How to Bring Learning and Working Together in 2017

Learning Working Togther

Your employees might swipe effortlessly back and forth between email, Slack, Salesforce, and Facebook dozens of times each day—but how often do they jump over to your LMS platform?

Most likely, never. The fact is, most learning systems aren’t intuitive or inviting enough for employees to make them a daily part of their workflow. They tend to be inflexible, hard to access, rooted in the old world, and unable to contextualize their legacy content alongside the furious pace of articles coming out each day as industries swiftly change and disrupt. The clunkiness of the platform itself has become a barrier to the great content lurking within.

This is a problem—particularly when today’s workforce only has 1% of a typical work week available to focus on development and training and yet demands on employees to learn more on the job are rapidly increasing. According to the Global Human Capital Trends 2015 study, 85% of respondents said that learning is either important or very important. AT&T CEO Randall Stephenson, told his employees that unless they dedicate 5-10 hours a week to learning, they will “obsolete themselves with the technology.”

But how can they achieve these 5-10 hours when finding the content itself is such a hassle?


Mobilizing the workforce

Employees need a simple, intuitive way to discover the most relevant, of-the-moment learning materials right in their day-to-day workflow. The learning content needs to start to appear within the very tools and applications they are already using.

Today’s modern workers are checking their smartphones on average nine times per hour. The worker’s own technology has become more easy-to-use, comfortable, and accessible than at any point in human history. And herein lies a golden opportunity.

At the Future Learning 2020 Summit, the celebrated author and consultant Jason Averbook said: “For the first time ever we have better technology in our pockets than what the company gives us to work with.”

You need to bring learning to where people are working: on mobile. This is already happening—mobile learning now features among the top three business development priorities for companies (Brandon Hall Group 2016).

Learning content also needs to become a part of the daily life and habits of modern workers—it needs to be comfortable, engaging, and curated. Research indicates that people learn best on the job, when they’ve got problems to solve, where they can immediately pull the knowledge, put it into practice, and then retain it far more strongly. In order to do this though, they need the answers to be lying close to them. Charles Jennings, founder of the 70:20:10 Institute, writes that “today’s world requires L&D professionals to be agile and support their ‘customers’ in their workflow.”


Integrate learning with apps

In order to gain real value and utility from a learning platform, your company needs to integrate content into phones, laptops, desktops, and tablets—and into the very applications employees are using across all these devices.

Say, for example, you are a sales rep and you have a meeting this afternoon with a prospect. You go into Salesforce and there is a window in the app just beside the information about the meeting that contains your personalized EdCast Knowledge Feed. Here you find three key pieces of content curated and chosen by AI and human expert review, distilled into three easy to access, bite-sized chunks. Perhaps you find two videos and an article, and there is an option to press a button and access more content. You are now being offered relevant content directly related to your day’s agenda. You can spend five minutes absorbing this new information and become that much more informed when you arrive at the meeting.

Or say you’ve got your Slack channel open and in the morning you set up EdBot (name of EdCast’s AI)—a learning assistant who resides in Slack itself. When this bot first appears, it asks you what you would like to learn and you get to know one another. Perhaps you tell the bot that you’re interested in learning how to become the best possible data scientist you can be—and you and the bot decide how many pieces of content it will send to you each day. From this moment on, the bot becomes your learning sidekick—registering everything you are doing, knowing your key interests, curating and filtering the right information at the right time, to your very own Slack window—and tracking your time engaged in learning so you can later be rewarded for your efforts. Every day at 9am sharp, sends you the three most important pieces of content you should dive into that day—for example, on Monday it may be an item from your LMS, a TED talk and a Harvard Business Review article.

How much more learning do you think would occur? To make the most of your learning materials, you need to bring the flow right into the working experience. You need to integrate learning into the workflow in a fluid, intuitive manner that inspires your team to seek knowledge at every turn.

To read more, download our eBook, The Discovery Problem in Corporate Learning.

