Since 2004, ej4 has delivered the unexpected in the e-learning industry. Our unique style of microlearning videos combines instructional design with adult learning theories and is delivered via contemporary video design. Our modern learning management system is simple, intuitive, and mobile so employees have the freedom to learn anywhere, anytime.

ej4

EJ4’S OFF-THE-SHELF CONTENT

Our library has just the right amount of content for your learners on the topics you require: workplace compliance (antiharassment and employment law), safety (OSHA and DOT), communication, and more. We also offer a broad range of topics that your internal stakeholders request such as leadership, software skills, and selling skills.

Here are a few reasons our clients prefer ej4's off-the-shelf video content: 
>> Thoughtful visuals: Unexpected and surprising design elements, along with creative graphics, better engage learners.
>> On-screen presenters: Live people, not just voice-over, keep our videos personal, relatable, and engaging.
>> More updates: Fresh matters. Avoid the hassle of worrying which courses need updating; ej4 regularly updates our courses every two years at a minimum.

EJ4’S CUSTOM CONTENT

Do you love the thought of creating your own custom courses, but feel stretched too thin? Let ej4 help!

Give us the topic. Let us handle the script and storyboard, source the talent, create the graphics, and produce the course. We’ll do the work while getting your input and approval at each step along the way.

Give us the script on the topic you've done 100 times. We can edit the script and graphics for short-form video, allow-ing you to keep the course you created. This process works great for your topics that have a longer shelf life: boarding,product training, employee orientation, your sales process, and more.

EJ4’S THINKZOOM LMS

How is your learning technology? Maybe your company has finally gotten big enough that it's time for your first LMS Or maybe it's time to trade in your old, clunky, outdated LMS.

Thinkzoom is our modern learning management system that easily lets you track employee use, measure comprehension of material, create reports quickly and effectively, and assign classroom training. Imagine giving your CFO hard data on how effective your training dollars are!

Thinkzoom was created learner-first, mobile-first. All of these features are just a click away.

Mobile ready: 47% of learners engage on nights and weekends and 58% engage somewhere other than their office desks. Reach learners where they are with mobileready technology.

Competency-based learning tracks: Courses are mapped to 36 of the competencies in the Lominger Model, allowing you to align training to performance reviews and recruiting criteria.

Training reinforcement tools: Initial and follow-up quizzes are built-in to ensure the information is retained.

Authoring tool: Record your own audio or create short videos to complement your usual training with our award-winning authoring tool.

Classroom training: Create and schedule instructor-led courses from within our LMS. Users can self-enroll or be autoenrolled by admins. Attendance can be tracked in the system and learners can earn points for course completion.

Contracts with ej4 are "Everything but Ordinary!" Purchase our off-the-shelf content and get our LMS free!

Published in New Products

Linking process improvements to business strategy is the top challenge for senior leaders in the year ahead according to PEX 2018 Report. Sustaining change (30%), ensuring customer focus (22%), overcoming short term focus (22%), and deploying new technologies (21%) round out the top 5 challenges. Skill shortage (10%), lack of alignment between business and departments (12%) and maintaining executive buy-in (16%) completed the list of concerns. To view complete report, 

Visit: https://register.processexcellencenetwork.com/pex-annualreport-2018-email-only/
Source: PEX 2018 Report 

Top Business

Published in Latest News

It’s been 14 years since the birth of the Best of Elearning! Awards. The first edition in 2005 featured 9 categories, 29 brands receiving 245 nominations. The 2005 class included GeoLearning, Centra, WebEx, Books 24x7, and Adobe. Many of these brands still reign under different owners. Yet, they represented the need for SaaS or Cloud systems, learner-directed online learning, and effective e-learning development tools. A lot has changed….yet much has stayed the same. In 2005, 49% of learning professionals reported they had referred an e-learning brand to a peer. In 2018, that figure is 85%. Professionals still look to trusted resources for information. The Best of Elearning! Awards were launched in 2005 to formalize this recommendation process through its online user’s choice awards format.

In 2018, the Best of Elearning! Awards recognized 73 brands across 23 categories with thousands of nominations counted. This year 20% of the brands are new to the awards program — continuing to inspire us with constant innovation. We welcome Strivr VR, Sumarian, Modest Tree, Brainier, and other first time honorees to the Best of Elearning! family.

We are entering an exciting time in the learning technology industry. We see Artificial Intelligence powered knowledge and data systems. Machine Learning enabling professionals to focus on strategic actions versus rote activities. Augmented Reality and Virtual Reality are entering the mainstream with Healthcare and Entertainment applications leading the way.

