3 Methods to Blend Your Learning

At the end of this post there’s a bonus method that has increased our client’s learner engagement by up to 90%. Read on and find out!

Most training are done in real life workshops. Some skills require in-person training, and have the best effect when there’s some visceral interaction between trainer and learner.

For many learners, workshops are amazing learning experiences. You have a trainer/mentor who’s there in person and dedicated time away to learn (instead of trying to juggle it with work). However, once this workshop is over, much of the knowledge and training is lost!

Some organizations keep only a few copies of every workshop material with HR as reference… that doesn’t get touched for months or years. All that is wasted resources, learning, and ultimately wasted potential performance and value for the organization.

Question: How can we harvest the learning experience of workshops and reinforce this learning longer?
Answer: Use digital coaches to help structure, assess, reinforce, and track learning with workshops through a blended learning approach.

Blended Learning

Will it blend? by Blendtec

Blended learning is a simple concept: Most learners go to workshops to learn skills and knowledge. To reinforce that, we supplement their learning with a platform that needs to do these:

  • Be readily accessible, offline/online, phone/tablet/computer
  • Be able to give helpful and interesting bite-sized content
  • Be able to do assessments and track progress
  • Be able to discuss and learn from each other

Being advocates for blended and social learning, the Coursepad platform covers all these in an easy-to-use package 🙂

Beyond the platform, you need to structure and use it in such a way that’s effective. The best tool is only as good as its user. However fret not, as we’ll share with you some battle-tested methods from our experience working with clients (mix and match these to your needs):

Method 1: Workshop + Supplementary Learning Content


  1. Participants attend workshop
  2. Set up lessons in Coursepad that mimics workshop content structure
  3. In each lesson, add in supplementary information such as PDF documents, slides, video instruction
  4. Participants can thus access content during and after workshop

Works best

  • To reinforce and supplement workshop learning, and provide reference material that won’t get lost
  • In workshops that do assessments in-person (e.g. technical skills)

Method 2: Workshop + Discussion/Social Learning Platform


  1. Participants attend workshop
  2. Set up lessons in Coursepad that mimics content structure
  3. In each lesson, add in Assignments, and add in “Discussion” type questions
    Discussion Question
  4. Typically, the best discussion questions are phrased starting with “Share your…”, “Tell us about…”
  5. Ask about experiences, stories and ideas
  6. Moderate/facilitate as you see fit
  7. Highlight the most discussed or most liked post!

Works best

  • To get participants to further process context and situations for application of learning content
  • In workshops for soft skills training (e.g. customer service, critical thinking, communication)

Method 3: Workshop + Followup Assessment and Track-over-time


  1. Participants attend workshop
  2. Set up lessons in Coursepad that mimics content structure
  3. Add in lessons that are scheduled after the workshops (3 weeks, 6 weeks and so on)
  4. In each lesson, add in Assignments and Questions. Depending on your needs, questions can prompt learners to feedback their experiences on applying what they learnt; or questions can be technical knowledge to remind them to refresh their memory on the learnt material.
  5. Grade their answers, and track their progress over time!
  6. This is very similar to what we shared last week in “#6 Help Your Learners Remember Everything

Works best

  • To track learner retention and application over time (essentially your training ROI!)
  • With a planned learning strategy/solution (ideally not just a single workshop)

Method 4: (This awesome method helped us and our clients hit over 90% learner engagement.)

Email me at chiawei@coursepad.com about what you plan to do with it and I’ll send it to you free!

That’s all for this week!

Wishing you well,

Chia Wei

Chia Wei and Team Coursepad

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Coursepad Office Shifted!

Hey there!

The Coursepad Team has been busy over the past week shifting offices! Now we have more capacity to prep for the incoming hoard of awesome people (we’re still hiring btw!)

Lovely Panorama taken by Shun Yuan who just joined us as an Android Developer!


This is our new address:

Coursepad Pte Ltd
124 Lorong 23 Geylang
#08-01 Arcsphere
Singapore 388405

Phone: +65 8482 3992

Email: learndoshare@coursepad.com

Come drop by and say hi!

Wishing you well,

Chia Wei

Chia Wei

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Make your lesson takeaway immediately actionable

One often seen issue with content (not only E-Learning content but everywhere else), is that it does not provide an immediate action or takeaway for learners. After watching a video, or reading some material, learners will ask, “So what now?”

Provide a takeaway for each lesson

Give your learners the key point to takeaway from the lesson. If you have kept your lessons short, to 10 minutes or so, then you should only have one main point from each lesson. If you have multiple points (you should be splitting them up!), pick one that carries the highest weight.

