Develop leaders of the future

with Harvard Business Impact and e-learning.pl

Traditional training doesn't work, and key people in the company don't have time for development? Receive free access and test what systematic learning in the rhythm of work, built on world-renowned Harvard knowledge, is all about

Discover Solutions

Imagine an organization that learns every day.

A world where people develop in sync with their work rhythm. Leaders are inspired by proven ideas, have access to business cases from around the world, and make better decisions. It’s a culture where curiosity drives innovation, and growth becomes a daily occurrence.

In a world where the pace of change grows every day, organizations that do not learn today will tomorrow only watch those that do.

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How Harvard supports leaders in top companies
Two proven tools that build a culture of development

E-LEARNING PLATFORM

E-LEARNING PLATFORM

Over 40 Harvard courses in the field of:
  • Lead Yourself
  • Lead Others
  • Lead the Business

Ideal for systematic development of onboarding, promotions, cohort programs, and L&D activities.

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BUSINESS LIBRARY

BUSINESS LIBRARY

Over 25,000 Harvard Business Review materials and publications. Including:
  • articles, podcasts, videos, checklists
  • Harvard Business Review editions
  • ready-made thematic playlists

Perfect for microlearning and supporting development culture. Excellent as a premium benefit for management staff

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Together they create a complete leader development ecosystem

Harvard ManageMentor®Harvard Business Publishing Collection
CelRozwój kompetencji i wdrażanie w działaniuDostarczanie inspiracji i wiedzy na bieżąco
OdbiorcaLiderzy, menedżerowie, uczestnicy programówCała organizacja (liderzy + eksperci)
FormatStrukturalne kursy z planem działaniaKrótkie, różnorodne materiały on-demand
Styl naukiBlended learning, refleksja, planowanieLearning in the flow of work
ZastosowanieProgramy rozwojowe, awanse, sukcesjaKampanie, mikrolearning, komunikacja HR
EfektZmiana zachowań, rozwój kompetencjiWzrost wiedzy, inspiracja, gotowość do zmian

Who is this offer for?

We invite you to free trials:

HR Director, Head of Talent

Are you looking for measurable learning outcomes and a systematic approach to development?

L&D Manager, Learning Partner

Do you need engaging content and easy implementation?

HR Business Partner

Do you want to have a ready-made tool for recommendations to managers?

Line Manager, Team Leader

Is it important for you to receive support that is always available "right now"?
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E-learning.pl is the only official Harvard Business Impact partner in Poland

30 Years of Experience in Implementing Development Solutions in Business

+

Expert Knowledge Gathered Globally by one of the World's most Prestigious Universities

The combination of e-learning.pl and Harvard Business Impact offers:

​

  • Ready-made solutions individually tailored to your organization’s reality
  • Implementation of Harvard content in local context, with full support in creating training paths
  • Full support technical, implementation, and communication within your organization

What does an organization gain with Harvard Business Impact tools?

Access to the most Current Knowledge in Management and Leadership

Tools Supporting Development Culture and Employer Branding

Inspiration for Change, Innovation, and Organizational Culture Transformation

Premium Benefits for Top Management

What we can do for you as e-learning.pl

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Gotowe szkolenia e‑learningowe
Produkcja szkoleń "szytych na miarę"
Platformy e‑learningowe
Wdrożenie e‑learningu w Twojej firmie
Nauka e‑learningu

Leaders from various industries trust us

Test how to support leader development in your organization - without any obligations.

Leave your contact details – you will receive free trial access to the world of Harvard, the “Global Leadership Development Research” report and an individual implementation consultation.

FAQ:

We have compiled answers to the most frequently asked questions. Is your question not on the list? Please email us at harvard@e-learning.pl

Will the content on the platform be available in Polish?

This is one of the most frequent questions — and completely understandable.
The content on the Harvard Business Impact platform is available in English, and we do not plan to officially translate it into Polish.

The good news is, you’re not on your own.
On the platform, you will find short messages and instructions that show you how to activate automatic translation in your browser with a single click (e.g., in Chrome). This allows you to read materials in Polish, without installing additional tools or plugins.

In practice, it looks like this:
you open the material → click “translate” → continue reading in the language that is convenient for you.

If you use the platform regularly, this mechanism quickly becomes a natural part of working with the content.

How often are the courses updated? Is this knowledge truly current?

The short answer is: yes — this is current knowledge.
The longer answer shows how it works in practice.

The Harvard Business Impact platform consists of various types of content — and each has its own update rhythm.

Knowledge resources, such as articles, publications, and all new editions of Harvard Business Review, are continuously updated. When a new issue or material appears, it is added to the platform without waiting for the “next edition”.