Webinar: Nearing the End of the Learning Management System

Bersin Webinar EdCast

Join us for a captivating webinar with Josh Bersin to discuss the changing landscape of learning technology that today’s Human Resources leaders are facing. EdCast is proud to bring you this webinar in conjunction with Bersin by Deloitte and Deloitte Consulting LLP. Register below to join the discussion live!

Title: Nearing the End of the Learning Management System: What’s Next?

Summary: The world of digital learning has arrived. We learn via video, content sharing, user generated content, expert MOOCs, and a vast array of expert content throughout the Internet. The Learning Management System (LMS), however, is a software platform that was designed many years ago and has generally struggled to adapt. In this webinar, hosted by EdCast, Josh Bersin, Principal and Founder, Bersin by Deloitte, Deloitte Consulting LLP will explore the changing role of the LMS, discuss whether LMS systems are becoming marginalized, and what is coming next.  He will include examples of new digital learning experiences and a roadmap for digital learning for the future.

Date: Jan. 19, 2017 at 11a PT / 2p ET

Limited seats available – register today!


Speaker Bio:

Josh Bersin EdCast

Josh Bersin, Principal and Founder,
Bersin by Deloitte,  Deloitte Consulting LLP

Josh Bersin founded Bersin in 2001 to provide research and advisory services focused on corporate learning. He is responsible for Bersin by Deloitte, Deloitte Consulting LLP’s long term strategy and market eminence. Josh is a frequent speaker at industry events and has been quoted on talent management topics in key media, including Harvard Business Review, The Wall Street Journal, Bloomberg, on BBC Radio, CBS Radio and National Public Radio. He is a popular blogger for and has been a columnist since 2007 for Chief Learning Officer magazine. Josh spent 25 years in product development, product management, marketing and sales of e-learning and other enterprise technologies at companies including DigitalThink (now Convergys), Arista Knowledge Systems, Sybase, and IBM. Josh’s education includes a B.S. in Engineering from Cornell University, an M.S. in Engineering from Stanford University, and an MBA from the Haas School of Business at the University of California, Berkeley.


As used in this document, “Deloitte” means Deloitte Consulting LLP, a subsidiary of Deloitte LLP. Please see for a detailed description of the legal structure of Deloitte LLP and its subsidiaries. Certain services may not be available to attest clients under the rules and regulations of public accounting.

This communication contains general information only, and none of Deloitte Touche Tohmatsu Limited, its member firms, or their related entities (collectively, the “Deloitte Network”) is, by means of this communication, rendering professional advice or services. Before making any decision or taking any action that may affect your finances or your business, you should consult a qualified professional adviser. No entity in the Deloitte Network shall be responsible for any loss whatsoever sustained by any person who relies on this communication. Copyright © 2016 Deloitte Development LLC. All rights reserved.

EdCast Wins Brandon Hall Award for Social Learning Technology

Brandon Hall Award 2016


We are honored to be recognized by the Brandon Hall Group with the 2016 Excellence in Technology bronze award for “Best Advance in Social Learning Technology”!

A panel of veteran, independent senior industry experts, and Brandon Hall Group senior analysts and executives evaluated the the work done by EdCast to fulfill the informal learning objectives for HP Life in consideration for this award.

“We congratulate our Technology Award winners, and also thank them for leading the way in designing and utilizing technologies that empower organizations to enhance – and in some cases transform – their organizations,” said Rachel Cooke, Chief Operating Officer of Brandon Hall Group and head of the awards program.

“Our research shows that Human Capital Management technology is a primary driver of innovation, and our award-winning organizations serve as models of success,” said Brandon Hall Group CEO Mike Cooke. “Another significant finding of our research is the importance of optimizing the employee experience as a driver of engagement and retention.”

EdCast is a fast growing social learning and knowledge networking platform that offers microlearning, live streaming video, curated expert content and other forms of formal and informal learning in an intuitive, private network for an organization. A key point that distinguishes EdCast as a leader in online learning is the ability to curate valuable content through user interaction and automatically with sophisticated machine learning functionality to deliver a unique, personalized learning experience.