Don’t worry about learners forgetting the other points from your lesson. Our memory works like a web of nodes of information. If learners are able to relate or recall a single piece, other related pieces of information are more easily recollected.

Get learners to do ONE 5-minute action

This is separate from a post-lesson assessment. Give learners a script, or a behavior that is easy and immediately actionable. Ask learners to apply ONE (1) thing they learnt. For example, ask customer service officers to repeat a customer’s name while addressing them; or ask sales executive to repeat a minor detail that their clients mention in previous meetings.

People are usually resistant to large changes. Instead of asking learners to immediately replace or modify their behaviors completely, it is easier to make incremental changes that bring minor but immediate rewards. Ultimately, through multiple short lessons and simple actions that are easy and reinforced within a complete plan and structure, you are able to teach and change the way they work.

Takeaways: For every lesson, provide a takeaway point. Give learners a script, or a behavior modification that’s easy and immediately actionable.

Immediate action: Take a look at your most engaging course/lesson. Try adding a takeaway and immediate action. Get feedback from your learners.

Hope this is useful for you! See you next week!

Wishing you well,

Chia Wei

Chia Wei & Team Coursepad

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Elearning Content Checklist that will help organizations engage their learners 150% more

reading learning at work

If you have had issues in engaging your learners to complete certain elearning programs, we’d just like to share how we have managed to help several industry leaders improve their programs.

If you implement these 9 key things, you should be able to improve your engagement from the average of 15% to about 40% (that’s about a 150% increase!) 1, 2, 3.

In today’s workplace, there simply is no room for hour-long elearning programs that force you to sit through an entire lecture-like video. That’s literally the same old one-way teaching pedagogy crammed online. It is not effective when it was conducted in a workshop setting, neither will it be effective just because it’s now online with a few clicks or taps here and there.

Regardless of what LMS you use, here’s what we found works. We’ve compiled a list of pointers you can and should use immediately to evaluate your learning material. It’s split into 3 sections: the headline to draw in learners, the structure to facilitate learning, and the content itself.

At the end, we provide a downloadable/printable version you can keep reusing for free for all your material. Here we go:

1. Your title of the training should be crystal clear and purposeful

Most elearning systems rely on the initiative of learners to sign up and learn. If learners do not get drawn in by the titles or description of the learning program, they will just ignore it.

There are many guides out there that talk about writing better headlines and titles for articles spread on the Internet. You may have seen many of these “10 things” lists that get shared like the flu. Let’s take a look at what makes them tick, and how to use them for your learning program.

Specificity and purposefulness cuts through all the noise

Headlines which have higher specificity — using numbers and addressing readers4, perform better than other headlines. Instead of saying “A learning program for inbound customer service calls”, say “12 ways you can make someone smile over the phone”, or “5 phone call tips to make even the shyest operators sound confident”.

Tell them what’s in it for them

Make it very clear what’s the objective and purpose of the program. What are the outcomes that learners can envision if they complete the course?

In the title, or in the summary of the learning program, do this: Quote statistics. Even better, quote an example within your organization that are highly relevant, for example if you want to get your sales team to attend a workshop, describe in a byline that “Our department’s top sales leader increased his sales closing rate to 50% using these tips”.

2. Split your content down into bite-sized chunks

Science has consistently showed that people are not very good at paying attention to things for a long time. The average attentional span of most people is only 10 minutes5.

However many elearning programs go up to an hour. It wastes the time of the learner, and creates a high barrier of entry for future learning attempts. Thus, simply restructure your large lessons into bite-sized lessons of between 5 to 15 minutes.

Lower the psychological barrier

The psychological barrier that learners feel when they look at a 2-hour course is immense compared to just a 10 minute session. Most people at work don’t have the luxury of an hour or two to read material or watch videos. What they need is immediate action-based tips to help them at work.

If they want more substantial materials, you can always add it as an extra which is optional. Not all learners will find it useful, and certainly they won’t appreciate if you force all of them to sit through tedious material.

Let your learners feel rewarded each step of the way

You may have heard that splitting goals into smaller steps make them easier to achieve. Similarly, making your lessons a lot smaller creates a lot more opportunities for your learners to feel rewarded that they have actually learnt something.

Splitting up your large lesson into smaller ones also lets you clarify your lesson objectives. In a 5 to 10 minute lesson, it will be immediately obvious to learners if there are extra training “fluff” that serves no purpose.

