee Development Software to Stay Ahead

McKinsey’s Three Pillars of Learning

Global management consulting firm McKinsey stays ahead of the curve when it comes to anticipating client needs, particularly regarding the rapid changes in learning and development. To improve learning opportunities and continuously upskill their consultants, McKinsey’s learning and development team has been focusing on three learning pillars: 1) improving mindset, 2) enhancing consulting and leadership skills, and 3) developing new knowledge and skills. Internal ongoing learning opportunities lead to higher retention, a stronger bench of talent, and greater client engagement. A recent article in CLO Magazine examines how McKinsey is transforming content and learning formats, measuring results, and more.

On this page

Nichole Marconi
VP of Marketing

Nichole Marconi is a marketing executive, people leader, and writer with more than 25 years of experience helping organizations grow and more than a decade spent leading teams. Throughout her career, she has led everything from small creative groups to 50-person global departments, giving her a firsthand perspective on what it takes to build strong teams, develop managers, and create environments where people can do their best work. Her approach to leadership is grounded in clarity, accountability, and trust and in the belief that great management is something people can learn and continually improve. Drawing on her experience across B2C, ecommerce, SaaS, and a range of industries, Nichole writes about the practical challenges leaders face every day: building trust, setting expectations, navigating change, developing people, and turning groups of individuals into high-performing teams. A graduate of Goucher College and a member of the college's Athletic Hall of Fame, Nichole’s perspective on leadership was shaped long before she became a manager. Nichole brings a practitioner’s perspective to conversations about management and leadership: what works, what doesn’t, and what organizations can do to better equip managers to lead.

Manager using Bridge's 1on1 agenda to prepare for a coaching conversation.

Why We Built Bridge for Managers, Not Just Admins

Bridge helps busy managers support employee growth, reducing administrative work.
Bridge blog post: Create a performance plan with Bridge

How to Create a Performance Management Plan

Build a performance management plan that supports goals, feedback, development, and growth.

One-on-One Meetings: How the Personal Touch Improves Workplace Performance

Regular 1on1 meetings improve communication, and build trust between employees and managers.

Bridge: Learning That's Connected to Performance and Growth

Make learning engaging, skills visible, and performance connected. Bridge unifies learning, performance, and skills so employee development stays relevant to your people and indispensable to your business.