The heavy lifting in learning technology still lies at the feet of the stalwart brands that continue to innovate, evolve and inspire talent. These brands include Adobe, SumTotal Systems, a Skillsoft Company, Cisco WebEx, and Articulate who have earned honors every year since 2005.

We can’t forget the editors who have brought you these 14 years of innovation. John Watson, Jack Gordon and Jerry Roche have brought Elearning! Magazine to life — Earning 24 editorial, design, website and eNewsletter honors for excellence from the Western Publishing Association.

Thank you to you all who have voted for the Best of Elearning! this year or in the past. Thank you to the technologists and solution providers who innovate and inspire. And, a big thank you to John, Jack and Jerry for making it all happen.

Published in Insights

Learning leaders are continually challenged to meet the changing needs of their internal learners and business partners. There’s a constant need to evaluate and balance learner needs and prioritizing learning and development programs that drive meaningful business results. With unemployment at a 30-year low, many organizations are struggling with attracting and retaining talent. Immediately and in the many years to come, Chief Learning and Talent Officers will need to shift their focus on cultivating talent internally to developing and executing on strategies externally.

While many organizations may have strategies and resources dedicated to college campus or trade school recruitment, a new focus of developing a talent pipeline through high school relationships and apprenticeships is essential. There is value in exposing high school students to career pathing and/or apprenticeship programs early-on as there is a potential to combine work-based, on-the-job learning with relevant technical education in the classroom. Students who participate in these programs may graduate with a high school diploma, real work experience, and in some cases, earn college credits, and industry credentials. They also start on a career path that continues after high school graduation – whether that is a continuation of their employment, along with college, college only, apprenticeship only, or other full-time employment.

LEADING WITH STRENGTH
Vi invests heavily in talent development with the goal of leveraging Vi’s commitment to a learning as part of the company’s value proposition to attract and retain talent. In fact, many of Vi’s leaders joined the company in high school and have taken advantage of the company’s front-line Management Development Program, tuition reimbursement program, and certification programs to pursue careers in hospitality, nursing or general management. Nonetheless, with the growing challenges of hiring hospitality and healthcare talent, Vi has shifted efforts and strategies to cultivate interest in health care and hospitality careers with high school students leveraging and refining Vi’s strengths in learning and organizational development.

Leaders view

WHY WAS THIS SHIFT NECESSARY?
As the population in the United States ages, the senior living industry will add nearly 350,000 jobs by 2025 and senior living employment will exceed 1.1 million according to Argentum, the nation’s largest senior living industry association. To meet these needs, Argentum states that the senior living industry will need to recruit 1.2 million new employees by 2025. And this is just one segment of the healthcare industry. According to the Work Institute, the healthcare industry employs over 12% of the U.S. workforce ratio of health-care job openings to available health-care workers of 2 to 1. Additionally, Vi competes heavily for culinary and dining services professionals to serve Vi’s residents. And, with 14 million U.S. restaurant workers, there’s simply not enough applicants to fill jobs.

STRATEGIES LEVERAGED
Working with Vi’s culinary and nursing teams, Vi developed career ladders for culinary and entrylevel nursing positions. Vi’scareer ladder allows existing employees to drive their own career path by achieving specific skills through company-sponsored training programs and mentoring. An employee’s ability to progress through the career ladder is not limited to an open position — rather achievement of defined and demonstrated skills by role. Vi’s career ladder alongside the company’s Management Development Program and tuition reimbursement program provides Vi the value proposition necessary to be potentially be relevant to high school students.

Towards cultivating high school talent, Vi has created a specific career page and recruitment materials to not only paint a clear picture of career paths at Vi, but to also spark interest in meaningful work of making a difference in the lives of older adults.  Vi intends to expand community outreach to high schools and continue pursuit of apprenticeship programs.

IMPORTANCE OF PARTNERSHIPS – NOT ALONE
With the growing labor shortages, Chief Learning and Talent Officers do not need to tackle these challenges alone — leverage professional organizations and associations.