As for Harvard ManageMentor courses, a different logic applies here:
each course is reviewed and updated once a year to incorporate:

  • current research,
  • changes in business realities,
  • new managerial contexts.

Additionally, on average, a new course is introduced once a year, expanding the library with additional key competencies.

In practice, this means one thing:
you use content that is systematically refreshed, not “frozen” for several years — whether you are looking for current inspiration or structured development programs.

Are the resources in Harvard Business Impact checked for timeliness? What happens to outdated content?

This is a natural concern — especially when we talk about a large knowledge library that has been developing for years.

At Harvard Business Impact, content timeliness is not left to chance. Resources are regularly reviewed by the editorial and substantive teams of Harvard Business Publishing. If a given piece of content becomes outdated, loses its business context, or no longer aligns with current realities — it is archived or removed from the platform.

In practice, this means that on the platform:

  • old materials are not retained simply because they were once popular,
  • content is selected based on its current relevance,
  • users do not have to assess for themselves what is still current and what is not.

Thanks to this, you can be sure that when you access an article, course, or video material, you are using knowledge that has been consciously maintained on the platform — and not left unchecked.

What is e-learning.pl's contribution to the implementation of Harvard Business Impact?

Imagine you gain access to some of the best development content in the world.
And now the key question is: what to do to make them truly work in your organization?

This is where e-learning.pl’s role comes in.

We are the exclusive partner of Harvard Business Impact in Poland in the area of development solutions for leaders. We combine Harvard’s world-class content — created and verified by top business experts — with practical knowledge of the realities of Polish and regional organizations.

These are resources that for decades have:

  • shaped leaders in Fortune 500 companies,
  • set standards in management, leadership, and innovation.

Our role is not merely to “provide access to the platform”.
We help adapt this content to the real needs of the company, support the entire implementation process, and ensure that the platform:

  • is consistent with HR and L&D processes,
  • is actually used,
  • translates into concrete business results.

In practice, this means that:

  • support needs assessment and the selection of appropriate resources,
  • help plan implementation and pilot programs,
  • stimulate user engagement,
  • monitor usage and results.

As e-learning.pl — experts in digital learning and the selection of development methods — we implement Harvard Business Impact in an end-to-end model:
from initial discussions and needs analysis, through implementation, to ongoing support and reporting.

Thanks to this, the best knowledge from Harvard is not merely shelved, but genuinely supports the development of leaders within the organization.

Are the courses and library available as a mobile application?

This question usually arises when someone wants to use the platform on the go, between meetings, or outside the office.

Harvard Business Impact does not operate as a separate mobile application, but the platform and all resources are fully adapted for mobile devices. This means that content displays very well on smartphones and tablets — without the need to install an additional application.

The platform automatically adapts to screen size. Regardless of whether you use a laptop, phone, or tablet, the layout, texts, and materials scale naturally and legibly.

In practice, it looks like this:
you open the platform in your browser → log in → use it exactly where you have a moment.

For many users, this is simply the most convenient model — no app updates and no occupying space on your phone.

Can every Harvard Business Impact user create their own learning paths?

No — and this is a deliberate solution, not a limitation.

The ability to create learning paths is available to individuals who are responsible for the development of others on the client’s side. This includes, among others:

  • training and development specialists,
  • HR Business Partners,
  • managers leading teams,
  • individuals responsible for the development of employees using Harvard Business Impact.

Why does it work this way?
Because learning paths are designed to support specific development goals of teams and organizations, rather than being a random collection of content. Thanks to this:

  • materials are selected consciously,
  • development is consistent with employees’ roles, levels, and challenges,
  • users receive a clear structure and direction.

From a participant’s perspective, this means one thing:
you don’t have to wonder “what to choose now” — the path is designed to genuinely support your development in a given area.

What reports will we receive and what exactly can we check in them?

Reporting in Harvard Business Impact is designed so that everyone sees what is truly useful to them — both from the perspective of their own development and that of the entire organization.

Therefore, two levels of reports are available on the platform.

  1. “My Report” – user’s personal development dashboard

Every user has access to the “My Report” tab, visible in the platform’s top menu.
This is your private panel that shows your development over time in one place.

There you will find, among other things:

  • activity summary
    how many materials you have completed, which Harvard ManageMentor courses are finished and which are in progress, and your progress in assigned learning paths;
  • team benchmark
    you can check how your activity compares to the company average (e.g., position 12/122);
  • department ranking
    a summary showing the progress and activity of all individuals in the team;
  • content categories
    a chart that shows which areas you use most frequently (e.g., Leading Yourself, Leading the Business);
  • activity over time
    month by month — how many materials you add and how many you complete;
  • detailed progress in learning paths
    clear information on which paths are in progress and which are already completed.