Recently, EdCast was chosen as the learning platform for the SDG Academy to educate the world on the United Nations mandated Sustainable Development Goals (SDG). EdCast hosted the iconic “Learning Future 2020 Summit” for Learning and Development professionals in Silicon Valley. Other recent accolades include the 2016 Trendsetter Award winner from EdTech Digest and the 2016 “Hot Vendor in Learning” by Aragon Research.

How to Build a Culture of Learning

Read time: 7.5 mins


Things have changed since your grandparents’ day, when employees were able to use the same skills from the day they started until they retired, 40 or 50 years later. Today’s workplace culture is a fast-paced, dynamic environment, with rapid turnover and a need for new skills to maintain relevance amongst competitors.

Nearly half of millennials see themselves moving to a new company within the space of two years, according to research from Deloitte. What is one factor that can keep them loyal? Ongoing professional development opportunities – an aspect of their working lives that less than a quarter of millennials are “very satisfied” with.

Building a learning culture doesn’t just benefit staff; it benefits your organization as a whole. By implementing a culture of learning, you’ll be able to retain good employees, and retrain your staff on an ongoing basis to embrace new skills and technologies that your company can capitalize on. It increases productivity and retention, cuts recruiting costs, and helps your organization maintain a competitive advantage in the face of changing industry trends.

But while professional training opportunities are available at most workplaces, building a true culture of learning, in which employees are genuinely engaged with the material, is a difficult task. Only 31% of companies have created a culture of learning, according to recent research conducted by the Institute for Corporate Productivity.

Here are three ways to build a culture of learning that engages your team on every level.


1.  Ensure buy-in from the top.

Learning can only permeate the company culture when it’s embraced at all levels, including the C-suite. Two key elements can help cultivate their advocacy:

  • Confirm it’s a best practice.

C-level executives are eager to mirror what’s worked in other companies. Show them that continuous learning is the norm in successful organizations: 84% of executives said that ongoing learning was either important or very important to their organization, according to Deloitte’s 2016 Global Human Capital Trends 2016 report.

  • Communicate the ROI of different types of learning.

Are they concerned about budgets? Demonstrate that there are cost-effective ways to deliver training, notably by using online delivery.

IBM, for example, found that it was able to reduce its training budget by $579 million over a two-year period when it shifted from traditional classroom-style training to elearning. By offering flexible training options, such as on-demand video, managers can reap the benefits of professional development without incurring budget-busting costs.

By using a best-in-class learning platform, your organization can track key metrics such as content engagement, and tie the use of a learning platform to trends in company retention or improved performance evaluations. This data can give you a good indication of the ROI of your learning program.


2.  Hire continuous learners.

“Growth mindset,” a concept introduced by Stanford psychologist Carol Dweck, is hot in educational circles. It explores how students perceive their abilities: Do they think that change and improvement is possible, which is a growth mindset, or do they believe they were just born with certain innate qualities, a “fixed” mindset?

The same theory when applied to organizations underscores the value of hiring curious and innovative employees. In an article in Harvard Business Review, the author identified two key differences between “growth-mindset” and “fixed-mindset” organizations. Growth-oriented companies are more likely to hire internally, further bolstering the ROI on a continuous learning culture.

In addition, they “value potential, capacity and a passion for learning. ‘Focusing on pedigree…is not as effective as looking for people who love challenges, who want to grow, and who want to collaborate,’” Dweck says.

Employees concur. A Glassdoor survey found that nearly three-quarters of employees believe specialized training to acquire specific skills is more valuable than a degree in the workplace.

Companies that embrace continuous learning can ensure that their employees are receiving the specialized training that will allow them to excel in their role.


3.  Make learning fun – and easy.

Imagine informing your staff meeting that everyone needed to come in early Tuesday morning for a PowerPoint training session. Groans and grimaces all around, right?

But, imagine telling them that you have booked a speaker who specializes in improvisation to lead them through several scenarios that will allow them to better handle a cranky customer. Whole new vibe, right? That type of experiential learning not only sounds like a lot more fun, but like something that will directly translate to their work.

