Do you believe in the science of evolution? At Caltech and NASA’s Jet Propulsion Laboratory (JPL), we do because we’re witnessing it.

Over the last two years JPL has embarked on an innovative journey of self-discovery with the aim of enhancing the quality and quantity of learning opportunities while significantly enhancing the user experience. The continually evolving approach is referenced in many ways but is often characterized as a shift in the “Learning Ecosystem.” As in nature, evolution constantly changes and relies on innovation; such is the case at JPL. Another similarity exists in that evolution in nature relies on the ability to effect change among the norm. JPL’s learning evolution is also shaped by the ability to influence cultural norms and must successfully navigate barriers to change all the same.

Change management involves difficult and complex processes, and precisely – it is inevitable. To effectively implement change on individual and organizational levels requires a new model for change, new thinking, and a new framework to ensure smooth implementation of the desired change.

WHAT IS A LEARNING ECOSYSTEM?

Rosenberg and Foreman comprehensively describe the learning ecosystems and the interrelation of people, processes, tools and outcomes in their paper titled, “Learning and Performance Ecosystems.As Rosenberg and Foreman point out, “learning ecosystems provide value by enhancing individual and organizational effectiveness by connecting people, and supporting them with a broad range of content, processes, and technologies to drive performance."

The key characteristic of today’s ecosystems remains in their ease of use; technology is transparent to the user and facilitates user interaction and communication. Moreover, an ecosystem provides access to a mentor and allows the learners to apply their newly acquired skills and knowledge in real-time.

JPL’S NEEDS AND OPPORTUNITIES

The continuing mission of JPL is to lead as the U.S. center for robotic expansion of the solar system, earth science, and space-based economy. The JPL human resources (HR) and learning and development (L&D) team serves as the primary JPL organization responsible for satisfying leadership, organization learning, and development as well as technical training needs of over 6000 JPL personnel and 7000 contract affiliates.

Like many technical organizations, JPL faces challenges in managing the transference of deep technical and institutional knowledge while experiencing an unprecedented growth in JPL mainline mission and a drastic shift in its multi-generational workforce. JPL must address the changing learning styles of new and existing individuals and the constant employee expectation of a commercial-like learning experience.

Prior to embarking on its learning renaissance, JPL provided training and employee development utilizing an experience-based apprenticeship model. The legacy model was extremely successful and enabled remarkable achievements in space exploration. While the mentor and experiential model historically served its purpose well, it wasn’t designed for today’s world of exponential information, and technology torrent. While the legacy model may not remain the primary mode of professional development, one cannot discount the result and would be ignorant to discount its role in future training. The reality remains that JPL had a pressing need to transform the training model to a technology-based model that uses technology to develop skills and knowledge that connects communities’ efficiency.

DESTINATION 2025 BEGINS

In 2015, JPL’s Chief Human Resource Officer Cozette Hart formed the “Destination 2025” working group dedicated to exploring and advancing the future of working and learning at JPL. Over the course of the following year, JPL’s business case for modernization of learning was contextualized. The primary areas of learning modernization were identified as:

>>  Modernization of the JPL learning environment; consistently improve on the availability and quality of training while enhancing the learning experience.

>>  How to significantly modernize talent acquisition and management in the most technically advanced place on Earth.

Change awareness was raised among stakeholders through early communication related to JPL’s needs for change in learning technology and its rapidly evolving capabilities. At JPL, the scope of change was full employee development and a new training ecosystem. The change team provided support and resources and set the direction for various efforts to increase value in specified business areas.

To bring resources together, integrate processes, and communicate effectively, goal-oriented change management was designed to guide individuals and organizations at JPL. The desire for change was reinforced through employee engagement and participation with the aim to overcome resistance through a cross- functional sponsorship program.

NEW LEARNING ECOSYSTEM

The proposed learning approach was designed to provide flexibility and support which compliments the capabilities of JPL’s unique workforce. The learners of today expect a digitally rich learning environment, and implementation of new technology enabled a personalized learning experience to JPL employees anytime and anyplace in real-time. The HR team and its laboratory partners prepared to shift and integrate resources by focusing on the new learning ecosystems in terms of the operational support, technology and curriculum. Each pivot area evolution was based on application of advanced technologies and approaches such as:

>>  Use of a learning portal that provides personalization and support of individualized learning styles.

>>  Migrating from formal to informal learning environment resulting in collateralized credit for learning and experiences.

>>  Embracing self-paced learning and personalized learning environment so that learners choose when and where they learn. The classroom of the future was developed virtually, supporting personal exploration and providing an interactive environment in support of continuous lifelong learning.

>>  Development and integration of a robust framework of learning systems, tools and capabilities which remain transparent to the user, thus ensuring a streamlined and positive user experience.

>>  Development of a knowledge capture and transfer system designed to support the transference of critical knowledge and expertise during normal Lab business.

>>  The ability to scale the learning envi- ronment and its offerings commensurate with the increase in project work and competing personal priorities.

>>  Development of digitally rich learning and implementation of in-house and contract augmented learning content production.

>>  Introduction of a wide array of live and virtual training methodologies.

NEW PROCESS, SYSTEM AND STRUCTURE

To support the new concept and change design, new process, system, and structure were deployed. To provide the right training to the right employees at the right time, our team worked on several key activities including the implementation of a new organizational structure, internal processes, pilots of learning technology and overall modernization of the learning framework. Through organizational analysis and input from stakeholder groups, we determined the best approach to enable success within a decentralized organization was with enhanced processes,offerings, and services such as:

>>  Restructuring technical learning, improved design, development and delivery of learning capabilities.

>>  Investment into user experience tooling (i.e. Degreed learning portal).

>>  Streamlined business processes to reduce redundancies (annual call for training).

>>  Virtual classrooms.

>>  Creation of hybrid online/ physical learning cohort utilizing virtual classrooms technology.

NEW TECHNOLOGY AND RESOURCES

The new learning environment was based on the Sharable Content Object Reference Model (SCORM), and XAPI standards. These standards reflect the current and evolving best practices for developing, sequencing, and packaging learning contents. For learners, the easy access to learning content was made through a common repository and portal. The new portal became the one stop knowledge shop where learners can search, find, and utilize learning objects. Moreover, trainers were able to publish learning content using a multitude of delivery formats (e.g., micro-learning, curated, custom built, instructor-led, case studies, eBooks, wikis, podcasts, video snippets, case studies, etc.)

KNOWLEDGE MANAGEMENT IMPERATIVE

Knowledge management is a systematic creation, acquisition, integration, distribution, application, and transference of knowledge used to drive behaviors which support organizational objectives. Knowledge management captures and transfers both existing and newly created information and knowledge.

The JPL process of knowledge management was based on the aggregation of institutional knowledge which can be distributed, shared and accessed by all employees when and where needed to perform assigned tasks, solve problems and engage in innovation.

Embracing knowledge management and becoming a modern learning organization requires a culture change across JPL. To mitigate loss of critical institutional knowledge because of employee retirement, JPL focuses on every employee contributing to the body of knowledge at individual and organization levels. The explicit and implicit knowledge capabilities facilitated resources coordination and enable deployment of state-of-the-art institutions and technical learning. Better communication across the organization improves stakeholders’ understanding of training requirements. Therefore, increased coordination refines the development and execution of training requirements, ultimately creating better contents.

BENEFITS OF NEW SYSTEM

The introduction of a new learning model has shifted the learning environment from a directive inflexible model to one that empowers and provides individualized learning and development capability. In addition to greater flexibility, today’s best practices models reduce the cost to train while increasing the ability to scale resources to meet a larger workforce’s personalized learning needs.

Advanced learning content management approaches introduced new methods of curriculum development and deployment. JPL’s HR L&D piloted enterprise learning content development efforts within their own teams while harnessing the experience and resources of the greater decentralized JPL learning and development workforce. Studies have indicated that new approach can reduce the learning content development time between 25% and 60% while enabling self-paced and individualized learning approaches.

With a mix of live, virtual and constructive education and training, an optimum mix of virtual e-learning environment enables live training and optimizes content delivery. We leverage the use of new technologies to supplement and, where appropriate, replace hands-on training to maximize availability and scaling. However, certain aspects of JPL training cannot be performed virtually due to the high degree of complexity associated with lab-based scientific training.

In the context of growing demand for training resources and the speed at which knowledge is being created and evolving, the learning ecosystem enhances the effectiveness and efficiency of the training and provides flexibility to deal with the ever-increasing velocity of changing procedures, systems, scientific methods and equipment at JPL.

SAVINGS GENERATES INVESTMENT

The technical training organization’s formula to create an effective organization has changed over the years, but the fundamental ingredients include the right organizational structure and processes, technology and infrastructure, and people to develop the best workforce at the lowest cost possible. This approach enables JPL to invest cost savings derived from efficiencies in its training system into the future of scientific and engineering training. JPL experienced major cost savings by contracting many of the training developers and have reinvested back into the training program. The JPL L&D learning plan is comprised of multiple approaches designed to elicit outcomes which create positive results in the areas of individual growth and flexibility, opportunities for experiential learning, and a greater efficiency which allows expansion of learning offerings.

FUTURE CHALLENGES

The new learning ecosystem has and will change the context of how learning takes place. Learners experience real-time and pushed recommendations for learning. The information available is dynamic, technically applicable, visually engaging and easy to locate. In response to the growing training needs, the L&D shift has enabled and empowered self-directed learning.

JPL must sustain easily accessible systems for learners to access information from a myriad of sources. The additive value of the learning organization of tomorrow will be in the identification, validation, and creation of high quality technically accurate learning content. JPL L&D will still be responsible for the production of high quality, engaging learning material. As the need for information and the number of JPL employees expands, L&D must refine its ability to scale its training development and support services.

Training development and support services will take on many forms in the days ahead ranging from exclusively virtual learning environments to live constructive hybrid and instructor-led environments augmented with technology-based presentation and subject matter interactive channels.

CONCLUSIONS

HR and L&D enables and empowers learning. The aim was to develop resources, sustain people, processes using tools and technology to provide individualized training content to the right employees, at the right time using contents of the highest technical quality.

Resulting, JPL workforce maintains a world-class level of technical competencies and on-the-job performance.

>>  The new learning ecosystem ensures individual and organizational competencies for technical workforce while focusing on people.

>>  Greater availability and access to learning opportunities at the existing funding levels.

>>  Reduced cost of training and re-distribution and reinvestment of training dollars.

>>  Reduced time spent with curriculum development and delivery through repository.

>>  Enhanced opportunity for employees to experience advanced simulation and made training technology available both inside and outside the traditional classroom.

>>  Preservation and focused use of instructor-led and hands-on training and less time required to fully develop early career hire employees.

—Anthony Gagliardo is a Learning! Champion award-winner for thought-leadership. His program to re-imagine the learning ecosystem at JPL inspired this honor. Gagliardo is head of HR & Technical Training at NASA’s JPL and is committed to supporting the training needs of those at NASA and Caltech Institute.

Published in Top Stories

Transforming the Learning Organization from Order-Takers to Business Partners

“It’s just training, it doesn’t take long to create.” How many times have you heard that or something similar?

The challenges facing the learning organization when moving from order-taker to business partner are:

>>  Customers often think it is easy  to create training.

>>  Customers may have a pre-determined solution.

>>  The learning organization is often backed into a corner in terms of  development time.

>>  Due to cost constraints, the learning organization must deliver more  with less.

Our internal customers often don’t realize how long good learning design takes. We feed this myth, by continually jumping through hoops to deliver the learning solution in time to support a new software, product or program release, reinforcing that we are just order-takers and not partners in providing the solution. As learning professionals, we know that well designed learning solutions can add value by improving efficiencies, engaging staff, saving money, providing metrics data and showing Return on Investment (ROI) for the business. It is imperative that we build strong relationships and partner with stakeholders, so they understand the type of value we can bring.

HOW DO YOU GET IN THE  DOOR AND GET TO THE TABLE?

To start, you must assess your team’s capabilities, your larger learning team goals and combine that with a deep understanding of your company’s organizational goals and the operational realities of the business. Do you have a defined vision (what you provide) and mission (how you’ll provide it)? If not, you need to spend some time reflecting and building out what that is and making sure your team is onboard. You can’t expect anyone to follow your lead if you don’t know where you are going.

While a strong learning design background and understanding of the business is important it is equally important to build relationships.  According to Peter Block: “The building of authentic relationship as the delivery system for expertise and business knowledge. The result is to make internal clients trusted business partners which results in improved business outcomes for companies and organizations." Building on that philosophy, find your champions and cultivate those relationships. Once you have found them, ask if they see areas where the learning organization can be included.

IDENTIFY PROJECT OBJECTIVES

You’ve been invited to the table, now what? When you meet with stakeholders initially, listen first and then ask questions to help: narrow focus, get the project team on the same page and help you decide which learning solutions, if any, to recommend. Then share how learning can help them achieve their goal. Some questions to ask are:

>>  Who are we impacting (target audience)?

>>  What problem is being solved?

>>  What will success look/feel like (metrics)?

The answers will help you to narrow recommendations and decide if learning is the solution.  Sometimes as you meet with the stakeholder and they answer questions, you may realize that the solution is simpler, maybe a communication or a conversation is all that is needed not a full-blown learning solution.

Tip: Use stakeholders time wisely. Some stakeholders may want to be more actively involved in the process than others. Be proactive; ask them how they would like to be communicated with and how often.

Bonus Tip: Begin with ‘yes.’ Yes can be disarming (assuming it is the truth) that you could build what they are requesting (take their order). But, once you know what they want to accomplish, that may drive the design and you are on your way to ‘partnership.

DESIGN PROPOSAL

Once you have completed analysis, go back to the business with your recommendations for learning solutions. As you put the design proposal together tie in your recommendations to the answers that the stakeholder’s provided and use their language.  Provide reasoning as to why the recommendations landed where they did. Be sure to note how you will track success and when results will be reported back to the business.

For example, we were asked to create a half day in person instructor-led training for a new phone system being installed in five countries over the course of two months.  To save money and time we recommended short, engaging e-lessons to introduce the new system followed by a virtual session with an instructor where learners could ask questions.

Tip: Don’t over engineer solutions.

STATEMENT OF WORK

Once the design proposal is accepted, we follow up with a Statement of Work (SOW). This document has been key in our success, second only to building relationships. This will become the roadmap for the project with the business and should include:

>>  What learning solution will be delivered.

>>  Expectations of the stakeholder and subject matter experts during the feedback cycle.

>>  List any critical items from the stakeholder and promised deliverable dates from them.

>>  Signature lines for stakeholder and learning solution provider.

How many times have you begun work on a project, sent for feedback and the stakeholder wants to add additional items that were not part of the original conversation?  The SOW helps with scope creep. If the business doesn’t provide critical information or feedback as agreed to, you can pull it back out and remind your business partner where you landed prior to starting the project.

Tip: We stopped giving delivery dates and moved to hours for all projects. People latch on to dates and remember them.  They forget when the software development cycle ran late or critical items needed for learning solution design were not delivered on time.

DEMONSTRATE IMPACT

Remember you need to report results back to the business. By building in tracking during the design phase you can track that data at set times and share with the business.  This is where your credibility is built.  Cool, flashy design will only take you so far. You can have cool, flashy plus impact or lower key design with impact, but you cannot under any circumstances have any type of design with negative outcomes or impact.  Sometimes projects miss the mark, better to course correct as soon as a you know the solution is not hitting the mark. Sometimes it can just be a small tweak to set the solution on the right course again. When a solution misses the mark, own it.  Reach out to the business and deliver this information and offer solutions.

Tip: If the learning solution is not making a difference, stop and/or readjust.

PITFALLS

This sounds great on paper, but the reality is that it isn’t easy. You can’t chase fads or make a project fit a tool that you want to try out.  Credibility is at stake, make sure that the solution and tool for delivery match, the solution fits the target and that the learning will make an impact.  Look for innovative solutions and don’t over-engineer.

When approached about a project, it is easy to fall back into the order-taker mentality because it is familiar.  Take a step back, ask the questions and provide thought leadership to arrive at the right solutions.

Keep your eye on your target audience and put yourself into the “shoes of the learner”.  Would you want to use the solution?  Would it engage you, provide you needed information, or is it just checking a box? If you aren’t moving the needle, then why do it?

CONCLUSION

Becoming a trusted business advisor takes time and effort. You must build and maintain relationships. You must also understand the business and how learning can help. Results should take the form of speed, quality, operational efficiency, cost savings, culture/engagement and other performance related outcomes.

As you start experiencing wins with this process, start sharing those with your team and across the organization.  The best feeling is for teams to reach out to the learning organization, not because they have a training need, but because they want to bounce ideas to get your thoughts prior to them moving forward with a project.  This seat at the table feels good.

It took 12 months for us to get to this point, and we continue to hone our story and approach, relationships and outcomes, provide thought leadership and continue to help our stakeholders to start in the “What do they need to know” mode and not jumping to “solution” mode.

Order taking will never go away and, for certain instances, it still makes sense. But for the larger asks, put a process in place. Ask: “What problem are we solving?” “Are the results measurable?” and “Is this the right solution?” The process creates a circle of learning and performance. Success breeds trust, credibility, the ability to make a difference with learners and the business, ensure learning is an active partner of future initiatives.

Celebrate your successes internally with your team.  Apply for industry awards and, as you accept industry acknowledgement, share that internally.  Your team is now viewed as a value add. Not just because you said so, but because others see it too. And remember that the purpose for learning in the context of organizations is to add value to the business.

–Ronda Feague is Director of Instructional Design Strategy & ChoiceU Operations, at Choice Hotels International. Choice Hotels International is a 2017 Learning! 100 award-winner for culture.

Published in Top Stories

Business Drivers Spur  Need for New Features

As technology evolves so do the learning solutions that grow our talent. In Elearning! Magazine’s 10th Annual Learning & Talent Platforms Buyer Study, we reveal how the learning ecosystem is evolving. The study conducted November 14th to December 5th, 2017 surveyed 441 learning executives on platform needs, brand and product awareness, user satisfaction, ‘must have’ features on new or replacement platforms, and insights into the decision-making process. We share the topline findings here, and recommend downloading the complete study for free at: http://information.2elearning.com/2018lmstmsstudy/

CURRENT OWNERSHIP CHARACTERISTICS

Almost half of respondents operate multiple learning or talent systems within their enterprises (See Figure 1). Eighty-eight percent have a learning system deployed within their organizations. A large uptick in talent system ownership was noted with 33% ownership. Cloud-based systems continue to rise with 74% of systems running as Software as a Service or in the cloud. Learning Content Management Systems (LCMS) have also reported a slight increase to 31%. The most frequent pairing of systems is Learning Management System (LMS) and Talent Management System (TMS) at 18%, followed by LMS and LCMS at 13%.

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Most learning and talent systems are deployed across multiple locations with multiple US locations and international sites accounting for 2 out of 3 installations  (See Figure 2).

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The learning systems deployed are supporting internal staff (83%) and external customers, suppliers and partners, (74%) (See Figure 3). Support of external audiences has increased 7.2% from 69% in 2016. Customers account for 44% of extended training programs.

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SATISFACTION RATINGS

Owner satisfaction scores have steadily improved for learning platforms over the last five years. This year’s overall satisfaction rating was 2.22, a solid B. Much is attributed to movement toward cloud-based systems that simplify ownership and the updates users receive during ownership. However, learning systems still receive lower marks on Flexibility (2.44), Interoperability (2.47), and New Features & Capabilities (2.52).

Surprisingly, TMSs saw a lower overall score than LMSs of 2.36, a B-. Given that TMSs are newer to the market and can leverage cloud’s ease of use, we expected higher satisfaction scores. The sore points for TMS owners are: Interoperability (2.37), Cost (2.39), Ease of Use (2.42), Flexibility (2.42) and New Features & Capabilities (2.42). However, the owners’ lack of expertise may also be a contributing factor to lower satisfaction given only 31% report they are expert or very familiar with the TMS vs. 72% of LMS owners.

THE NEXT SYSTEM

Dissatisfaction with system's features and flexibility is a continuing concern for learning executives. However, now it is a roar heard from the C-suite as focus on engagement, collaboration and performance takes center stage (See Figure 4).

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In the 2018 study, Employee Engagement is the number one business driver for investment in learning and development. Meaning, learning and development initiatives will be measured against this objective before, during and after the investment.

Why all the focus? According to Gallup 2017 study, organizations with highly engaged employees have 22% higher productivity and 25% lower turnover. Today, 67% of the workforce is disengaged. Plus, 51% of employees are actively looking for their next job; 91% of which will be with a new employer. Engagement is now a C-suite imperative and learning and development is the key.

According to Gallup, 41% of millennials say "a job that accelerates career development is very important." Another 61% say "I want to work at what I do best" - a nod to competency. This is a key tactic to improving engagement. As a result, Personalize Learning has skyrocketed from 0.4% in 2012 to 49% in 2018. With digitalization, smart systems and data analytics, personalizing learning is within the grasp of most learning organizations. And, it is now being funded by most organizations.

NEW SYSTEM ATTRIBUTES

About one out of three LMS owners are replacing their systems and 6% of those without a LMS, are planning to add one. For TMS owners, 8% are planning to replace their system, however 12% of non-owner plan to acquire a TMS. These buyers are investing more than ever on their next system at $1.3 million, up from $1.1 million in 2016, an 18% increase.

Sixty-nine percent of buyers plan to purchase their new learning system within 24 months.  For TMS buyers, 57% plan to make the acquisition within the 24 months.Eighty-two percent plan to purchase a LMS, cloud-based solution (See Figure 7).

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Buyers value Quality, Price and Customer Service when specifying a solution. However, their list of ‘must-have’ features is long. The good news is business leaders are ready to invest to get the features and capabilities needed to drive the business.

When it comes to the learning system, most expect the standard functionality to be present i.e. Course Tracking, Authoring, Testing, etc. The early majority are now expecting Mobile Deployment (68%), Personalized Learning (64%), and Survey Management (60%).  However, only about four out of ten have these capabilities in their current system (See Figure 5).

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On the TMS front, owners expect Performance Measurement, Metrics, Planning (71%), Workforce Analytics (64%), Reporting Tools, Integration and Succession Planning (61%) to be in their next system. They are not generally present in their current system  (See Figure 6).

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BRAND AWARENESS

The study also queried current ownership by brand, awareness and rankings of learning and talent systems by mention. More than 100 brands were named in the study indicating the industry is still quite fragmented. Among owners, the top learning brand only collected 9% share, level with 2016. Among talent systems, the top brand garnered only 12% share.  The complete report on brands, awareness and ownership can be downloaded free at: http://information.2elearning.com/2018lmstmsstudy/

SUMMARY

As technology evolves, so does the solutions and processes we leverage. Learning and talent systems are wonderful solutions. But, they are only as useful as the experts behind the wheel. The C-suite is investing in your team to move the engagement needle and drive performance. Use this research, your team and partners to design the ecosystem your team needs, wants and deserves. The solutions await you.

Published in Top Stories

Learning! Champions embrace hard work, dedication and creative thinking.

The 2018 Learning! Champion Award honors individuals for exceptional contributions to the learning industry. Elearning! Magazine names 17 professionals across six categories for 2018.

