Grovo has announced $40 million in Series C funding led by existing investor Accel with participation from Costanoa Venture Capital, SoftTech VC, Greg Waldorf and new investor Vayner Capital. Grovo will use the funds to expand its core product offering and secure its position as the leader in workplace learning innovation. To support its explosive growth, the company also plans to invest in a round of key executive hires and an expanded New York City headquarters. The round comes a year after Grovo’s $15 million Series B, also led by Accel, and brings Grovo’s total equity raised to $65M. 

Grovo’s annual recurring revenue has grown 400 percent over the past 12 months. Recent clients to join Grovo’s portfolio include WeWork, The Wyndham Hotel Group, and the National Basketball Association. They join existing clients such as Capital One, Chevron, the Kansas City Chiefs, Pernod Ricard, and DDB Worldwide.


Published in Latest News


---Eighth Annual Event Expands to Host Learning! 100, Learning! Champions & Best of Elearning! Awards Celebrations

Elearning! Media Group, the leader in learning and workplace technology media, announced the Enterprise Learning! Conference will go west for the 2016 event, occurring June 6th – 8th at the Anaheim Convention Center, Anaheim, CA. Mark your calendar as registration will open February 14, 2016.

The Enterprise Learning! Conference 2016 will be an unprecedented gathering of the nation’s most influential and innovative thought leaders and executives from corporate enterprise, government agencies, higher education and non-profit organizations. This conference reveals how leaders are building smarter organizations via learning and workplace technologies. A robust $225 billion industry, the enterprise learning market is growing at robust 24% CAGR.

“ The Enterprise Learning! Conference returns home to the heart of innovation, virtual reality, and collaboration. There is no better location to share what’s now and next than California. From self-driving cars, emerging virtual reality technologies, and intelligent systems, these innovations are shifting learning dramatically,” said Catherine Upton, ELC16 conference chair.  “It is exciting to witness the evolution taking place now across global learning organization in attendance.”

Celebrating Excellence

The Enterprise Learning! Conference 2016 (ELC16) hosts the exclusive Learning & Workplace Technology Conference for corporate, government and higher education executives. ELC16 provides executives an engaged environment to network, share and learn from leaders across the globe. Coupled with cutting edge research, expert learning technologists and 3 prestigious industry award programs; Learning! 100, Best of Elearning!, and Learning! Champions, this is the “Must Attend” forum for learning and performance executives.  Mark your calendar as registration will open February 14th at


ELC16 Session Tracks

ELC16 conference features four distinct tracks to support the theme of Building Smarter Organizations. They are:  Engaging the Smarter Workforce, Empowering the Smarter Learner, Best Practices of the Smarter Leader, and Building the Smarter Enterprise. 

Engaging the Smarter Workforce

Ignite Passion, Performance, Collaboration & Culture

Employee engagement is the #1 priority among corporate leaders. High engagement equals high performance. But, how do learning leaders flip the engagement switch? Leverage the right tools, practices and ideas to spur engagement.  From gamification, mobile, video and virtual learning, engaging e-learning to eMentoring and team collaboration, the solutions abound. Hear from these experts who have improved engagement within their organizations.

Empowering the Smarter Learner

E-learning is the fastest growing segment in the global education market, targeted to reach $225 billion by 2017. Learners are empowered with anytime access of information, via any device, videos, mobile apps, and more. Virtual, video and mobile learning are delivering more training hours than traditional methods. But, the transition from classroom to continuous learning, is not a simple step. Discover the design, implementation and deployment challenges of training in an always on environment. And prepare for the next generation of intelligent systems.

Best Practices of the Smarter Leader

Who is the next CEO? What if your top sales leader departs?

Leadership is part art and science. With the right talent management solutions and practices, your team will be prepared with a robust talent pipeline and scenarios in hand. Discover how the Learning! 100, leaders from the top global learning organizations, manage leadership development. Hear real-world case studies, best practices and lessons learned from leaders of these high performing organizations and the 2016 Learning! Champions. Network, learn and share with the global learning elite at ELC16.

Building the Smarter Enterprise

From Internet of Things, to social channels like YouTube, LinkedIn, and unlimited access to free content via MOOCs, learners demand a user experience to match their personal lives.  The learning ecosystems are evolving to keep pace and optimize the User Experience. Consumerization is changing learning, the platforms and delivery systems to meet immediate and life-long learning challenges of the 21st century learner.  Discover how emerging technologies, culture, and big data are influencing the way we can and will learn throughout the learning cycle: during personal learning, collaboration among peers, informal learning, when we are at work, play, and in a community.

