One of the key elements in developing managers and employees understanding of a brand vision and values is e-learning. E-learning uses interactive tools to facilitate both group and individual development. The benefits of it as a process are several. The standard of delivery is consistent, the costs tend to be less than formalised classroom-based learning, it is adaptable to peoples needs in that a course can be used as a total learning experience, a pre-training course, a live module or a refresher course.  Yet there remain some limitations. First while organisations are happy to make the brand the core element when the e-learning programme is specifically focused on the subject, the brand tends to disappear in programmes to do with other areas such as sales, corporate responsibility and operations.  If we adhere to the view that the brand should involve everything the organisation does, this seems to limit the principle of connectivity.  Second, some programmes have suffered from low completion rates among employees. This seems hardly surprising when one looks at the lack of interactivity and overly didactic executions in some cases.  E-learning needs to be both educative and engaging if it is to involve people and encourage repeat visits.  The more involving programmes have clear links to online games in their use of video narrative, future-oriented themes, scoring and high interactivity.

Stig Robert Larsen, Managing Director of Transform Learning argues that accountability is the key to generating value in e-learning: "because you can measure participation and behavioural change precisely and immediately you can show the impact on customer satisfaction and loyalty. You can also focus in on how the online dilemmas are solved and put in place fast remedial action."  In other words the recreation of real world scenarios in an online world, enables both the organisation and the individual to learn in a safe environment.  The organisation gets to determine employee understanding and spot areas of commitment and also gaps in knowledge.  It is then able to address specific issues and re-test if necessary.  For the employee there is the opportunity for enhancing knowledge with rapid feedback in a non-threatening environment. This formula allows for what the writer Barry Atkins sees as the empowering and liberating effects of such management style games as SimCity, where the individual is not a passive recipient, but is allowed "the illusion of not only human, but godly agency"  .

Given the challenge of gaining organisational commitment to conduct comprehensive living the brand processes that focus on generating real and sustainable brand aligned change, e-learning offers a fast, educative opportunity for managers and employees to discover for themselves some of the meaning behind the brand.  If the e-learning programme is well constructed it does have the potential to change behaviour. However, we should also be aware that without proper follow up the inspiration generated in the virtual world will not translate through to the real one.