“Thought-Leaders” are industry experts always willing to share their expertise and are dedicated to bettering their communities and industries. “High Performers” have gone above and beyond, usually in a relatively short time frame to implement new learning techniques in their organizations. “Trail Blazers” forge new processes and procedures in uncharted areas to elevate learning and technology successes.

“Innovators” are technologists or problem solvers who often bring these solutions to market for others to share. “Creative Consultants” have the ability to create solutions to learning problems that scale beyond the current challenge.

“Rookies of the Year” are new to their role or industry and have surpassed performance expectations and are on their way to a successful career in learning.

The 2018 Learning! Champions are...

THOUGHT LEADER

1. Sae Schatz, Ph.D Director, Advanced Distributed Learning Initiative, Department of Defense

Sae Schatz, Ph.D. serves as the Director of the Advanced Distributed Learning (ADL Initiative), a research and development program under the Deputy Assistant Secretary of Defense for Force Education and Training. In the role of Director, Sae leads the ADL in thought-leadership, facilitating learning for our nation’s Warfighters, government agencies, and beyond.  Through research, development and collaboration, ADL is working on next generation strategies, best practices, and innovations to advance the way we learn.

Sae also supports ADL’s mission to develop and advocate open source software, tools, and specifications; as well as create and accelerate the establishment and utilization of technology-driven learning standards that prepare and enable our nation’s learners, both military and civilian. Innovative learning technologies impact our learners by enabling them to be more mentally agile, expanding their capacity to develop sophisticated competencies and skills, and enabling them to thrive in the most  complex situations.

In the last few years, Sae led the authorship and execution of the Marine Corps’ Making Good Instructor Great project and accompanying instructor tool kit. She also acted as chief scientist for the award-winning Border Hunter research effort (sponsored by Joint Forces Command) and, later, for the Joint Staff’s blended learning – training initiative. Sae is passionate about human–systems integration and, in general, about emphasizing human-centered approaches in research, develop- ment, education, and training.

Before joining ADL, Sae worked as the Chief Scientist for a small defense contractor as well as a professional development consultant, and prior to that, she was an Assistant Professor at the University of Central Florida’s Institute for Simulation and Training.

Dr. Schatz received her Ph.D. in Modeling and Simulation from the University of Central Florida. She served on the UCF faculty from 2006–2011 (teaching courses in human-systems integration, visual and web design, and web development) and continues to support the Modeling and Simulation graduate program as an occasional adjunct instructor. http://www.linkedin.com/in/saeschatz

2. Anthony Gagliardo, Head of HR, Training & Development, NASA’s Jet Propulsion Laboratory

Dare Mighty Things

Anthony is committed to supporting the technical training and professional needs of the men and woman of NASA and California Institute of Technology in their quest to DARE MIGHTY THINGS. JPL’s office of Technical Training and development is comprised of industry leading learning professionals focused on enabling the knowledge that propels those who accomplish the impossible.

In 2017, Anthony reinvented learning at JPL transitioning it from an event-based training model to a collaborative open learning ecosystem. With the world’s top experts in jet propulsion to tap, knowledge exchange was a top priority. Anthony lead the transition by creating a learning ecosystem that tapped expertise internal and external to JPL. Learn more about this program on page 25.

Prior to joining JPL, Anthony served the Federal Aviation Administration as Director of Technical Training where he guided efforts to modernize and transform training for the FAA’s 20,000 air traffic controllers and 6,000 technicians. He also served in the U.S. Air Force for 10 years as a flight engineer instructor.

Anthony has published numerous articles in the field of technical training and corporate transformation.  He has earned a Master’s Degree in Management and Public Administration from American Public University and a Bachelor of Arts in Management from APU. He also holds FAA certifications as a Pilot, Right Engineer and Aircraft Maintenance Technician.

HIGH PERFORMER

3. Ryan Waltrip, Ph.D Director of Online Programming, William & Mary University

Agent of Strategic, Institutional Transformation and Instructional Innovation

In just five years as a Director of Online Learning, Ryan Baltrip has demonstrated exceptional distance education leadership and transformed two different institutions’ approach to online learning. In his first Director role, Ryan served a private institution primarily focused on professional, graduate education that also offered undergraduate programs. When he first stepped into the position, the school’s online offerings were extremely poor quality. Online courses were little more than correspondence classes. Yet through four years of driven and dedicated work, Ryan changed online learning at this institution and developed it into a recognized leader in online graduate theological education. He built a team that would grow annual revenue from $1.7 million to over $7million. The overall satisfaction ratings and quality of the programs increased. Ryan also developed holistic course, instructor, and program evaluation tools that were used to improve effectiveness.

After four years of success, Ryan transitioned to a new challenge – being the Director of Online Programming at William and Mary. His leadership has expanded undergraduate offerings that generated half-million in new revenue and fostered improved student satisfaction ratings with online learning in 14 of 15 measured categories. He worked collaboratively with schools of law, business, education, and arts & sciences to develop new online initiatives in each; helped develop the law school’s first online program; and assisted the School of Education’s strategic plans to expand online. He has provided the strategic direction that revamped existing e-learning workshops into the current E[x]ploring Learning Design program that generates a teaching and learning commendation for faculty and helped the second oldest college in the country to see online learning not as a threat but as an opportunity. Ryan’s leadership has been a vital catalyst in transforming a historical, highly ranked institution and helping it to offer high-quality online learning that matches its brand expectation.

Ryan holds a B.A. in Theology, Ph.D. in Higher Education Administration and is completing post doctorate studies in Business.

4. Kristen Davidson, VP of Organizational Development, Consumers  Credit Union (Consumers CU)

Kristen has A Passion for Engaging Employees and Fostering Their Growth

As Vice President of OD, Kristen supports the learning needs of 300+ employees at 19 offices in southwest Michigan. She is responsible for scoping, developing, and delivering training programs for employees, utilizing blended learning. She is a highly motivated, self-driven team leader with expertise in process improvement, change and transitional management, performance metrics, and reporting.  She understands the importance of mentoring and has implemented a formal mentoring program at Consumers CU. She works closely with mortgage sales and operations to ensure training needs are met through various trainings supporting other departments.

Kristen’s impact can be seen in many ways throughout the organization. From the 69 people who have taken Kristen’s Leadership 101 curriculum, 74% have since been promoted with 35% promoted to a manager or supervisor role. After 101, people wanted more opportunity to grow and develop. From there Leadership 201 and 301 were created. These focused on developing further leadership qualities. Leadership 201 is geared toward employees who are looking for the next level in developing coaching or management skills. While 101 may qualify you for a position as a Team Lead or Mentor, 201 will develop skills suited for an assistant manager, like recruiting, credit union financials, and strategic thinking. Leadership 301 is designed to hone the skills of someone who currently leads or will soon be leading a team of people. This class gives participants the chance to connect with the CEO and dig deep into the Integrity Coaching process.

When it comes to employee engagement, Consumers CU stands out from its competitors in the marketplace and Kristen is a huge contributor to that. Another initiative of hers, the Performance GPS, has taken our employee engagement levels up 15 basis points, from 4.34 to 4.48 as assessed by our annual Employee Engagement Survey! Comparatively, the credit union average is a 3.96. The Performance GPS revolutionized the way performance appraisals were done credit union-wide.

Kristen has earned many honors including HR Professional of the Year from CUNA, Program of the Year and Best Results Finalist. https://www.linkedin.com/in/davidsonkristen

 

5. Ciara Daume, Instructional Design Manager, Heartland Dental

Leading Training Transformation at Heartland Dental

Ciara leads online learning at Heartland Dental, founded in 1997. The organization’s mission is to “support dentists and their teams as they deliver the highest quality dental care and experiences to the communities they serve while providing exceptional careers and creating value for our stakeholders.”

With their network of over 800 dental practices, 1,200 supported doctors, 10,000 team members, and a presence in 34 states (and growing), Heartland Dental has become the nation’s largest dental support organization. Their support services include HR, marketing, supplies, accounting, payroll, patient support, IT, and more.

Under Ciara’s direction, Heartland Dental transformed their fully in-person training program and made it digital while expanding training opportunities at a cost savings, ($18.5 million to be exact), all while growing their business at an impressive rate. This program compliments Heartland Dental’s 5-year Mastery Program. Upon completion graduates can earn a Fellowship to the Academy of Dentistry along with an award of $250,000. Only seven percent of dentists hold this honor.

6. Andrea Strong, Manager of Instructional Design, SkillPath

Talented Instructional Designer Creates 1,200-Plus Custom Learning Programs Annually

Working fast, furious and full of smarts, you’ll find Andrea Strong, a dedicated Manager of Instructional Design.  For six years, Andrea has led a team of six talented instructional designers, pushing them to deliver quality content and quickly. Andrea is known for meeting lightning-fast deadlines and going above and beyond for clients, employers in all industries and all countries with varying degrees of wants and needs in learning and development.

In 2017 alone, Andrea and her team designed 1,220 learning programs for public and private companies, federal agencies, medical centers and more. Andrea is a fierce proponent of education and lifelong learning, evidenced by her 20-plus years of tenure in designing, training, deploying and leading learning solutions and her own multiple degrees.  Andrea specializes in executive leadership, assessment, education and government business relations – and making learning sing for thousands of learners.

Under Andrea’s leadership, SkillPath has provided training to professionals at 997 of the Fortune 1000, 15 branches of the federal government and four branches of the U.S. military, including work on 226 military bases. Andrea and her team have also trained staff at the headquarters of all four major sports leagues – the NFL, NBA, MLB and NHL.

Andrea’s intense and extensive work for Komatsu has led to additional opportunities (and more than half a million dollars in revenue) to create learning programs within the global company.

“Andrea Strong’s contributions and the thousands of learners she helps each year is staggering,” said SkillPath President and CEO Cam Bishop. “She is bright, talented and extremely determined to create the very best content, curriculum and custom learning programs for our clients, who benefit immensely from her more than two decades of industry experience.”

Andrea has a Master’s degrees in Public Administration and Education from Park University (1997-1999) and Bachelor of Arts in Political Science and Public Communication and Speech from William Jewell College (1993-1997). https://www.linkedin.com/in/andrea-strong-6ba81

CREATIVE CONSULTANT

7. Matt Chambers, Learning Specialist III, California Coast Credit Union

Matt Chambers Creates Unforgettable Learning Videos in Record Time

Matt Chambers is an astute, prolific learning and visual design professional who creates advertising-agency quality live and animated videos.  His other talents include classroom facilitation, experiential activity design, service measurement, lean process improvement, and knowledge management/Intranet design.

In a span of five months, Matt Chambers created three (3) memorable, inventive, and emotive visual learning videos.He has a film director’s sense of setup and framing, a digital artist’s sense of how to create emotional impact, and a digital designer’s understanding of the tools of the trade.He also has great insights into music selection to create a full cinematic effect.While Matt had previous experience in graphic design and video creation, he had not used many of the effects and animation software tools deployed in the crafting of these projects.

To achieve the delivery of three (3) professional quality, highly engaging videos in five months exceeds the production schedule of visual professionals with more years of experience. Additionally, Matt wrote the scripts, narrated the voice-overs, and incorporated ambient music, providing deliverables that are inspiring, educational, and impactful to many different audiences.  He has proven himself to be an innovator and trail-blazer.

Two live videos with effects were created for the organization’s Board of Directors planning retreat and will now be used in the company’s new hire orientation and on the public web site to help recruit new employees and interest prospective credit union members in a profile of what the credit union represents. This placement is the first time the company has ever used in-house videos on the public web site.

The third deliverable, an animated video, was created to launch a corporate initiative in using behavioral competencies (referred to as “superpowers”).  This video is essential to the company, tying into the Employer Brand, Member Experience Story, and updated standards as a high-performance organization. This video is being used in company-wide communications and training, as well as in new hire orientation and in management development (e.g. writing performance reviews).  The concepts are vital for the company, driving recruitment and coaching practices, while communicating key messages about the organization’s culture.

As an individual, Matt is humble, creative, insightful, and committed to life-long learning.  At 30 years old, he is a powerhouse who will make larger contributions to the learning community as his career progresses.  He earned his BA from San Diego State University in Teacher Education, and has been working in learning and visual/graphic design for the past 10 years.  Matt is a senior learning specialist at California Coast Credit Union in San Diego, CA. https://www.linkedin.com/in/mattcbusiness/

 

8. Kim Mabon, CEO, Creative By Design

Where Creativity is Born

Kim Mabon launched Creative by Design in 2011 after honing her design skills in advertising and marketing for large lifestyle and business publishers: Creative Age, Advanstar, Questex and B2B Media Company. Since 1995, Kim has earned over 60 Maggie Awards in partnership with her publishers. As Creative Director of Elearning! Media Group, Kim has collected 24 pub- lishing awards for Best Cover, Best Trade Magazine, Best Media Kit, among others.

“Kim has the unique ability to take verbal and written words and convert to living color that captures the attention of the audience. And, she does it every day,” shared Catherine Upton, Group Publisher,  Elearning! Media Group.

Her skills don’t end in publishing. Kim invests her talents in many volunteer efforts including: Creative Director, My Father’s House Church; Executive Board Director, Corona Chamber of Commerce and Secretary, STARS Network.

Kim is the author of the 5&5 of Advertising program which teaches business owners the top 5 mistakes and 5 essentials of advertising.  She has presented in front of audiences both large and small including The Black Chamber of Commerce, Corona Chamber of Commerce, TEAM Referral Network’s Big Event, SCORE, Inland Empire Woman’s Business Center and many more.

Kim holds an Associate Degree in Graphic Design as well as numerous design, software, publishing certifications. https://www.linkedin.com/in/cbdgraphics/

 

9. Alexandra Manolis, Client Success Manager, BizLibrary

Creating Partnerships that Last through a Consultative Approach

Over the past two and a half years, Alexandra has been instrumental for the Client Success Team at BizLibrary. In her role as a Client Success Consultant, she worked with over 80 clients on their learning and development program. Many of these clients have received industry awards such as Learning! 100, Learning Top 125, Emerging Training Leaders, and LEAD. Addition- ally, through her work she has helped her clients achieve tremendous results.

Alexandra’s work with her 80 clients is a great contribution to the learning industry. Through her consultation, many clients have gone on to present at various conferences, published articles, and made great strides in their training programs. She has presented at conferences on a variety of topics such as launching a new program, marketing a training program, and setting goals. Her clients credit her and her partnership as a reason for their success.

Through her partnership, Alexandra has helped her clients see great results. Go Solution worked with her to create a program that helped them improve close rates by 7%, and FedBid improved their technical and soft skills through their work, just to name a few. Additionally, the internal impact she has had on the team helped to improve the team of 8 consultants. Each week, she provides best practices and strategy to consultants to improve their work with clients.

Alexandra earned a B.A. in Business and a M.B.A in Human Resource Management. https://www.linkedin.com/in/Alexandramanolis/

TRIAL BLAZER

10. Nancy Saks, Director, Learning Center for Learning & Innovation (CFLI), Scripps Health

Nancy leads the award-winning Simulation Center for Collaborative Medicine at Scripps Health, a seven-time Learning! 100 award-winner.  At the center, teams are trained using live simulations and robotic patients for on-boarding, certification and general practice.

“The use of simulated scenarios has increased in clinical pre-licensure education programs,” shared Nancy. “New graduates come to Scripps expecting to participate in simulation exercises. Now we can build on their training and help them become experts with the equipment they will find in their work areas.”

Nancy joined the leadership team at Scripps Mercy Hospital in 2007 with over 25 years of experience in healthcare and higher education as clinician, faculty, and administrator. Now a part of the Scripps Center for Learning and Innovation, she currently manages education and training activities across the Scripps system for staff, volunteers, and students.

Committed to lifelong learning, Nancy achieved a B.S.N. from DeSales University and Master’s and Doctoral degrees in nursing from the University of San Diego.

11. Jordan Wilcosky, Employee Development Supervisor, Garney Construction

Employee Development for Employee-Owners

From day one, Jordan has been innovative in her approach to training. With Garney Construction being an employee-owned (ESOP) company, Jordan had to ensure that any training plans/approaches provided maximum value to the employee-owners, as all money and time spent on training was time not spent contributing to the ESOP. Keeping this challenge in mind, Jordan was, and continues to be, forward-thinking in program implementation, as well as continues to be proactive with training and serving as the learning and development subject matter expert for the entire organization.

After joining Garney Construction, Jordan had employee-owners express that the training Garney provided in classroom sessions was not relevant to their roles. Additionally, it was expressed that training was not timely. In some cases, information given was provided too late for implementation. On the other hand, some expressed they had forgotten what they were taught at sessions when it came time to implement. With this feedback, Jordan determined they needed a solution that is multifaceted, allowing employee-owners to access training that is relevant to their role, when they need it. She began to implement a new program, Garney’s first online university.

After deciding to launch an online university, Jordan had three initial goals for the program:

  • Create excitement within Garney’s employee-owners via a strategic marketing plan that began one month prior to going live and ramped up in frequency and intensity as the go-live date neared.
  • Average one course completion per user, per month after product launch.
  • Gain buy-in and support from the Officer Team (executive team).

After the initial launch, ongoing goals were made to continue to improve the skills of employee-owners, as well as have a positive impact on the learning culture.

Garney has consistently reached (or exceeded) their initial utilization goal by averaging one course per user, per month, so last year. So, Jordan began calculating the percentage of employee-owners who were completing the Garney University monthly course assignment. She found that while course completion numbers were high, the number of people completing the assignment each month could be improved. In 2016, they averaged 62% completion. By January 2018, Garney averaged 79% assignment completion. In a year, participation increased 15%  while adding 50 new learners.

This initiative has earned many honors including Program of the Year and Best Use of Technology.   https://www.linkedin.com/in/jordanwilcosky

12. Cris Hatcher, Director of Training and Development, Watco Companies

Inspiring Others through Relationship, Dedication, and Service

Since joining Watco, and the Watco University Team, Cris has taken a hands-on approach of building relationships, listening to understand what customers need, and offering ideas or possible solutions to the needs of his customers as the core of developing initiatives related to learning and development.

Cris focuses on providing initiatives that spark an ongoing interest in continued learning by providing initiatives that meet the needs of multiple people at the same time, but also caters to specific learners, so they can get both what they need and want. Additionally, Cris maintains a direct connection to the Watco Customer First! Safety Always Foundation Principles of Watco which are: (1) Value Our Customers, (2), Value our People, (3) Safely Improve Every day.

A new online system, Watco U Online (WUO) was launched under Cris in 2015. Since its launch, Watco U Online has seen con- stant growth in the use of the system, and now supplements instructor led training initiatives, and many other initiatives. WUO offers a proactive approach to working safer for our Customers through consistent weekly training. It also sparks engagement from the top down to the frontline at our locations as managers complete the training, and then pass on what they learned to the team members they serve by teaching them. These programs have forged working relationships among several different divisions of Watco. They have further led to other groups recognizing the ability to use Watco University as a business partner, which leads to continuous value being added as new programs are created and added

Watco University has impacted the business. Over the last two years there has been a reduction in turnover at Watco. Watco ended 2014 with a turnover rate of 35% with an estimated turnover cost of $14 million. In 2015, they reduced turnover by 7% to 28% and reduced the financial impact to $11 million, which translates to a $3 million savings. In 2016, Watco reduced turnover rate by another 6% to 22% and reduced the financial impact $9.3 million which relates to $5 million in savings since 2014.

In 2014, Watco did not have any online training. In 2015, they had 2,008 online completions after launching. In 2016, it improved to 4,704 completion. And, in 2017, online completions grew to 11,679, almost tripling 2016. This is over a 581% increase over 2015.

“This is a great return on Watco’s investment,” says Chris.  When you provide a resource and show team members how it can help them, it gives them the chance to grow. You get some much more value.” https://www.linkedin.com/in/crishatcher/

13. Andrea Jones, Director of Organizational Development, Comer Holdings

Creating a Culture of Learning and Excellence from the Ground Up

As a team of one, Andrea Jones has taken Comer Holdings/IMA from having non-existent training culture to an environment that embraces and craves new learning opportunities. After a much-needed analysis of their employee culture and engagement, Andrea created marketing and training engagement campaigns to take learning beyond compliance and engage every member of the organization, from hourly employees to senior leaders. With her creative, blended training program, Andrea has helped to take learning from a “nice to have” to an essential part of the organization’s culture and ongoing commitment to employees.

Andrea has implemented and incorporated several initiatives as the sole learning and development professional. These initiatives include:

  • Incorporating ethics/harassment training starting in 2012.
  • Conducting a training needs analysis for IMA, followed by aligning their HR goals to the company needs in areas of finance, operations, and leadership.
  • Developing campaigns to continually increase the level of leadership engagement, including developing graphical aids such as word clouds, timelines, and creating a voice for learning and development.
  • Building recognition programs and marketing strategies to create excitement and increase LMS usage to achieve organizational goals. Examples include producing a training newsletter, ongoing email blasts, seasonal contests, a publishing a “honors list.”
  • Building custom certifications for IMA/Comer that incorporate both off-the-shelf and custom content.
  • Coordinating with the HR team at IMA to ensure alignment and develop best practices/strategies for

Notable results of these training programs have included a reduction in harassment incidents, greater collaboration in management across locations, a 15% reduction in IMA’s turnover rate, and a culture shift from low morale to one of excitement and appreciation for the company’s investment in its employees’ development.  Plus, people are proactively asking for training. Plant managers are requesting training for not only themselves, but also their employees to enrich the workforce. https://www.linkedin.com/in/andrea-jones-33434295/ 

ROOKIE OF THE YEAR

14. Mary Feierabend, Talent Development Program Leader, MarksNelson LLC

Solving Business Challenges with Development and Fun

The rapid pace of change, competition for talent and continuing education requirements for accountants are pressures 

MarksNelson faces every day. With only 11 months of experience as Talent Leader, Mary had to construct a strategy to combat these challenges.

In Jan 2017, Mary launched MarksNelson’s talent development program called MarkNelson University. At its foundation is a competency framework Mary assisted in creating that ensures skill mastery and promotion readiness. The competencies are tied directly to the firm’s mission and core values and are formatted into Success Profiles for each position. The profiles help employee’s answer the question “when am I ready to be promoted?”

Mary used the profiles to create learning tracks for each position that help to teach the skills needed by employees to be successful in their careers. Other tools in MarksNelson University include a career coach program and a voluntary mentor program.  Mary promotes a culture of learning through creative and innovative programs. She created an Excel Ninja certification to raise Excel knowledge among the staff, a virtual scavenger hunt to educate staff on the tools available through MarksNelson University, used Kahoot (a free game-based learning platform) to engage staff in learning, and markets her learning program regularly. She makes sure to take advantage of all free resources and shares various how-to guides, competency guides, and articles with the staff.   https://www.linkedin.com/in/mary-fei-erabend-83835197/

INNOVATOR

15. Russel Sarder, CEO, NetCom Learning & Sarder TV

Russell is known as the CEO of Learning. Sarder’s portfolio includes the production of learning media, an educational channel, award-winning learning software and cloud learning companies.  Sarder owes much of his success to his passion for becoming a lifelong learner.

Under his leadership, NetCom Learning – a managed learning services, training, and talent development company - has become a multimillion-dollar business. Among many awards, Inc 5000 Magazine listed NetCom Learning three time as one of the fastest growing private companies in the USA. NetCom Learning has also been recognized by Microsoft as Learning Partner of the Year and has been rewarded four times as Top 20 IT Training Company by Training Industry.