In practice, this is a very helpful tool for:

  • learning planning,
  • development discussions with a leader,
  • conscious management of one’s own learning pace.
  1. Global dashboard – organizational level view

The second level of reporting is the platform’s global dashboard, available to individuals responsible for development (HR, L&D, managers).

This view shows how the entire organization uses Harvard Business Impact.

There you can check, among other things:

  • how many users are active and what percentage of the organization uses the platform,
  • the average number of completed materials per user,
  • resource utilization (Harvard ManageMentor vs HBP Collection),
  • most popular thematic categories,
  • preferred content formats (video, audio, PDF, HTML),
  • progress in learning paths at the company-wide level.

This provides a complete, synthetic perspective:
what truly works, where engagement lies, and how learning develops within the organization.

Importantly — these dashboards can be separated per organization / client, so reporting always corresponds to the actual company structure.

Does every course conclude with a certificate? Can I download it?

Yes — every Harvard ManageMentor course concludes with a certificate of completion.

The certificate is generated automatically once you meet the course requirements and mark it as completed. There is no need to submit any applications or contact an administrator — everything happens automatically in the background.

In practice, it looks like this:
you complete the course → finish all required elements → the certificate is ready for download.

You can download and keep it — as proof of development, an element of training documentation, or an attachment for development discussions.

It’s a simple completion of the learning process and a clear signal: this stage is behind you.

How does the integration of Harvard Business Impact with other systems work?

Yes — integration with other systems is possible, but it’s worth knowing how it works in practice.

If an organization needs to connect Harvard Business Impact with, for example, an LMS, HR systems, or other tools, a dedicated platform instance is prepared. This is a project-based solution, tailored to the specific environment and client needs.

It sounds technical, but in reality, it is not a barrier or an organizational problem.
We simply treat integration as a separate implementation project that:

  • we plan together with the client,
  • we adapt to the existing infrastructure,
  • we implement in a controlled and secure manner.

Thanks to this, integration is not an “add-on for the sake of it”, but a meaningful element of the company’s entire development ecosystem.

If integration is important to you — we discuss it during the implementation planning stage and select a solution that genuinely supports HR and L&D processes.

Can employee groups be created on the platform? How complex can they be?

Yes — the ability to create groups depends on the platform’s implementation model.

If you use a dedicated instance of Harvard Business Impact, the group structure can be designed with full flexibility. We can map the actual organizational structure: teams, departments, roles, levels of responsibility — exactly as you need it.

If, however, the organization uses a shared platform instance, grouping is based on system roles, such as:

  • employee,
  • manager,
  • HR / L&D professional.

This model is simpler, but in many cases entirely sufficient — especially during the startup or pilot phase.

In practice, this means one thing:
we always tailor the complexity of the structure to the organization’s needs, not the other way around.

What does post-implementation support look like? Do we have a dedicated contact person?

Yes — you are not left alone with the platform.

On the e-learning.pl side, you have an assigned dedicated Project Manager and a content advisor. These individuals are familiar with your context, implementation goals, and how you use Harvard Business Impact.

Their role is to:

  • support in launching and further utilizing the platform,
  • assist in selecting content and learning paths,
  • respond to needs that arise during the use of the solution.

Additionally, there is a technical support team (Customer / Support Team).
If users encounter issues with access, login, or platform functionality — there is a specific place and contact point where they can quickly get help.

In practice, this looks like:

  • development and implementation matters → dedicated contact person,
  • technical and access issues → support team.

This ensures that support is clear, fast, and tailored to the type of problem, allowing the platform to be used without unnecessary downtime.

What is the benefit of purchasing Harvard Business Impact through e-learning.pl rather than directly from Harvard?

By purchasing Harvard Business Impact directly from Harvard, you gain access to world-class content.
By purchasing this solution through e-learning.pl, you receive more than just the platform itself.

As the exclusive partner of Harvard Business Impact in Poland, we combine the world’s best development content with practical knowledge of the realities of Polish and regional organizations. Our role begins where the license itself ends.

In practice, this means that:

  • we help select content and courses tailored to your company’s actual challenges, not just a “catalog”,
  • we support implementation and embed the platform within HR and L&D processes,
  • we help plan development paths, pilot programs, and user communication,
  • we monitor usage and jointly analyze results.

We know from experience that even the best content does not work on its own.
Only when it is well-implemented, communicated, and meaningfully utilized does it truly begin to support the development of leaders.