Vi joined Argentum’s recently launched “Senior Living Works” along with other senior living organizations. Senior Living Works is designed to support recruitment, retention, and training needed across the senior living industry — also known as “Careers in Caring.”  “Senior Living Works” initial launch included a website and a Recruitment Engagement Toolkit, with a range of resources to support connections with high schools,technical schools, community colleges, and universities.https://seniorliving.works/

Talent leaders should also consider organizations such as the Council for Adult and Experiential Learning (CAEL), a 501(c)3 non-profit organization with more than 40 years of experience in workforce learning, including 30 years of experience working directly with employers of all sizes across multiple industries to create and deliver effective talent management strategies. From developing best-in-class career pathing software, to creating career and education advising programs for employees, to targeted consulting, CAEL works with leading companies across all industries to help them maximize their investments in learning and talent management for their entire talent pipeline. CAEL has worked directly with employers to plan and deliver innovative and impactful learning and talent management strategies that target all employees -- including the frontline and mid-level workforce. Companies use CAEL’s services to recruit, retain and engage their employees, and ultimately benefit from a pipeline of “right-fit” workers prepared to support their growth strategies. https://www.cael.org/

COLLABORATION IS MORE IMPORTANT THAN EVER
We’re at the intersection of talent acquisition and talent development. While many learning leaders have developed leading learning solutions to increase productivity, sales, decrease expenses, accidents, improve quality, and/or develop leaders, it’s clear the labor shortage isn’t going away anytime soon. Collaboration between an organization’s chief Talent Acquisition and learning leaders alongside their business partners is now more important than ever to cultivate and develop talent.

Published in Insights

If there's one trend that has gripped business headlines this year and put HR squarely in the spotlight, it has been the growing concern over compliance issues, particularly safety, diversity/inclusion, and workplace harassment.

Slowly, decision-makers are understanding that compliance training can't be limited to a oncea-year training session and be successful. They are coming to understand that a safe environment is needed, along with training, and that there are many ways in which we can do better. They’re beginning to realize that they need to put the "human" back in "Human Resources."

HR GETS IT
This will not be news to many of the clients we work with on a weekly basis. Many of ej4’s client contacts are in HR, and we’ve found that HR professionals get it. They truly do care about their people and are always frustrated when their efforts at creating a better environment are not fully supported.

WHAT’S CHANGED?
What has changed is that it’s now obvious that the status quo isn’t enough. In the past, our sales reps noticed that most organizations wanted to spend “the bare minimum” on compliance training. The idea was to hedge against legal risk—and that’s all. If an annual training with a set of antique videos fit the bill, that would be enough for most companies.

SIMPLY “BEING IN COMPLIANCE” IS NOT ENOUGH
It should be obvious why this is not enough. Most compliance training focuses on clarifying the law, and corporate policies with regard to the law. Laws about workplace harassment, discrimination, and safety represent the bare minimum of what companies should be doing to create safe, productive environments. That’s because these laws are designed around what is measurable and enforceable by government agencies. When training focuses solely on being in compliance with the law, it will likewise have minimal effect.

LET’S GET BEYOND THE LEGAL
Imagine what would happen if we paused and thought about compliance in more than just legal terms. Think of your employees as people. People with hopes and dreams. People with families and friends. Imagine if they were a part of your family. Would you want your daughter working at your place of business? Or your neighbor?

When we start thinking in human terms instead of just legal or economic terms, compliance takes on a whole new meaning. It becomes less about liability and more about atmosphere. It doesn’t just stick employees in front of a video for an hour (or a live lecture, for that matter). It seeks to engage, discuss, and follow up.

STILL A BUSINESS DECISION...OF SORTS
Revamping your compliance training is largely a business decision, and there has to be a business case for it. I’m not asking folks to ignore the bottom line. (I’m the CEO of my company. I get it.) My point is that, when we think of everything in economic terms, including people, that’s when problems start.

If you still want to see that business case, I recommend downloading our whitepaper from our website, “Why Compliance Training is More Than a Checkbox.” It has some sobering stats about workplace compliance issues.
For example:
>> Workplace bullying costs U.S. businesses close to $360 billion annually.
>> 48% of employees who experience bullying, as victim or bystander, end up leaving their companies.

Alongside those statistics, this whitepaper provides actionable advice for organizations to do better when it comes to comprehensive compliance training efforts. We all know it needs to happen. We all know that we can do better. Companies will be better for it. Learn more about our training content at www.ej4.com/HR

Published in Insights

Most of the new hires are not well prepared to perform at a high level in a professional environment, primarily because of insufficient skills, cites a study conducted by Bloom-berg and Workday. The absence of aligned collaboration between academia and business are impeding efforts to effectively prepare students for employment and to reskill existing workers. Findings include:

>> Opportunity for Greater Collaboration: Only 30 percent of corporations and 39 percent of educators say they are collaborating to help reskill and retrain employees.