He shares his expertise in his books and speaking. Sarder is the author of, “Learning: Steps to Becoming a Passionate Lifelong Learner” and “Effective Learning Methods: How to Develop the Most Effective Learning Method.” He has been featured in Yahoo Finance, CNBC, Daily News and the New York Times. Sarder is also a business practitioner and mentor for MBA students and alumni at Columbia University.  Sarder was named Top Ten Asian American Business Awards and 50 Outstanding Asian Americans in Businesses.   https://www.linkedin.com/in/russellsarder/

16. Angela Dawson, Training and Development Specialist,  Event Network

Guest Experience & Culture is Job One

Angela oversees training for store team members. She develops and maintains curriculum for many training programs including the “1-2-3-Floor!” program (onboarding), succession planning, lunch and learns, peer to peer program, and “Momentum” (elective training incentive program). She also works on marketing and communication for training, launching a marketing initiative called “Third Space.” She supports approximately 500 store facing team members throughout the United States with training and training support for the entire organization, which is approximately 1000 to 1500 team members.

To drum up interest and participation in training, Angela creates many catch ad campaigns to promote training. She is extremely innovative in her themes, making sure they are always timely – relating to the season, world events, and company events. Some examples include marketing around the Olympic Games and being “hungry” for learning (Snickers spin off). She enlisted the help of other team members to go beyond typical flyers and create interactive campaigns to show on TV screens throughout locations.

With the “1-2-3-Floor!” program, she created a new onboarding program with the goal to extend and elevate the guest experience at their partners’ attractions to achieve their maximum retail potential. The name “1-2-3-Foor!” is the goal of the program; new employees are trained and working on the floor on the 4th day of employment. This allows employees to spend 3 days fully immersed in the company culture and training before stepping onto the floor, ensuring they are fully prepared for the job at hand. This program increased revenue, decreased turnover, increased productivity and speed to competency. Angela faced many challenges in creating this program, including a multi-generational workforce and a dispersed workforce. She was able to overcome these challenges with ease and grace.

During Angela’s tenue, Event Network has been named a Learning! 100 and a Top 125. Angela has won numerous program awards. She also holds a Bachelor’s degree in Communications from Xavier University and a Master’s degree in Organizational Communications from DePaul University. https://www.linkedin.com/in/angela-dawson-579a0512/

17. Dr. Nurkhamimi Zainuddin, Deputy Director, Centre for Global Open Access Learning & Lecturer, Universiti Sains Islam Malaysia.

Nurkhamimi is Deputy Director at Centre for Global Open Access Learning, Immersive Technology and Quality Assurance (GOAL-ITQAN) and staff at the Faculty of Major Languages, Universiti Sains Islam Malaysia (USIM). His research focus is on Teaching Arabic as a Second Language and Technology Enhanced Pedagogy. Nurkhamimi is actively involved in research on open and flexible learning. He coined the phrase for FLOOC (Foreign Language Open Online Course) by adapting the concept of “Learning Buffet”. He has developed e-learning courses and Online Education Resources for life-long learning. Students from all over the world have benefited from his MOOC and OER.

Nurkhamimi believes, ”teachers will not be replaced by technology, but teachers who do not use technology will be replaced by those who do.” Nurkhamimi holds a Ph.D. from International Islamic University Malaysia; is a member of The Malaysian e-Learning Council for Public Universities (MEIPTA) and editor of International Young Scholar Journals of Language, Video Journal of Innovative Pedagogies, Malaysian Journal of Educational Technology and Journal of Technology and Information Education.    https://www.linkedin.com/in/nurkhamimi-zainuddin-63398539/

Published in Top Stories

Can one learn innovation skills? At Bayer, the answer is a resounding YES!

Innovation is defined as the process of translating an idea or invention into a good or service that creates value or for which customers will pay, according to the Business Dictionary. To be called an innovation, an idea must be replicable at an economical cost and must satisfy a specific need.

The life science industry is surrounded by innovation. Digitalization is creating new business models that are increasingly driving value. Disruptive technologies with big data are transforming R&D and customer approaches. Societal changes are occurring, including aging and increasing populations. Plus, consumerism has customers taking a more active role in decision-making.

When Bayer needed to spark the imagination of employees, it embraced innovation, and embarked on a journey to do just that.

Bayer recognizes that the world is changing, and to remain competitive in the fields of pharmaceuticals, crop science and consumer health, it needs to become even faster and more agile. The company also believes it is not about “doing innovation," it's about innovating in what we do." This mindset is central to Bayer’s future success. Words such as these come easily, and putting it into action is where Bayer has excelled.

To be truly innovative requires the right culture, as revealed in Bayer’s Annual Report: “To further strengthen our innovation culture, we have identified four Focus Behaviors, namely Experimentation, Customer Focus, Collaboration — all underpinned by Trust.”

Innovation requires a shift in mindset. Instead of claiming, “I have no time,” its better to think, “Let’s make time and ask, ‘what if ’?” Rather than accept the “what has always been,” challenge the status quo.

INNOVATION ENABLERS

To help cultivate the right mindset, Bayer has established Innovation Enablers: Inspire, Learn, Collaborate, Connect.

Inspire - to explore and experiment through stories and events. Bayer chief information officer Johannes Schubmehl strongly believes in giving people freedom to innovate. “I love jamming,he shares. “You can never predict the outcome of an experimental session. Usually the result is completely new and cool.” Experiment, trust and empower your team. “Watch what happens when inspiration, aspiration and passion come together,” says Schubmehl.

Innovation Platform - All topics connected to the Innovation Agenda (Inspire, Learn, Collaborate, Connect) are conveniently hosted on the YOUniverse Web application, Bayer’s one-stop shop that enables employees to innovate. The YOUniverse application has had more than 25,000 registered users since its launch in September 2016. The site features more than 500 articles (including stories, learning documents and opportunities to collaborate).

For the Learn section, for example, Bayer staff can find:

>>  More than 40 guides on innovation methodologies and approaches, for self-study and reference.

>>  Webinars on innovation topics like customer-focused innovation, and innovation methodologies to overcome employee survey hotspots.

>>  Online courses in collaboration with IDEO U around elements of design thinking.

>>  Training on systematic inventive thinking with two-day courses to invite employees to learn and apply methodologies to innovate.

Innovation Applied - With recent advances in learning and development on the topic of innovation at Bayer, particularly the establishment of a business-focused Innovation Academy, the company believes it is now at the world’s helm when it comes to driving innovation by truly learning, doing and impacting.

To help unleash the full innovation potential of more than 100,000 employees, Bayer has designed an Innovation Agenda, of which learning is a critical component. Together with strong support from leaders and managers, the passionate and powerful Innovation Network (consisting of more than 80 Innovation Ambassadors and more than 600 dedicated Innovation Coaches) to promote, moderate and contribute toward driving innovation culture and activities from within the core of the company. Innovation Coaches have the passion to innovate and now the power to change.

INNOVATION COACH ON-BOARDING

This approach came from within the company based upon industry best practices. It was co-created with a great external partner company, Systematic Inventive Thinking (SIT).

The challenge was to realize objectives in a sustainably successful manner by creating a powerful network of more than 600 fully-trained Innovation Coaches worldwide who had to be:

1. Promoters of innovation among their colleagues in an engaging way.

2. Moderators, by applying an innovation methodology in an innovation mini-session to unleash the creative power of their colleagues.

3. Contributors, by sharing tips and tools with their colleagues

Further, once the Coaches were on-boarded, their professional development needed to be supported so that they could become catalysts for the change that the company envisioned. It was a new network within Bayer. Challenges included: the wide geographical spread of coaches and different time zones; lack of space for Coaches to build new relationships; limited resource availability of Coaches (both time and access to budget); and lack of time for Coaches to reflect on what differentiates them from other existing communities. While inspiring Innovation Coaches about innovation can be easy, finding their relevance to innovation at Bayer can prove to be challenging.

The leaders of the countries and functions nominated Innovation Coaches (dedicating 10 percent of their time) who had a passion for innovation. From June 2016 to August 2017, more than 600 Coaches had been on-boarded via initial face-to-face training, supplemented by many other custom processes and tools. The initial training lasted three days and was held in all the major Bayer sites worldwide, with a general positive average of 4.8 out of 5.0 evaluation score — one of the highest scores in all Bayer learning and training. The Coaches not only learned more about their new role, they discovered an innovation methodology (called systematic inventive thinking) and applied it to real business challenges.

This training was then supplemented by:

>>  Online Coach Community calls to share successes and support coaches with their challenges.

>>  Interactive live webinars with the use of real-time video to learn new techniques such as visual thinking to express ideas.

>>  Advanced training for high-performing Coaches who moderated more than 10 innovation mini-sessions.

All of this was delivered via an online innovation platform called YOUniverse with an invitation from the Innovation Academy to the remaining 99,000 employees at Bayer to also learn and acquire innovation skills such as design thinking.

IMPACT OF ON-BOARDING PROGRAM

Through effective on-boarding and development of coaches, Bayer is now able to directly realize the return on investment. Coaches have been given guidance on how to measure the impact of their tasks:

i)  Promoter (to inspire one person a day on innovation)

ii)  Moderator (to facilitate one innovation mini-session a month)

iii) Contributor (to publish one story a year on YOUniverse or contribute to Community Calls and webinars)

The Coaches’ task of being a moderator who facilitates innovation mini-sessions on real business challenges is already leading to major benefits. Using the methodology that they learned, they are helping to break cognitive fixedness within the company around product, process, business model and service topics. Bayer is on track to exceed a thousand business challenges tackled by the end of 2017 — each one leading to a potential solution.

This role of a Coach is now part of an individual’s growth and career path, and is recognized and supported by management. In addition, the network is making waves internally, and new Coaches are being nominated daily. At Bayer, the saying “Innovation starts with you” is true. And who better to lead this than its Coaches.

Chara Balasubramaniam, Julia Hitzbleck, Melanie Heroult, Krysia Sommers and Henning Trill authored this article. But this has been driven by the entire Corporate Innovation and R&D team, and made possible by all the talented and committed people from the Bayer Innovation network, who all deserve recognition. Bayer is a 2017 Learning! 100 winner for Innovation. It is the company’s second Learning! 100 award.

Published in Top Stories

Celebrating their 13th year,the Best of Elearning! awards recognize 60 brands across 20 categories for excellence. As the industry’s exclusive users’-choice awards, all nominations are made directly by users of solutions to an open-ended online ballot monitored and tallied by Elearning! and Govern-ment Elearning! magazines. These awards honor best-in-class solutions across the learning and technology marketplace.

“As the exclusive users’-choice awards in the industry, the Best of Elearning! awards have become a trusted resource for learning professionals to specifying solutions,” says Catherine Upton, publisher for the Elearning! Media Group.

“We thank our loyal readers and community members for their nominations and congratulate each honoree.

The Best of Elearning! awards program was first implemented to formalize the recommendation and purchase process for the e-learning community. Research indicated 85 percent of readers had recommended an e-learning solution to a peer over the most recent 12-month period, and 61 percent claimed that award recognition “impacts their decision” to consider a product or service. The Best of E-learning! program formalizes this referral process.

THE WINNERS CIRCLE

Elearning! and Government Elearning! magazines are honored to reveal the 60 brands named Best of Elearning! This year, nine brands are first-time honorees. They are:

>>  Artisan E-learning's Micro-learning

>>  Babbel.com’s Language Learning

>>  Bigger Brains’ Microsoft Office Library

>>  Content Raven’s Learning Experience Platform

>>  Cypher Learning’s Matrix LMS

>>  Elearningforce’s LMS365

>>  ITU Online’s I.T. Courses

>>  J.J. Keller & Associates’ Training On Demand

>>  Learnosity’s assessment solution

Multiple category winners this year are:

Vado’s Leadership Development, Management Development and H.R. Compliance Toolkit; ej4’s Software Skills, Selling Skills and Thinkzoom; Adobe’s Captivate and Connect; Articulate’s Storyline 360 and Replay 360; and BizLibrary’s Collection and Community.

Companies returning to the winners circle with Awards of Excellence this year are: BizLibrary’s Cloud LMS, Community and Connection; dominKnow’s LCMS; Adobe’s Connect; ej4’s Business Skills, Sales Skills and Thinkzoom; Vubiz’s Compliance Library; and Articulate’s Storyline.

New this year, Elearning! magazine selected two brands as Hall of Fame winners. This distinction is to honor brands that have made extraordinary advances in the learning solutions industry. The 2017 Hall of Fame honorees are Adobe and BizLibrary.

ABOUT THE VOTING PROCESS

Elearning! Media Group community members, readers, subscribers and online community were invited to nominate their solution provider via an online ballot during June 1 to October 1, 2017. The ballot was open-ended with 20 categories stipulated. At close, the ballots were reviewed. Duplicates were removed, vendor ballots were nullified as well as votes without a verifiable company domain address (ex.: gmail, aol, etc.). Editors verified product types and categories before counting. The top vote earners in each category were identified as finalists. Those with a 10 percent lead over all other products in a category earned category winner status. Close vote counts and runners-up earned Awards of Excellence.

To learn more, visit www.2elearning. com/awards/best-of-elearning-awards.

AND THE WINNERS ARE …

Elearning! and Government Elearning! magazines take great pride in announcing the Best of Elearning! 2017 winners:

WINNER: D2L Brightspace LMS

PRODUCT INFORMATION

D2L Brightspace is an integrated learning platform or learning environment for students who are enrolled in seated, hybrid and online courses.

Brightspace can run online, blended and CBE programs — or even MOOCs — at the same time on a single platform. It is LTI standards-compliant with a full API set and pre-built integrations. It lets you go beyond basic reporting by turning raw data into real insights that you can act on quickly to provide timely guidance.

FEATURES/BENEFITS

>>  Instructional Design Wizard aligns content, objectives and instructional strategies

>>  Quizzes, surveys and assignments  measure progress with optional  TurnItIn integration

>>  Course delivery can be fully online, flipped, hybrid or blended

CUSTOMERS

Rochester Institute of Technology, Walmart, Babcock & Wilcox Canada

CONTACT INFORMATION

151 Charles Street West, Suite 400 Kitchener,ON, Canada N2G 1H6 (877) 352-7329 or (519) 772-0325 https://www.d2l.com/products/

Award of Excellence: Adobe Captivate Prime

PRODUCT INFORMATION

Adobe Captivate Prime is a next-generation LMS that delivers personalized learning experiences across multiple devices. It allows you to align all online and offline enterprise-wide learning initiatives to skill, upskill and reskill your employees.

Captivate Prime is engaging, with gamificaiton, unified content playback and high-quality video streaming. Mobile-friendly, it offers personalized dashboards and course recommendations.

Additonally, more than 30 help videos are contained within the product for step- by-step assistance on setting up your LMS that lets employees get onboarded faster with an online help center and 24x7 phone support.

FEATURES/BENEFITS

>>  Modern UI built on single Web page architecture that eliminates navigating multiple pages with a friendly user interface and fast application performance

>>  Content-LMS integration that is virtually plug and play

>>  Track multi-format e-learning content such as PPTX, video, PDF, and DOCX files and xAPI-, AICC-, and SCORM- compliant packages.

CUSTOMERS

Publicis Media, BancSource, Prism HR

CONTACT INFORMATION

345 Park Ave. San Jose, CA 95110-2704(408) 536-6000 www.adobe.com/products/captivateprime. html

Award of Excellence: eLogic Learning eSSential LMS

PRODUCT INFORMATION

The eSSential LMS makes delivering, tracking and reporting training activity faster, easier and more accurate. Founded on an agile development philosophy, eLogic continuously adds new functionality based on feedback from clients.

You can cost-effectively deliver online training to your employees, customers and partners. And access training materials anywhere, anytime at the touch of a button. And you never have to worry about a compliance audit again.

FEATURES/BENEFITS

>>  Displays seamlessly on any device

>>  Customize course descriptions and  images

>>  Design branded templates (email,  certificates, etc.) to promote training

>>  Wide range of standard reports and  ad-hoc reporting

CUSTOMERS

Northern Tool & Equipment, Outback Steakhouse, Massage Envy Spa

CONTACT INFORMATION

14934 N. Florida Ave. Tampa, FL 33613(813) 901-8600 www.elogiclearning.com

WINNER: The BizLibrary Collection

PRODUCT INFORMATION

BizLibrary’s learning technology platform is intuitive and responsive, allowing your employees unlimited access to workplace training content on any device, anytime and anywhere for true just-in-time learning.

The library contains thousands of micro-videos, covers a wide variety of topic areas, and includes additional support materials to further increase learning retention.

FEATURES/BENEFITS

>>  Content is approved for HR Certification Institute (HRCI) and Society for Human Resources Management (SHRM) accreditation

>>  Many lessons and courses include quizzes and additional support materials to extend the learning process, increasing both retention and the return on your training investment.

CUSTOMERS

3M, Kawasaki, Red Roof Inns, Energizer

CONTACT INFORMATION:

14500 South Outer Forty, Suite 500 Town and Country, MO 63017 (888) 432-3077 www.bizlibrary.com

Award of Excellence: CrossKnowledge Learning Suite

PRODUCT INFORMATION

CrossKnowledge Learning Suite offers a most engaging learning experience to transform teams and business with lasting results. Leverage HRIS data to automatically register learners, create groups, assign content. Monitor your KPIs easily with customizable dashboards. Add content from various sources seamlessly.

The company’s “Blended” innovative learning technology converts the learning process into a group project that is integrated into each team member’s professional life. With Blended, you don’t have to choose between blended learning, self-directed learning, mobile apps or MOOCs. It is effective in any context.

FEATURES/BENEFITS

>>  Social learning a vital component

>>  Proprietary algorithm suggests the most relevant trainings to individual learners

>>  Available to laptops, tablets or smartphones, depending on learners’ working context

CUSTOMERS

Engie, Comite International, Aviva, Jaguar Land Rover

CONTACT INFORMATION

111 River St. Hoboken, NJ 07030(877) 725-7517 www.crossknowledge.com

Award of Excellence: Mastery Training Library

PRODUCT INFORMATION

Mastery has been helping organizations train their employees on workplace safety for more than 20 years. Immediately access more than 800 course topics to address training on topics such as environmental concerns, health and safety, customer service, leadership, team building, and management and supervision. Mastery has a scalable solution to meet your needs. It trains workers across all industries, from service companies to heavy manufacturing operations. It has employee training solutions for every size organization from 10 to 100,000 employees.

FEATURES/BENEFITS

>>  Train anywhere, anytime

>>  Courses are SCORM compliant

>>  Reduce accidents, injuries and other losses

>>  Ensure compliance with your diversity, ethics and harassment policies

CUSTOMERS

Renewable Concepts, Remetronix, Cactus Feeders, Transystems

CONTACT INFORMATION

41214 Bridge St. Novi, MI 48375 (800) 258-3837 www.mastery.com

WINNER: dominKnow Platform

PRODUCT INFORMATION

The dominKnow Platform is a Web-based authoring and publishing solution that helps teams collaborate in real-time, share and re-use content, and easily engage subject-matter experts in the review process. Content is ready for delivery from virtually any location — all from a single source. Included are all the features you need to create engaging, media-rich learning experiences, including customizable testing, flexible interactions and animation creation, advanced variables, branching, audio/video recording, software simulations, system and author created templates and much more

FEATURES/BENEFITS

>>  Responsive and adaptive output

>>  Full-featured HTML5 authoring

>>  Content sharing and reuse

>>  Real-time collaboration

>>  Publish to LMS, LRS, apps, print

CUSTOMERS

Society of Actuaries, Underwriters Laboratories, Vital Learning, Larmer Brown

CONTACT INFORMATION

183 Michael Cowpland Dr. Kanata, ON Canada, K2M 0M3 (613) 800-8733 www.dominknow.com

WINNER: Adobe Connect

PRODUCT INFORMATION

The Adobe Connect Web conferencing software service offers immersive online meeting experiences for collaboration, virtual classrooms and large-scale webinars.

With Connect, you can create and deploy engaging on-demand learning content using Microsoft PowerPoint plug-in Adobe Captivate and Adobe Presenter. You can use the features of a learning management system (LMS) at a fraction of the cost with Adobe Connect, or integrate it with your existing LMS.

FEATURES/BENEFITS

>>  Measure live learner participation with engagement monitoring

>>  Brandable, customizable and persistent virtual classrooms

>>  Streamline live session management with intuitive backstage tools

CUSTOMERS

University of Arizona, SoDA (The Digital Society), Kentucky Labor Cabinet, BPP Professional Education

CONTACT INFORMATION

345 Park Ave. San Jose, CA 95110-2704 (408) 536-6000 www.adobe.com/products

WINNER: ej4 Software Skills Library

PRODUCT INFORMATION

Want to know everything there is to know about I.T. training? Visit the ej4 “Software Skills” Library. There, you’ll find relatable information about gmail, SharePoint, Access 2013 and Excel 2010. You’ll discover how to tame your email inbox and how to interface with Outlook. You’ll also discover how to create an Access database and how to control data entry. And you’ll learn how important Excel workbooks are, how to format text and keyboard shortcuts.

FEATURES/BENEFITS

>>  Short videos, with an average length of 7 minutes, 12 seconds

>>  Ten videos added to the library every week

>>  Currently 1,500 videos covering not only software skills but…

>>  More than 35 total categories

CUSTOMERS

Kawasaki, Dr. Pepper/Snapple, Pepsi, Culligan, Mahindra

CONTACT INFORMATION

12125 Woodcrest Executive Drive, Suite 300St. Louis, MO 63141(314) 878-6700 or (816) 489-4660 www.ej4.com

Award of Excellence: Bigger Brains Microsoft Office Complete Library

PRODUCT INFORMATION

Bigger Brains offers expertly designed business skills courses in Microsoft Office, Google apps, sales, marketing, ethics, leadership and more.

A unique “teacher/learner” format avoids a one-way information dump, creating an engaging conversation, with dialogue, questions and  answers, humor and more.

SCORM bundles allow organizations to load their LMSs with high-quality, searchable courses on Microsoft Office and other productivity topics.

FEATURES/BENEFITS

>>  Courses capture and maintain your attention

>>  No tedious or boring lectures

>>  Requires only minutes to learn and master a new skill

>>  Topics focus on real-world, practical knowledge and skills

CUSTOMERS

ej4, OpenSesame, Halogen Software, Callidus Cloud

CONTACT INFORMATION

1520 E. Greenville St., Suite D Anderson, SC 29621(864) 421-6950 or (800) 743-2724 www.getbiggerbrains.com

WINNER: Vado Leadership Development Learning Track

PRODUCT INFORMATION

Individuals build leadership skills that can help in any role, whether the person is an individual contributor, new supervisor or experienced manager. This course bundle includes bite-sized mobile-ready courses like “Keeping Customers Informed," "Seek Out the Ideas and Opinions of Others," “Show Good Judgment Regarding Creative Ideas” and “Performing an Integrity Review.”

