February 16, 2017
A couple of weeks ago, I wrote about eLearning security.
No, it wasn’t about an eLearning session on security (like the first ten posts that come up when search for “eLearning security” on Google). It was about the need for organizations to start taking the matter more seriously.
Think about it. What kind of information gets passed around during virtual training sessions? Information designed to help workers support the organization’s goals. This can include plans to neutralize a competitor. Competitive briefings. Or merger and acquisition information. Or proprietary pharmaceutical drug training. If we’re talking about a government agency, it might include details about our nation’s infrastructure that could be used by an enemy against the state.
February 9, 2017
When it comes to fixing things around the house, I was never much of a do-it-yourselfer. Then along came YouTube. Suddenly, I could search for help with whatever home repair problem I was having.
And the more I fixed, the more experienced I became, and the more knowledge I carried. I became my own eLearning success story.
Here is what I picked from my DIY journey and the 5 things training managers or instructors could learn from YouTube: Read more »
January 30, 2017
It’s funny. When I ask people if they ever think about eLearning security, they often come back with the same thing: “You mean security training?”
It pretty much answers my question: When it comes to eLearning, security isn’t quite top of mind.
And yet, it’s an area where sensitive information is being shared about an organization’s strategies, processes, customers, products—you name it. Virtual eLearning participants can insert themselves into the flow of real-time communication. They can sift through presentation materials. They can check in on their own time to access archived information.
From anywhere. At any time. On any device.
January 25, 2017
Yesterday was an exciting day for ConnectSolutions. We announced receipt of our Service Organization Control 2 Type II (SOC-II) attestation. Independent validation that the company’s internal security controls are in accordance with the American Institute of Certified Public Accountants’ (AICPA) applicable Trust Services Principles and Criteria (TSPC) was conducted.
The AICPA created the SOC guidelines to provide an authoritative benchmark for service organizations to demonstrate implementation of proper control procedures and practices. Type II reports include detailed testing of the operational effectiveness of the described systems’ security controls. The ConnectSolutions report, prepared by the auditing firm Armanino LLP, evaluated the company’s Commercial Cloud services and systems, focusing on covering the security and availability principles. The criteria they analyzed included policies, communications, procedures and monitoring. Read more »
January 19, 2017
Uncertainty, ambiguity and change in today’s global business climate requires exploration, invention, experimentation and adaptation—all of which require learning.
So writes Edward Hess in his book, 2014’s Learn or Die. But, he adds, “Organizations cannot learn unless the individuals within them learn.
He’s right. When it comes to your organization thriving, sinking or merely floating, a workforce that learns could ultimately be THE deciding factor. So, how can an organization motivate its workforce to learn?
November 14, 2016
Still using WebEx to train workers? We get it. With Web-Ex, you can deliver the same quality training programs your competitors do. But that’s the problem. Success doesn’t come to those who do the exact same thing their competitors do.
Today’s organization competes in a knowledge economy. Competitive edge depends on information and effective application of that knowledge. That means information that is passed onto your workforce must be transferred in a way that maximizes use of that information. Any disconnect that exists between the instructor and learner will work against knowledge being transformed into a capability, which in turn chips away at the positive impact a training session or program is supposed to have on productivity and revenue. Any edge an organization might have in the way knowledge is transferred is an automatic leg up on the competition.
October 31, 2016
Ghosted. It’s not a Halloween “thing,” exactly. But it’s plenty scary—at least for training professionals.
Are your learners disappearing on you? Maybe fading during a session? Or simply not showing up? If so, you’ve been ghosted and are probably guilty of committing at least one of the following ghoulish crimes!
1. You made the meeting optional
In the mind of a busy worker, ‘voluntary’ means unnecessary. If the meeting is important, you require your learners to go. If it’s not that important, why are you hosting it at all? Even if there’s low-impact but “nice to have” information that you’d like your workers to know as long as they have the time to take it in, save it for a related session or a less busy time—and track your learners to make sure they get it. Haphazardly disseminating knowledge to whoever chooses to show up divides your workforce and stokes frustration for everyone.
October 24, 2016
In 2009, a Gallup State of the American Workplace report came out that showed organizations that were able to successfully engage both customers and employees could experience a 240 percent boost in performance-related business gains.
Most organizations must not have gotten the word. Six years later, another Gallup report showed only 32 percent of U.S. employees were engaged. 32 percent! This means two-thirds of the American workforce is essentially checked out.
So how can you inspire greater enthusiasm across your workforce? A big part of this comes down to giving your workers the know-how to do their jobs more effectively. Corporate training, which when done properly can be a business driver in its own right—42 percent of companies say eLearning has led to an increase of revenue.
October 18, 2016
General Motors is the world’s largest automotive corporation and full-line vehicle manufacturer.
To provide 300,000 sales and other employees at more than 6,000 dealerships around the world with the most immersive training experience, GM and tech leader Raytheon turned to ConnectSolutions (CoSo) to help build a robust Adobe Connect eLearning solution that met their strict requirements for rock-solid reliability, performance, and scale.
Not only did GM need to ensure all appropriate dealership staff got the latest vehicle and sales information, it also needed to confirm the information was absorbed. This meant having proper tracking and reporting capabilities in place that could confirm whether a trainee had participated in all the required training sessions and was capable of incorporating the information into the sales process. Due to the magnitude of GM’s training program— two million courses were conducted last year alone—GM’s platform required a level of quality, reliability, ease of use and security that could not come from an out-of-the-box public cloud or on-premises offering.
With CoSo, GM and Raytheon were able to deliver a mobile learning platform with Virtual Classroom and On Demand capabilities that includes live trainer-led instruction along with the ability for trainees to consume rich media interactive content on their own time and on any device.
Due to the importance of the training results, CoSo also delivered unique customizations to ensure data accuracy and reduce support calls regarding course credit. And because of CoSo’s close relationship with Adobe, GM was also able to influence the rollout of new product capabilities that helped GM meet an ambitious new use case for mobile that allowed them to serve up 200+ On Demand courses on mobile devices with all the rich features from the original lessons, including video, quizzes, and interactive exercises.
The result? GM is able to reliably host as many as two million courses—all with dashboards uniquely fed by aggregated learning data from CoSo that allows GM to keep tabs on all online and offline learning activities, interactions, events, course progress, skill level attainment, learning status and more for trainees, departments, and teams across the country—to ensure its employees are armed with the skills and information they need to meet expectations.
Learn more about the GM story here.
October 11, 2016
No eLearning program is fully immune to the occasional grumbling that occurs when busy employees are pulled away from their work. It’s not that workers don’t want to learn. It’s just that more and more learning is happening out of the office and on their own time.
According to recent research from educational tech company Degreed, while workers spend an average of 37 minutes learning through employer-sponsored training and resources every week, they spend 3.3 hours learning on their own through articles, blogs, videos, books, apps, networks, online courses, podcasts and more. Last year, 75% of workers even invested their own money into individually led learning—to the tune of $339 each. And when does this learning occur? According to the same research, about 67% happens off the clock.