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

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

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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

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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L1002017PublicSector1v3

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Published in Top Stories

By 2025, global e-learning will top $325 billion, a CAGR of 7.2%, according to Research and Markets.

Top learning trends are:

>> Learning through gaming

>> Implementation of I.T. security and Cloud-based solutions

>> Online content & digitization

>> Innovations in wearable technologies

>> Learning management systems switching to Cloud-based systems.

By sector, Higher Education and K-12 account for 65% of the global market share, according to TechNavio.“This market will grow rapidly [through 2020] … and will bring about a transformation in conventional learning methods. Factors such as continuous innovation in e-learning tools, delivery methods, advances in technology, and availability of various virtual communication tools will result in the strong growth of the market during the forecast period.”

By region, North America education market share will reach 55% in 2020. Well-established I.T. infrastructure in North America will bolster growth as organizations implement technologically advanced teaching methodologies in educational institutions.

The content segment will account for more than 68% of the total education market share by 2020. The augmented demand for content development from professional and vocational program providers will drive demand. With the significant rise in enrollment for online courses in countries such as the U.S., Germany and the U.K., the demand for content development will increase rapidly.

—Sources:Research and Markets 2017 http://bit.ly/2rkVJKM, Technavio 2017 http://bit.ly/2qBtOVH, http://www.reportlinker.com/p03621935/Global-E-Learning-Market-Analysis-TrendsIndustry-Forecast-to.html, https://www.technavio.com/report/global-education-technology-e-learning-market

Published in Trends

Forty percent of employers globally have experienced difficulties finding employees with the required skills, especially in the manufacturing sector.

The problem gets worse in Asia, particularly Japan and Taiwan. Eighty-six percent of Japanese firms had a problem finding qualified employees. More than 60 percent of companies in Taiwan, Hong Kong, Argentina and Greece also found it difficult to fill their specific job positions. The U.K. and U.S.A. average around 40 percent.

Talent shortages are highest in the following fields:

1. Skill trades (electricians, welders, plumbers, etc.)

2. I.T. staff (programmers, developers, etc.)

3. Sales representatives

4. Engineers

5. Technicians

6. Drivers

7. Accounting and finance staff

8. Management/Executives

9. Production/Machine operations

10.Administrative staff

‘Nations all over the globe will experience profound changes in employment because of scientific and technological advances. The great majority of business around the world are underperforming precisely because their most significant asset—their employees’ knowledge and talent—are unwittingly being suppressed or underdeveloped,” says Edward Gordon, author of Winning the Global Talent Showdown.

—Sources: Manpower Talent Shortages Study http://bit.ly/2jRPYiR,  OECD Report http://bit.ly/1SUgRMz, Institute of Chartered Accountants of Scotland http://bit.ly/1P7Cucs

Published in Latest News

 

9th Annual Enterprise Learning! Conference Announces 6 Keynotes and 2 Awards Events at August 29th-30th Conference in San Diego, CA

 

Elearning! Media Group, the leader in learning and workplace technology media, announced the Enterprise Learning! Conference 2017 (ELC17) keynotes and event agenda. Registration is also now open. The event takes place August 29-30, 2017 in San Diego, CA. The theme is “Building the High-Performance Organization in the Age of Disruption.” 

The Enterprise Learning! Conference 2017 hosts global thought leaders and executives from corporate enterprise, government agencies, higher education and non-profit organizations. This conference reveals how leaders are building high-performance organizations in the age of digital disruption. ELC17 serves the robust $243 billion enterprise learning market expanding at 17% CAGR. 

ELC17 convenes over 125 award-winning learning professionals to share the best practices of high performance organizations, lessons learned, and future strategies. Invest 48 hours at ELC17, and discover how to engage teams, build a productive learning culture, measure impact and embrace the future digital enterprise.

“There is no better location to share what’s now and next than California,” said Catherine Upton, ELC17 conference chair. The rate of technological innovation is disruptive to our organizations. At ELC, attendees will meet leaders from Salesforce, NASA’s Jet Propulsion Labs,Zappos, T-Mobile and Cisco; all are embracing innovation to re-invent learning within their organizations.”

ELC17 Keynotes Announced
ELC17 theme of Building the High-Performance Organization in the Age of Digital Disruption. The digital evolution is just beginning; AI, Machine Learning and Immersive learning is progressing rapidly and will change the workplace, our jobs and roles. Discover how to harness the age of disruption by attending these keynotes at ELC17.