FEATURES/BENEFITS

>>  Helps learners apply learning on the job through step-by-step instructions and exercises

>>  All of Vado’s courses start with a short, high-definition (HD) instructional video

>>  Content optimized for the mobile learner

CUSTOMERS

Baylor Scott & White Health, Frasca Flight Simulation, Kingston General Hospital

CONTACT INFORMATION

P.O. Box 390153 Minneapolis, MN 55439 (952) 545-6698 www.vadoinc.net

Award of Excellence: ej4 Leadership Content

PRODUCT INFORMATION

The philosophy espoused by ej4 is that great leaders aren’t born, they’re made.

Employees take training more seriously when you invest in quality materials with relevant content. Not only that, but the material is engaging. When employees hear content that is relevant to them, delivered by people who look and sound like they do, retention and application of content is increased.

Topics include “Becoming a Great Leader,” “What Is Mentoring?,” “The Importance of Succession Planning” and “Managing Interns.”

FEATURES/BENEFITS

>>  “Plug-and-play” content fits any organization, providing information that is ready-to-use now

>>  Short formats and on-demand availability

>>  Line managers can look up the topics or skills they need on the spot then get back to work quickly having learned something new

>>  Learners can receive training at the workplace or at home, whichever is more convenient

CUSTOMERS

Kawasaki, Dr. Pepper/Snapple, Pepsi, Culligan, Mahindra

CONTACT INFORMATION

12125 Woodcrest Executive Drive,Suite 300St. Louis, MO 63141(314) 878-6700 or (816) 489-4660 www.ej4.com

Award of Excellence: ej4 Leadership Content

PRODUCT INFORMATION

The philosophy espoused by ej4 is that great leaders aren’t born, they’re made.

Employees take training more seriously when you invest in quality materials with relevant content. Not only that, but the material is engaging. When employees hear content that is relevant to them, delivered by people who look and sound like they do, retention and application of content is increased.

Topics include “Becoming a Great Leader,” “What Is Mentoring?,” “The Importance of Succession Planning” and “Managing Interns.”

FEATURES/BENEFITS

>>  “Plug-and-play” content fits any organization, providing information that is ready-to-use now

>>  Short formats and on-demand availability

>>  Line managers can look up the topics or skills they need on the spot then get back to work quickly having learned something new

>>  Learners can receive training at the workplace or at home, whichever is more convenient

CUSTOMERS

Kawasaki, Dr. Pepper/Snapple, Pepsi, Culligan, Mahindra

CONTACT INFORMATION

12125 Woodcrest Executive Drive,Suite 300St. Louis, MO 63141(314) 878-6700 or (816) 489-4660 www.ej4.com

WINNER: Vado Management Development Learning Track

PRODUCT INFORMATION

Vado offers numerous soft skill development courses for a variety of performance areas and competencies including: Career development, coachng, communication, conflict management, delegating work, development, employee engagement, feedback; Leadership, meeting management, onboarding, recognition, retaining employees, supervision basics, teamwork and work relationships.

FEATURES/BENEFITS

>>  Helps learners apply learning on the job through step by step instructions and exercises

>>  All courses start with a short, high-definition (HD) instructional video

>>  Content optimized for the mobile learner

CUSTOMERS

Baylor Scott & White Health, Frasca Flight Simulation, Kingston General Hospital

CONTACT INFORMATION

P.O. Box 390153 Minneapolis, MN 55439 (952) 545-6698 www.vadoinc.net

Award of Excellence: BizLibrary Business Skills Collection

PRODUCT INFORMATION

BizLibrary’s Business Skills Collection includes “Lean: Common Tools,” which is part of the company’s Continuous Quality Improvement (CQI) course. It tells organizations how to eliminate waste and do more with less.

Also included in the collection are “Business Etiquette: Best Practices,” “Total Quality Management: Creating a SIPOC Table,” “Customer Grid Analysis, “Six Sigma: Process Control,” and more.

FEATURES/BENEFITS

>>  Quizzes, handouts and additional support materials

>>  Mobile-friendly

>>  HRCI, SHRM, PDU accredited content

>>  Knowledgable staff that focuses on customers

CUSTOMERS

King’s Hawaiian, American Red Cross,Dollar General, Red Roof Inn

CONTACT INFORMATION:

14500 South Outer Forty, Suite 500 Town and Country, MO 63017 (888) 432-3077 www.bizlibrary.com

Award of Excellence: ej4 Business Skills Library

PRODUCT INFORMATION

Just when you think you’ve seen everything, along comes ej4 and its “Just” products: Just as needed - Create programs with the specific topics your employees need. Just enough - Find the most useful, actionable material in an easy-to-digest format. Just in time - Get content right when you need it with on-demand learning tools. Just right - Use ej4’s extensive library or customize your own learning experience.

Business skills courses include topics like leadership, supervision, safety, customer service, selling, and much more.

FEATURES/BENEFITS

>>  “Plug-and-play” content that fits any organization

>>  Short formats

>>  On-demand availability

CUSTOMERS

Kawasaki, Allied World, Pepsi, Goodwill Industries

CONTACT INFORMATION

12125 Woodcrest Executive Drive, Suite 300St. Louis, MO 63141(314) 878-6700 or (816) 489-4660 www.ej4.com

WINNERS (tie):  Vado H.R. Compliance Tool Kit

PRODUCT INFORMATION

This training starts with the laws but goes beyond by teaching people how to behave toward others, and teaching how they can expect to be treated in return.

The Preventing Discrimination and Harassment Toolkit: “Preventing Discrimination and Harassment for Employees” (30 minutes) (available in Spanish); “Preventing Discrimination and Harassment for Managers” (60 minutes); and “Preventing Discrimination and Harassment for California/Connecticut Managers” (2 hours).

FEATURES/BENEFITS

>>  Creative, flexible, interactive, experiential training

>>  Episode-based, broadcast quality and Millennial friendly

CUSTOMERS

Frasca International, IEWC Global Solutions McKinstry

CONTACT INFORMATION

P.O. Box 390153 Minneapolis, MN 55439 (952) 545-6698 www.vadoinc.net

WINNERS (tie): Vubiz Compliance Library

PRODUCT INFORMATION

Almost 100 titles comprise the Vubiz Compliance Library. Some of the most popular titles include “Diversity in the Workplace, “Fair Labor Standards Act,” “Healthcare Fraud and Abuse,“Managing Workplace Stress, “Sarbanes-Oxley Act Primer,” and “The Affordable Care Act.”

FEATURES/BENEFITS

>>  Full service: content, development, and delivery software

>>  Thousands of hours of off-the-shelf content available for purchase as-is or tailored to a specific situation

>>  Large, diverse elearning library with more than 4,000 online hours

CUSTOMERS

Bumble Bee Foods, Canon, Davita Health Care, Goodrich Corp., Lockheed Martin

CONTACT INFORMATION

2872 Colorado Ave. Santa Monica, CA 90404 (310) 358-9583 www.vubizl.com

Award of Excellence: ej4 Workplace Compliance Library

PRODUCT INFORMATION

ej4’s libraries of courses consist of ready to use solutions for your organizations specific needs. They are broken up by topic in Business Skills, Workplace Compliance and Microsoft Office that can be deployed on any platform.

Programs included are: “Anti-Harassment,” “Anti-Harassment for California, Connecticut, and Maine,” HIPAA, FLSA, FMLA, “Hiring and Firing procedures,”and more. When the regulations change, programs are updated accordingly, so you don’t have to keep track of the changes.

FEATURES/BENEFITS

>>  Short, tactical e-learning

>>  Fully customizable

>>  Multi-platform, including mobile

>>  Most video titles are 10 minutes or less in length

>>  Off-the-shelf programs can be customized using ej4 Thinkzoom

CUSTOMERS

Kawasaki, Dr. Pepper/Snapple, Pepsi, Culligan, Mahindra

CONTACT INFORMATION

12125 Woodcrest Executive Drive, Suite 300 St. Louis, MO 63141(314) 878-6700 or (816) 489-4660 www.ej4.com

WINNER: ej4 Selling Skills Content

PRODUCT INFORMATION

ej4’s libraries consist of ready-to-use solutions for your organization’s specific needs. They are broken up by topic in Business Skills, Workplace Compliance and Microsoft Office that can be deployed on any platform.

The company’s Business Skills Library offers courses in Professional Productivity, Communications, Sales, Project Management, Leadership, Supervision, Safety and Presentation Skills — to name a few.

FEATURES/BENEFITS

>>  Other titles: Assertive Verbal Skills, Business Travel, Business Statistics, Business Writing, Time Value of Money, and more

>>  Library expands every month, based on customer feedback

>>  Course titles can be added upon customer request

CUSTOMERS

Kawasaki, Dr. Pepper/Snapple, Pepsi, Culligan, Mahindra

CONTACT INFORMATION

12125 Woodcrest Executive Drive,Suite 300St. Louis, MO 63141(314) 878-6700 or (816) 489-4660 www.ej4.com

Award of Excellence: Baker Communications, Inc. Win-Win Negotiations

PRODUCT INFORMATION

BCI’s unique blend of training, technology and learning reinforcement is said to improve retention, change behavior, and produce high-performers.

BCI is committed to helping companies and individuals achieve world-class (top 2%) performance. It’s where top athletes find their home, where top sellers receive double-comma incomes, where leaders take their teams to new heights, and where companies leave their competition behind. And surprisingly, BCI has shown that it sometimes takes only a small change in some of the fundamentals.

The company’s approach begins with unique classroom and online training. It then uses a mobile learning reinforcement tool and gamification to augment more traditional individual, manager and team coaching.

FEATURES/BENEFITS

>>  Ability to embed online training inside most CRMS and other software

>>  Learning and coaching is provided during normal workflows

CUSTOMERS

Moog, SpawGlass, HighMount Exploration and Production, Denali Alaskan FCU

CONTACT INFORMATION

10333 Richmond Ave. Houston, Texas, 77042(877) 253-8506 or (713) 627-7700 www.bakercommunications.com

Award of Excellence: dominKnow Claro

PRODUCT INFORMATION

Claro courses are designed for a fixed page size, but are HTML5-based so they are still viewable on laptop and desktop computers as well as mobile devices.

Using Claro can be as simple as importing a PowerPoint file and publishing. Or use a PowerPoint file as a starting point, adding learning activities and assessment questions for a fuller learning experience. Plus, you can also easily create complex events like hiding and swapping content all the way through to inter-page branching.

FEATURES/BENEFITS

>>  Responsive and adapative output

>>  Full-featured HTML5 authoring

>>  Content sharing and reuse

>>  Self-described “world-class support”

CUSTOMERS

Meridium, ViaSat Inc., Society of Actuaries, Underwriters Laboratories

CONTACT INFORMATION

183 Michael Cowpland Dr. Kanata, ON Canada, K2M 0M3 (613) 800-8733 www.dominknow.com

WINNER: Adobe Captivate 2017

PRODUCT INFORMATION

With the Adobe Captivate 2017 release, you can automatically create fully responsive content using innovative “Fluid Boxes,” transform legacy courses to responsive e-learning with just a few clicks, and deliver beautiful fonts everywhere using Adobe Typekit integration.

Design all types of content: simulations, HD demos, assessments and more, with just one tool. Create storyboards using Adobe Captivate Draft, and turn them seamlessly into attractive courses.

FEATURES/BENEFITS

>>  More than 75,000+ free e-learning assets included

>>  Easy conversion to desktop courses and/or mobile learning

>>  Develop complex e-learning modules using advanced features or by writing your own scripts

CUSTOMERS

Nissan, Hotels.com, St. Jude Children’s Research Hospital, Roche Diagnostics

CONTACT INFORMATION

345 Park Ave. San Jose, CA 95110-2704(408) 536-6000 www.adobe.com/products/captivate.html

Award of Excellence: dominKnow Capture

PRODUCT INFORMATION

Use dominKnow’s Capture to create crossplatform, software simulations for stand-alone use or integration with other learning content.

Capture is a hybrid tool – it allows you to work from your local desktop for speed and efficiency but stores your work to the Cloud immediately — and it works on both Windows and Mac.

Once you’ve made a Capture, you can quickly add highlighting or arrows using the Draw tools. Or add tips using the Markers tool to help your learners better navigate the learning process.

FEATURES/BENEFITS

>>  Real-time collaboration

>>  Publish to LMS, LRS, apps, print

>>  Built-in features, including customizable testing, branching, etc.

>>  Ability to receive feedback from content reviewers

CUSTOMERS

Vital Learning, LarmerBrown, Módulo GRC, Worldwide Interactive

CONTACT INFORMATION

183 Michael Cowpland Dr. Kanata, ON Canada, K2M 0M3 (613) 800-8733 www.dominknow.com

WINNER: BizLibrary Community

PRODUCT INFORMATION

In a knowledge-based world, employees need immediate access to information and data to perform at their full potential.  BizLibrary’s Community puts the collective knowledge of an entire organization at  everyone’s fingertips. It’s modeled after social networking tools your employees already use, and it’s essential for sharing knowledge, seeking information, and learning new things.

It’s a great forum for sharing important articles, ideas for process, service or product improvements and funny or anecdotal stories.

FEATURES/BENEFITS

>>  Almost eliminates internal email

>>  Helps remote employees feel and stay connected

>>  A vital component of the company’s content management and learning management offerings

CUSTOMERS

Red Roof, FedBid, Watco Companies, Marquette Savings Bank

CONTACT INFORMATION

14500 South Outer Forty, Suite 500 Town and Country, MO 63017 (888) 432-3077 www.bizlibrary.com

Award of Excellence:  ej4 The Quad

PRODUCT INFORMATION

Employees can now join their friends when they use the online learning library. They can learn by watching what others do with The Quad, an intuitive social learning technology. It is a social community inside the Thinkzoom (LMS) campus created to encourage learners to connect with other learners. They can create their own informal network of peers beyond their formal, assigned learning groups.

FEATURES/BENEFITS

>>  Leverages workplace friendships and connections to enhance the learning experience in an entertaining environment

>>  Learners can initiate friendly competition with lifetime leaderboards, knowledge sharing, and training reinforcement quizzes

>>  Employees can recommend courses and interact with their peers

CUSTOMERS

Kawasaki, Dr. Pepper/Snapple, Pepsi, Culligan, Mahindra

CONTACT INFORMATION

12125 Woodcrest Executive Drive, Suite 300St. Louis, MO 63141(314) 878-6700 or (816) 489-4660 www.ej4.com

WINNER: ej4 Thinkzoom

PRODUCT INFORMATION

With Thinkzoom LMS, not only can you see which videos your employees are watching, but you can observe how well they comprehend the material with built-in interactive exams. You can set score requirements and even provide additional student materials so they can put their knowledge to practice.

This learning management system also has a comprehensive reporting feature that allows you to create custom reports based on users, groups, courses and topics. Understanding which courses are popular and which are lacking participation can help you measure your training progress and communicate future training goals.

FEATURES/BENEFITS

>>  Use off-the-shelf content or customize the off-the-shelf content

>>  Authoring tools for sharing company-specific knowledge and content

CUSTOMERS

Kawasaki, Dr. Pepper/Snapple, Pepsi, Culligan, Mahindra

CONTACT INFORMATION

12125 Woodcrest Executive Drive, Suite 300St. Louis, MO 63141(314) 878-6700 or (816) 489-4660 www.ej4.com

Award of Excellence: CrossKnowledge Mohive

PRODUCT INFORMATION

Mohive is the CrossKnowledge digital publishing platform that lets you easily design and deliver custom e-learning content using a unique platform that simplifies each step of the process.

It quickly delivers content for the business world that is beautiful, engaging and efficient, with step-by-step guidance and a technology designed to drive content production and share knowledge.

FEATURES/BENEFITS

>>  Responsive to every mobile device

>>  Focus on content while Mohive does the rest

>>  Different interactive activities without limits

>>  100% Cloud-based for on-the-go learning

CUSTOMERS

Jaguar Land Rover, Equinix, Air France

CONTACT INFORMATION

111 River St. Hoboken, NJ 07030(877) 725-7517 www.crossknowledge.com

Award of Excellence: dominKnow Flow

PRODUCT INFORMATION

Flow outputs fully responsive and adaptive content so you don’t have to worry about specific devices or multiple versions of the same content.

Flow is easy to get started with but packed with options to customize page behavior and create engaging and visually- stunning content. The Flow authoring stage is a live-author environment. View your page across all screen-width settings as you make it, or pop open a preview to see the page come to life.

FEATURES/BENEFITS

>>  Built-in widgets like tab sets, panels and carousels

>>  Design and tracking tools are built in

>>  Project assets stored in one central location

>>  Comments logged and tracked for streamlined review

 CUSTOMERS

Gabrielli Consulting, Meridium, ViaSat Inc, Vital Learning

CONTACT INFORMATION

183 Michael Cowpland Dr. Kanata, ON Canada, K2M 0M3 (613) 800-8733 www.dominknow.com

Award of Excellence: Artisan E-learning Micro-learning

PRODUCT INFORMATION

Does your organizaiton need great e-learning courses that get you clear business results, yet you don’t have the time or know-how to develop courses internally? Artisan works with you and your subject-matter experts to gather, organize, design, write and build engaging, interactive e-learning courses.

Whether you are working with policies and procedures, compliance, product knowledge, computer systems, business skills, or just about any other topic, Artisan can help bring your content to life. Its people can start from scratch or convert your existing classroom training into media-rich, interactive e-learning courses that track to your learning management system (LMS) using SCORM standards, or that track to your learning record store (LRS) using xAPI.

FEATURES/BENEFITS

 >>  Get your course text translated properly while managing voiceovers, reassembling the course, and testing the content across several browsers

>>  Customer-responsive team includes Section 508 and WCAG experts, usability professionals, and tech-savvy designers

CUSTOMERS

JLG Industries, Crystal River Cruises,American Red Cross, Community Associations Institute

CONTACT INFORMATION

52 Tuscan Way, Suite 202-379 St. Augustine, FL 32092 (904) 800-9395 www.artisanelearning.com

 

 

If you would like to view the full list of Best of Elearning! 2017 Award Winners, click HERE!

 

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Published in Top Stories

If there is a lesson to be learned from this year’s Learning! 100 honorees, it is that there is always room for improvement, that learning organizations cannot stand pat from year to year, no matter what kind of accolades they’ve won in the past.

For instance, take Learning@Cisco, which is making its seventh journey into the Learning! 100. The company instituted a “My Services Connect” project this past year. And the U.S. Defense Acquisition University (DAU) — another seven-time honoree — which rewrote its strategic plan to account for advances in the theory and practice of government learning processes. And even relative Learning! 100 newbie Ingersoll Rand, which instituted a “Pathways to Growth” plan for its global sales team.

All three of those institutions, along with the others highlighted on the following pages, did not rest and are still providing cutting-edge approaches to implementing new learning projects and initiatives in their respective organizations.

The only Learning! 100 company to earn first-time Top 10 honors this year is Last Mile Health, whose dedicated work in Liberia against an Ebola outbreak earned a visit from former President Bill Clinton last year. This profile is a must-read for everyone, for it exemplifies what can be accomplished to serve mankind through effective education, learning and training—no matter what the circumstances and obstacles.

Learning! 100 applicants are evaluated across three criteria: Collaborative Strategies’ Collaboration Index, Darden School’s Learning Culture Index, and overall organizational performance. Accolades are awarded in four categories of excellence: innovation, culture, performance and collaboration.

Discover how these leading organizations are so successful with their learning programs on the following pages, and watch for upcoming sessions, Web seminars, articles and events hosted by Elearning! magazine.

 

Here are the Top 10 Learning! 100 organizations for 2017:

CORPORATE

1) T-Mobile

2) Amazon Web Services

3) Salesforce

4) Cisco

5) Ingersoll Rand

PUBLIC SECTOR

1) Defense Acquisition University

2) American Heart Association

3) Advanced Distributed Learning Initiative

4) Last Mile Health

5) U.S. Department of Veterans Affairs Aquisition Academy

 

 

PRIVATE SECTOR #1

The ‘Un-Carrier’ Culture at T-Mobile

Area of Excellence: Culture

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T-Mobile U.S.A. is the fastest growing company in the extremely competitive wireless communications industry. It’s position as the ‘Un-Carrier’ fuels subscriber growth. No long-term contracts, excellent customer service and high valued services are the norm at T-Mobile, the ‘Un-Carrier.’

T- Mobile U.S.A. has been chosen as #1 Learning! 100 for unifying the ‘Un-Carrier’ vision at the sales level.

When Bart Ons came on board, he found that while the telesales team was performing and meeting its revenue targets, the organization was highly fragmented, with call centers each using different processes, tools, management models and training approaches. Knowing this was not a sustainable approach, Ons deployed a pilot engagement of “Pathways to Growth.” The intended outcome was to change the sales management and coaching approach used by managers in six key T-Mobile call centers for more than 1,200 telesales agents.

As the Pathways to Growth (PTG) engagement launched, the project grew to include all call centers as well as a comprehensive and highly customized sales training curriculum, media campaign and rollout. Branding focused on promoting the Un-Carrier culture with a theme to “Unleash, Empower and Excel U.”

The teams worked together to build a series of e-learning preparation modules, on-site and virtual learning classes, coaching modules, reinforcement e-learning solutions, multimedia solutions, promotions and more. The goal was cultural change, excitement and a focus on working cohesively as one unified T-Mobile to deliver an outstanding customer experience.

T-Mobile had already experienced measurable success through its efforts to fine-tune its sales manager coaching process in its B2B sales unit. Through the PTG sales management program, T-Mobile’s B2B sales group successfully shifted its management culture to not only accelerate the effectiveness of sales team members but also improve the accuracy of forecasting by improving the health of the forward pipeline.

During the PTG discovery process and subsequent sales management training, consultants recognized that there was a deeper need to manage a wholesale cultural shift within this sales group. In January 2017, early results from the PTG training were presented to senior leaders, including recommendations and proposed plans for additional, bespoke change management training for the Digital Frontline built around T-Mobile’s “Un-Carrier” culture.

The kickoff of the UEE program occurred in March of 2017 and the training is ongoing. The components of the program include:

>> U-Unleash – Digital introduction to the Un-Carrier philosophy to onboard participants (March-April 2017)

>> U-Train – Train-the-trainer program for Digital Frontline trainers and quality assurance staff (March 2017)

>> U-Lead – Leadership training for Digital Frontline managers, supervisors, trainers and QA (May 2017)

>> U-Sell – Selling and soft skills training for Digital Frontline sales agents (June-August 2017)

>> U-Call – Introducing a new sales call flow offering agents both consistency and flexibility (Mar 2017)

>> U-Grow – Training on call review and coaching to ensure consistency and improved customer experience (starting September 2017)

>> U-Start – New UEE-based onboarding and new-hire training program (starting September 2017)

With a successful sales program, already begun, T-Mobile is being honored with Learning! 100 designation for the second time.

 

PUBLIC SECTOR #1

A Learning Evolution at Defense Acquisition U.

Area of Excellence: Performance

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Defense Acquisition University’s senior leadership team. First row, center, white shirt: DAU President Jim Woolsey. Photo courtesy DAU.

This year, Defense Acquisition University developed a completely revised strategic plan ensuring both alignment with business strategy and directly targeting its vision and mission.

“This is the future of learning, and is already well within our reach,” says DAU’s Dr. Christopher Hardy. “There will always be more changes, new technology and new possibilities. [But] we are well positioned to identify these, adapt, and remain a world-class learning leader.” The DAU’s new strategic plan includes its comprehensive learning strategy, the Acquisition Learning Model (ALM).

