Companies are wasting millions on ineffective talent development.
“It takes so long and so much cost to set up training programs for our teams…”
“No one is completing our training evaluation, it’s so hard to track talent progress and training ROI!”
“Our teams are not completing the expensive e-learning courses we set up for them!”
Are these common complaints that you hear or even say?
If you are a learning manager in a large organization, or a sales manager looking to improve the capabilities of your team, you may find that your talents or team are not learning and improving. We have been working with top financial institutions in Singapore and Malaysia, and we outline some of our observations below.
First let’s take a look at the problem.
Pen-paper or LMS?
Working with many multinational corporations such as financial institutions and consultants, we found that the learning directors of these organizations are hitting a huge wall in terms of engaging thousands of staff in learning and development.
Many organizations do try and use technology to store their information with regards to talent development and training materials. Either one of these processes are common:
(1) Talent goes to workshops and training, completes pen and paper evaluation (you’d be surprised at the prevalence of pen-paper systems in multi-billion dollar companies ) for both the training feedback and personal development assessment. Eventually, all these information has to be entered into a system.
- Some talents do not complete post-workshop evaluations, for both the facilitator’s and their personal assessment. A huge hassle to continuously track and find out the ROI of learning programs.
- Logistically difficult to keep track of thousands of talents attending multiple workshops over a year.
- Relies heavily on personal initiative and supervisor’s prompting to complete evaluation and followup. Most teams would be swamped with actual work, and hardly have energy to think about personnel development.
(2) Organization implements comprehensive and complex learning management system (LMS). Talents have a mix of workshops and e-learning programs to complete, and have to complete post-workshop evaluations.
- Talents don’t see the point of completing boring e-learning courses. It is basically the same as reading a book and getting assessed on it. If it doesn’t affect their year-end performance evaluations, why would they bother? We found out that engagement rate of accessing the e-learning system is about 15%.
- Expensive and complex to maintain, often requires a dedicated IT team to help upload content or generate reports. Still hard for a few talent managers to engage thousands of employees.
- Both these issues culminate in a huge waste of resources in a system that is underused by both managers and talents.
Why are talents not motivated to learn?
The issue is not that they are not motivated to learn. Rather, the process of learning is cold and impersonal. There is no room for automation, discovery, and sharing in conventional LMSs or pen-paper systems.
The common denominator for most systems that it treats talents as individual units in learning. E-learning channels are usually used as repositories of video and “interactive content (where all you do is click predetermined answers and scenarios on a computer)”.
Learning is treated as a lonely, isolated task.
Being forced to sit down for hours, doing a task alone, with boring one-way content seems like mental imprisonment.
Think about it, most of what we learn inherently exists in a social context. Psychologically, we are predisposed to learn when we are able to see a behavior is rewarded or punished. You can thank Albert Bandura for this discovery.
Even more, when we share stories that are personal and carry emotional weight, others around empathize and process the essence of the story further than they would consuming e-learning material, videos or attending a lecture.
Of course, there exists a time and place for focused learning with technical material. After that, to apply and to learn from experience is hardly a solo activity.
What this means is that organizations have to provide a context of learning that is organic, social, and still trackable.
Coursepad provides all that, and more
At Coursepad, we want to help organizations build super teams.
We have built a system designed around validated concepts such as social and blended learning, that have an effective engagement of up to 95% instead of the average of 15% mentioned earlier.
Moreover, it is super simple to use for both managers and talents yet highly customizable. Plus, Coursepad is accessible to anyone with a smartphone, tablet, or computer.
How can we actually engage your team, and make it easy for you to track their progress and ROI?
Coursepad is designed around the philosophy of putting mobile coaches into your team’s hands.
Full featured and simple course management
We allow managers to manage multiple courses with a powerful content management system. Each course contain a series of lessons or activities. In those, managers can easily upload all kinds of media – video, photos, articles, slides, and of course text. Challenges, or assignments can be added for talents to complete.
Ideally, we found that the most effective lessons are those that are less than 10 minutes long, with simple but meaningful assignments.
Social learning platform
In these assignments lie our public secret of being able to engage nearly everyone in a team.
When team members complete an assignment, their answer is posted to a common wall, where other team members can “Like” and “Comment” to engage in deep discussions about each other’s answers. Through this system, managers and trainers can also give feedback and rate the answers.
Being able to see each other’s answers (we’re all busybodies and curious), and discuss each other’s experiences in applying skills learnt from a recent sales workshop reinforces learning much more, and creates a cycle that keeps talents coming back for more.
Communicate and engage large teams
Imagine this, you are a learning manager and you just sent your sales team of over 100 members for a workshop.
30 days after, you just want to check how everyone is doing. You also want to find out what are the learning points from the workshop that are useful and if they have been applying it.
You just post up an evaluation and it immediately pops up as a notification to your sales team.
Over the next week, you can easily see who has completed it, who has not, and the results of the evaluation. You can even reply and comment on their answers to ask for clarification.
Track engagement and ROI
Arguably one of the most important questions of a learning manager is, “Is our budget spent on the workshops, tools, resources a worthwhile investment, and what’s the return on investment (ROI)?”
Coursepad tracks all the activities done by talents, and helps manage and report ratings. For example, an evaluation might ask, “What is your success rate of cold calling after the workshop? Share your story and experiences?” After having some responses, managers can easily assign ratings and feedback to these answers, and eventually export a report with beautiful and understandable graphs and results.
Reward learning and engagement
In addition to all of that, managers can choose to reward any kind of activity – the completion of a lesson, comments, best-liked answers etc.
The rewards are fully customizable. You can choose to reward team members from something small but meaningful like coffee, to something truly rewarding and luxurious like a 4 day trip to the Bora Bora Islands.
What we’re offering you
We have spent the last year crafting a system that is simple, powerful, and ultimately effective in real use.
Now, we want to make this tool available to all businesses and teams. For a limited time, we want to extend free trial access to anyone who wants to experience Coursepad, and unshackle themselves from the hassle and frustration of managing the learning of your teams. Share the news out and we will reward you with a 3 months access pass.
We believe that learning should be empowering, not frustrating. Let us do the hard work.
Get Free Trial Here
If you have any other tools to help you engage and track your talents, or if you have an experience you wish to share, write to us in the comments, or email me at email@example.com!
See you next week!
Chia Wei & Team Coursepad
If you think this is great, share this with your friends!