By purchasing through e-learning.pl:

  • you are not left alone with the platform,
  • you don’t have to learn everything through trial and error,
  • you have local, accessible support — both substantive and implementation-related.

As a result, Harvard Business Impact ceases to be a “knowledge library” and becomes an environment that genuinely contributes to organizational results.

What happens to access when personnel changes occur within the organization?

Personnel changes are a natural part of organizational life — the platform is prepared for them.

If the client experiences:

  • maternity leave or extended absences,
  • employee departures,
  • new team members,
  • promotions or role changes,

access to Harvard Business Impact can be flexibly adjusted to the current situation.

In practice, this means that:

  • access for an employee who leaves or is on extended absence can be deactivated,
  • new individuals can be quickly added to the platform and assigned to appropriate paths,
  • in the case of promotions or role changes, content and permission assignments can be modified.

The entire process is simple and does not require “resetting” the platform or restarting implementation. Team changes do not disrupt the continuity of using the solution.

And if any doubts arise — e-learning.pl provides a dedicated contact person who helps arrange everything in a secure manner and in accordance with the agreed cooperation model.

This allows Harvard Business Impact to grow with the organization and adapt to its current needs.

What are the prices and licensing model?

Access prices for Harvard Business Impact are based on an annual license and depend on the number of employees who will use the platform.

The principle is simple:
the larger the scale, the more favorable the unit price. Therefore, we quote each offer individually, tailoring it to the size of the organization and the planned use of the platform.

In addition to full platform access, it is also possible to purchase so-called Skill Packs. This is a solution for companies that want to focus on specific competencies. A Skill Pack provides access to 6 selected Harvard ManageMentor courses — also on an annual model.

Also in this case:

  • the price depends on the number of accesses,
  • with a larger number of users, the unit cost is very favorable,
  • the offer is tailored to the client’s actual needs.

In practice, this means flexibility:
you can start with a narrower scope (Skill Pack), test the solution within your organization, and then — if needed — expand access.

Can Harvard Business Impact be integrated with our platform?

Yes — integration is possible if it is genuinely needed for you.

For integration, a dedicated instance of Harvard Business Impact is prepared for your organization. This allows the platform to be securely connected with other systems (e.g., LMS, HR, SSO) and adapted to the existing tool ecosystem.

Integration is not an “automatic” add-on, but a separate implementation project. We plan it together, taking into account:

  • business goals,
  • existing infrastructure,
  • how the platform is intended to support HR and L&D processes.

If integration is not necessary, Harvard Business Impact can operate independently and serve as a fully functional development tool.
If, however, it makes sense — we prepare a solution that truly fits your organization.

Can Harvard Business Impact materials be shared further?

This is an important question — especially when we come across content that truly “gets the job done”.

Materials available on the Harvard Business Impact platform are covered by a license assigned to a specific user. This means they cannot be freely shared or distributed to individuals who do not have platform access.

At the same time, it is worth noting that some resources can be downloaded for personal use. This includes:

  • podcasts,
  • handouts,
  • worksheets and supplementary materials.

These materials are specifically prepared so that you can revisit them later, work with them offline, or use them as support in your daily work.

In practice, a simple rule applies:
you use the content within your access rights, and downloadable materials serve your further work and development — without further distribution.

How does e-learning.pl support the management of such a large knowledge base?

A large knowledge base is of immense value — but only if you know how to use it.
And it is precisely in this area that the role of e-learning.pl is most evident.

We do not leave clients alone with thousands of materials. We help organize resources, select them according to the organization’s actual needs, and plan their meaningful utilization over time.

In practice, this means that:

  • we support the selection of content for specific development goals and roles,
  • we help build learning paths and sets of recommended materials,
  • we advise on how to combine courses, articles, and shorter formats into coherent development programs,
  • we help analyze reports and, based on them, modify how the platform is used.

As a result, the knowledge base does not become an “overwhelming library”, but rather a tool that:

  • guides the user step-by-step,
  • supports company priorities,
  • develops specific competencies, not “everything at once”.

Our goal is not to maximize the use of all content, but to wisely utilize the right content — precisely when it is needed.

Is the content on the platform only for managers?

No — this is one of the more common misconceptions.

Although many materials on Harvard Business Impact concern leadership and team management, the platform is not exclusively for managers.

Resources are created with:

  • individuals who already manage teams,
  • individuals who are preparing for a managerial role,
  • specialists and experts who wish to develop,
  • HR and L&D professionals who support the development of others.

In practice, much of the content concerns universal competencies:
communication, working with others, decision-making, work organization, personal development, and business acumen.

Therefore, Harvard Business Impact proves effective as both:

  • a managerial development tool,
  • and a development platform for individuals who wish to consciously build their competencies, regardless of their position.