Keynote: Thriving in the Age of Disruption 
Speakers: Sundar Nagaranthnam, SVP, Salesforce University, Salesforce 
& Kathy Bries, GM, Learning@Cisco, Cisco

Keynote: Breaking the Rules: Creating the Contemporary Learning Organization
Speaker: Anthony Gagliardo, Head of HR & Training, NASA JPL

Keynote: The Future Work Experience: 10 Rules for Mastering Disruption
Speaker: Kevin J. Mulcahy, Partner, Future Workplace

Keynote: Learning Ecosystems for Tomorrow’s Workplace
Speakers: Dr Jennifer Vogel-Walcutt, Director of Innovation, ADL, Dept. of Defense, & Tina
Marron-Partridge, VP, Global Talent Director, IBM Watson (invited)

Keynote: Building the Culture of WOW at Zappos.com
Speaker: Erica Javellana, Speaker of the House, Zappos.com

Keynote: Helping Employees Thrive in the Age of Disruption
Speaker: Joe Burton, CEO, Whil Concepts, Inc.

Celebrating Excellence
ELC17 provides executives an engaged environment to network, share and learn from leaders across the globe. Coupled with cutting edge research, expert learning technologists and two prestigious industry award programs- Learning! 100 and Learning! Champions- this is the “Must Attend” forum for learning and performance executives. Registration is now open at: http://www.ELCEShow.com Register by July 1st and save $500. 

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 ELC17. 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 is now open at:http://www.elceshow.com. Register by July 1st and save up to $500. 

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 $243 billion learning & workplace technology market. Suppliers and practitioners can follow us: online at www.2elearning.com; on Twitter: @2elearning or #ELCE; via Facebook: Elearning! -Magazine or LinkedIn: Elearning! Magazine Network or Enterprise Learning! Conference. 

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 August 29-30, 2017 in San Diego, CA. Enterprise Learning! Conference hosts the Learning! 100 and Learning! Champion Awards. The Enterprise Learning! Conference Online is an on-demand event available to all ELC17 conference attendees, and online only attendees after the live event. For more information about the Enterprise Learning! Conference visit http://www.elceshow.com

 

Published in Latest News

Amazon is using Alexa to compete against all of the other retailers on the planet and Google Home. Tesla’s A.I. downloads updated geo-intelligence to compete against all the other car brands that don’t update via the Cloud. IBM’s Watson is automating decision analysis that competes with clinics and hospitals not enabled by its cognitive computer. “This is just the beginning of the A.I. Wars,” says James Canton, futurist.

Companies that are using A.I. to compete will shape the future of A.I. There are companies using A.I. for diagnosing disease, deciphering law, designing fashion, writing films, drafting music, reading taxes or figuring out if you’re a terrorist, fraudster or threat. A.I. is everywhere.

You are exposed to A.I. in real-time if you are within sight of video camera, cell phone, driving a car, traveling by transit, in the city, online or offline claims Canton.

“Here’s a forecast—every job a human can do will be augmented by (increased intelligence assets) and possibly replaced by A.I. Companies will use A.I. to outcompete other companies. A.I. augmented humans will outcompete the Naturals—humans not augmented by A.I.,” predicts Canton.

—Source: Institute of Global Futures www.globalfuturist.com

Published in Trends

The global Cloud-based virtual learning market to grow at a CAGR of 25.23% during the period 2016-2020, according to Absolute Reports 2017 study.

Cloud-Based Virtual Learning Platform is an online learning platform that helps learners access a web-based portal instead of traditional face-to-face learning methodologies. Brands serving this sector include Blackboard, SkyTap, WizIQ and others. —Source: http://bit.ly/2lsCqPD

Published in Trends

The global e-learning market is poised to grow at a 7.2% CAGR over the next decade to reach approximately $325 billion by 2025 reports Research & Markets study.

Some of the prominent trends that the market is witnessing include learning through gaming, implementation of I.T. security and Cloud-based solutions, rapid growth in online content & digitization, innovations in wearable technologies for e-learning industry, and learning management systems are switching over to cloud-based systems.

—Source: http://www.researchandmarkets.com/research/qgq5vf/global_elearning

Published in Trends
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