Or, you might let them know that over the next two weeks, you’ll be sending them short videos they can watch at their leisure, each with a different customer service scenario. You’re going to get a whole lot more buy-in, since employees are 75% more likely to watch a video than read text. And bonus points when that video is short: viewers are going to stick around when your video is about four minutes or less.

They’re more likely to remember it too: just one week after a training session, most employees will have forgotten 65 percent of the material covered; however presentations that include visuals, such as video, help retention significantly. It is 9 percent more effective than text alone in immediate tests, but a week later, it is 83 percent more effective.

This type of learning is what’s known as “sticky” learning – in that it will stick with the employee and yield a much higher retention than merely offering a classroom style lecture.

“The face-to-face classroom is no longer the norm,” writes Claire Schooley of Forrester Research. “In fact, it’s an atypical and archaic approach for some organizations.”

For companies to succeed in today’s fast-moving business environment, creating a culture of learning is imperative to help employees stay passionate about their work and catch up to speed on new developments. By utilizing hybrid tools such as experiential and video learning, companies can ensure their training is both engaging and effective.

Kevin Oakes, President of the Institute for Corporate Productivity, presented his vision for creating a culture of learning at our recent Future Learning 2020 Summit. Get access to that video for inspiration on how to transform your own company.

How the Learning Content Lifecycle Revolutionizes Employee Learning

Read time: 4 mins

Content Cycle

Pop quiz: What’s your most popular learning content? How do your employees consume it? And when?

If you have a millennial staff—and many companies do or will soon, since this is becoming the largest employee cohort—your most successful learning effort may be a bite-sized mobile offering, like a video or an insight. That’s because the on-the-go Google generation learns in small chunks, seeking out information that is immediately relevant to what they’re doing. Traditional conference-room or web-based training is a grind for them. It seems detached from real life—canned and boring and way too long.

And this shift from traditional courses to on-demand learning isn’t just a millennial concern. For many employees, millennials or not, time is of the essence. Most can commit only one percent of their day to learning, according to Bersin by Deloitte. To actually teach them effectively, you’ve got to deliver the right content at the right time. But how?

It’s almost like you need a roadmap to navigate the need-it-now L&D of today…

Well, your wish is our command. Say hello to our version of a roadmap—the Learning Content Lifecycle. The Lifecycle is your guide to creating a learning and development strategy that really works. Here’s how:

Stage One: Acquisition

The good news? Content is everywhere. It’s on your Learning Management System, in your document repositories, and on your intranet and other portals. Content resides in the heads of your subject matter experts and in the expensive contracts you maintain with third-party providers. And of course it’s all over the web.

The bad news? Unless your content is brief, immediately useful, and easy to find, most employees, and especially millennials, won’t even bother with it.

So in Stage One, we work with you to understand all of your third-party content partnerships and figure out whether you are getting value. Third-party providers include e-learning content providers (such and Skillsoft and, periodical subscriptions, and MooC platforms like Coursera and Udemy. They all offer great content—but do you know how much you are paying and how much is actually being consumed?

Our technology allows you to save thousands in annual third-party provider costs by constantly monitoring employee usage so you only pay for what your company uses. At EdCast, we’re so confident in our usage monitoring that we guarantee companies their money back if we don’t increase their savings.

Stage Two: Aggregation

The problem for many companies is that their content is a massive snarl of disorganized information. Learning resources exist on many different platforms and there is no real “middleware” to bring them all together into an integrated content experience. Wouldn’t it be wonderful if you could put your arms around all of this content?

EdCast’s technology aggregates your content into a single, easily searchable platform. That means categorizing everything including managed and paid content; free internet sources like blogs, webinars, and videos; formal LMS; internal content; and masses of stored documents in places like Dropbox or on

Stage Three: Curation

Say you want to bake a souffle, but you’ve never done it before. So you watch a video online or read a recipe, whatever you think is the best resource. And because you have the ingredients on hand, you’re in the kitchen, and you’re about to apply what you’re learning, you retain almost all of what you take in. But that’s not usually the case with education. In fact, according to education expert Charles Jennings, most of us will forget about half of what we’ve been told within an hour of being told it. That’s an extreme version of the classic “forgetting curve” theory, which shows a steady decline in retention over days.

