Organizaciones que abordan la concienciación de forma estructural
Desde sanidad hasta servicios financieros: 2LRN4 ayuda a organizaciones muy diversas a hacer medible la concienciación, anclar NIS2 de forma demostrable y llegar de forma estructural a los empleados.
Cómo usan las organizaciones 2LRN4
Cada organización parte de una situación distinta. Algunas sustituyen formaciones puntuales, otras quieren conectar la simulación de phishing con el e-learning o necesitan informes de gobernanza hacia el consejo o auditoría. Los casos de uso a continuación muestran cómo funciona en la práctica.
Deepfake awareness and phishing linked to e-learning
A financial services firm was seeing a rise in CEO fraud attempts: employees were receiving fake Teams calls from a "deepfake CFO" requesting urgent transfers. At the same time, they wanted more than a click rate — they needed an approach that guides clickers toward training without separate tools, and that demonstrates DORA compliance.
Phishing simulations — including CEO fraud and deepfake scenarios — linked directly to e-learning modules. Employees who click automatically flow to an explanation page and targeted training. DORA topics embedded in the annual program rhythm. Board receives quarterly reporting with exportable KPIs.
Reporting behavior increased significantly within six months. Click rate dropped more than 60% after four simulation rounds. The CISO uses the platform as the primary source for DORA compliance evidence and ISO audits.
From MFA-fatigue incident to a structural awareness program
A night-shift employee was woken at 2:30 AM by an endless stream of MFA push notifications. In a groggy state, he eventually approved one — and an attacker started downloading patient data within ten minutes. The employee had completed MFA-fatigue training four months earlier. Awareness that hasn't been truly internalized fails at the moment it matters most.
A new program: not just an MFA-fatigue module, but a fixed behavioral rule everyone knows — more than three unexpected MFA notifications? Switch to airplane mode, call the helpdesk in the morning. NEN 7510 themes spread across eight campaigns with separate board reporting. The employee's story — shared with his permission, anonymously — became part of standard onboarding.
Behavioral rule embedded in onboarding for all night-shift employees with quarterly reminders. Internal audit evidence available per period. Incident reporting went up — proof of growing awareness. The employee is now seen as the person who woke the organization up.
Tone at the top as the engine for 85% participation
A public organization with multiple departments needed a platform configurable per department but managed centrally. Previous trainings saw low participation: they were announced by IT, not by leadership.
Program kick-off with the secretary-general or director — including a personal story about why this program matters to this organization. Segmented audiences per department, centralized reporting. Security as a standing agenda item in management meetings and team standups. User management via AD integration.
Participation rose to above 85% month after month — sustained for three years. Leadership remained consistently engaged; tone at the top changed the culture structurally. Per-department reporting is now standard in the monthly security review.
Multilingual program and supply chain included
An international company with employees in ten countries struggled to reach everyone in their own language. At the same time, the supply chain turned out to be the weakest link: critical suppliers had no demonstrable awareness program of their own.
2LRN4 configured with content in nine languages, locally adapted phishing templates per region. Critical suppliers included in the program through policy acceptance and demonstrated training. Progress per language group and location reported monthly.
Participation rate exceeded 90% across all regions within the first year. Suppliers demonstrably included — meets NIS2/Cybersecurity Act and DORA supply chain requirements.
Security ambassadors and a culture of reporting
A consulting firm sent out one large annual compliance training. There was no continuous program, no measurement, and no ownership outside IT. Management questioned whether it was truly effective.
Baseline phishing simulation followed by an annual rhythm of six theme-specific trainings. Security ambassadors appointed per team — colleagues with intrinsic interest in security who serve as the go-to person and surface feedback. Results per team reported every two months.
Click rate dropped by more than 60% after four simulation rounds. Ambassadors multiplied the reach of the central team. Management receives a standard report directly usable for ISO 27001 audit.
Serious game as kick-off, executive in the phishing video
A municipality noticed that employees did not report incidents out of fear of consequences. Phishing simulations were experienced as a punishment tool. They wanted an approach that personally engages every department, without a blame culture.
Serious game rolled out per department by internal game leaders — departments competed against each other, weekly scores posted on the intranet alongside security tips. Blame-free communication: employees who click are guided, not sanctioned. For the phishing follow-up, the executive personally recorded a video explaining why the municipality runs these exercises.
Reporting willingness increased significantly. The video spread through the municipality like wildfire — awareness became a conversation, not an obligation. The team demonstrated that behavioral change delivered more results than disciplinary measures.
Lo que dicen las organizaciones
«No queríamos solo un informe para dirección, sino visibilidad real de qué equipos necesitan más atención. Con 2LRN4 lo vemos en cada campaña.»
«NIS2 era inicialmente abstracto para nuestro consejo. Ahora podemos mostrar cada trimestre qué temas se han tratado, quién ha participado y cómo evoluciona el comportamiento.»
«Habíamos probado otra herramienta, pero unir phishing y formación en una sola plataforma nos ahorra tiempo de verdad. Y nuestros empleados encuentran los módulos más comprensibles.»
Por qué las organizaciones eligen 2LRN4
Una plataforma para formación, phishing e informes
Sin herramientas sueltas que conectar manualmente. Formación, simulación e informes de gobernanza usan la misma plataforma.
Suficientemente flexible para cualquier organización
De contenido y branding propios a integraciones API con RRHH y AD. Las organizaciones adaptan la plataforma sin proyectos complicados.
Demostrable ante consejo y auditoría
Participación, comportamiento y avance exportables por departamento, entidad o periodo. Apto para NIS2, ISO 27001 y revisiones internas.
¿Quiere ver cómo encaja esto con su organización?
En una demo mostramos cómo funciona 2LRN4 para su tipo de organización, sector y objetivos de cumplimiento. Recorremos cómo phishing, formación e informes se combinan en un enfoque también comprensible para dirección.