One of the strategy’s primary goals is to ensure cross-domain integration and repurpose learning assets among domains. By doing so, all activities have been focused primarily on job and organizational success.

Comprising three separate yet integrated domains (foundational, workflow and performance learning), the ALM “links” training (both in classroom and on line); acquisition resources and job support tools; mission assistance and customized workshops, allowing DAU to be current, connected and innovative in every area. Why current, connected and innovative?

Students need current information— the latest policies, guidelines, and lessons learned relevant to their increasingly diverse and fast-paced work. For them, current also means up-to-date case studies and course materials found in our foundational learning assets, as well as continuously refreshed and interesting news and tools available in our workflow learning assets. Likewise, DAU must have current and direct knowledge of what’s going on in the acquisition enterprise.

Students also need to be connected quickly and easily to the information required for their success on the job, not to mention connected to each other. Finally, the DAU must be innovative in the methods used to transfer knowledge to the workforce.

The entire strategic planning process is a deliberate, planned, measured, iterative and integrated cycle that continuously moves DAU toward its organizational goals and vision for the workforce. The ALM’s primary purpose, “improve acquisition outcomes,” is a now a pivotal part of DAU’s vision statement, ensuring all supporting objectives and tasks in its strategic plan.

As implemented in the new Strategic Plan, the ALM extends the concept of learning beyond the classroom. DAU is now delivering more “in-context consumption learning” on the job — anytime, anyplace — a growing number of learning products to an increasing number of Defense Acquisition workforce members. All learning assets (courses, how-to videos, self-service portals, job support tools) are integrated and shared among the three domains. By implementing the ALM as a cost-effective measure, the university aligns with senior leadership, continuously modernizes its business and learning infrastructure, has a worldclass learning architecture deployed, continuously updates curricula, recruits the right talent, and rewards performance, ultimately garnering global recognition as a leading corporate university.

The scale and scope of the ALM:

Foundational Learning:

DAU offers more than 400 technical training courses supporting the 14 Defense Acquisition Workforce Improvement Act (DAWIA) career fields, which require that Defense Acquisition workforce members be certified for their positions.

Workflow Learning:

Access to acquisition knowledge outside traditional learning environments improves efficiency, innovation, and effectiveness—enhancing job performance. It also augments the foundational learning that occurred in the classroom.

Performance Learning.

Extends help beyond the classroom into the workplace with mission assistance services. This program places seasoned faculty onsite at organizations ranging from smaller acquisition teams to larger acquisition programs.

DAU is a seven-time Learning! 100 honoree.

 

PRIVATE SECTOR #2

Amazon Web Services Focuses on Enabling Customer Success

Area of Excellence: Performance

 More than 10 years ago, Amazon Web Services (AWS) started as a storage services. Today, it offers more than 70 services for compute, storage, databases, analytics, mobile and enterprise applications. AWS announced 722 new features and services last year making it one the most innovative cloud-storage companies.

Amazon Web Services (AWS) is being honored as #2 Learning! 100 company this year, thanks to its Outcome Based Account Management (OBAM) program. Consistent with the Amazon Leadership Principle of Customer Obsession, the OBAM methodology works backward from customers, defining success through their eyes based on their unique needs and target outcomes. As is common at Amazon, the development of OBAM involved extensive experimentation that spanned more than two years to identify and refine best practices for helping buyers buy. OBAM provides the AWS field organization with a common foundation and universal approach focused on enabling customer success.

OBAM is composed of the process, tools, competencies and dialogue architecture for initiating and solidifying AWS’s customer relationships. It’s a matchmaking process that’s fixated on transforming the buyer-seller engagement into a lifelong journey where everyone involved in the process is focused on the customer’s success. The program includes a pre-call, pre-work, a live twoday collaborative training day session based upon actual customer situations, three post-workshop coaching calls, and an on-demand playbook.

The parent company’s unbroken 20-year streak of double-digit revenue growth shows no sign of slowing this year, helped by an influx of online shoppers who are abandoning stores for “shop by Internet.” Amazon revenues grew by 27.1 percent in 2016 versus 2015, which surpassed last year’s growth of 20.2 percent, and profitability grew by 34.97 percent, versus the prior year’s growth of 34.74 percent. For a company that’s 23 years old, those are unheard-of numbers. And Amazon optimistically projects revenue to continue to increase by healthy margins.

AWS is a Cloud computing platform with a comprehensive suite of services that allows for on-demand computing. AWS has four core feature buckets — Compute, Storage & Content Delivery, Databases, and Networking. At a high level, users can control these with extensive administrative controls accessible via a secure Web client. Tools include identity management, auditing, encryption key creation/control/storage, monitoring and logging, and more.

To continue facilitating its rapid growth, AWS has built an extensive network for live and online training to help people learn AWS or to take on the more technical roles required for devising solutions or running operations. Completion of that training then qualifies learners for AWS certification.

The OBAM program, which has been delivered globally in all geographies, is being met with great success, achieving a global average score from participants of 4.47 out of 5. The program has now been successfully rolled out to more than 1,400 participants, and the overall impact of the program can be seen in both the continued growth of Amazon Web Services and the parent company.

As was evident from the annual report, Amazon Web Services is a major contributor to that growth. It is drawing more small businesses and large enterprises to its Cloud platform.

This is the second time the company has joined the Learning! 100.

 

PUBLIC SECTOR #2

American Heart Association Builds Powerful Relationships

Area of Excellence: Culture

“Life is Why” the American Heart Association (AHA) exists. The mission is to build healthier lives, free of cardiovascular diseases and stroke. This single purpose drives all that they do.

The AHA is the nation’s oldest and largest voluntary organization dedicated to fighting heart disease and stroke. AHA includes more than 22.5 million volunteers and supporters; funds innovative research, fights for stronger public health policies, and provide critical tools and information to save and improve lives. AHA has 156 local offices and more than 3,000 employees. Last year, the American Heart Association (AHA) wanted to establish a unified fund-raising process and culture across the entire organization for both volunteer-centric and direct groups. Besides this unified fund-raising process, AHA also wanted to support its staff in articulating the mission, impact and programs of the AHA, as well as to reach critical thresholds in areas of revenue and health goals. These business outcomes led to the creation of the “Building Powerful Partnerships” program.

Those three key words are actually part of a larger philosophy included in the AHA’s guiding values. From leveraging the strength of its volunteers/ staff partnerships to working with the many individuals and organizations that influence the health of individuals, our nation and our world, the organization collaborates to bring the best and brightest solutions to building healthier lives free from cardiovascular diseases and stroke.

Some of the learning objectives that needed to be achieved to fully implement the “Building Powerful Relationships” program were:

>> Demonstrate the ability to lead conversations that offer value to partners and volunteers by focusing on their needs.

>> Apply best practices for creating rapport, earning trust, and aligning the AHA message and mission with partner and volunteer needs.

>> Discover and practice proven ways to leverage LinkedIn for establishing credibility and making connections with prospective partners and volunteers.

>> Define four typical human behavior styles useful for enhancing conversations with partners, volunteers and team members.

>> Identify and practice proven strategies for each behavior style, resulting in better communication and increased trust.

>> Describe and practice the five-stage “SMART” engagement model to plan and execute high-impact conversations with partners and volunteers.

>> Apply the Powerful Partner Research process during the engagement process with prospective partners and volunteers.

>> Practice the 5-step “HEART” Conversation process.

>> Evaluate and develop plans for transitioning relationships to the next level of stewardship and involvement.

According to the AHA, the program exceeded all expectations and helped it achieve its critical goals, which in turn helped the organization continue its laudatory work.

This marks the sixth year the American Heart Association has been listed among Learning! 100 honorees.

 

PRIVATE SECTOR #3

 Salesforce U Fills Talent Skills Gaps

Area of Excellence: Performance

Salesforce is the most innovative company seven years running according to Forbes. Salesforce’s Customer Success Platform offers a comprehensive portfolio of services, such as sales force automation, customer service and support, marketing automation, digital commerce, community management, analytics, application development, IoT integration, collaborative productivity tools, AI-powered and professional cloud services. The company enables industries and companies of all sizes to connect their customers using cloud, social, mobile and data science technologies. It also encourages third parties to develop additional functionality and new apps that run on its platform and other developer tools.

With rapid transformation of the Salesforce’s platform comes the challenge to train clients on how to tap its power. Enter Salesforce University certification program to close these talent gaps.

Some 300,000 Salesforce administrative jobs go unfilled per year due to lack of certified administrators, according to Salesforce. To fill this gap, Salesforce University launched the Salesforce Proficiency Pack for Administrators.

Learners can grasp the fundamentals of being a Salesforce Administrator in just 30 days. It’s a blended, prescriptive, expert-led training program that gives learners a 30-day plan to learn what they need to be Salesforce Administrators. It can fast-track adept learners to the Salesforce Certified Administrator program. Accessed online and taking just a few hours a day, the latter is a mix of engaging bite-sized Trailhead content, interactive e-learning modules, hands-on exercises, and certification prep guides and materials. The program also features live coaching from Salesforce Certified instructors, and includes a voucher to sit for the Salesforce Certified Administrator exam.

The Salesforce Proficiency Pack for Administrators is a combination of expert-led virtual classroom sessions, self-paced online material and supplemental, hands-on exercises. Plus, Salesforce Proficiency Pack for Administrators is recommended as preparation for the Salesforce Certified Administrator exam.

Salesforce University offers a comprehensive catalog of courses and certifications to help prospective learners, administer, develop and use their organization’s Salesforce environment. It can come in the form of a customized private course for an entire team or an in-depth instructor-led classroom experience for one person.

Salesforce is a four-time Learning! 100 winner.

 

PUBLIC SECTOR #3

ADL Initiative Focuses on Next-Generation Learning

Area of Excellence: Collaboration

The U.S. Department of Defense’s Advanced Distributed Learning Initiative (ADL) is in the process of implementing a new, innovative program called the Total Learning Architecture (TLA), in close concert with many other industry and interagency partners, including the Office of Personnel Management and Army Research Laboratory.

The Defense Department environment served by the ADL Initiative requires its personnel to thrive under volatile, uncertain, complex and ambiguous situations. To meet this challenge, learning personnel must develop an ever-expanding set of sophisticated knowledge and skills — without increasing training and education time or costs. So the TLA is being designed to help meet this demand by giving various personnel access to the right learning content, at the right time, and delivered in the right ways.

Be advised: the final TLA will not be a particular training device or educational tool; it’s the glue that connects all other learning technologies into an integrated, coherent system. Once complete, it will consist of a set of specifications, such as application programming interfaces (APIs), that define how training, education and personnel management technologies “talk” to each other — both syntactically and semantically. The TLA will also define software services that perform automation and artificial intelligence-based whole-system processes.

“Historically, training and education have followed fairly linear, industrial model,” explains ADL Initiative Director Dr. Sae Schatz. “The TLA is meant to enable the next paradigm of learning — one that’s personalized, data-driven, continuous and flexible.” The ADL Initiative’s Director of Innovation, Dr. Jennifer Vogel-Walcutt, adds” “Classically, e-learning was available ‘anytime, anywhere.’ With the TLA, we’re envisioning e-learning to be ‘everytime, everywhere’ — that is, the right learning content, in the right form, at the right time, and all around us.”

The technology team is currently committed to using collaborative development methods, open-source licensing and open-architecture design principles. This project, which uses an iterative design process, including iterative development and testing spirals, began in late 2015. System designers anticipate that scaled implementation of the TLA — a set of Internet and software specifications being developed to enable nextgeneration learning — could begin as early as 2019.

In addition to authoring technical documents, the development team has created a prototype TLA-enabled learning ecosystem. It includes various software services, technical components and learning applications (also known as “learning activity providers”), all of which exchange data using the initial suite of TLA APIs.

A preliminary research project was held earlier this year. Although room for improvement remains, the prototype implementation and integration of the TLA for this year’s study represented a successful team effort that resulted in a usable prototype and supported a week of interaction with dozens of real users.

Founded in the 1990s, the ADL Initiative conducts research, development, testing and evaluation to enhance distributed learning. By mandate, it bridges across the Department of Defense and other federal agencies, as well as industry and academia, to encourage collaboration, facilitate interoperability, and promote best practices for using distributed learning. Its mission is to provide the highest-quality education, training, informal learning and just-in-time support, tailored to individual needs and delivered cost-effectively, anytime and anywhere. Its major activities include crafting the vision and roadmap for future learning, performing R&D to mature emerging concepts, and conducting outreach to diffuse innovation.

ADL is a seven-time Learning! 100 honoree.

 

PRIVATE SECTOR #4

Learning@Cisco Takes on Reskilling of Its Employees

Area of Excellence: Innovation

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Cisco’s professional learning team: left to right, Ryan Rose, Davina Collins, Vandana Malik, Kathy Bries, Holly Howe, Manny Bola.

Three of the most critical business issues facing Cisco and many organizations today are (1) reskilling the workforce for continual transformation, (2) improving employee engagement to drive productivity and agile responsiveness; and (3) sharing institutional knowledge and best practices across the organization.

That’s where the company’s My Services Connect project comes in.

The powers-that-be at Cisco decided to shift its services organization to a consultative, solutions-selling model. This required cross-training more than 14,000 employees on the company’s solutions portfolio as well new offerings in Cloud, security, analytics and data. It also required that employees be reskilled and up-skilled to succeed in the new positions supporting the evolved strategy.

My Services Connect leaders worked with Learning@Cisco leaders to help develop a new social learning platform that would accomplish this goal. To that end, the company launched an internally built Cloud-based software solution focused on knowledge sharing, collaboration, and formal and social learning — all aligned to talent development initiatives and personal/team/corporate goals.

“This was a significant change in strategy” notes Cisco’s Jessica Pasko, “as previous internal policy was focused on the use of traditional talent management and performance evaluation tools. But the enterprise was at a turning point: the need for agile, knowledgeable teams that can share knowledge and learn anytime, anywhere (and from any device) became omnipresent. We also had an immediate need to reskill and up-skill a significant portion of our workforce to align with new objectives and business opportunities the division was intent on pursuing.”

Results of the transformation were dramatic.

>> Employee Engagement: As this platform was replacing others, one goal was to ensure that employee engagement carried over at previously measured levels (25% of employees were accessing these platforms every day). Holding previous levels of engagement met the base-level goal; the “stretch” goal was to increase employee engagement through this new platform. What actually happened was that 33% of total employees engaged with the platform on a daily basis.

>> Employee Empowerment: Another goal was to provide new tools around learning personalization that would give all employees the same curriculabuilding tools previously reserved by HR and L&D teams; in addition, to expand the use of expert profiles by having more employees create peervalidated profiles listing their expertise. Success meant one personalized learning plan per five employees and 75% adoption of expert profiles.

The My Services Connect project proved to be an innovative approach to learning for Learning@Cisco, a multiple Learning! 100 honoree that has a history of addressing the need for technical talent worldwide for Cisco customers, partners and network professionals. Goals historically are accomplished by providing the educational product and training, certifications, social learning communities and learning services necessary to accelerate productivity, opportunity and growth, and to recruit, train and evolve talent. “Learning@Cisco drives the talent development and upskilling needed to evolve the workforce of today to meet the demands of tomorrow,” says Pasko, “and the global networking skills talent gap. In response to an ever-changing industry, Cisco has moved from being a technology-focused company to driving businesslevel outcomes for customers.”

In order to stay on the cutting edge of learning, the company uses collaborative learning, social learning and mobile performance support, along with an LMS integrated platform, Jive, Sharepoint and in-house or custom-built software.

As a worldwide leader in I.T., Cisco has spent the past three decades helping companies seize the opportunities of tomorrow through the transformation of how people connect, communicate and collaborate. This is the seventh time the company has joined the Learning! 100.

 

PUBLIC SECTOR #4

 Last Mile Health’s Training Is a Matter of Life and Death

Area of Excellence: Collaboration

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As she transitions into the role of chief operating officer in 2017, Lisha McCormick gets to celebrate Last Mile Health’s 100,000th patient visit.

“Having worked in the social impact and development sphere both domestically and internationally for nearly two decades, I’ve never seen an organization that has such extraordinary opportunity and potential in front of it,” McCormick says. “An enormous amount of that is a tribute to the work of our team across different counties and countries, and the focus and aptitude they bring to this work.”

Pres. Bill Clinton, who visited Liberia, said last year: “The heroic work [Chief Executive Officer] Raj [Panjabi] and Last Mile Health did to train 1,300 health workers was critical in helping the government contain the [Ebola] epidemic.”

Training community health workers in this setting is literally a matter of life and death. Trainees receive four separate sessions on a series of standardized training modules that Last Mile Health and the government of Liberia developed. The sessions provide community health workers with a comprehensive set of skills covering infectious disease surveillance and response, maternal and neonatal health, and support for adults with HIV/AIDs, tuberculosis and select neglected tropical diseases. After completing each course, trainees are given time to develop their new skills before advancing to the next stage of training.

In partnership with the government of Liberia, Last Mile Health is implementing this five-step model in two of Liberia’s 15 counties. Meanwhile, various other organizations including Partners in Health, International Rescue Committee, PLAN International, Medical Teams International, and Samaritan’s Purse are supporting Liberia to implement the program in other counties. Their shared goal is to ensure that, by 2021, all 1.2 million Liberians who live more than an hour’s walk from the nearest health facility have access to a professional community health worker.

It has not been easy to live in Liberia during the past 20 years. In 2003, the country emerged from more than a decade of civil war, and only 50 doctors remained to treat a population of more than four million. If a Liberian got sick in a remote community — many of which are hours or even days away from the nearest clinic — he or she could die anonymously of a treatable condition like malaria, a complicated childbirth, or untreated infection.

In 2007, Panjabi, Alphonso Mouwon, Weafus Quitoe, Marcus Kudee, Theo Neewrayson and Amisha Raja co-founded an organization called Tiyatien Health, or “justice in health.” Joined by Peter Luckow in 2009, Tiyatien Health began Liberia’s first rural, public HIV program, which treated patients in a gutted closet in a war-torn building in Zwedru, Liberia with only $6,000 in seed money.

Almost immediately, the growing team realized that the greatest needs were at Liberia’s “last mile,” where people lacked access to health care due to distance and poverty. Their solution was to recruit, train, equip, manage and pay community members to provide life-saving health services to their neighbors.

Tiyatien Health came to be known as Last Mile Health in 2013.

Since then, Last Mile Health and Liberia have trained more than 1,300 health workers and community members to prevent and contain the spread of Ebola. In 38 clinics across southeastern Liberia, they supported health workers to “keep safe, keep serving” in the midst of the outbreak through distribution of personal protective equipment (including goggles, gloves, and gowns) and through training on best practices in disease prevention and control. At the community level, the organizations trained their community health workers and other community “mobilizers” to educate their communities about the cause of Ebola, how to prevent its spread, and how to manage and report suspected cases.

The Ebola outbreak, which was finally brought to a halt in 2016, was a defining moment in Last Mile’s growth as an organization.

This is the first time Last Mile Health has earned Learning! 100 honors.

 

PRIVATE SECTOR #5

Sales Management Training Earns Ingersoll Rand’s Award

Area of Excellence: Culture

Ingersoll Rand is a 145-year-old company with nearly 5,000 sellers and managers distributed globally. Ingersoll Rand is being honored as a Learning! 100 organization for a global project undertaken by its Sales Excellence Division that implemented IRSMX/Sales Management Excellence across its business units.

The purpose of the project was to customize and enable one consistent sales management methodology. The implementation spanned multiple geographical and cultural environments, requiring customized content and coaching to address both internal and external cultural diversity associated with business units located around the world.

This project impacted more than 3,200 sales team members in a range of roles, including sales professionals and their leaders.

Due to the scale of the project and Ingersoll Rand’s desire to accelerate adoption of IRSMX across its various business units, global delivery was accomplished through a joint effort between Baker Communications and Ingersoll Rand business unit coaches, with both groups leading IRSMX workshops and IRSMX coaching cadences.

Ingersoll Rand’s goal to make the IRSMX program a part of all its business units’ operations has led to sustained adoption of the methodology and notable business results, with a consistent focus on pipeline health, forecast accuracy, and consistent and effective oneon-one coaching between sales managers and sales professionals.

Through the determination and desire shown by Ingersoll Rand’s Sales Excellence division to make the IRSMX method a part of its core sales management culture, it will succeed in reaching its end goal of rolling out the IRSMX program to every sales manager and team.

The goal was to create a unified sales management system, with consistent coaching and development of sales professionals to improve selling motions, processes and tools utilized from business unit to business unit. The desired outcome would be very clear visibility into pipeline and forecast data, both within their direct and indirect distribution channels.

In one division, the Direct Channel reported consistent, double-digit year-overyear growth in revenue from a combination of strategies inclusive of IRSMX, and an 1800 percent return on investment (ROI) for the program. In the Indirect Channel, the results were equally impressive, with an increase in market share for the first time in several years and a 1300 percent ROI on the IRSMX implementation specifically.

This is the second time Ingersoll Rand has appeared in the Learning! 100.

 

PUBLIC SECTOR #5

The Department of Veterans Affairs Aquisition Academy Changes Culture

Area of Excellence: Culture

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VA101 Training Team Leaders (left to right) Debra Karambellas and Edwin Callahan with VA Acquisition Academy Chancellor Ruby B. Harvey and Deputy Chancellor and VA101 Training Program Manager Paul Gregory.

The Department of Veterans Affairs (V.A.) is responsible for providing federal benefits to more than 22 million military veterans and their families. Its V.A. Acquisition Academy (VAAA) is one of the keys.

“The VAAA fosters a training system that makes an immediate and meaningful difference by improving work performance, says Laura Edwards. “Our fundamental learning strategy reflects a commitment to stakeholder engagement and value measurement methodologies to ensure business results that support V.A.’s major initiatives. The VAAA emphasizes educating learners in real-world workplace scenarios in order to integrate personal and leadership skills. VAAA continues to mature its strategic performance measurement to help realize the impact of VAAA’s training offerings on business results within V.A. and the federal government.”

This historic undertaking was accomplished through a concentrated program: VA 101, a four‐hour, instructor‐led, classroom‐based, enterprise‐wide training that the MyVA Performance Improvement Team developed as a direct result of feedback from across the country. VA 101 helps employees understand and appreciate the diverse workforce and organizational structure, the services and benefits V.A. delivers, its customers, and how the services are delivered.

The goal of this training course was/ is to raise the common level of V.A. and veteran‐specific knowledge on critical topics. Upon completion of the course, learners are able to:

>> Explain how V.A. employees are part of a larger team that is guided by a clear purpose and common values;

>> Describe how V.A. is organized and who its customers are;

>> Explain the services and benefits V.A. delivers;

>> Discuss the various needs of V.A.’s customers and utilize supporting resources to meet these needs; and

>> Demonstrate the application of “I Care” values.

It goes without saying that training nearly 178,000 people in 12 months represented an enormous challenge. Those individuals were and are spread across three administrations, more than 2,600 duty stations, and numerous staff offices throughout the nation—all with separate lines of authority, systems access and communication channels.