Who Should Attend

Executives charged with driving enterprise performance via learning and workplace technologies, including HR, Talent, Development, Training, E-learning, Project Management, Education, Sales & Service should attend ELC15.  Government, non-profit agencies and educational institution leaders are also in attendance to collaborate on the now and the next in learning. Attending this conference is an amazing opportunity to meet colleagues from across the globe.  Registration will open February 14th, 2016 at


About Elearning! Media Group

Elearning! Media Group is owned by B2B Media Group LLC. Elearning! Media Group consists of eleven media products including: Elearning! Magazine, Government Elearning! E-Magazine, e-mail newsletters, Alerts, Websites, Web seminars, the Enterprise Learning! Summit and Enterprise Learning! Conference. Elearning! Media Group serves the $225 billion learning & workplace technology market.  Suppliers and practitioners can follow us: online at; on Twitter: 2elearning or #ELSummit; via Facebook: Elearning!-Magazine or LinkedIn: Elearning! Magazine Network or Elearning! Summit. 

Enterprise Learning! Events

Since 2008, Enterprise Learning! Events bring onsite and online audiences together to learn, network and share. Mark your calendar for Enterprise Learning! Conference on June 6-8, 2016 in Anaheim, CA. Enterprise Learning! Conference hosts the Best of Elearning!, Learning! 100 and Learning! Champion Awards. The Enterprise Learning! Conference Online is slated for September 8th, 2016. For more information about the Enterprise Learning! Conference visit


Published in Top Stories

Every organization has a diverse range of core business, professional and technical skills their employees require for success. Among these skills are leadership, manager and supervisory skills, new manager training, sales, customer service, communications, problem solving, and desktop computing. We could probably name more, but you get the idea, right? Organizations require foundational skills development across many different competencies and topic areas.

Further complicating the job is the fact that there are three levels of content needed for most training:

Level 1 – Basic off-the-shelf content designed to provide a foundational level of mastery of a specific skill or competency.

Level 2 – Content designed to illustrate the application of Level-1 content to an organization’s industry, business, processes or challenges.

Level 3 – Content that is 100 percent customized, based upon subject-matter expertise that is unique to the organization and/or industry.

How do we find the right mix or blend of these levels of content to deliver the right training content to our employees? We believe the best mix is a ratio of 10/2/1. So you want to provide about 10 off-the-shelf courses (Level 1), two moderately customized courses (Level 2), and one fully customized course (Level 3). This mix may vary depending upon your unique needs, but this ratio will serve as a useful starting point.

A good way to see 10/2/1 in action is to tell a story:

ABC Widget Corp. manufactures a unique widget. Its customers love the product and are continually finding new ways to use it. These creative uses posed challenges for product-support specialists. Customer satisfaction ratings of the product remained good, but there was a slip over six months as support reps struggled to answer new product questions from customers.

So ABC licensed an off-theshelf collection containing thousands of courses that included customer service, telephone skills, problem solving, dealing with difficult customers, and listening skills. It worked with the vendor to create a curriculum of 10 micro-learning videos on topics that would improve key support skills. Based upon the managers’ review of customer calls, ABC developed two additional videos to show the support team how to apply the foundational problem solving, customer service and listening skills to the calls coming in about the product. These videos helped the reps uncover more effectively and efficiently the root cause of customer problems and facilitate much faster resolution of requests for help.

ABC finally built one entirely customized course explaining the product itself: its design, intended use and how customers could maximize value from the creative ways customers were finding ways the widget could work.

This 10/2/1 approach allowed ABC Widget Corp. to do some very important things with the content and training team.

>> The Level 1, off-the-shelf, content provided skills training on the foundational skills employees needed to quickly and effectively solve customer service problems. By having access to a broad selection of content, each employee could focus on an individualized approach to improvement while freeing valuable training-team resources to develop more complex content.

>> Level 2 content allowed the training team and managers to illustrate how mastery of core customer-service skills worked in their company culture, using their systems and process to handle customer calls quickly and effectively.

>> The fully customized Level 3 content allowed ABC to take advantage of its unique subject-matter expertise and not waste time developing foundational training courses that were readily available in their OTS collection.