Also, if you have assessments at the end of your lessons, they can be changed to become more engaging and meaningful, yet short and sweet. We’ll leave the details of that for our next article â˜ș

Ties in with specific headlines

Splitting your content also ties in really well in creating your attractive headline. If you split your 2 hour training program on say Inbound Phone Etiquette to twelve 10 minute sessions, you can easily create a headline that says “12 lessons
” or “12 tips

Easily transition to mobile learning Smaller lessons also make it consumable on the go. If you have a mobile learning system like Coursepad, you can easily just upload existing bite-sized content that your learners can access anywhere and complete in 10 minutes. No longer will your learners feel like elearning programs as a drudgery, but instead little tips that help them with their day to day work.

3. Use examples and stories to supplement your messages

In terms of the actual training content, nothing helps learners better than stories. Our brains are wired in such a way that resonates, synchronizes well with other people when they are telling a story6.

Storytelling makes lessons and details relatable

For learners, instead of boring slides or reading material, learning programs that are presented in a story-like manner can help these lessons become more relatable and easy to recall. When storytellers tell stories, these messages carry with them a lot more emotion and meaning, which listeners (learners) will try and immediately relate with personal experiences.

When we hear someone else tell a story about their colleagues, immediately we think about our colleagues, and we’re likelier to share about our experiences as well. This naturally goes on day to day as the “watercooler chat” or gossip around the office; in our daily lives we tell stories all the time as its a natural way to communicate. We seem to be able to easily remember the “juicy details”, without having to think and process it over and over again

It also naturally engages people to want to know what’s happening next. It’s like a TV drama series — you want to know what happens next automatically, because its all part of a story.

How do we “convert” your lessons into stories then? Breaking it down, this is what we found in terms of making your lessons more story-like.

  1. Use an example or case study that is familiar
    Weave a backstory into your whole lesson. In our example of customer service calls, we can mention that our colleague Tim has always been a timid guy, and he absolutely hates picking the phone for fear of getting yelled at. Immediately learners can identify somewhat with such a person.
  2. Use emotional and rich description of things
    When we tell stories, it might be filled with slightly exaggerated information that provide context and humor. Mix in little trivia like “Tim had to repeat ‘yeah’ almost 25 times
 his co-workers nodding along every time he said ‘yeah’”.
  3. Use multimedia content to relate better7
    Make short video, or even record audio instead of having your learners read the text. More than just accessibility, we bond and relate better when it is another person talking to us rather than mere reading. It won’t replace face-to-face interaction, but at least it’s a lot better and more engaging than just a wall of text.

Get the PDF printable version here


Wishing you well,

Chia Wei

Chia Wei & Team Coursepad


1 58% of learners are more likely to use get into learning if lessons are split up into smaller, shorter ones — http://www.softwareadvice.com/hr/industryview/lms-features-report-2014/

2 92% of viewers prefer stories to plain messages — https://www.onespot.com/blog/infographic-the-science-of-storytelling/

3 57% of readers are likely to engage in material that has a title using specific numbers and are addressing them — http://blog.bufferapp.com/headline-strategies-psychology

4 http://moz.com/blog/5-data-insights-into-the-headlines-readers-click

5 http://www.brainrules.net/attention/?scene=1

6 http://blog.bufferapp.com/science-of-storytelling-why-telling-a-story-is-the-most-powerful-way-to-activate-our-brains

7 http://www.cyberpsychology.eu/view.php?cisloclanku=2013071101

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The one thing that supercharges learning but trainers struggle with

One to many

Dear trainers and talent consultants,

Do you wish you could spend less time emailing and coordinating your learners?

Do you want to update your content and get it out to your learners as quick and in as little hassle as possible?

Do you want less hassle in managing different groups of talents your portfolio of clients?

Do you want a snapshot of learning progress and retention, and report tangible results to your clients?

What is your main way of engaging your learners and making sure they are applying what they learn?

How do other trainers do these things?

In the past one year, we have been working closely with a wide range of trainers and consultants in the area of talent management and development. Many trainers have lamented to us that engaging multiple groups of learners, keeping track of progress, delivering content, and reporting progress is a huge administrative hassle.

For coordinating and engaging learners, some trainers use the traditional email and response system. Some trainers use multiple chat groups in WhatsApp, Facebook, Google to discuss and get response from learners. More conventional trainers might still rely on voice calls to learners.

Trainers who work with larger corporate clients might have to use proprietary systems that these corporate clients have already implemented. They are usually very comprehensive, but therein also lies its complexity and rigidity.

