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Live Conference Recap BY Jessica Swenson | May 11, 2026

The Invisalign Story: A Case Study in Marketing a Revolutionary Product

While Invisalign is known for changing lives through innovative digital orthodontics, the company has had to think creatively to actually earn that relevance among its customers and partners.The evolution and strategy behind its marketing approach was discussed by Kamal Bhandal, SVP of the global Invisalign brand for Align Technology, during a fireside chat at From Day One’s Silicon Valley marketing conference. The session was moderated by independent video host, journalist, and producer Claire Reilly.“Really identify the stakeholders in your customer journey, so that you know that you’re attacking points of failures or points of delight,” said Bhandal. Invisalign started by identifying the service providers who would comprise its delivery network, and invited them to help test and refine its products, she says. To maintain the partnership and trust of their clinical partners, the company makes continuous efforts to understand and meet their needs. “We’re looking to understand their business needs, their clinical needs, and the clinical outcomes that they’re looking for, and then designing products that meet those clinical needs,” she said. Kamal Bhandal, SVP, global Invisalign brand, consumer & Americas Marketing at Align Technology, spoke during the fireside chatInvisalign also engages in peer-to-peer training, education, and certification programs to prepare clinicians to use its products, as well as conferences and specialized sessions with deep dives into treatment techniques. Other key stakeholders in the Invisalign customer journey include end users, decision-makers or influencers, and frontline staff. Understanding each of these stakeholders is important, she says, as each can impact those points of failure or delight. The company spent its early days proving that the product worked, before shifting to a lifestyle marketing approach that highlighted how Invisalign could seamlessly fit into consumers’ lives. Continuous innovation prepared the company to manage increasingly complex cases, which broadened its scope. “We always first start with understanding the consumer, understanding the person, and what their lives are like,” said Bhandal. This helps the brand focus its marketing less on product features and specs and more on solving key pain points that matter to the customer. By studying the real lives of teens and parents, from social pressures and confidence issues to practical constraints like family schedules and multiple responsibilities, Invisalign can position itself as a product that reduces friction by fitting into the user’s life rather than disrupting it.She cited two examples that appeal to decision influencers (parents): damage to traditional braces during sporting events can cause emergency orthodontist visits—with Invisalign, these visits are greatly reduced. Additionally, the simplicity of hygiene as compared to traditional braces makes it easier for teens to maintain. For the teens themselves, the draw becomes straighter teeth and increased confidence without the stigma of traditional braces.Solving these problems for families also earns Invisalign its relevance in current culture. “We think about not talking at people, but really creating a conversation and being a part of culture,” says Bhandal. “Brands who integrate into culture, who move at the speed of culture, are brands who win.” Invisalign shifted its branding from a top-down to a community-driven approach, using real stories from patients and doctors to shape the brand. Cultural participation and user-generated content are key.As a healthcare-focused company backed by science and technology, however, it doesn’t tie itself to any one category of social influencers. It partners with lifestyle, fitness, beauty, and health influencers who represent the brand’s typical customers and showcase Invisalign as one part of their well-being process.A core takeaway from Invisalign’s brand evolution is to become obsessed with understanding your customer and what their life is like. “Not through just quantitative data and quantitative data analysis,” said Bhandal, but really dig into who your consumer is, who is influencing the decisions along the way, and what they are thinking about. “Become super obsessed with understanding human behavior of those that are involved in your buying journey.”Jessica Swenson is a freelance writer and proofreader based in the Midwest. Learn more about her at jmswensonllc.com.(Photos by Josh Larson for From Day One)

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Live Conference Recap BY Jessica Swenson | May 08, 2026