>> Plans to Invest in Reskilling: Roughly four in 10 corporate respondents plan to invest in reskilling current employees.

>> Adapting to New Technology: More than 50 percent of corporate respondents plan to evolve job responsibilities to reflect future needs and improve their recruitment of diverse talent to address the impact new technology has on their workforce.

>> Budget Constraints a Challenge: Approximately half of corporate respondents anticipate facing budget resource constraints when deploying a plan to address the impact of emerging technologies on the workforce; 84 percent of academic respondents say budget limitations will be their biggest anticipated challenge in deploying plans to better prepare students for the future workforce.

“[It] is the time to rethink how to put reskilling our people at the center of corporate talent strategies…while building stronger bridges to the academic world so we can establish a clear path forward,” concluded Leighanne Levensaler, senior vice president of corporate strategy, Workday.

Download Building Tomorrow’s Talent: Collaboration Can Close Emerging Skills Gap at https://bit.ly/2MDj4AH

Published in Latest News

Seventy percent of learning leaders cite Employee Engagement as the top business driver for learning platform investment, according to the 2018 Learning & Talent Platforms Study conducted by Elearning! Magazine. Engagement has topped the list three years in a row.

Personalize Learning was cited by 49% of respondents; the largest shift seen given only 0.4% cited this four years ago. Improve Leadership Skills (46%), Drive Sales and  Profits (40%) and Increase Employee Collaboration round out the top five business drivers for investment.

Download the complete report complimentary at http://information.2elearning.com/2018lmstmsstudy/

Published in Latest News

The key attributes and skills that large companies look for when hiring new candidates according to a study of 200  C-suite leaders are:

>>  Work Ethic (60%) and Teamwork (45%) were selected as the most important skills;

>>  Over half of professional services (55%) and manufacturing companies (58%) state that Leadership is the most important skill;

>>  Only two of the 14 industries polled think that grades are looked upon most favorably by the hiring team and only 12% of CEOs consider grades important.

When interviewing for a leadership role, they would opt for someone who can exemplify Creativity, People Management and Cognitive Flexibility.  Most respondents also believe that schools should be teaching students the specific skills they will need in their future careers.

Source: https://kingsleyleadership.academy/

Capture4

Published in Latest News

Dan Pontefract, Chief Envisioneer of TELUS

I discovered that many people are suffering from their thinking.

Whether via the pressures and stresses at work, a state of freneticism, the distractedness of social media and notifications, or overburdening time constraints, many of us are no longer capable of doing the heightened thinking required to be sane, engaged, and happy.

That got me down a little, to be honest. However, it wasn’t all doom and gloom. During my journey of research and interviews, I came across many people who had sorted out the secret sauce of thinking. Whether for themselves or including a team or organization that they were leading, these were indeed the “Open Thinkers.” These people had sorted out a way in which to balance the realities of today’s busy world with the absolute need to have space to creatively think while having the time and methodology to make better decisions.

One of my favorite discoveries was when I entered a hat millinery. I did not expect to get a hat made. I just wanted to see how milliners operated. What I stepped into was a hive of Open Thinking. There was simultaneous Creative Thinking (brainstorming, discussions, what if ’s and why not’s) with Critical Thinking (don’t do this, do this) alongside Applied Thinking (sewing, stitching, ironing, and steaming). I learned so much I decided to get a custom hat, to go through the process and experience their world first-hand. It was a glorious, hands-on experience.

The millinery was an incredible metaphor and example of Open Thinking. It was a sublime example of light, where all the dots of my research began to connect. “Open to Think” highlights not only what’s going wrong with our thinking; it provides an antidote for better thinking. It gives you the license to analyze how you currently approach your thinking and makes recommendations on what to alter. 

When I noticed leaders and team members in the organizations I work with were complaining about various pressures and stresses, I began to inquire about their cause. Some of those factors led to a lack of Open Thinking.

There are far too many people who are stressed out at work and life, in part because of an incredible imbalance that they place on themselves, and an imbalance that has been placed on them, too. Time has become the enemy. We no longer use it to our advantage.

What I learned is that people who appropriately balance their time through improved Creative Thinking and Critical Thinking with the need to get things done (Applied Thinking) end up being more engaged, innovative, productive and, happier.

It is possible to win back your time, your thinking, your life.

The model found in the book “Open to Think” is a simple one: Dream, Decide, Do Repeat.  It serves as a reminder that when we balance the three categories of thinking, we are far better off. I hope it provides ideas, solutions, and techniques to help you (or your team) to become better at daily thinking.