These are all systems poorly shoehorned into doing what is most important to a trainer – engaging learners.

Most trainers know that by engaging learners, trainers are able to elicit effective and better learning.

  • Higher interaction involves deeper levels of processing of the subject matter, which can help retain information and be more likely used by learners.
  • Trainers can also do constant quick assessments of progress to see where your learners are and if they are having difficulty with a particular subject matter.
  • Engagement also naturally motivates learners to want to find out a particular topic more than being spoon-fed information.

Many trainers and organizations we’ve been working with over the last 2 years have complained to us about the inability to continuously engage learners. In many cases, learning management solutions that are put in place only get between 15 to 25% of engagement. What this means is that they’re wasting 75% of the cost of setting up the LMS and designing the content. Worse, it means that the learners are not actually learning anything.

For trainers relying on conventional ways of reaching to learners such as emails, messaging and calls, the response is usually slow and hard to keep track. Consultants or program managers handling multiple trainers and learning groups have it worse – come crunch time for reporting they would have to arduously search through emails and compile all the data for their clients.

Ultimately, it means that you are delivering less ROI and value to your client.

Understanding your frustrations, we have developed a platform for you to actively engage, and motivate your learners to learn independently.

Our vision to is to turn trainers into mobile coaches for learners. Imagine being able to continuously train, engage, and assess learners wherever they are, through bite-sized content, quick assessments, and rewarded social learning.

These are our highlights:

  • Easy to use content system for trainers to upload existing training material, and push it out to learners quickly and seamlessly.
  • Engage your learners over time with a discussion platform that encourages continuous social learning which can be 500% more effective compared to lecture style, paper-pen based learning.
  • Personally engage learners through bite-sized content and assessments
  • Give each of your
  • Learners get motivated to continuously learn and engage each other through a built-in store that rewards learners for activities and discussions.
  • Track all of your learner’s progress and performance, and identify cases which need help, or patterns in your client’s talents.
  • All of this will be accessible everywhere via smartphones and the web.

We are now offering it free-of-charge to you to test and run a pilot project. Share the word out to fellow trainers and consultants. In return, we will give you a 3-month free pass. How cool is that?

Get Free Trial Here

We really hope this will be useful to you. Contact us if you have any questions or ideas at all!

See you next week!

Chia Wei

Chia Wei & Team Coursepad

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Coursepad Collaborates with CET Global

We are supremely excited about what’s coming next!

In the coming months, Coursepad is collaborating with CET Global to leverage on each other’s abilities – Coursepad to provide a robust and effective technological platform, and CET Global to provide expertise in human capital development.

Who is CET Global?

CET Global is focused on helping organizations optimize their human capital. Here’s what they say about themselves:

CET Global Pte Ltd specializes in competency-based approach to deliver organizational’s outcomes through our ‘People-Process-Performance’ approach in human resources management and development, training programmes design and delivery, and simplifying technology applications.

The directors of CET Global – Thomas Yeo, Daryl Lim, and Dr Soo Wai Man are all veterans from Singapore’s Workforce Development Agency. Before this, Dr Soo Wai Man was also directing the Institute of Adult Learning.

This represents an enormous knowledge and experience working with various organizations and industries in the area of human resource management & development, training and programme design. You simply cannot find such a concentration of experience anywhere else.

In addition to that, they have the experience in understanding how best organizations can get help from the Workforce Development Agency, in the form of grants, applications, and processes.

Why is this important and what this means?

Coursepad and CET Global are able to provide value organizations cannot find elsewhere – not only do clients get the best tech and experience in developing human capital and processes; clients are also getting experience and knowledge to obtain the backing of the Singapore Government.

More than that, we are joining forces to put a Singaporean learning system into the public sector – a market that has been traditionally dominated by conventional and large service providers. With a small yet highly experienced team, alongside a simple yet powerful tech platform, Coursepad and CET Global can provide organizations great results at great value.

Let us all look forward to better results for organizations and their talents.

Wishing you well,


Kevin Chan & Team Coursepad

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A small business’s struggle for talent

Jim is an owner of a small but budding interior design and renovation firm.

To expand his business, he wants to hire new design consultants. These design consultants visit potential clients and help clients make their living or working space more awesome. They are also responsible for closing the sale and proposing the renovation work.

As many of you know, however, it is not as easy as just hiring the right person! In their industry (and I’m sure many others), there are many rules, regulations, and design constraints to understand. Mistakes made early on in the design phase can lead to greater cost later during renovation when it has be torn down, and rebuilt. This costs them in time, effort, and money.