Designing an Employee Experience That Inspires, Recognizes, and Supports

Given the amount of change and disruption in today’s workplace, the employee experience is really the change experience, says Renu Sharma, head of learning and skill development at HP.“Learning and change management are no longer a support function. They’re really defining the employee experience,” Sharma told moderator Rachael Myrow, senior editor at KQED, during a panel discussion at From Day One’s Silicon Valley conference. Sharma advocated for using clarity, transparency, and skill-building to give employees the confidence they need to adapt and remain productive. HP also offers leadership development to support leaders helping their teams navigate and prepare for change.Agile, human-centered leadership development systems are another key to building better employee environments, says Michel-Riyad Nabti, senior director of learning and development for Autodesk. By using enterprise-wide data to personalize leadership training and inform workflow capabilities, Nabti’s group positions people leaders to effectively guide teams through change.“We’re focused on building high performance, and also building capabilities for managers to be drivers of change and lead teams through change, because of the inevitability of continuous change,” he said. “As we look at defining what those competencies look like, we are also examining, how do we continuously evolve [them] to reflect the needs of the organization and externalities that are having an impact on the company?”The human side of transformation needs to be considered, says Matt Jackson, chief growth officer for Unmind. Workplace transformations can amplify the existing life stressors that employees bring to work every day, he says, so investing heavily in technology but neglecting the psychological impact often leads to transformation failure.Panelists spoke about "Designing an Employee Experience That Inspires, Recognizes, and Supports" at the Silicon Valley eventIt’s also important to recognize the emotional process that employees must manage while going through change, says Hari Date, principal consultant at Workhuman. Rather than enforcing top-down mandates that require employees to “just deal with” a change, allow time for them to adjust. “Give them that time to process and just understand and be aware that you’ve already gone through that journey. They’re just hearing it for the first time; give them that time and that grace to go through that,” he said. Panelists agreed that providing support to employees doesn’t have to be complex. Citing a Gallup survey, Jackson said, “The biggest driver of engagement, from a manager’s behavior, is having one meaningful conversation with a direct report each week.”Providing a safe space for learning also emerged as a common theme. By creating structured learning spaces and sharing internal success stories, says Sharma, HP helps employees build confidence through visibility and continuous learning, which helps scale adoption of new concepts like AI. It also helps connect team members who have similar challenges. “[Make] sure you're providing them a safe space and having that trust and psychological safety where they can come and learn.”According to Nabti, normalizing AI experimentation, reducing the stigma around using AI tools, and encouraging discussion of how AI shows up in daily work can also help foster a sense of psychological safety. “How do you open up that conversation and create an AI-native mindset so that your team feels fully invited into that conversation and has the opportunity to grow as individuals while they grow in terms of performance,” he said. Leaders acknowledge that AI adoption requires both cultural and behavioral shifts within an organization. Cynthia Hannah, VP of talent development and experience at Okta, stresses that AI adoption is shaped by perception and can be uneven across organizational levels. She has found that leadership teams are more on the leading edge of AI use, but aren’t necessarily sharing their experience with the organization. That has helped Okta to ask the right questions to find its footing with workforce AI proficiency.“What does getting everyone proficient on AI look like, and how do we keep building the skills on that as we go forward?” Hannah asked. By starting with that core proficiency, you can better position the organization to integrate AI into meaningful workflows and create value.A focus on adapting mindsets, skills, and expectations can help balance anxiety with healthy tension to promote AI adoption. Nabti and team are looking at how AI is fundamentally changing their teams’ workflows while also exploring how it can augment human potential.Hannah acknowledges AI skill gaps but sees great opportunity for talent and HR professionals. “If you're in the talent space, it's been really hard to take the recognition data, the performance data, the feedback that happens in a class, and actually have all those signals together. There's just a real drive to make all the systems talk together to have that insight.”Despite concerns that managers will be replaced by AI, many companies are actually using it to support managers with coaching, education, recognition insights, and workflow innovations.Unmind centralizes training materials and best practices into a single proprietary AI coach to boost the effectiveness of newly promoted managers, says Jackson.The use of AI-driven employee recognition data allows Workhuman clients to identify engagement gaps, take proactive retention actions, and recommend new hire mentors. By shifting your perspective on recognition analytics, Date asserts that you can pick up attrition signals and take early actions to prevent employee turnover.Hannah suggests that thinking critically about how and why your organization is using AI can help you find new ways to add business value and engage teams. “When you start to talk about what’s possible that wasn’t possible before, that clicks into creativity. Now it’s change you’re leading versus change you’re responding to, and you can engage your teams in that.”Organizational change and AI technologies aren’t going anywhere, so leaders need to embrace transparency, clarity, and employee-centered strategies to keep teams engaged and guide them into these new spaces. With a long-term view of AI-driven workplaces and lifestyles, Date said, “I think, for now, it’s just figuring out how we coexist in this world that we’re building.” Jessica Swenson is a freelance writer and proofreader based in the Midwest. Learn more about her at jmswensonllc.com.(Photos by Josh Larson for From Day One)