—Pontrefact is the author of “Open to Think” his third book.  “Flat Army” and “The Purpose Effect” were his previous titles tackling workplace collaboration and meaningful work. View Dan’s TEDTalk at https://youtu. be/sQSFW8HWVFg  Dan is also Chief Envisioner of TELUS, a four-time Learning! 100 award-winning organization.

Published in Insights

…TRIDIB ROY CHOWDHURY, SENIOR DIRECTOR & GENERAL MANAGER, ADOBE

HOW HAS ADOBE PARTNERED WITH ITS MANY LEARNING! 100 CLIENTS TO CREATE ENGAGING LEARNING EXPERIENCES AND DRIVE ORGANIZATIONAL PERFORMANCE?

The Learning! 100 finalists are an impressive list of organizations with a stellar learning culture, which directly correlates to their leadership position in their respective categories. This endorsement only cements our belief that learning continues to be a critical and indispensable piece of organizational growth. These organizations are invested in creating a vibrant and collaborative learning culture. Adobe is helping them to keep learners front-and-center of all their learning initiatives through unique and engaging learning experiences that can be delivered across devices. This is made possible through innovations in content creation, delivery, tracking, and collaboration. We couldn’t be happier to see this list of organizations - many of which we partner with - and we feel both humbled and proud of the global benchmarks they have set in driving effective learning cultures.

LEARNING LEADERS ARE CHANGING THEIR LEARNING ECOSYSTEMS TO SUPPORT DYNAMIC LEARNING (DIGITIZATION, MOBILE, IMMERSIVE). HOW DOES ADOBE FACILITATE THIS TRANSITION?

It’s all about the ZMOT (zero moments of truth) and the learner. Adobe’s strategy starts and ends with the learner experience. The status quo of expecting learners to come to an LMS has brought us to a stage where LMS is a “four-letter word” at best and irrelevant at worst. We need to take the learning systems to the learners at their point of need. A big part of this story is around mobile-first. We introduced the concept of auto-responsive content authoring in 2017 and continue with our innovations to achieve the author-once, publish-anywhere paradigm a reality in the multi-form factor and multi-platform world. Efficacy of learner immersion in real-world scenarios is well documented, though proven difficult to implement. Our new Adobe Captivate makes it super-easy to introduce VR in your learning - literally with just a few clicks.

We are committed to making the authoring and management experience easier for designers and administrators and the learning experience enjoyable for learners, and that’s the vision we set for my teams at Adobe. Our new LMS allows learners to navigate through content seamlessly across different media, different devices and across online and offline delivery. Learners are mobile, learners learn differently, and learners are adopting technology at a fast rate, so how long can learning organizations afford to stay relevant by tying them to their desks in a uniform straitjacket with a keyboard and a mouse?

ADOBE HAS JUST ANNOUNCED A SIGNIFICANT PRODUCT ADVANCEMENT.  HOW WILL THIS IMPACT THE FUTURE OF LEARNING?

The 2019 release of Adobe Captivate is just the beginning of our journey as we transform how modern learning experiences are created for a smarter world. The future of learning is here, and we are doing everything we can to equip our customers with the right set of tools and technologies to design, deliver and manage smart learning experiences. Some cool new features include the ability to create learning scenarios delivered using VR, creating interactive videos, and using the QR code technology to preview their courses live on mobile. My personal favorite is the ability to change your webcam video background on the fly. Now designers can create any kind of experiences without the need to physically be present or hire a studio with a green screen. You will also see some major advances around auto-responsive authoring with the revamped Fluid Boxes. Captivate Prime, being introduced this fall, has the ability to integrate informal learning among employees into a formal learning plan that is scalable and trackable.

IT’S AN EXCITING TIME IN LEARNING WITH AR, VR, AND MACHINE LEARNING CHANGING THE WAY WE WORK AND LEARN. WHAT IS ADOBE’S PRODUCT ROADMAP TO LEVERAGE THESE ADVANCEMENTS?

We are excited to see how customers use the super-easy VR functionality in the upcoming release of Adobe Captivate. Ease of content creation, dropping price points of the VR devices, and the extreme simplicity of their use makes us believe that it is only a matter of months before we see VR becoming mainstream in learning. We also are starting to see the first set of browsers offering native AR capabilities, driving the urgency of our efforts around a WYSIWYG AR content-creation framework. New developments revolve around how we integrate machine learning to help accelerate learning in a corporate setup.

Published in Insights
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