Channable Customer Story

The old way: half‑day workshops and heavy logistics

Before Scott arrived, Channable ran a traditional leadership development programme: a half‑day classroom workshop once a month for six months. That meant each leader spent 24 hours in training, not counting prep work or the scramble to find a date everyone could attend.

With offices in multiple locations, Scott adds, “We knew that in‑person wasn’t going to work for us from a logistics standpoint. We also have offices in other locations, so we wanted to do things more online or asynchronously.”

A chance encounter, a bite‑sized idea

The turning point came when Channable’s CFO met the 5Mins.ai team and passed the tip to Scott. What caught his eye was the micro‑learning format. “I like the quickness of it … It’s great to bring in a new idea, but do it quickly and then let people wrestle around with it and that’s where it really gains traction.”

Knowing new platforms invite scepticism—“Another platform? Another login?” as he puts it—Scott made the ask small: 20 minutes to sign up and watch a few short clips. Low risk, immediate taste of value.

Re‐engineering the programme

Scott replaced the half‐day classroom with a flipped‐classroom cadence:

● Pre‐work: no more than 15 minutes of curated 5Mins.ai videos.

● Discussion: managers meet for about an hour every six weeks to debate the ideas,
share experiences and plan experiments.

● Application: managers put ideas into practice between sessions — “the moments of
the learning are in the application and so that's going to be happening in between
those six weeks anyway.”

The content arrives asynchronously, so live time focuses on conversation and
reflection—exactly what managers had said they loved about the old programme.

Additionally, 5Mins leadership courses include situational tests and assessments to help managers apply leadership lessons in real-world contexts.

Impact

“Not only is our time decreasing but the quality of that time is increasing.” – Scott
Brinkmeyer

Voluntary thriving cohorts

Participation snowballed once managers experienced the new format:

● Sign‐ups are growing; “Nobody quit the groups. We only had more people come in.”
● Each cycle attracted fresh volunteers alongside the originals.
● Some cohorts even co‐ordinated office days so they could debate ideas face‐to‐face:

“[Our teams now say] if we can, let’s be in the office these days because we’re
having such quality discussion out of these that we want to be together.”

Why it works for Channable

● Bite‐sized content fits busy managers schedules.

● Flipped‐classroom design unlocks candid dialogue. With the presenter on video and out of the room, leaders feel free to push back and adapt ideas.

● Low risk, fast start. “With such a low risk and such little time investment needed, you can just say, ‘Can we give this a shot? I need 20 minutes of your time.’”

Conclusion

What began as a pilot is now Channable’s new rhythm for leadership growth: 15 minutes of fresh insight, an hour of honest conversation, and six weeks of real‐world experimentation. The result is less time in class, richer learning, and a community of managers eager for the next discussion.

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