The antidote to forgetting? If you use what you learn within one hour of learning it, your retention goes way up. That means that the best time to learn to bake a souffle is when the oven’s preheated, the ingredients are laid out, and you need the information to move forward.

At EdCast, we get you the information you need when you need it with a curation engine that combines algorithms and human review. The curator allows the user to search a unified database of your content from their mobile or desktop computer. It also suggests similar resources based on their search terms—something like Amazon suggesting books based on your purchasing record. Suddenly, your content is easy to search, easy to access, and best of all, memorable. Which makes for on-point souffles, company reports, or any other project.

Stage Four: Creation

Content you create yourself is more valuable to your company than purchased content. Why? Because it’s specific to your business and its needs. It’s original.

Often, this internal knowledge is lurking in the minds of your resident subject matter experts. Our technology can help your experts share their knowledge with as many employees as are interested. At EdCast, our obsession is making it as easy as possible for your experts to publish their insights, via feeds, videos, and shared articles. This information then becomes part of your entire learning library.

We also know that small, bite-sized chunks of knowledge consumed while on the go can be the best scenario for busy employees. At EdCast, we create short spurts of information called SmartBites that can be consumed from you mobile phone, browser, or via our APIs.

Stage Five: Discovery

So you’ve got all of this useful, engaging, and easily searchable content. It’s bite-sized where appropriate and some of it even comes from in-house experts. Now you can really create a culture of daily learning, where your L&D insights are so engaging and well curated that the employee wants to seek them out. And they can, anywhere they can access the internet.

You’ve created a living, breathing learning resource for your company that is collaborative and fun. Watch it take off and keep growing with the help of intuitive learning technology.

For more on how EdCast can help you navigate the Learning Content Lifecycle, contact us.

How to Save Millions in Attrition and IP Loss with the Power of Knowledge Networks?


Although even the experts can’t agree on the true cost of employee attrition, they all agree that it represents an unnecessary burden on an organization’s profitability. Estimates vary from 20 percent all the way to 150 percent of a mid-level employee’s annual salary. Most HR professionals, though, place the cost to replace a mid-level employee at around two-thirds of his or her salary.

These figures all rise significantly as the complexity of the employee’s role rises. For executive level employees, the lowest estimate is 200 percent of the employee’s annual income. What is the main factor influencing these costs? Recruitment costs are not that high. No, the main factor in determining cost is the time it takes to bring a new employee up to speed.

The Real Cost of Attrition

Ignoring the cost of recruitment — advertising, sifting through résumés and applications, interviewing candidates, conducting background checks — losing an employee comes with numerous less-definable costs. These include lost productivity due to the time it takes for a new employee to reach the productivity level of his or her predecessor. HR pros put this ramping up period at a minimum of one year.

You also have direct and indirect training costs. The direct cost is, of course, in training the actual employee. Indirect costs refer to the employees conducting this training. Essentially, you have two people doing the job of one person, with the trainer unable to perform his or her regular job at full capacity.

Collectively, these costs reflect the lost knowledge of your former employee, or IP loss. Long after you’ve paid the cost of recruiting and hiring a new employee, you continue paying the cost of losing that employee’s knowledge and experience.

Engaged Employees Are Happy Employees

The first step to lower attrition rates, and therefore lower attrition costs, is to create an environment in which employees feel engaged and valued. Studies prove, repeatedly, that this does not necessarily equal a fatter paycheck. Rather, nearly every study reveals that employees want to work in a collaborative environment, one in which their ideas are heard and respected. The research says that engaged employees are less likely to leave their employer, and they provide greater contributions than disengaged employees do.