In short:
it’s a platform for people who want to develop — not just for those with “manager” in their title.

Within learning paths, can we freely set mandatory and optional materials – also for different user groups?

Yes — learning paths can be designed very flexibly.

Individuals responsible for development (HR, L&D, managers) can decide which materials:

  • are mandatory,
  • and which are optional,
    and assign them to specific user groups.

This allows a single platform to support various needs:

  • different paths for managers,
  • different for specialists,
  • different for individuals preparing for a new role,
  • different for teams with varying levels of experience.

In practice, this means the user receives a clear structure:
they know what is required, what is recommended, and what to focus on first.

And for organizations, it’s a way to:

  • organize development,
  • avoid content overload,
  • better align learning with roles and business goals.

Learning paths are therefore not a “rigid program,” but a tool that can be consciously adapted to people and context.

Can Harvard ManageMentor trainings be made available on our platform?

This question often arises when planning the architecture of development tools.

Harvard ManageMentor trainings are not SCORM packages that can simply be transferred and “embedded” on another LMS platform. This content operates within the Harvard Business Impact ecosystem.

Integration of Harvard Business Impact with the client’s platform is possible (e.g., via SSO or other mechanisms) to provide users with a consistent access experience.
Ultimately, however, the trainings themselves are not provided for hosting or embedding on the client’s platform.

In practice, this means:

  • the user accesses trainings within the Harvard Business Impact environment,
  • access can be integrated with other systems,
  • content remains within Harvard’s secure, licensed ecosystem.

This ensures the quality, currency, and consistency of materials are maintained — and the organization can still incorporate Harvard ManageMentor into its broader development ecosystem.

What exercises and materials support development paths? Are there tests, additional materials, e-books?

The paths in Harvard ManageMentor are not based solely on “reading” or “watching” content. Each course is designed to actively engage the user and guide them from knowledge to action.

This is a “learning by doing” approach — you learn by working on your own examples and real-life situations from daily work, not on abstract tasks.

In practice, the user works with several types of exercises and materials:

Knowledge Tests (Assessments)

Each course includes a short assessment test, which:

  • helps organize knowledge,
  • reinforces key concepts,
  • is a prerequisite for course completion and certificate acquisition.

These are not extensive exams, but rather a meaningful check of content comprehension.

Exercises “Try it out” and “Make a connection”

This is one of the strongest elements of the courses.

The user:

  • describes a real process or situation from their work,
  • analyzes it step by step (e.g., input → actions → output),
  • relates theory directly to their own professional context.

There are no “right” or “wrong” answers here — the goal is reflection and the conscious application of knowledge to practice.

Implementation Tasks “On-the-Job” / “Take Action”

Each course leads to a point where the user:

  • formulates a concrete action plan,
  • records what they will do differently after completing the course,
  • works with this plan over a longer horizon (e.g., 60–120 days).

This is an element that strongly supports real behavioral change, not just knowledge acquisition.

Downloadable Materials (Lesson Kits, Discussion Guides)

The courses also include materials supporting teamwork, such as:

  • worksheets,
  • notes and slides for team discussion of the topic,
  • ready-to-use Discussion Guides — scenarios for conversations and meetings.

These materials can be downloaded and used offline — e.g., during team meetings or workshops.

Diverse Content Formats

Within a single course, the user works with:

  • short text materials,
  • videos,
  • podcasts (some available for download),
  • case studies from real organizations,
  • surveys and mini-polls.

This ensures that learning is not monotonous and can be easily adapted to one’s own work style.

How does the On-the-Job section work? Can it be managed centrally, and does the coordinator have insight into the prepared plans?

The On-the-Job section is designed as an individual space for the user’s implementation work.

Its main goal is to translate course content into concrete actions in daily work. The user:

  • sets their own goals,
  • plans what they want to implement and within what timeframe,
  • can edit and update this plan as they go, as the situation changes.

The On-the-Job plan can be downloaded to a file (e.g., PDF) — allowing the user to:

  • keep it for themselves as a personal action plan,
  • discuss it with their supervisor,
  • send it to a mentor or use it in a development discussion.

Important:
neither the coordinator nor the platform administrator has automatic access to the content prepared by users in the On-the-Job section. This is a conscious choice — this part of the platform is intended to support reflection, accountability, and real implementation, not to be a control tool.

In practice, this means that:

  • the user manages their own On-the-Job plan,
  • decides whether and with whom they want to share it,
  • the platform supports action but does not impose reporting at this level.

This is another element of the “learning by doing” approach — you learn by planning and implementing changes in your real work context.

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