—To learn more about incorporating off-the-shelf content into your learning program, download BizLibrary’s complimentary e-book, “Got Content” at

Published in Top Stories

Will artificial intelligence (A.I.) spur economic growth and create new wealth? Will machines that process information like humans help us cure cancer or avert climate change? Possibly. Those are the upsides of the newest generation of “thinking” or “smart” machines. But the downside is that millions of human workers will need to be retrained, as robots make their existing jobs redundant.

The World Economic Forum (WEF), on the heels of its most recent conference in Davos, Switzerland, has published an analysis on the technological and sociological drivers of employment. The report, titled “The Future of Jobs,” validates the accelerating impact of technology on global employment trends, and also highlights serious concerns that job growth in certain industries is still very much outpaced by large scale declines in other industries.

According to a study released by the WEF, increased automation and A.I. in the workforce will lead to the loss of 7.1 million jobs over the next five years in 15 leading economies, including huge losses in China and India. Why? Because the economies of those populous countries rely more heavily on low-skilled work that can easily be replicated by “thinking” robots.

Meanwhile, these new technologies will create or help create just two million new jobs over the same period. And they will create the need for employees to change jobs more often. In the United States, in 2012, figures from Department of Labor statistics show the average job tenure of 4.6 years to be shrinking.

The WEF summarizes current and future trends with:

“According to many industry observers, we are today on the cusp of a Fourth Industrial Revolution. Developments in previously disjointed fields such as artificial intelligence and machine learning, robotics, nanotechnology, 3-D printing and genetics and biotechnology are all building on and amplifying one another. Smart systems — homes, factories, farms, grids or entire cities — will help tackle problems ranging from supply chain management to climate change. Concurrent to this technological revolution are a set of broader socio-economic, geopolitical and demographic developments, each interacting in multiple directions and intensifying each other.”

The WEF report also stresses that socioeconomic drivers such as changes in work environment (more flexibility, on-demand work, remote work), a growing middle class, and urbanization in emerging markets contribute as much to the changes in employment trends as technology.

In those cases, two job types will become critically important by the year 2020. The first are data analysts, which companies expect will help them make sense and derive insights from the torrent of data generated by technological disruptions. The second are specialized sales representatives, as practically every industry will need to become skilled in commercializing and explaining their offerings to business or government clients and consumers, either due to the innovative technical nature of the products themselves or due to new client targets with which the company is not yet familiar, or both.

“Given the overall disruption industries are experiencing, competition for talent will be fierce, and finding efficient ways of securing a solid talent pipeline a priority for virtually every industry. The situation is expected to worsen significantly over the 2015-2020 period.”

So yes, there’s great reason for Silicon Valley’s optimism in the future, as technologies have the potential to make enormous advances in productivity and solve challenging and previously intractable problems in every industry from healthcare to transportation. But even taking the WEF survey’s estimation of 5.1M lost jobs by 2020 with a grain of salt, it’s clear that the shift in employable skills will be a challenge.

“We’re moving to a world where there will be vastly more wealth and vastly less work,” says Erik Brynjolfsson of the Massachusetts Institute of Technology. “That shouldn’t be a bad thing, and shame on us if we turn it into a bad thing.”

—More info:
Published in Top Stories


Earlier this month, Ryan Eudy, CEO of ej4, penned an excellent article in Forbes magazine.

“The reality is that most learning technologies have been around for a long time,” Eudy wrote. “The challenge for entrepreneurs and business owners is not finding the latest, hottest tech solution. The challenge is answering the question: Now that these technologies have matured, how can they be crafted into effective learning programs that achieve business goals?

“We can see how the industry is addressing that question through three technologies: gamification, short-form video and mobile learning.”

Eudy predicts that e-learning in 10 years will not have changed that much since the recent advent of mobile learning. The invisible difference will be that “Big Data solutions will be running in the background, giving instructors and training directors insights into learning rates, content use, retention and more.”