As you can see, getting the right people, and getting them trained to a minimum acceptable standard is pretty important. However, training them and guiding them does not come free. Jim has several options:

Jim can hire experienced talents who have the necessary experience and knowledge


  • They can start working and producing value for the company with some minimal training.
  • Beyond knowledge and technical skills, they can also provide a large variety of experience. This might come in handy when Jim faces a crisis or novel situation.


  • They cost a lot more than inexperienced or junior talents
  • They might not have a good fit with the company culture
  • Experience usually comes with some level of stubbornness and egocentrism
  • Senior talents are usually in demand – it’s not that easy to get one when you want it

Jim can hire fresh talents and train them via seniors, himself, or sending them for courses


  • They are usually more malleable than experienced hires in terms of training and fitting into a company’s culture
  • Fresh graduates or junior talents are usually more passionate and bring higher energy levels to a company
  • They compensation starts out at the baseline, and can be increased as and when they provide value to Jim


  • They take up time and resources to train, which is tough for a small business like Jim’s
  • The initial investment in a fresh talent (training, certification, equipment) might be a hidden cost compared to hiring an experienced talent.
  • Hiring fresh talents might mean you have to go through a few until you find one with the right fit, passion, and talent

Are you a small or medium business owner? What is your hiring and training strategy? Are there any processes or tools you use to help you?

While working with some of these small businesses, we’ve seen a trend of hiring and training junior talent. Many businesses, especially sales or service oriented businesses (like Jim’s), just need the manpower to handle accounts. Senior talents can help in more technical positions, where the cost of training a talent from scratch just takes too much time and resources.

Managing junior talent is not impossible, as they just need a lot of training and guidance. Jim spends a lot of time guiding and training these young talents, resulting in a lot less energy and time to do business development.

Recently, he’s been frustrated and have been wondering how he can train his talents without resorting to so much energy and time.

We too understand this pain of having to personally manage and guide talents in smaller businesses. At Coursepad, we are really interested in helping small-medium enterprises (SMEs) grow and be successful.

Thus, we have developed a platform that’s simple, effective, and affordable to train talents.

We have the following features to help you multiply your effort in training your talents.

  • Easy to use training content system for small business owners or line managers to upload existing training material.
  • All of this will be accessible everywhere via smartphones and the web.
  • Track all of your talent’s learning and development with a few clicks instead of sorting through piles of paperwork.
  • Engage your talents and provide them with a discussion platform to encourage social learning which can be 500% more effective compared to lecture style, paper-pen based learning.
  • Talents can get rewarded and motivated to learn with a built in store that awards them credits for activities and discussions.

We are now offering it free-of-charge for you to try and run a pilot program. Share the word out to fellow business owners and we will give you a 3-month free pass.

Get Free Trial Here

We really hope this will be useful to you. Contact us if you have any questions or ideas at all!

See you next week!

Chia Wei

Chia Wei & Team Coursepad

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2 Reasons Why Your Team is Not Learning & How to Fix It

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.

benefit2Full 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.

analyticsTrack 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)?”

benefit1Coursepad 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.

robinApp5Reward 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 chiawei@coursepad.com!

See you next week!

Chia Wei

Chia Wei & Team Coursepad

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Recruiting made easy and rewarding – Job Forward

Are you a startup that’s struggling to get passionate awesome people to join in your quest?

As with many of you, we are in need of great talent to help expand and boost the capabilities of our team. Along the way, we met this amazing guy who aims to change how recruitment is being done.

Meet Yoshi of Job Forward. Job Forward leverages your existing networks through social media to search and refer talents that are suitable. They dropped by our office, took some amazing photos and interviewed a few of us for some information about the roles. Finally, they crafted a beautiful company page for us…

Take a look at Coursepad’s company page on Job Forward. Check out our Job List too!

Coursepad Job Forward

Job postings are free, and you will only be charged when you hire someone. Best of all, your friends and contact who referred that candidate will get rewarded with cash. Learn how it works here.

All of this presented in a simple and beautiful interface that integrates with Facebook.

JOB Forward provides your employees with a fast and easy-to-use tool for sharing job openings within their social networks. We help you reach more passive candidates, promote your company’s employment brand, track your success, and spot your top referring employees—all with an eye on cost-efficiency.

If you are representing a company and need to get qualified talent easily, you can sign up here.

If you have a large social network and want to get paid by just sharing jobs, sign up here.

Wishing you well,

Chia Wei

Chia Wei & Team Coursepad

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