The main challenge for the large, complex program arose from a lack of planning and communication to establish robust processes and clear procedures. What proved effective, however, was a “Center of Gravity” (train the trainer) approach that depended on collaboration. The VA 101 team trained and certified 1,462 “ambassadors” and provided the tools to deliver the training. Ambassadors then conducted local training events for employees. The team developed a national rollout strategy; developed comprehensive role-based implementation plan; conducted monthly training calls; and implemented a robust communication plan. 

According to surveys of employees before and after attendance at VA 101, the outcomes realized by staff members were: 

>> 12% increase in understanding how VA’s transformation relates to them;

>> 4% increase in feeling valued for their work; and

>> 8% increase in witnessing positive culture change in the V.A.

By January, 204,903 V.A. employees had been trained, fully 58 percent of the entire V.A. workforce. Total investment was $1.5 million.

The U.S. Department of Veterans Affairs is a six-time Learning! 100 winner.

 

 

View of the full list of 2017 Learning! 100 award winners below:

 

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Published in Products Featured

Learning isn’t a sprint, it’s a marathon. It takes hard work, dedication and creative thinking. BY JERRY ROCHE

The 2017 Learning! Champion Award honors  individuals  for  exceptional  contributions  to  the  learning  industry.  Elearning! magazine  names  28  professionals  across six categories for 2017.

“Lifetime  Achievement”  winners  have dedicated  their  entire  lives  to  learning and  have  helped  thousands  of  others  do the  same.  “Thought  Leaders”  are  industry  experts  always  willing  to  share  their expertise  and  are  dedicated  to  bettering their  communities  and  industries.  “High Performers” have gone above and beyond, usually  in  a  relatively  short  time  frame, to  implement  new  learning  techniques  in their organizations. “Mentors” take a special interest in others to help them achieve their  potential.  “Trail  Blazers”  forge  new processes  and  procedures  in  uncharted areas  to  elevate  learning  and  technology successes.  “Innovators”  are  technologists and problem solvers who often bring these solutions to market for others to share.

The 2017 Learning! Champions are...

LIFETIME ACHIEVEMENT

Joe-DiDonato

Joe DiDonato, Editor-at-Large, Elearning! magazine

Joe DiDonato has proven to be a supremely knowledgeable, well-spoken representative of the learning industry through a long and distinguished career. He’s a customer-obsessed and a “roll-up-the-sleeves” kind of senior executive with background spanning both the for-profit and non-profit worlds. His experience ranges from individual, staff and management functions to CEO and board positions. Roles include senior learning officer responsibilities and marketing at major corporations. He is currently the editor-at-large for this magazine, providing content, expertise and analysis on trends impacting the world of corporate education.

At the same time, DiDonato is co-founder and presdient of The Orphan Foundation, a non-profit that helps find homes for orphans around the world by removing barriers to adoption. Its goal this year is to raise $1 million toward its mission.

Over the course of his career, DiDonato has had executive roles with The Wellness Community, Interwise (now AT&T Connect), Knowledge Planet, Productivity Point International, PeopleSoft (now Oracle). He earned the designation “Mr. Education” at Oracle when launching Oracle’s first certification and education program for the extended enterprise.

DiDonato’s self-professed specialties are business development, marketing, start-ups, professional services, corporate education, e-learning, customer obsession and conference development.  linkedin.com/in/editoratlarge1/

Elliot-Masie

Elliot Masie, Futurist, Founder, The Masie Center

Elliot Masie is acknowledged as the first analyst to use the term “e-learning.”  Masie founded The Masie Center, a Saratoga Springs, N.Y., think tank focused on how organizations can support learning and knowledge within the workforce. He leads the Learning Consortium, a coalition of 200 global organizations cooperating on the evolution of learning strategies, including CNN, Walmart, American Express, Emirates Airline, Starbucks, General Electric and Fidelity Investments.

Masie’s professional focus has been in the fields of corporate learning, organizational performance and emerging technology. He has developed models for accelerating the spread of knowledge, learning and collaboration throughout organizations and, advocated for a sane deployment of learning and collaboration technology as a means of supporting the effectiveness and profitability of enterprises.

Masie serves as an adviser to a wide range of government, education and non-profit groups. His service has included Skidmore College Board of Trustees and as a Board member of First Robotics, CosmoSid and the CIA University Board of Visitors. He has served as a pro-bono advisor to the Department of Defense and on the White House Advisory Council on Expanding Learning Opportunities.

Masie is known as a highly approachable speaker and trainer, blending humor, applicable stories of best practice and high levels of audience involvement. Over the past 30 years, he has presented programs, courses and speeches to more than 2.2 million professionals around the world.  linkedin.com/in/elliottmasie/

Kevin-Oakes

Kevin Oakes, CEO, Founder, Institute for Corporate Productivity (i4cp)

Kevin Oakes is the CEO and founder of the Institute for Corporate Productivity (i4cp), a human capital research firm that discovers the people practices that drive high performance.

Ranked among the fastest-growing companies on the Inc. 500|5000 list, i4cp provides its extensive member network of leading global employers and government institutions with the research, peer collaboration, tools, and data essential to developing and executing workforce strategies and practices that deliver higher market performance.

A frequent author and international keynote speaker on talent management and using human capital strategically in organizations, Oakes co-authored “The Executive Guide to Integrated Talent Management.” He also serves on the board of directors for privately held Workforce Insight, the world’s leading provider of workforce management and analytics consulting services.

He has been a leader in the human capital field for the last two decades including: founder and the president of SumTotal Systems, the largest provider of talent and learning solutions in the world; chairman & CEO of Click2learn, which was founded in 1985 by Paul Allen, co-founder of Microsoft; and president and founder of Oakes Interactive, an award-winning technology-based training company in Needham, Mass.  linkedin.com/in/kevinoakes/

TRAIL BLAZER

Yvonne-Andres

Dr. Yvonne Marie Andrés, Founder, Executive Director, Global SchoolNet

Dr. Yvonne Marie Andrés has been a trail-blazer and non-stop thought leader dedicated to advancing online education and global collaborative learning since 1981. She has been an inspiration to thousands and thousands of educators worldwide, believing that in a connected world students need a global perspective. Her work has brought together youth online from 194 countries to explore community, cultural and scientific issues that prepare them for the workforce and help them to become responsible and literate global citizens.

Andrés is the co-founder of the non-profit Global SchoolNet and the founder of the Global Schoolhouse. She was named one of the 25 most influential people worldwide in education technology and was invited in 2000 to meet with President Bush to launch the Friendship Through Education initiative.

She also is the creator and producer of International CyberFair and the U.S. State Department’s “Doors to Diplomacy” program.

Andrés produces numerous videos and frequently writes about highly effective education programs from around the globe that blend online and offline learning, while incorporating the latest neuroplasticity findings and constructivist learning methodology. Her works have touched people in the U.S., Canada, Asia, Europe, Australia, South America and Africa.In short, she has offered the learning industry some amazing and tireless contributions. linkedin.com/in/yvonneandres/

Chris-Bartlett

Chris Bartlett, Director of Learning Resources, FMC Technologies

Chris Bartlett has made significant changes that enable FMC Technologies’ employees to learn and do more with less, organizing more than 150 employees from 30 countries into a central cost structure, bringing all global learning resources together into a centralized learning resources organization to greatly reduce spending on learning-related activities in just one year without affecting quality.

Here are just a few of the achievements of FMC’s Learning Resources Group, under Bartlett’s direction:

>>   Led the way as the first truly global “shared services” organization with a presence in all business units and regions of FMC.

>>   Connected people globally (75 percent of employees participating in 90 networks via the corporate knowledge sharing platform, The Edge).

>>   Connected people to subject-matter-expert verified information (The Well, FMC Technologies’ wiki, has grown 98 percent since 2012)

>>   Reduction in duplication of course development leading to standardization of courses.

>>   The near-elimination of the use of non-FMC Technologies facilities for training.

>>   Leveraging internal resources and eliminating external expense.

>>   Eliminated millions of dollars in travel costs annually through the increased availability and competency in hosting virtual events and training.

>>   Through in-house video services, reduced the time and cost of creating training materials while increasing the materials’ usefulness, reach and reuse.

>>   Implemented and integrated software to deliver meaningful data to those that need it through cleaning up a SharePoint environment.

linkedin.com/in/chris-bartlett-058636a/

Ruth-Ann-Clurman

Ruth-Ann Clurman, Senior Director of Learning  and Organization Development, Ascension Health

During Ruth-Ann Clurman’s tenure, Ascension’s Learning and Organization Development team has led innovation and accessibility through both social and mobile learning tools. The organization has been selected for the Learning! 100 list for the past five consecutive years. Its workforce supports customers both remotely and virtually and needs 24/7 access to learning solutions. The team also needs a way to connect with each other for peer mentoring and solution support.

Ten years ago, Ascension Information Services began with 675 associates from healthcare facilities across the United States. Today, it has more than 3,000 associates and is recognized as one of the best health-care information technology services organizations in the nation.

Co-workers say Clurman is encouraging and insightful, always striving for improvement in collaboration and effectiveness. That she possesses the vision to identify areas of opportunity and determine development plans that improve and engage associates. That she orchestrates changes with persistence and wisdom to allow for growth. That she continues to work ahead of the curve to clear the path in the constantly changing specialties of health care and information technology so that others may follow. Clurman possesses a master’s degree from Missouri State University. linkedin.com/in/ruth-ann-clurman-1a57883/

Ramon-Garcia

Ramón García Espeleta, Manager, Gerente Virtaula CaixaBank

Ramón García Espeleta guides Virtaula CaixaBank’s online learning effort throughout Spain. During the six years that had has been responsible for the bank’s learning platform, electronic learning has become of utmost importance. It has multiplied by 10 the capacity of concurrency, has changed the design four times, and has generated more than 15 million hours of learning, including more than 2 million in 2016. Informal training has been enhanced, and knowledge between all the people in the organization has increased. Internal trainers have become facilitators and entertainers through virtual online classroom training. The platform itself has been recognized with several awards.

During Espeleta’s watch, the main challenge of the project is for its employees to evolve together and to maintain the spirit of training and development service.

The bank’s online learning platform was born in 1999. In 2006, Web 2.0 tools, blogs, wikis and forums were introduced; in 2010, the collaborative and semantic Web were introduced; and in 2014, Virtaula emotions were introduced. The bank is now seeking the educational application of augmented and virtual reality within its content.

In the last year, a smart recommendations engine has been included in the online learning effort. This tool allows automatic content personalization and segmentation depending on the actions that the users themselves or other employees related to them have made. The bank is currently working on advanced models of artificial intelligence with analytics that inform managers about what employees need and want, as well as applications of virtual and augmented reality.  linkedin.com/in/ramongarciaespe/

Johnathan-Fear

Jonathan Fear, Senior Director of Coupa University, Coupa, Inc.

Jonathan Fear is known as a brilliant leader in the corporate education industry. He has taken all areas of education into consideration at Coupa Inc., an enterprise software company. That includes internal training, customer training, and partner certification, which have all been integrated into their existing platforms (like Salesforce CRM).

Coupa’s corporate education program is called Coupa University, of which Fear is vice president, a position from which he has been able to drive training across many different functions within the company.

Fear is detail oriented, customer focused, and a joy to work with according to staffers. He has proven able to manage the expectations and priorities of requests from top customers effectively. He works well under pressure and is always looking out for his client’s best interests. Additionally, he has always had an excellent grasp of the technology and manages resources wisely.

Fear has been with Coupa for the past six years, but has more than 20 years of experience in the training and education space with companies like SumTotal and Executrain. He holds a bachelor’s degree in Quantitative Economics and Decision Sciences from the University of California, San Diego.

Coupa has been named to Inc. magazine’s list of the 5,000 fastest-growing companies. Its primary mission is to deliver a spend-management platform that unifies business processes across all the ways employees spend money. Its consumerized financial applications digitize spending across travel and expense management, procurement and invoicing. The organization was honored with the 2016 Learning! 100 Award.  linkedin.com/in/jonathan-fear-901a11/

Mohammed-Amir-Habib

Mohammed Amir Habib, Consultant, Sidra Medical and Research Center

Mohammed Amir Habib created the first scenario-based e-learning course at Sidra (and possibly Qatar) as part of a core values awareness drive. All the other 110 or so sessions (clinical and corporate) used tell-and-test approaches with an occasional one-page contextualized question.

Because the learning industry in Qatar is still maturing, it generally purchases materials from companies in Dubai. But Habib became one of the first — if not the first — e-learning professional Because the learning industry in Qatar is still maturing, it generally purchases materials from companies in Dubai. But Habib became one of the first — if not the first — e-learning professional working in the Persian Gulf to bring cutting-edge instructional design coupled with superb development and graphics skills, to create a world-class module. The session he created — Sidra Core Values Awareness — takes the learner through a typical day in the life of a Sidra employee. The learner makes decisions with appropriate support in the form of a values champion to give guidance on behavior in line with Sidra’s values.

Habib helped everyone across the organization to not just learn about the values but actually see the values in action in their everyday decisions. The aim wasn’t just to teach the values but how they need to be lived by allowing learners to experience real, authentic experiences that occur everyday.

Habib has a background in I.T. and has been developing since the age of 10. The key to his success is his understanding of instructional design, human learning psychology coupled with his expert level technical skills.

David-Hembroff

David Hembroff, Head of Training and Development, USIC

David Hembroff has proven to be quite a visionary in the learning industry from his position with USIC, an industry leader for underground infrastructure protection with more than 7,500 employees nationwide. He has helped to chart the course of current and future training and development at USIC and is always looking at ways to improve the company’s overall education process. He’s also taken a fundamental role in USIC’s transition into a digital learning organization, helping to drive internal productivity rates up by more than 100 percent.

Hembroff’s passions are adult education, development and training, and writing. He has built great soft skills as a leader, and has honed his marketing and customer skills with some of the best in the business.

Under Hembroff’s watchful eye, USIC’s employee training has become a well-balanced blend of e-learning served through its proprietary LMS — USIC Institute — and instructor-led and on-the-job training led by its team of training leaders and coaches.

His Training and Development division has been responsible for: curriculum development, instructional design, tiered skill training courses, multimedia and interactive training presentations, micro-learning, continuous engagement and the aforementioned USIC Institute, which offers more than 100 training courses.

Moreover, USIC is a high-growth company, making learning and training crucial. Its 8,200 field technicians undergo more than 500,000 training hours per year.  linkedin.com/in/dave-hembroff-37377a3a/

Brooks-Williams

Brooks Williams, Director of Organizational Development, MidSouth Bank

As an extraordinary leader, Brooks Williams is acutely aware of the impact he has and is dedicated to helping people become their very best. He recognizes leadership as a responsibility, not just a job.

Williams is a learning executive who champions meaningful and impactful workplace learning. By being able to understand both the needs of the bank’s business at a high level and the value of employee development, he gains buy-in from across the organization that learning and development is a key to achieving real and sustainable results.

What makes Williams an extraordinary leader? He is future-directed, with a confidence and optimism about future successes that are contagious. He puts in the work: curriculum development, class (instructor-led/virtual/hands-on) presentations, site visits. Even the little things, like a phone call to an employee who made a big contribution or a handwritten note to welcome a new employee.

Success is key. He works with employees to eliminate barriers that might inhibit success, and he creates opportunities for employees to contribute more to the business and thus feel more empowered. He is invested in his people: a catalyst for their continued learning and development. One of his favorite sayings is, “When you are finished growing, you are finished.”

Williams is a senior leader with a notable career in financial services. His selfless approach to leadership has earned him an incredibly loyal following and is the primary reason his people stay with the organization for much longer than some of them had ever planned. People want to work for him. linkedin.com/in/brooks-m-williams-mbb-cmf-239200128/

Jeanne-Beliveau-Dunn

Jeanne Beliveau-Dunn, Vice President, General Manager, Cisco Services

In just the past year, Jeanne Beliveau-Dunn and her team’s many accomplishments include the launch of a $10 million global cybersecurity scholarship program aimed at helping address the cybersecurity skills gap; revamped and revised the certification program to address new and emerging technologies; and continued to bolster efforts to provide best-in-class I.T. training and certification.

In November 2015, her team launched a revised curriculum and framework for its expert-level certification program, the Cisco Certified Internetwork Expert (CCIE), to meet the changing demands of the digital economy and ensure that I.T. professionals are imbued with the skills they need to participate in meaningful business discussions about the new technical areas that are shaping business strategy and operations. This includes revising the curriculum to incorporate a new assessment approach focused on ensuring that candidates demonstrate knowledge and skills with evolving technologies such as network programmability, Cloud, security and IoT.

This next generation of I.T. certification and training represents a continuation of Jeanne’s long-time work to address talent agility and reskilling. Helping organizations address the existing skills gap and empowering professionals in their own career development is a driving passion for Beliveau-Dunn, and have been the guiding forces of much of her work at Cisco.

In the past year, her book “I’m the Boss of Me: A Guide to Owning Your Career” was published. It provides an easy-to-follow guide on developing a self-empowered approach to work, career and life, interspersing personal stories and anecdotes with lessons learned from her more than two decades of experience in the technology industry.  linkedin.com/in/jeannedunn/

THOUGHT LEADER

Matt-Kurtin

Matt Kurtin, Lead Programmer and Learning Technology Consultant, Innovative Learning Group

Matt Kurtin has been a passionate, knowledgeable, and active thought leader in the learning and development space for the past 20 years. This fact is made abundantly clear by his prominent role at Innovative Learning Group (one of Inc. magazine’s 5,000 fastest- growing small businesses) and the fact that he is in constant demand to share his knowledge with those in the industry.

Kurtin has spoken at more than 15 conferences and conventions, including many of the industry’s most prominent gatherings. He has authored more than 500 e-learning courses and is proficient in Captivate, Articulate Studio, Articulate Storyline, Lectora, Flash, ASP.NET, JavaScript, and XML.

He is a true rarity: someone with immense technical skills, emotional intelligence, and a consultative ability to identify the true need of the client. All of these traits are held together with a visionary passion for learning as a whole. His infectious zeal for learning and development has had a significant impact on the industry. He has acted as both an active developmental presence and an engaging ambassador.

Kurtin leads the mobile learning strategy at Innovative Learning Group, where he has personally developed many mobile applications and courses. Additionally, he has extensive experience supporting translation of custom e-learning courses and has worked on courses delivered in more than 20 languages.

And he has not rested on this pioneering approach to mobile learning; he is actively involved in the discovery of possible applications for virtual reality and augmented reality within the learning and development market.

Jean-Meister

Jeanne C. Meister, Founder, Partner, Future Workplace

Jeanne C. Meister founded Future Workplace to work with forward-looking companies to think differently about the future of work and the changing composition of the workforce. It is now a human resources advisory and research firm dedicated to discussing, debating and sharing the “next practices” on navigating the future workplace and workforce. A consortium of nearly 50 organizations come together both virtually and in person to discuss debate and share “next” practices on preparing for the future of work.

Meister considers herself a workplace visionary and activist who drives her clients to think differently. She has a deep background and experience in corporate learning, and has been awarded a Distinguished Contribution in Workplace Learning Award by a leading organization in the learning industry. Her specialties are employee experience, corporate university design, talent management, leadership development and executive education.

She is also the author of four business books — the first two of which were written on the topic of corporate universities. Today, Meister is very obviously passionate about helping organizations re-think how to attract, develop and inspire employees in a workplace that is rapidly changing. Her latest book is “The Future Workplace Experience: 10 Rules for Mastering Disruption in Recruiting and Engaging Employees.”

Meister has also published articles in popular magazines like Financial Times; Fast Company; Forbes; Harvard Business Review; Harvard Management Update; Journal of Business Strategy; Outlook, a Publication of Accenture; People & Strategy Journal; and Elearning! magazine. linkedin.com/in/jeannemeister/

Mike-Connor

Mike Conner, Chief Evangelist, BlueBottleBiz 

Mike Conner believes in revolutionizing the future of corporate learning. His vision is to support informal learning by giving it some structure, yet providing professionals with more freedom to learn than traditional learning systems provide. He sees the value in an all-encompassing learning solution that supports collaborative learning by combining expert (vetted) content, professional network and unique collaborative tools that allow colleagues and experts to work together.

Conner spent 2016 introducing collaborative learning to Fortune 500 and enterprise companies. He has contributed articles to top publications, and weighs in on topics that cover the future of learning, how learning technology is evolving, and ways to retain talent by building solid learning programs. His articles and quotes have been shared widely among the business community in both the U.S. and the U.K. He meets with the analyst community to discuss collaborative learning and the impacts it will have on organizations.

Conner truly believes that learning provides the foundation to success for professionals and for their organizations. For him, sharing the benefits and innovations of collaborative learning isn’t just a “job,” it’s a passion.

Previously, Conner was the Vice President of Global Sales for Safari (previously Safari Books Online). As a member of Safari’s executive team, most of his time was devoted to developing a second-generation platform and preparing his sales organization and enterprise customer base for enhancements to drive customized learning with curated content. linkedin.com/in/michaelconnercatalystsale/

INNOVATOR

Sue-Brett

Sue Brett, C.E.O., Learningonline.xyz

Sue Brett has proven to be an inspiring force who has shaped a young team of e-learning professionals and developers into achieving results that transform people’s lives and add value at every level of interaction with the company’s user base. She has spent over a decade, challenging and inspiring individuals to do more, be more.

She has been instrumental in the success and launch of e-learning portals such as Cudoo.com and apps such as Langu. ag, which offer more than 160 languages to users to learn and enhance their communication skills. She has worked hard to map the language courses to internationally recognized CEFR levels so that users can easily chart their progress from one level to another, as they progress in their language learning journey. Language lovers can now confidently learn any language and get certified based on their level.

Her company, from its absolutely unique video-based language nanolearning to peer exchange and live online learning, a combination of mLMS, apps and online-based products that connect learners, peers and instructors to a world of cultures.

Brett’s company was shortlisted for the Global Educational Supplies and Solutions (GESS) Education Awards 2017. GESS is a world-class education exhibition and conferences provider and with GESS Education Awards, it aims to acknowledge and reward the brightest contributors to the educational industry.  linkedin.com/in/sue-brett-27911034/

Rory-Cameron

Rory Cameron, Executive Vice President, Corporate Development,  Learning and Marketing Platforms, Litmos, by CallidusCloud

Rory Cameron has led all areas of Litmos at CallidusCloud since its acquisition in 2011. Much of Litmos’ ongoing success and innovative product and marketing direction is driven by his substantial knowledge and thought leadership in the learning industry.

Cameron operates a high-energy and customer-centric organization. He was responsible for multiple acquisitions in 2016, including the key addition of ViewCentral, which has been re-branded as Litmos Training Ops.

He has been recognized with many different honors and awards, including the Irish Global Technology 50 by the Irish Technology Leadership Group and the Irish “40 under 40.” He continues to rapidly grow the Litmos learning business within CallidusCloud and has reinvigorated innovation into the learning industry.

Cameron has more than 15 years of experience in business development, sales, and sales operations across a range of technology sectors. At CallidusCloud, he runs the platforms group which consists of Litmos, Clicktools, Badgeville, and Datahug, highly disruptive platforms in their respective markets. He also led the effort to broaden CallidusCloud’s solutions suite including a volume SaaS operation and the development of the company’s renowned sales academy.