—Read the full article:


Published in Latest News


ej4 creates award-winning content based on the 4 “J’s”: just as needed, just enough, just in time, and just right. This content is delivered through short, tactical videos designed to teach new skills and change behaviors through an engaging delivery style based on adult learning methodology. ej4’s content library contains more than 1,500 courses with new and updated content every month.

ej4’s off-the-shelf e-learning is more than a video learning library. It offers a collection of proven solutions that are built with instructional design specific for e-learning in today’s multi-platform mobile workforce. The current and future business environment demands tools that are quick, strategic, and accessible on all devices. ej4’s content delivers in all areas.

ej4 provides your company with an immediate solution that employees can use to get the information they need while being back to work in 10 minutes or less. Plus, with ej4’s Thinkzoom platform, you have the ability to personalize the learning with your own custom video.

ej4 bridges the gap between potential and results. It offers:

>> More than 1500 courses on everything from sales, compliance, I.T. training and general soft skills for every business 
>> Content that is delivered through any device or platform 
>> Professionally created videos that are informative and up-to-date 
>> A customizable learning management system (Thinkzoom) 
>> Dedicated learning professionals to support your business 
>> Complete custom videos for your unique needs


Off the Shelf Videos - At ej4, e-learning is done a little differently. While the company does offer hundreds of e-learning courses on topics like Management, Productivity, Anti-Harassment and Customer Service, it looks for the business need first. It analyzes your problems and builds solutions that fit your needs.

ej4’s libraries of courses consist of readyto-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.

LMS Platform - Thinkzoom by ej4 is more than a learning management system. It’s a powerful knowledge-sharing platform tool for a customized user experience. Thinkzoom is an easy-to-use platform that allows you to record, edit, track and share your company-specific knowledge that integrates seamlessly with all ej4 content.

Custom Videos - There are times when an off-the-shelf course does not effectively teach an industry-specific skill or communicate your company message. Partner with ej4 to create custom e-learning videos that are short, to-the-point, and communicate YOUR message.

Support - It’s easy to get started using the ej4 solution. You can be up and running in a few days. Its team of dedicated learning professionals partner with you to ensure your learning program meets the needs of your learners.


ej4 has customers that cover the spectrum in size, industry and products. To name a few: Goodwill, TigerDirect, First American Title, Allison Transmission, Pepsi, Dr. Pepper Snapple, Mahindra, Wells and Community Coffee.


>> Dr. Pepper Snapple Group: “At Dr. Pepper Snapple Group, we needed to take the disciplines and common practices that we wanted to instill to over 20,000 employees across 250 locations. Using ej4, we were able to achieve these goals in a quick, efficient, and effective manner.” 
>> Greatcall: “With ej4, course completion rates have increased over 80 percent, and employees continually request additional professional development.”


12125 Woodcrest Executive Dr., Suite 300 St. Louis, MO 63141 
Sales: (800) 566-3159 
Headquarters: (314) 878-6700 
This email address is being protected from spambots. You need JavaScript enabled to view it.


Published in New Products

(in Training Programs)

If you build it, will they come? Do your employees participate in your training program at the rate you’d like? How many courses per month does the average employee start and complete? By way of a benchmark, the average employee at a BizLibrary client takes 4.9 video courses per month. How does your employee population compare?

If your employees aren’t participating at the level you’d like, it’s time to take some action. Here are some steps you can take to drive higher employee participation in your training programs — starting today.


Ask your employees for their opinion. It’s really that simple. Your employees are your customers. So let’s ask them what they want and work toward delivering training programs they will want to use. This is a great mindset to adopt as you strive to drive higher participation. Keep the surveys short, direct and to the point. Try to keep the survey about two to three minutes in length, and keep the responses anonymous.

Be prepared to act upon the information you receive. You’ll lose all credibility if you ask your employees for feedback and then fail to take the necessary steps to make improvements. Also, you should be transparent. Publish survey results, and tell employees that you appreciate their suggestions and will take steps to make the program better. This will give employees a reason to pay attention the next time you ask.


It doesn’t work. Really. Scientific research proves beyond doubt that lengthy, immersive classroom-type training sessions are a waste of time and money. Check out “Make it Stick, the Science of Successful Learning” by Brown, Roediger and McDaniel; “Thinking Fast and Slow” by Kahneman; or the work published by Art Kohn in this area. Move as much content as possible to delivery methods that really work.


Employees frequently complain that traditional learning is too long, too boring, too out-ofdate, and too inconvenient. There’s actually a litany of other complaints. Science tells us that micro-learning is the most effective employee training method and is consistent with the ways in which people naturally learn and retain information. Don’t fight nature ... embrace it to improve your training programs and participation.