Knowledge networks create that engaging employee culture in which employees thrive, working in an environment of cooperation and peer-to-peer learning. With EdCast, employers and teams have the ability to create knowledge networks around a variety of subjects and topics. Networks may remain internal, or organizations may expand beyond their walls to take advantage of a world of learning and collaborative efforts.

Benefits of Knowledge Networks

Knowledge networks create environments in which users share their experience, information, and knowledge, so that each member benefits from the collective wisdom and experience of the group. Across the world, organizations such as the World Health Organization use knowledge networks to address issues on a global scale. On an individual level, members use knowledge networks to grow industry knowledge on a wide range of topics in science, technology, sales, education, and much more.

Organizations create training networks integrating mobile, social, and cloud-based learning technologies that harness the power of collaborative, peer-to-peer learning. Participants increase their knowledge and grow new skills with easily digestible, bite-sized content. The result is deeper engagement with the company and greater job satisfaction as employees reach professional goals more quickly and easily through continuous professional development.

What Happens When Employees Leave?

No matter how engaging and supportive a work environment you create, employees eventually leave. This is not necessarily bad, and in some instances, it is the best scenario for both the employee and the employer. New employees bring new ideas, new insights, and new talents to your organization. Therefore, while high attrition is detrimental for your company, a low level of attrition creates a net positive outcome. What’s more, if your organization utilizes knowledge networks, it minimizes the knowledge base lost when an employee exits the company.

Employee-driven training and professional development removes some of the training burden traditionally placed on other employees. EdCast’sSmartBites, curated daily, provide employees instant access to subject matter experts and thought leaders, dramatically reducing ramp-up time for new employees. Your new hires benefit from the shared knowledge of the network, including the experience and expertise of the former employee.

Bringing It All Together

No matter how you calculate it, attrition is expensive. The first step to lowering that cost is creating a collaborative, supportive working environment that engages your employees. People who feel valued by their employer, who enjoy the benefit of continual learning and collaborating with peers, feel little need to look for employment elsewhere. EdCast’s training and knowledge networks help create the collaborative environment in which employees thrive. Employees reach their career goals while their improved contributions help the organization reach its goals. When an employee does move on, the knowledge network brings new talent up to speed quickly.

EdCast introducing the Corporate Academy at Open edX Con 2016


We’re excited to attend Open edX Con 2016 at Stanford, right in our backyard here in Silicon Valley. At the conference we’re announcing our innovative Corporate Academy powered by Open edX. Our Corporate Academy is an out-of-the-box solution that allows companies to setup their own branded academy and start running courses in less than 24 hours.

At EdCast, we’re firm believers in the 70-20-10 learning model and as such, we offer a solution that allows learners to access informal and formal learning in one seamless and complete experience. Our open edX Corporate Academy platform is an integral part of that experience and allows our customers to create powerful courses and award micro-degrees to drive user engagement and effective corporate learning. In addition, the EdCast Knowledge NetworkTM provides customers a complete solution for informal learning. Users on the Knowledge Network receive a personalized feed based on their job role, interests, and competencies of bite-sized content that they consume to learn everyday. Our customers, which include thought leaders such as GE, HP, EMC and Salesforce, combine our open edX powered Corporate Academy on the formal side, with the EdCast Knowledge NetworkTM on the informal side to deliver an optimized learning experience.

A holistic learning approach yields results

The feedback we’re getting from customers and how excited they are about our holistic approach to learning is what drives us.

HP_Life_Edcast_250Take HP LIFE as an example. They have a very large entrepreneur community that they wanted to grow and engage. They were seeking a solution that would offer more control, allow them to add courses easily, update content dynamically, and build a community encouraging peer-to-peer learning where users could learn and grow together. They also wanted a solution to seamlessly blend informal and formal learning to optimize the learning experience, making it intuitive, engaging and effective.

Now, EdCast powers HP LIFE’s 175 courses and our Knowledge Network provides complete control, enabling dynamic updates of the course materials, social collaboration tools to help drive user engagement, and focus on a customized learning experience for each user based on their interests, job, competencies, and other learning signals. Users can access our mobile apps to access and consume the full learning experience anywhere and anytime.