Bottom line: Cameron drives all areas of Litmos and heavily impacts the ongoing success and innovative product and marketing direction within the business. linkedin.com/in/rory-cameron-8947403/

Nicole-Thomspon

Nicole Thompson, Human Resources Director, Fairfax Media

Nicole Thompson has been a driving force in creating one of the first new multi-disciplinary, contemporary learning teams within an innovative digital learning platform that enables collaboration and capability building. 

Through Thompson’s efforts, Fairfax is now speaking to companies globally about its innovations, in order to help them drive transformation in their companies through their new learning teams. Fairfax also presents at conferences to educate the broader market on what it has done to assist them transform learning.

Thompson joined Fairfax as the Human Resources Director for Technology during a career that spans 20 years. Since joining Fairfax, she has obtained an invaluable insight into digital disruption and how technology can be used to build capability. Her current role focuses on enabling business transformation and spans building capability, digital learning, talent management, diversity, alignment and engagement, leadership development and performance management.

While most organizations recognize the need to transform learning, many haven’t yet taken the big step and acted. Fairfax — with Thompson in the forefront — is one of the brave few that have taken the first steps toward L&D transformation. Thompson and her team have created what they believe to be a first within big corporate Australia: a new, multi-disciplinary team with contemporary skills and an interactive digital learning hub that requires stakeholders to collaborate on content production. linkedin.com/in/nicole-thompson-70865712/

Ibrahim-Jabary

Ibrahim Jabary, CEO, Gamelearn

Ibrahim Jabary has turned technology and video games into the best allies of learning. In the process, he has not only revolutionized e-learning, but is also proving that video games are becoming the most powerful tool within corporate training.

It all is the result of betting on the field of learning, of innovation and the transformation of traditional training methods. Thanks to his serious games, Jabary has managed to solve the big problem of e-learning. That is, 70 percent of the people who start an online course never complete it. However, with Gamelearn and his online courses in video game format, Jabary has achieved a dropout ratio of only 7 out of every 100 students.

This is done thanks to a completely revolutionary methodology that combines quality content with a practical approach, simulators to practice with “real” situations, and gamification techniques in a single format: a video game. It’s a unique recipe that has allowed for the training of more than 200,000 professionals from more than 50 countries.

In addition, Jabary has managed to meet his other great challenge: to transform online training with video games into a simple, useful and accessible tool for any company in the world, thanks to the development and launch of the first game-based learning platform in the market.This Gamelearn CEO and founder has spearheaded innovation in the field of corporate training. He was a pioneer in game-based learning platforms in the market, along with developing the first simulator for the development of customer service skills. linkedin.com/in/ibrahim-jabary-2457661/

Sarika-Khanna

Sarika Khanna, Sr. Vice President of Product and Services, Litmos, by CallidusCloud

Sarika Khanna and her team supervise all product development and innovation at Litmos, by CallidusCloud, which prides itself on being at the leading edge of innovation in the learning industry. Khanna and her team have been responsible for pushing the limits of innovation forward in the learning industry. Khanna is passionate about building products to solve business problems and is an avid learner. She has been with CallidusCloud for more than six years and was instrumental in taking the core product offering — Commissions — to SaaS business. In addition to Litmos, she has led the products for the Selling Cloud, Hiring Cloud and Marketing Cloud.

She has proven to be a strategic problem solver with ability to quickly evaluate business issues and work across cross-functional teams to develop innovative strategic and tactical solutions. Her other strengths include:

>>   Strong domain expertise in audience and segmentation, reporting and enterprise analytics, lead management, campaign management, vendor management, email and Web marketing and search marketing.

>>   Strong interpersonal, persuasion and facilitation skills with people of different levels, backgrounds, and personality styles.

>>   Excellent technical, analytical, and problem-solving capabilities.Prior to joining Litmos, Khanna worked at leading software companies including Oracle.

She held variety of positions ranging from engineering to product marketing and product management. She holds a master’s degree with distinction in Information Systems from George Mason University and a master’s in Industrial and Mechanical Engineering. linkedin.com/in/sarikakhanna/

Jack-Makhlouf

Jack Makhlouf, Chief Learning Officer, eLearning Mind

The founder eLearning Mind (ELM), Jack Makhlouf was born to tackle corporate America’s stale and ineffective internal and external- facing training. When you meet him, you instantly know that he’s an extrovert with an undying passion to make learning fun, engaging and impactful — as it’s meant to be. He is a true believer in the idea that education is the key to lasting change and true success.

Makhlouf was previously a founding member of the industry-recognized AT&T Learning Services team. He has been pioneering the e-learning industry for more than 20 years, working with Fortune 500 clients, designing, developing, and implementing innovative learning solutions and enterprise system technologies. Makhlouf brought two widely known learning components together to create a revolutionary learning methodology backed by modern brain science. This was coined as “neurolearning.” This methodology leads the way eLearning Mind thinks and implements learning solutions to foster deeper and more impactful learning experiences.

He applies neurolearning principles to the e-learning industry through instructional design, and has proved neurolearning’s effectiveness over and over by helping more than 100 Fortune 500 clients implement innovative learning solutions and maximize performance through by applying neurolearning to e-learning solutions. 

Makhlouf has a master’s degree in Instructional Technology from the University of South Florida. linkedin.com/in/jackmakhlouf/

Brent-Pearson

Brent Pearson, Founder, Enboarder

Brent Pearson has developed a new mobile learning platform called Enboarder that is streamlining onboarding challenges for busy managers in an intuitive way that adds value for new hires, busy managers and organizations.

Enboarder has been developed by Pearson in response to research that indicated one of the biggest gaps in onboarding new employees takes place between the time the employee is made an offer, and begins his or her first day. This e-learning tool uses mobile delivery methods to serve up a scripted set of interactions that fill that gap. In the first year of implementation, he’s already won pilot projects with such notable brands as Coca-Cola and Turner Broadcasting.

Pearson is a serial entrepreneur with passions in research & development, recruitment strategy and recruitment technology. He has previous tenures with Booz.Allen Hamilton as Director of Knowledge Management, as well as many startups. linkedin.com/in/bpearson/

Alexander-Salas

Alexander Salas, Supervisor, Learning Management Systems, Centene Corp.

According to co-workers, selecting just one category in which to honor Alexander Salas “is impossible.” Since joining Centene Corp., he has been a catalyst for progress — a figurative wrecking ball destroying bad habits and silos in the organization when it comes to the LMS. He has developed an entire online community to support learning and the LMS, streamlined administrative processes, and enhanced the abilities of corporate customers.

Not only is Salas an e-learning multimedia developer, he’s also a U.S. Navy veteran and a lifelong learner in learning and development (L&D).

After serving alongside U.S. Marines as a Navy Hospital corpsman, Salas has promoted and spearheaded the adoption of e-learning solutions for every employer he has worked for in the last 12 years. He’s the organizer of the Orlando Articulate Users Group, which promotes learning of Articulate authoring tools; he shares many of his custom templates at Articulate’s E-learning Heroes Community.

A former Web technology board member at ATD’s Central Florida Chapter, he is an active speaker on topics such as augmented reality, e-learning authoring and multimedia design.  Aside from all this, Salas has a master’s degree in Training and Development and Leadership and is a Certified Professional in Learning and Performance (CPLP) and CompTIA Certified Technical Trainer.  linkedin.com/in/stylelearn/

Mike-Alcock

Mike Alcock, Managing Director, gomo learning Ltd.

Mike Alcock has now created two award-winning, game-changing e-learning authoring tools: Atlantic Link in 2003 and gomo learning in 2013. He’s won more than 30 awards on the back of these, including “Best of Elearning!” (four times), Brandon Hall Gold (three times) and many more. In each case, he’s been personally responsible for sales and marketing as well as product development, leading both companies to global recognition.

With gomo learning in 2013, Alcock took an existing HTML5-based framework and commercialized it to create the next generation of Cloud-based authoring tools. Gomo was one of the world’s first responsive HTML5 authoring tools and still maintains product and innovation leadership in the authoring tools space.

Alcock and his team continue to lead the way with collaborative, Cloud-based solutions. Gomo now offers integrated hosting, xAPI analytics and a native app capability, taking it from a pure authoring tool to a complete learning suite. The new product’s sales is now growing by more than 60 percent in the last 12 months. Gomo is now a key part of Learning Technologies Group (LTG) alongside LEO, Eukleia, Preloaded and Rustici.

Alcock’s success in inventing new and innovative software solutions, as well as building and running two global authoring tool companies and changing the landscape of the industry, earned him this 2017 Learning! Champion Award. linkedin.com/in/mikealcock/

MENTORING

Che-Prince

Che Prince, Owner, Founder, Che Prince Learning Solutions

As a recent graduate from the Instructing Adults Certificate Program at George Brown, Che Prince was instrumental to the success of his students as a direct result of his excellent mentoring capabilities. He provides additional technical support and guidance in order to achieve excellent grades that will help students successfully launch new careers as training developers. In addition to his daily activities as a training developer and C.E.O. of his own learning solutions company, Prince also finds time in his busy schedule to provide the coaching and mentoring.

Prince is a subject-matter expert in learning consulting and needs analysis. He has demonstrated knowledge and experience within L&D and learning technologies, a comprehensive knowledge of practice of project management, and an understanding of adult learning. Other strengths are global and organizational awareness, change management leadership, excellent communication skills, highlighted by initiative, creativity and vision.

Bottom line: Prince is an excellent coach and mentor who rigorously applies the principles of adult learning not only to his own instructional design, but to his trainees as well. He is able to break down requirements into individual simple step-by-step tasks in order to easily obtain successful learning objectives.

Previously, Prince spent nine years as a troop commander and training officer in the Canadian Armed Forces; 16 years as an aerospace engineer at Pratt and Whitney Canada. He has a bachelor’s degree in aerospace engineering from Ryerson Polytechnic University and a Six Sigma Green Belt.  linkedin.com/in/cheprince1/

HIGHPERFORMER

DanHalverstadt

Dan Halverstadt, Vice President of Quality and Training, USIC

Dan Halverstadt has been recognized as a thought leader in the learning industry and has been influential in training and quality at USIC. He currently manages a team of four direct reports for training and quality. Additionally, he’s accountable for more than 60 indirect reports. In recent months and years, he’s effectively moved all training internally, saving $1 million annually in consulting cost. He added the positions of Learning Management System Administrator and Instructional Designer, who created an online learning system under his directive, reducing training times by 66 percent.

Halverstadt developed an industry, ground-breaking and award-winning training method with 270 learning modules specific to the position, utilities, and geography of each role.  He also created a system of on-the-job training that included upgrades and changes resulting in: doubling production and employee retention; reduction in safety issues by 50 percent; quality increase of 40 percent; reduction in cost by 85 percent for new technicians; and, developed user-friendly, water-proof pocket manuals affording each employee an easy-access field guide.

He has more than 20 years of experience driving improvement, visibility, and quality in organizational initiatives for the United States Air Force and USIC. As a USIC VP, he ensures that each time an employee goes out to a call, that employee is equipped with the tools to ensure safety and quality through in-depth training initiatives, protect infrastructures, and provide damage prevention.  linkedin.com/in/danielhalverstadt/

DanielleTomlinson

Danielle Tomlinson, Vice President, Global Education, Plex Systems

Danielle Tomlinson is a long-time leader in the training and development industry, having led training and development within some of the largest and highest growth software companies. Currently, she is responsible for all education services around the world at Plex Systems, a leader in Cloud-based ERP for manufacturing.

Tomlinson has spent the majority of her 20-year career working for high-tech and high-growth software companies on the Services team, specifically the Education Services team. That’s typically the department that provides technical training to customers, partners and employees. Her responsibility has centered around making sure that people know how to use the products that are being sold. Performance is typically measured against a financial goal for the delivery of this training. During her career, Tomlinson has demonstrated an ability to grow revenue and improve margin through business development initiatives, cost management, recruiting key partners and employees, and innovative training product development.

At Plex, Tomlinson has expanded the corporate education globally to search many different markets around the world. The company currently supports more than 400 organizations and 1,300 production facilities in 20 countries around the world.

In 2012, Tomlinson was honored with a “Top 40 Under 40 Training Leadership Award” by a leading publication. This Learning! Champion Award adds to her impressive career. linkedin.com/in/danielle-tomlinson-458393/

DianaBennet

Diana Bennett, Program Manager, IBM Corporate Headquarters (CHQ), Center for Advanced Learning (CAL) Technical Leadership Exchange (TLE)

Here’s the kind of person and employee that Diana Bennett is:

“D”ynamic harbinger of learning for technology leaders;  

“I”nspirational role model;

“A”dvocate for innovation and enablement — bringing positive change to IBM;

“N”urturing manager who supports, encourages and empowers her team; and

“A”gile learning program manager who removes obstacles in order to deliver quality education.

According to her co-workers, she is the type of leader who transcends the negative and works towards the growth, improvement and overall betterment of employees. Her positive nature is infectious.

In terms of reach, Bennett’s training program has a primary target audience of IBM technical employees in leadership roles, but all of IBM’s 400,000 employees can participate. In past few years, the 25,000 to 50,000 technical participants have given the program an overall satisfaction rating of 92% positive.

Bennett leads a small but effective team of nine learning professionals who trust her to deliver their vision and increase the skills and knowledge of innovative and technical IBMers.

Obstacles arise that have the potential to derail a lesser talent, but not Bennett. She faces each challenge with an unflappable positive spirit and a capable tenacity. She inspires. Success is the only end state that she knows.

With a Bachelor of Arts in Education from Arizona State University, Bennett has an extensive background in producing engaging and exciting events in corporate education. Past work includes acting as program manager for fast-forward career development events as well as facilitation, event planning, presentations, communications and client focus. linkedin.com/in/diana-bennett-b122599/

Published in Products Featured

The 2016 “Best of Elearning!” awards honor best-in-class solutions across the learning and technology marketplace. Celebrating their 12th year, these honors are bestowed across 27 different categories for which Elearning! Media Group accepted nominations.

Best of Elearning! awards are the industry’s exclusive users’-choice awards. All nominations are made directly by users of solutions, and more than 4,000 nominations were received this year.

“We are honored to recognize these 99 solutions providers as Best of Elearning! 2016,” says Catherine Upton, Group Publisher, Elearning! Media Group. ‘The number of nominations and winning organizations is a testament to the innovation and engagement of the learning industry.”

The Best of Elearning! awards formalize the recommendation and purchase process for the learning community. Research indicated 85 percent of learning professionals recommended a learning solution to a peer over the most recent 12-month period, and 61 percent claimed that award recognition “impacts their decision” to consider a product or service.

Since 2005, four companies have been recognized every year. They are Adobe, Cisco, Skillsoft and Articulate. This year, BizLibrary, SAP, and Articulate lead with four honors each. Additionally, Adobe won three categories and INXPO two.

Repeat winners from last year are SumTotal, DominKnow, Bizlibrary, Vubiz, Articulate, Adobe, INXPO and TransPerfect. Last year, Bizlibrary won three awards and Adobe two.

NOMINATION PROCESS

Elearning! Media Group community members, subscribers and wider learning community were invited to nominate their best-in-class solution providers via an online ballot between June and October of this year. The ballot was open-ended with only categories designations stipulated. No short list of brands were provided. At close, the ballots were reviewed and validated. Editors verified product types and categories before counting. The top vote earners in each category were identified as finalists. Those with a 10 percent lead over all other products in a category earned category winner status. The balance of finalists earn an Award of Excellence.

To learn more, visit www.2elearning.com/awards/best-of-elearning-awards.

 

 

Honoree Spotlight

 

LMS CLOUD

Winner: Litmos LMS, a Callidus Cloud Co.

PRODUCT INFORMATION

Litmos has more than 3 million users and is used by large enterprise companies, SMBs and not-for-profits. It is easy to build courses, assign them to learners, and accurately track the results. Litmos is a hosted training system, so administrators don’t need help from the I.T. department to set it up and get started. Content is added in the form of modules; custom branding is available; and users can take advantage of a training scheduler and learner training profiles to make certain users are being exposed to content that they need. Users can access the API to seamlessly share information between Litmos and other systems. Single sign-on can be enabled so that users don’t have to remember their Litmos password.

WHAT USERS SAY

>> “Simple, easy-to-use interface for both administrator and user.”

>> “Module form makes it easy to replace individual modules when we release a new or improved feature.”

>> “Best set of features for the price.”

>> “Easy, reliable and affordable.”

PHONE

(866) 812-5244

 

LMS ENTERPRISE

Winner: SumTotal Learn, a Skillsoft Co.

PRODUCT INFORMATION

Established more than 30 years ago, SumTotal’s Learn connects the dots between the skills and competencies people need to be better at their jobs — delivered in the context of what they are trying to accomplish — and prepare the organization for tomorrow, to measurably improve performance. With adaptable learning plans, a visual timeline of priorities and tasks and individualized insight into learning progress contextual actions are a click away, and people have visibility into the measurable impact of their efforts. Learning recommendations, personalized to every individual’s needs and preferences, keep people engaged in continuous learning effortlessly. Engaging and responsive mobile design and notifications make it easy for every role to engage with the learning they need on-the-go or from remote locations, whether online or offline, to ensure learning is prioritized and accessible when and how people prefer to consume it.

WHAT USERS SAY

>> “Second in usage only to email among employees.”

>> “Month over month, over half our employees come back, so they really see the value of it.”

>> “With the reporting function, we’ve been albe to say how we’ve invested in our people and how it has helped our business grow.”

EMAIL

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LCMS

Winner: DominKnow Platform, DominKnow Learning Sys.

PRODUCT INFORMATION

The dominKnow Platform is a Web-based authoring and publishing solution that helps teams collaborate in real-time, share and re-use content, and easily engage subject-matter experts in the review process. Content is ready for delivery from virtually any location — all from a singlesource. It offers all the features needed to create engaging, media-rich learning experiences, including customizable testing, flexible interactions and animation creation, advanced variables, branching, audio/video recording, software simulations, and system and author-created templates. The platform outputs HTML5 content that is WCAG 2.0 Level AA and WAI-ARIA compliant and publishes to SCORM, AICC, xAPI (TinCan) and PENS standards. Content is ready for delivery from virtually any location — the Web, your own LMS or LRS, the desktop, mobile apps, or document formats.

WHAT USERS SAY

>> “Allows for collaborative (SAS) approach as well as an intuitive design.”

>> “The best e-content manage system enhanced using multimedia u-learning technology and complying with latest learning specifications/standards in all platform aspects.”

>> “Robust environment for content development.”

PHONE

(613) 800-8733

 

CONTENT AGGREGATION

Winner: Bizlibrary Collection

PRODUCT INFORMATION

The BizLibrary Collection contains thousands of employee training videos on key topics your employees need including business and soft skills, leadership, sales and customer service, human resources compliance, I.T., software, industryspecific content, workplace safety and more. Content formats offered meet the needs of all types of learners from short, micro-video lessons, to more in-depth video courses, interactive video programs and e-learning courses. Many of the lessons and courses include quizzes and additional support materials to extend the learning process, increasing both retention and the return on training investment. Administrators can deliver employee training videos across platforms: desktop, mobile and tablet.

WHAT USERS SAY

>> “Great library of micro-learning.”

>> “Depth and width of the collection are staggering.”

>> “Competency guides and live support help to develop curriculum paths and curate the robust content.”

EMAIL

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Award of Excellence: OpenSesame

PRODUCT INFORMATION

OpenSesame makes buying and selling e-learning courses easy. Users can preview courses, read reviews and research sellers in the marketplace. Administrators can buy courses with no subscriptions or long-term commitments and use them instantly in any learning management system. Let us do the heavy lifting, so you can focus on choosing the best courses for your employees. Buyers can personalize their interaction either through browsing the extensive listing of courses online or interacting with one of our content specialists to custom build their training catalog. Sellers can stick with the learning management system they know best and can rest easy knowing their material is protected.

WHAT USERS SAY

>> “Not just the biggest but the easiest platform I could integrate into an enterprise LMS in 15 minutes, while many content vendors struggled immensely over months to get to the same spot.”

PHONE

(503) 808-1268

 

OTHER LEARNING PLATFORMS

Winner: Bizlibrary Company College

PRODUCT INFORMATION

BizLibrary’s learning management system is conveniently organized into three tiers to allow users the option to customize their solutions based upon the needs of their respective organizations. All three tiers offer approval agents, branded website design, a personalized user experience, online and dashboard reports, self-regulation or administrative course assignments, a Cloud-hosted online learning center, certification of completion, social ratings and reviews, a course recommendation engine and email messages and reminders. The second tier of the program, Content Management, offers management of custom documents, links and videos; a quiz and survey builder; the ability to add custom courses, embed video and learning assets; and community social learning and collaborative application. Learning Management, the highest tier, offers all of the previous benefits in addition to classroom management and on-the-job external training, certification management and virtual classroom integration via WebEx or GoToMeeting.

EMAIL

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Award of Excellence: ej4 Thinkzoom

PRODUCT INFORMATION

Thinkzoom is ej4’s comprehensive video training platform. With several interactive tools and resources, Thinkzoom helps employees during and after training. Thinkzoom allows administrators the knowledge of which videos their employees are watching and how well they comprehend the material with its built-in interactive exams. Score requirements can be set and additional student materials can be provided so learners can put their knowledge to practice. Thinkzoom also has a comprehensive reporting feature that allows administrators to create custom reports based upon users, groups, courses and topics. Understanding which courses are popular and which are lacking participation can help measure training progress and communicate future training goals.

WHAT USERS SAY

>> “Easy to implement, easy to use, engaging and rewarding for our learners.”

>> “Able to train all departments (including remote employees) with relevant, and customizable content.”

>> “Easy to upload, with a lot of good native content.”

EMAIL

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Award of Excellence: Skillsoft SkillPort

PRODUCT INFORMATION

SkillPort is a modern Cloud-based content delivery platform that delivers highly targeted learning —when and where people want to learn. SkillPort technology, in conjunction with Skillsoft’s unique combination of content, service and experience builds talent and delivers powerful business outcomes. SkillPort offers a full learning experience as a standalone learning platform, or it can be easily integrated with existing business and I.T. systems. The system offers a variety of learning modalities to match individual learning styles; a rich user-experience with a beautiful, clean user interface; analytics, reporting, measurement tools; extensive search and discovery capabilities; personalized learning recommendations, featured topics and curated learning plans; social and collaborative learning to connect users across each organization; and mobile access.

WHAT USERS SAY

>> “We’re leveraging SkillPort to align content to strategic training needs.” >

> “Being able to choose new courses keeps our catalog from getting stale and allows us to meet emerging needs as they develop.”

PHONE

(866) 757-3177

 

TMS

Winner: SAP SuccessFactors TMS

PRODUCT INFORMATION

SAP SuccessFactors provides a complete, recruit-to-retire solution across all talent processes, and comprehensive content such as skills and competency libraries, job descriptions, goal catalogs, as well as legal and coaching content. In addition to content, SAP SuccessFactors talent management solutions are provided with a foundational set of capabilities, including Talent Insights, Talent Search, Basic Jam, Job Profile Builder, and SAP SuccessFactors Presentations. The solution includes modules that expressly target recruiting, onboarding, learning, performance & goals, compensation, and succession & development.

WHAT USERS SAY

>> “Ease of use.”