One reason why employees may not participate in training is that they may not even know about it. So make sure they know. This is a fundamental marketing challenge for many training professionals. Employees have to be informed, they need to be able to see the value in training, and they have to be motivated on some level to act and consume your product: the training program.

Many training professionals make the mistake of believing that once the program goes live and the initial blast of communication goes out to employees, the marketing of the program is complete. That’s a common mistake, but one that must be avoided. Marketing requires an ongoing, continuous effort to keep the value and importance of your training programs at the very top of employees’ minds. It’s like advertising. Think about how many times you see a commercial for a product. You have to “advertise” the value of your training program the same way — continuously, creatively and in such a way that employees are always aware of it.

—To download BizLibrary’s complimentary e-book on “How to Create a Marketing Plan for Online Employee Training,” visit

Published in Top Stories

Interview with Rory Cameron, EVP of Litmos by CallidusCloud - Leader and disruptor in the corporate learning space.


We see a couple of interesting trends in our own business and across the sector. Firstly, small Medium-sized businesses (SMBs) and corporate silos, that would have previously found it technically and cost prohibitive to set-up structured corporate learning programs, are now benefitting from rapid learning platforms. I believe that this is one of the biggest growth drivers in the market and is expanding use cases across customer, supply chain, compliance, channel and employee learning. Secondly, interoperability; historically learning management systems have been closed proprietary platforms designed to be administered and worked on in a vacuum. We were an API first platform and over 40% of our customers are either using the API or one of our over 25 packaged integrations. This has allowed learning to be seamless, embedded and automated across the day to day operational workflow.


They are becoming relevant once again and clearly do not belong in HR. In the past 5-6 years, the major growth in uses cases is for extended enterprise and outside of the firewall. HR is an internal organization and not outward facing to customers, partners and supply chain.  We are seeing the CLO office more and more becoming a strategic function similar to IT. It is similar because departments are managing their own tools and platforms but the CIO office provides strategic advisory, program management and governance. I firmly believe the CLO office will replicate this model.


We are going to see some major changes in the technology landscape. There are still over 700 [LMS] vendors in the space; many of which have not added a single line of code in years. Not only are they vulnerable, but companies that are stuck with these vendors are vulnerable to very low user engagement that could have serious business impacts. Secondly, in a hot market like technology with so many vendors and, now private equity companies, buying some of the largest players, I expect to see more and more consolidation.


I really feel that Litmos will become the corporate standard for learning management, just like Salesforce has become the corporate standard for CRM. We are following a very similar trajectory. We have seen silos and business units deploying on their own, but we are now seeing the corporate division making us the standard in the organization.

Published in Insights


The modern office demands a lot from end users, their time, and their resources. But what if we could ease their burden by teaching them to use their software to the fullest — all while making them more productive at the same time?

QuickHelp is a SaaS-based 360-degree training and adoption platform that helps your organization:

>> Become more agile by helping users adopt Microsoft technologies faster

>> Work better together by encouraging the use of productivity-boosting resources

>> Educate end users when they need it most

>> Change the way they work — and love it

Some of QuickHelp’s tools include thousands of short, actionable training clips hosted in the Cloud, all of which contain searchable content complete with course lists delivered on demand. Other tools include email push and in-application notifications, assigned content, event calendaring and registration, interest groups, live webinar events, and soon-to-be-released social media integration.

—More info:


Published in New Products


BizLibrary has purchased AK Learning, which includes all of the latter’s current customers, intellectual property and products.

Part of the acquisition is a collection of more than 1,000 video lessons covering a range of important business and professional skills areas. Among the key content areas are human resources, project management, employment law, leadership and management.

Another key product acquired is the BoosterLearn training reinforcement platform. This is a unique product designed to help employees retain and apply important lessons by applying scientific principles to employee training. It delivers targeted pieces of content to employees at very specific intervals to dramatically increase learning retention. Boosters can be delivered for any training program to learners anytime on any device.

“I am particularly pleased about what this acquisition means to our clients,” says BizLibrary founder and president Dean Pichee. “Now we’re creating an unequaled combination of video training content and technology that ensures employees learn, retain and apply the knowledge they need to improve their performance.”

“As a researcher, I tried to develop products that are based on scientific principles of learning and retention,” says Art Kohn, president and founder of AK Learning. “I am pleased that BizLibrary is going to continue develop these products, because they bring a whole new level of expertise to what we’ve been doing, with scalable technology and business processes.”

—More info:


Published in Deals
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