The results have been amazing, we’ve increased their global reach and we’ve improved their engagement significantly. In fact, 84% of HP LIFE users say they’ve helped them reach their professional goals.

What’s next for EdCast?

Our Open edX Corporate Academy is an extremely powerful out-of-the-box solution that enables corporations to be up and running in less than 24 hours.  To complement the formal learning, we have added a series of new capabilities on the informal side including the ability to create live streams, learning Pathways, and SmartbitesTM. These new learning components enable users to consume content on demand, real-time, and in chunks they can consume in a matter of minutes. This approach drives employee learning which in turn generates higher business performance.

We’re continually improving the user experience and our emphasis right now is on building powerful analytics, allowing our customers to track the progress of both individuals and teams through easy-to-understand visual dashboards.


EdCast Acquires Seattle-Based Sales University to Expand its Enterprise Learning to Sales Organizations

Acquisition will add 100,000+ sales people and Fortune 500 companies to the growing EdCast Knowledge Network

DENVER – May 25, 2016 – EdCast, the fast growing knowledge network for enterprise and personal learning, is thrilled to announce that it has agreed to acquire Sales University (, the Seattle-based creator of a revolutionary sales training app used by over 100,000 salespeople and Fortune 500 companies.

The acquisition agreement comes just a month after EdCast announced a $16MM Series B round of funding led by GE Asset Management and Softbank Capital, and demonstrates significant growth in EdCast knowledge network adoption at Fortune 500 companies. The need for a social learning solution for sales organizations is a $20 Billion market opportunity, yet 87% of information learned at sales training is lost after just 30 days, according to ASTD (American Society of Training & Development).

Sales University, based in Seattle, was founded in 2011 by former Microsoft engineers, funded by prominent angel investors and grew out of Microsoft Ventures Accelerator. Google, Samsung, Snapdeal and many large enterprises are customers of Sales University.

“Access to curated and personalized knowledge based on the roles and job function is the new competitive advantage in the rapidly changing knowledge economy,” said Karl Mehta, Founder & CEO, EdCast Inc. “Sales-University is the leading innovator in the Sales training category and we are excited to have their platform, customers and team to join the EdCast Knowledge Network.”

Kalpit Jain, co-founder & CEO of Sales-University, said, “EdCast is leading the new category of Knowledge Network for enterprises across industry verticals and job functions. We are thrilled to be part of this fast growing market leader in an exciting space that can help the digital transformation of enterprises worldwide.”

Terms of the acquisition were not disclosed.


About EdCast

EdCast is a knowledge network built to inspire, empower and educate individuals and organizations to get smarter with daily curated & contextual bite-size insights (SmartBitesTM) with live access to influencers and Subject Matter Experts. EdCast Knowledge NetworksTM powers social, mobile and cloud-based informal learning for world-class institutions, enterprises, governments and nonprofits to enable millions to become lifelong learners.

The EdCast executive team has a track record of building large-scale transformational technology; all are passionate about the global impact of mobile and online knowledge sharing. EdCast is a Stanford StartX company backed by tier one VC firms and advised by visionaries and globally renowned thought leaders, Mitch Kapor and Prof. Jeffrey Sachs.

The Company is based in Mountain View CA, with offices worldwide. More information can be found on

About Sales University

Founded by former Microsoft Engineers in Seattle in 2011, we have delivered training to more than 100,000 sales people. Fortune 500 customers include Google, Samsung, and innovative emerging growth companies like Snapdeal. We are passionate about mobile first learning. Our mobile apps are in the pocket of more than four million consumers. We have over 300 mobile apps for learning and training for iOS, Android and Windows. More information can be found on



EdCast Launches the World’s First “Global Educator Teach-A-Thon”

Program awards $100,000 prize to educators who embrace knowledge sharing technology

SAN DIEGO, Calif. – April 20, 2016 – EdCast, the fast-growing social knowledge network on which users learn from influencers, peers and subject matter experts, today announced the launch of the Global Educator Teach-A-Thon, a new annual challenge for educators to showcase the impact and power of social learning and mobile livestream technology. Educators and influencers worldwide are invited to apply for the first ever open-knowledge viral challenge designed to help students and adults learn from free and open content for a chance to compete for the grand prize of $100,000. Additional challenge partners include Arizona State University, KIPP, Pencils of Promise, Reach Capital, the UN Sustainable Development Solutions Network, Tata Trusts, Teach For All, and Teach For America.