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What Our Attendees are Saying

Jordan Baker(Attendee) profile picture

“The panels were phenomenal. The breakout sessions were incredibly insightful. I got the opportunity to speak with countless HR leaders who are dedicated to improving people’s lives. I walked away feeling excited about my own future in the business world, knowing that many of today’s people leaders are striving for a more diverse, engaged, and inclusive workforce.”

– Jordan Baker, Emplify
Desiree Booker(Attendee) profile picture

“Thank you, From Day One, for such an important conversation on diversity and inclusion, employee engagement and social impact.”

– Desiree Booker, ColorVizion Lab
Kim Vu(Attendee) profile picture

“Timely and much needed convo about the importance of removing the stigma and providing accessible mental health resources for all employees.”

– Kim Vu, Remitly
Florangela Davila(Attendee) profile picture

“Great discussion about leadership, accountability, transparency and equity. Thanks for having me, From Day One.”

– Florangela Davila, KNKX 88.5 FM
Cory Hewett(Attendee) profile picture

“De-stigmatizing mental health illnesses, engaging stakeholders, arriving at mutually defined definitions for equity, and preventing burnout—these are important topics that I’m delighted are being discussed at the From Day One conference.”

– Cory Hewett, Gimme Vending Inc.
Trisha Stezzi(Attendee) profile picture

“Thank you for bringing speakers and influencers into one space so we can all continue our work scaling up the impact we make in our organizations and in the world!”

– Trisha Stezzi, Significance LLC
Vivian Greentree(Attendee) profile picture

“From Day One provided a full day of phenomenal learning opportunities and best practices in creating & nurturing corporate values while building purposeful relationships with employees, clients, & communities.”

– Vivian Greentree, Fiserv
Chip Maxwell(Attendee) profile picture

“We always enjoy and are impressed by your events, and this was no exception.”

– Chip Maxwell, Emplify
Katy Romero(Attendee) profile picture

“We really enjoyed the event yesterday— such an engaged group of attendees and the content was excellent. I'm feeling great about our decision to partner with FD1 this year.”

– Katy Romero, One Medical
Kayleen Perkins(Attendee) profile picture

“The From Day One Conference in Seattle was filled with people who want to make a positive impact in their company, and build an inclusive culture around diversity and inclusion. Thank you to all the panelists and speakers for sharing their expertise and insights. I'm looking forward to next year's event!”

– Kayleen Perkins, Seattle Children's
Michaela Ayers(Attendee) profile picture

“I had the pleasure of attending From Day One. My favorite session, Getting Bias Out of Our Systems, was such a powerful conversation between local thought leaders.”

– Michaela Ayers, Nourish Events
Sarah J. Rodehorst(Attendee) profile picture

“Inspiring speakers and powerful conversations. Loved meeting so many talented people driving change in their organizations. Thank you From Day One! I look forward to next year’s event!”

– Sarah J. Rodehorst, ePerkz
Angela Prater(Attendee) profile picture

“I had the distinct pleasure of attending From Day One Seattle. The Getting Bias Out of Our Systems discussion was inspirational and eye-opening.”

– Angela Prater, Confluence Health
Joel Stupka(Attendee) profile picture

“From Day One did an amazing job of providing an exceptional experience for both the attendees and vendors. I mean, we had whale sharks and giant manta rays gracefully swimming by on the other side of the hall from our booth!”

– Joel Stupka, SkillCycle
Alexis Hauk(Attendee) profile picture

“Last week I had the honor of moderating a panel on healthy work environments at the From Day One conference in Atlanta. I was so inspired by what these experts had to say about the timely and important topics of mental health in the workplace and the value of nurturing a culture of psychological safety.”

– Alexis Hauk, Emory University