>> “Has made us more effective and helped us to keep our people engaged.”

>> “You’re not just getting software; you’re getting all of the experience of SAP in deploying the software in many companies and industries.”

EMAIL

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HR TECHNOLOGY

Award of Excellence: SAP HCM Cloud

PRODUCT INFORMATION

Empower, engage, and develop your talent – with human capital management (HCM) software from SAP SuccessFactors. The cloud-based human resource management solutions support the needs of multigenerational, global, and contingent workforces. Administrators have access to collaborative tools for onboarding, workforce scheduling, payroll, and more. The software allows organizations to foster a culture of continuous learning and professional development for better business results. Core human resources and payroll functions deliver flexible and efficient global human resources processes. The talent management feature helps attract, develop and retain talent to achieve business results and prepare for the future. Time and attendance management functions optimize the deployments and utilization of each employee’s working time. Human capital analytics increase the success of workforce strategies with reliable and real time, relevant insight.

WHAT CUSTOMERS SAY

>> “We will save close to $1.2 million per year.”

>> “Frees up our people to do what they do best.”

>> “Allows accessability from all our facilities around the world.”

PHONE

(800) 872-1727

 

I.T. TRAINING

Award of Excellence: Skillsoft I.T. Skills Library

PRODUCT INFORMATION

Skillsoft provides a wide array of integrated learning types to continuously develop and maintain IT skills — including short expert-led videos, video-based e-learning courses, live web-based instructor-led training, free live mentoring services, certification test preparation, and access to tens of thousands of full text online books. It offers support for more than 100 professional IT certification exams from leading software, hardware, networking, web service companies and professional organizations. Leading experts and mentors provide an affordable fast track to IT certification and offer test preparation designed to improve pass rates.

WHAT USERS SAY

>> “Combines courseware, Books 24x7, videos and live learning to provide a well-rounded array of modalities to impart I.T. information.”

PHONE

(866) 757-3177

 

Winner: ej4 Software Skills Training

PRODUCT INFORMATION

Ej4’s “plug and play” content fits any organization, providing information that is always ready to use. Short formats and on-demand availability facilitate training, making it available to everyone, anytime, anywhere.

WHAT USERS SAY

>> “Video format allows you to see the applications being used in ways that learners can relate to.”

>> “Easy to use; excellent information; adaptable; current.”

EMAIL

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SOFT SKILLS

Winner: Bizlibrary Business Skills

PRODUCT INFORMATION

BizLibrary’s Business Skills Training program include videos and coursework on topics ranging from planning strategic relationships and managing body language. Other series contain several parts, for example, Measuring Employee Engagement discusses what passes for employee engagement at many organizations, how to measure employee engagement, and how you can improve employee engagement. Other lessons include successful time management and mastering social media.

WHAT USERS SAY

>> “Able to customize a professional skills program as well as compliance courses and even office ergonomics.”

>> “Soft skills trainings are helpful, not just in the workplace, but in every facet of life.”

EMAIL

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Award of Excellence: BCI Win-Win Negotiations

PRODUCT INFORMATION

BCI’s Win-Win Negotiations training helps individuals tap into their own strengths and experiences, hone their skills, and align around a proven framework — so they approach every negotiation with a plan, and with the confidence to achieve their goals. Lessons help users increase profits through well-planned collaboration and concession strategies, shift from using tactics to planning, while reinforcing key corporate values, focus upon interests and issues and avoid dangerous positions, enhance communications by developing a common negotiation language and build strong relationships with customers, partners and colleagues.

WHAT USERS SAY

>> “Absolutely vital training delivered in a systematic way.”

>> “We realized it’s not always about one person winning; it’s best when everyone can walk away feeling like a winner.”

EMAIL

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Award of Excellence: ej4 Business Skills Library

PRODUCT INFORMATION

Ej4’s Business Skills library contains the courses needed to effectively run any business. The Business Skills library contains courses covering professional productivity, communication skills, sales, project management, leadership, supervision, safety, presentations skills among others. The library is made for employees with varying levels of experience ranging from from recent hires to experienced managers.

WHAT USERS SAY

>> “Quality micro-learning that easily understandable and digestible in a video format.”

>> “Easy to use, excellent information, adaptable, current.”

EMAIL

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SOFT SKILLS

Award of Excellence: Vado Management Dev. Learning Track

PRODUCT INFORMATION

Vado’s management courses are designed for supervisors, managers and leaders who are responsible for leading, coaching and inspiring employee performance. These courses help build the skills needed to manage individual and team performance, engage and retain employees, and contribute to the organization’s success. They offer bite-sized content, video and mobile access.

WHAT USERS SAY

>> “Their approach to chunked learning and real-world, direct applicability engages the learner to be an active participant in his/her learning journey.”

>> “Content from experts yielding expertise transfer, plus collaborative work that exploits each content partner’s transforable value proposition.”

EMAIL

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LEADERSHIP DEVELOPMENT

Award of Excellence: Vado Leadership Development Learning Track

PRODUCT INFORMATION

Research shows that 70 percent of development happens on the job, and Vado provides off-the-shelf e-learning courses that help learners apply learning on the job through step-by-step instructions and exercises. The combination of short videos followed by step-by-step instructions help learners put into practice the learning they just completed, which means organization leaders are confident that the transition from learning to application on the job actually happens, and organization capabilities are increased. Vado’s new Remote Leadership Toolkit is designed to equip managers with the tools and skills required to successfully manage others remotely.

WEBSITE

http://vadoinc.net/contact-form/index.php

 

Award of Excellence: Bizlibrary Leadership and Management

PRODUCT INFORMATION

BizLibrary’s leadership and management courses cover everything from discipline and accountability, high-performance coaching, handling disagreements at work and everything in between. They also cover helpful topics such as managing remote employees, succession planning, handling team expectations and making the transition from co-worker to boss. Users get unlimited access for their first 30 days free.

WHAT USERS SAY

>> “Terrific variety in the contemporary, quality videos.”

EMAIL

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Award of Excellence: ej4 Leadership Development

PRODUCT INFORMATION

Ej4’s “plug and play” content fits any organization, providing information that is ready-to-use now. Short formats and on-demand availability facilitate training, making it available to everyone, anytime, anywhere. Leadership Development is part of the company’s Business Skills library and touches on everything from transformational leadership and building an effective leadership team. WHAT USERS SAY >> “Quality micro-learning that easily understandable and digestable in a video format.” >> “Just a tremendous resource to have.”

EMAIL

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TRANSLATION & LOCALIZATION SERVICES

Winner: TransPerfect Translation & Localization

PRODUCT INFORMATION

As the world’s largest privately held provider of translation services, TransPerfect uses a rigorously tested network of industry-expert linguists and full-time quality managers to ensure that the work it delivers is second to none. TransPerfect offers multiple levels of service based on client needs, ranging from draft/summary translation up to certified translation, featuring a multi-step translation and review process to ensure the highest level of accuracy and meet the evolving needs of global businesses. The company can translate from/to more than 170 languages, using more than 5,000 native-speaking linguists.

WHAT USERS SAY

>> “Benefits include customer service, range of languages provided, time to production, cost/quality and responsiveness.”

WEBSITE

www.transperfect.com

 

SALES TRAINING

Winner: ej4 Selling Skills

PRODUCT INFORMATION

Selling is part art, part science, and all about the approach. Your team will be able to move prospects down the funnel with ej4’s cutting-edge sales training content. A number of courses are available including Retailer Hot Buttons: Transaction Size, Selling to Different Customer Roles, Building Great Sales Relationships, and Determining Customer Needs.

WHAT USERS SAY

>> “Our salespeople have more confidence knocking on doors, and have vastly improved sales skills.”

>> “It’s taken us three calls less per customer to sell them on our products, and I tie a lot of that to the training.”

EMAIL

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COMPLIANCE TRAINING

Winner: VuBiz WHMIS

PRODUCT INFO

Vubiz provides full-service e-learning content, development and delivery software with solutions that are flexible in practice. By having thousands of hours of off-the-shelf content available for purchase as-is or tailored to a specific client situation, it offers a number of compliance courses including preventing and stopping sexual harassment, equal opportunity and affirmative action courses for managers, content about the Americans with Disabilities Act and Alternative Dispute Resolution.

WHAT USERS SAY

>> “Easy to use, excellent content and price.”

>> “Sound content; adult learning principles paid attention to; and clarity.”

>> “Excellent customer service from the VuBiz team, quick response time, great at customizing info when needed, and overall great team to work with.”

WEBSITE

http://store.vubiz.com/store/ContactUs

 

Award of Excellence: ej4 Workplace Compliance Library

PRODUCT INFORMATION

ej4’s Workplace Compliance library keeps users in legal compliance with federal and state regulations while sharing best practices for the workplace. The Workplace Compliance library contains titles covering diversity, workplace conduct, workplace harassment, fair labor standards, and a number of human resource issues revolving around hiring practices, medical leave, termination, and more.

WHAT USERS SAY

>> “[The ej4 team is] real good at figuring out what it is that I’m envisioning.”

>> “We’re changing behaviors, we’re setting standards...”

EMAIL

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GAMIFICATION

Winner: Gamelearn Pacific Serious Game

PRODUCT INFORMATION

Pacific offers learning in video game format and is designed for the development of leadership skills. It was launched with the aim of becoming a practical manual on how to run and manage high-performing teams. Pacific turns leadership into a survival adventure to develop management skills such as defining roles, responsibilities and objectives; analyzing the needs of the team, improving processes and increasing motivation; resolving conflicts within the team; improving communication for the delegation of tasks; encouraging teamwork and performance orientation. Developed in 3-D animation and HTML5 language to be adaptable to a variety of devices, Pacific is available in eight languages and requires only an Internet connection.

WHAT USERS SAY

>> “Funny, didactic and dynamic.”

>> “The first training program in video game format for the development of leadership skills.”

>> “Challenging, user-friendly, unexpected!”

WEBSITE

https://game-learn.com/contact/

 

SOCIAL LEARNING

Winner: Bizlibrary Community

PRODUCT INFORMATION

With up to five different generations present in a workplace, people see the world and the way it works differently. This can create conflict about how to complete tasks, reach goals, or run the organization. The challenge is harnessing conflicting viewpoints and ideas and turning them into cooperative creativity for how to be both productive and innovative. An important first step to bringing together a variety of talents and ideas is recognizing the similarities that connect people. Finding common interests, beliefs, or skills (whether work-related or not) can create a bridge over a generational division that energizes collaboration, innovation and problem-solving. To find those commonalities, it’s important for coworkers to be willing to think from a perspective different from their own, taking others’ life experiences into account and how that affects their viewpoint. With an RSS feed, community members receive HR and employee training news, tips and best practices delivered straight to their inboxes.

WHAT USERS SAY

>> “Works two ways: internal for our employees and even smaller teams, but also for L&D professionals who are a part of the community to ask questions and share recommendations.”

>> “Easy way to get updates from the vendor and share best practices with other customers of BizLibrary.”

EMAIL

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OUTSOURCED LEARNING SERVICES

Award of Excellence: Skillsoft Learning Services

PRODUCT INFORMATION

Skillsoft begins by developing a personalized e-learning program in conjunction with each client’s strategies, culture and events to leverage best practices — then working to maximize e-learning success. Skillsoft e-learning consultants, customer support and application engineers provide core program support services — a fundamental value-add. These teams deliver the expert e-learning services and advice to help clients establish general strategies for deployment and adoption of powerful learning programs.

WHAT USERS SAY

>> “Tremendous catalog.” “Whenever I ask for something, they say ‘we will handle that’...I come back and it’s done.”

>> “The instructors are fantastically knowledgeable.”

PHONE

(866) 757-3177

 

MOBILE AUTHORING

Award of Excellence: DominKnow Flow

PRODUCT INFORMATION

Flow is content-authoring software that outputs fully responsive and adaptive HTML5-conformant content that automatically adjusts depending on the screen a user views it on. Flow is built it on the same engine that powers DominKnow’s award-winning Claro. It not only offers responsive content that changes and rearranges according to the device one views it on. It also gives authors the ability to choose what content gets delivered, thus adapting to the user’s device for a more meaningful and contextual end-user experience. And it does all of this in a Web-based authoring environment that allows for collaborative development, sharing and re-use of resources, and anywhere, anytime, any platform access.

WHAT USERS SAY

>> “A new authoring tool integrated in the Claro LCMS.”

>> “Fully responsive with excellent, new thinking functionalities that allow you to produce truly responsive content that does not only make the content bigger/ smaller, but that actually totally adapts the content to the screen size.”

PHONE

(613) 800-8733

 

 

Litmos by CallidusCloud

AWARD WINNING LMS-CLOUD

ENTERPRISE LEARNING THAT WORKS

For too long, employee training systems have been cumbersome and complex to work with. But the need to onboard employees, introduce programs, educate staff on updated policies, and offer training to external audiences has been accelerating. Organizations today do not have the time or the patience to spend months implementing clunky learning management systems. Litmos by CallidusCloud is changing that.

Litmos is the world’s fastest growing enterprise learning platform, supporting more than 4 million users in over 130 countries and 22 languages. The Litmos cloud-based solution unifies a learning management system (LMS), the extended enterprise, and prepackaged content in an engaging platform to meet any organization’s training needs. Built to scale from 100 users to 1 million users and beyond, Litmos is highly secure, focuses on the end user, and provides time to value three times faster than conventional learning solutions. With Litmos, organizations can engage learners anytime through native apps for Android and iOS, and they can extend their ecosystem by using prepackaged connectors and REST APIs. Litmos also provides local US support during business hours to help organizations be successful. Headquartered in Silicon Valley and backed by public company CallidusCloud (NASDAQ: CALD), Litmos is still run with the nimbleness of a start-up. It continues to experience double-digit growth and has a customer satisfaction rate of over 95 percent.

A POWERFUL PLATFORM: LITMOS LMS, LITMOS CONTENT, AND LITMOS TRAINING OPS

Litmos LMS is a simple yet powerful platform. Most legacy systems are over-engineered solutions with a huge percentage of features utilized by less than 5 percent of users. Litmos LMS is built with learner’s experience in mind that makes it easy to implement, administer, and manage. The platform’s open API architecture and prepackaged connectors make it simple for organizations to connect Litmos LMS to their ecosystem. And the user interface is consistent across devices, which helps organizations to engage their mobile workforce.

Litmos offers more than 700 packages of content. In addition, Litmos Content uses an in-house course production studio— composed of specialists in instructional design, production, research, technical operations, and program support—to develop more high-quality, mobile-friendly courses that focus on healthcare, HR, OSHA, sales and marketing, leadership, and more. The design aesthetics for these courses ensure better retention through engaged learning, and all content is available through the course marketplace.

Litmos Training Ops is an end-to-end training-as-a-business solution, enabling organizations to grow revenue, build loyalty, and reduce costs by automating the business side of training. A self-service, cloud-based platform, Litmos Training Ops delivers a sophisticated, integrated set of tools that help organizations automate and manage revenue, expense, global taxation, training credits, and other business processes so they can improve the ROI of their external training programs.

ADVANCING CORPORATE LEARNING

Litmos’ mission and core value proposition is to advance corporate learning by providing a learning experience that doesn’t necessarily reside in one segmented location, but in the departments where administrators work and in the applications where users spend their time. With Litmos:

>> Customers will get the perfect combination of powerful search and ease of use that learners love.

>> Customers can go live in 6 weeks— many in days or even minutes—rather than in 6 to 12 months.

>> Customers will achieve time to value in less than 6 months as opposed to 24 months.

CUSTOMERS

litmoscustomersimage

WHAT CUSTOMERS SAY:

>> “The Litmos platform has enabled USIC to deliver targeted, timely and efficient learning and compliance tasks to our 8,000+ employees across the US and Canada.” Tim Gale, USIC

>> “We chose Litmos because it’s extremely user friendly, you don’t need a lot of training and we love the user interface.” Miriam Calvo-Gil, Kapco Global

>> “We liked that Litmos has the ability to easily upload content, build your own content, and create courses.” Rick Galliher, 1-800-Got-Junk?

>> “What I like most about Litmos is the easy and fast implementation without needing a team of people or specialized resources.” Cheryl Powers, Coca Cola

CONTACT INFO:

4140 Dublin Boulevard #400

Dublin, CA 94568

+1 (925) 251-2220

This email address is being protected from spambots. You need JavaScript enabled to view it.

www.litmos.com

 

 

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Published in Products Featured

SUPPLEMENTING CURATED CONTENT WITH CURATED INSIGHTS WILL TAKE YOU TO A NEW LEVEL.

BY LACI LOEW, BOB DANNA AND CANDY OSBORNE

Employees are struggling to keep up with data that continues to grow at an alarming rate. Now, more than ever, they’re also having to make sense of changing technology with things like artificial intelligence (A.I.) and cognitive technologies in the workforce. According to reports by McKinsey, nearly half of all jobs could be fully automated or augmented by 2035, adding to employees’ fears that they’ll soon be replaced by machines.

The technological landscape is forcing employees to adapt or be phased out. But as employees persevere with information and data overload and a lack of clear personal and professional boundaries, being on call nearly 24/7, how will they break through?

Ironically, employees who can make sense of the insurmountable amount of data and content and who can then draw thoughtful insights will become subjectmatter experts (SMEs) within an organization, fortifying their foothold in the company and making them invaluable to the company and to their peers.

Jeff DeGraff, Ph.D., author of “The Innovation Code: The Creative Power of Constructive Conflict,” expands on the ironic state we’re in:

“The rhythms of reflection and deep thought run contrary to the speed of work. Making sense of the world requires more than just an infographic. It requires real time.

“Of course, there are many more aspects to the new world of work beyond technology, boundary busting and time shifting. We can speculate about these, because they are already here. But there’s still much about the new world of work we can’t know yet. All we can really do is to continue to make it up as we go along. Maybe the real revolution is making time to make sense of it all.”

 What if there were a way to empower employees at all levels to draw their own insights and share them with their organization not only to position themselves as experts, the go-to people for more information in the organization, but also to help accelerate expertise?

THE ROLE OF SUBJECT- MATTER EXPERTS

Interestingly, if you ask employees who the SMEs are within their organization, you’ll likely get responses that senior leadership has all the knowledge. But research proves otherwise. Most SMEs are buried within the organization, having no voice or means to share their insights and knowledge with others.

What if there were a way to tap into hidden knowledge within an organization to amplify and accentuate the voices of experts, regardless of job title or level?

knowledge to insight

According to a Forbes article entitled, Top 10 Business Trends That Will Drive Success In 2017, two of the top 10 predictions involve SMEs. The first prediction states that customers would rather interact with SMEs instead of sales people; the second prediction is that SMEs will be supported by salespeople. Shifting the focus to enabling employees to be SMEs despite the data overload and changing technology is key. Helping employees to become SMEs can be done by enabling them to develop and share their insights.

We’re entering a new era, shifting away from knowledge workers to insights experts individuals in the enterprise network who distill meaningful and actionable ideas from all the information they read and share with others through a collaborative and dynamic network or platform. This probably starts with a handful of individuals but needs to evolve to all workers, and only organizations with workforces 100 percent full of insights experts will have employees who make meaningful contributions to the business. Thus, the business would have staying power.

ENABLING EMPLOYEES TO DEVELOP INSIGHTS

Content curation and the development of insights are already happening. Employees curate as they handle, sort, annotate and manage information daily. They print documents and use sticky notes, read books and highlight information, make annotations and take notes in notebooks. Online they read and save emails, bookmark sites, insert comment bubbles on PDFs, and contribute on sites like Evernote, Google Docs and social media.

The challenge is that insights are being created and captured in silos, sporadically shared with others who may be only peripherally aware that the knowledge exists, or repeatedly shared to numerous employees (by a single SME) to a point of spending time inefficiently.

When employees curate insights, they’re called insights experts. To be useful, their insights need to be shared across the organization in a meaningful and practical way. These insights experts can identify the useful, actionable two percent of information from all the content they read, gifting a wealth of time savings and expertise to coworkers in need of the same information.

ENABLING A CULTURE OF SHARING

Because of flattened organizations, employees are already enabled to get answers from anyone in the organization; however, the current process is cumbersome and archaic. The smaller the group, the less noticeable it is, and the less need there is for scalability. But today’s enterprise workforce of geo-dispersed and remote workers distorts a clear path of insights discovery and sharing across the full organization.

Current tools allow for the identification of information but do not allow employees to recall, synthetize, analyze or apply the information. Do your employees hoard information or share it? What does that look like today? How much time is wasted by the SMEs explaining themselves multiple times or by the information-seekers searching for it?

Going forward, we need tools that can shift away from the traditional model of curating content to one that will enable employees to draw thoughtful insights and share them from the content they consume. This is the level of expertise needed to propel an organization forward: content curation combined with insights curation.

What are the possibilities of an organization full of SMEs? Greater productivity? Faster speed to market? Increased bottom line? Actualized innovation? Increased sales effectiveness? Greater customer satisfaction? The potential for success is boundless and measurable.

WHAT MIGHT IT LOOK LIKE?

Imagine a network that recognizes and rewards individuals based on their subject matter expertise and meaningful contributions. This is an enterprise-wide network that seamlessly integrates the curation of insights with content. It is set up for recognition and rewards for those who take the time to digest information, draw thoughtful insights, and share them with their colleagues. Not only will insights lead to social badging and SME status, but employees will more deeply root themselves as true experts and help to accelerate expertise and the application of it  throughout the organization.

Learning is accelerated exponentially when you cut to the “a-ha” moment, the curated insight. Consider this example: a sales representative has been learning about consumer mindset by reading books, articles and attending webinars. Throughout her professional development, she makes the connection that the leads marketing delivers are already self-educated on the company’s solution and therefore she and her peers should be moving the conversation away from an educational one to a convincing one. Sharing this insight with her sales and marketing teams could result in better qualified leads and a lowered cost of customer acquisition because they’re better able to target and deliver qualified leads.

When employees seek answers today, their search results return courses, books, videos, blogs, websites, intranet sites, PDFs and other documents, in long form. Then, employees must sift through and read information in bulk until they find what they need — if they find what they’re looking for at all. Searching for insights flips this traditional search query model on its head, such that employees get immensely condensed search queries with the option to expand to the long-form asset if something piques their interest.

Adapting to the changing technological landscape, the rate of data growth and other facets that will continue to overwhelm employees calls for next-generation thinking based on future workforce trends. It’s not a talent management system, a learning management system, a social layering system, or a reward-and-recognition system per se. It’s something altogether unique that allows curated content and curated insights to be shared, discoverable and immediately actionable to the people seeking it. It is what will fuel SMEs, their colleagues and the organizations they support.

—Laci Loew, founder and Principal, Laci Loew & Company LLC, is a results-driven human capital industry analyst offering research-based consulting and advisory services in human capital practices with more than 30 years of experience. Bob Danna, retired Managing Director, Deloitte, now serving as the Executive Chairman of the Board of Pandexio, Inc., has more than 40 years of experience in HR and learning transformation, leadership development, workforce analytics and associated management consulting. Candy Osborne, owner of Snowbird Creatives, began her career as a photojournalist in the U.S.M.C. 25 years ago and continues to craft compelling stories: many of them about enterprise learning.

 

 

 

 

 

 

 

Published in Top Stories
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