EdCast created the Global Educator Teach-A-Thon to challenge educators to step out of their comfort zone and embrace the sharing economy, expanding their reach beyond the classroom to foster a culture of creativity, innovation and lifelong learning. Educators and those with a passion for a specific subject or discipline must demonstrate their teaching acumen by recording and uploading short video lessons from their smartphone. The educator(s) who garner the highest user engagement will win the grand prize of $100,000.

“We’re challenging the status quo when it comes to the way we share and retain knowledge,” says Karl Mehta, CEO of EdCast. “This global competition is about pushing the boundaries of social innovation, and encouraging people from around the world to use their creativity to make learning the ultimate shared experience.”

“We’re very excited to join EdCast on this groundbreaking, global initiative,” says Wendy Kopp, CEO and Co-Founder of Teach For All. “The Teach-A-Thon is a golden opportunity for educators and learners from around the world to use the collaborative power of technology to share knowledge in new and creative ways.”

Participation in the EdCast Global Teach-A-Thon is free at

About EdCast

EdCast is a knowledge network built to inspire, empower and educate individuals and organizations to get smarter with daily curated & contextual bite-size insights (SmartBitesTM) with live access to influencers and Subject Matter Experts. EdCast Knowledge NetworksTM powers social, mobile and cloud-based informal learning for world-class institutions, enterprises, governments and nonprofits to enable millions to become lifelong learners.

The EdCast executive team has a track record of building large-scale transformational technology; all are passionate about the global impact of mobile and online knowledge sharing. EdCast is a Stanford StartX company backed by tier one VC firms and advised by visionaries and globally renowned thought leaders, Mitch Kapor and Prof. Jeffrey Sachs.

The Company is based in Mountain View CA, with offices worldwide.


For Media Inquiries:
RLM Public Relations
Richard Laermer, +1 646-517-4340

EdCast Raises $16 Million Series B to Expand its Leadership in Knowledge Network

Rapid adoption by Fortune 500 companies and an award-winning platform drives growth

MOUNTAIN VIEW, Calif. – April 14, 2016 – EdCast, a Stanford StartX company empowering individuals, teams and organizations using the EdCast Knowledge Media & Intelligence Network, today announced it has completed a $16 million round of financing led by GE Asset Management. Other investors joining GE Asset Management include SoftBank Capital, Cervin Ventures, Stanford StartX Fund and Penta Global. This new capital comes in addition to $6 million Series A round led by Softbank Capital in late 2014.

“We are laser focused on our mission to expand the knowledge economy with curated, contextual bite size knowledge,” said Karl Mehta, Founder & CEO of EdCast. “Millennials in the workplace along with the complexity of engaging and educating customers and partners is creating the need for daily relevant insights from the world’s foremost experts and influencers in a variety of industries, from tech, health, financial services, highered, entrepreneurship and expanding to telecom, banking, media, retail.”

“We are excited about EdCast’s vision, innovation, and the disruptive power of its technology in enterprise knowledge discovery, sharing and learning,” said Carlos Monfiglio, partner at GE Asset Management. “The list of Fortune 500 companies using EdCast is impressive and we believe the Company is on its way to defining and leading a new category in enterprise knowledge and intelligence.”

The Series B financing builds on an exceptional month of growth for EdCast, which earlier announced a partnership with HP to power its HP LIFE knowledge community of over 500,000 users worldwide and other large Fortune 100 companies like GE, Salesforce, and EMC.

About EdCast

EdCast is a knowledge network built to inspire, empower & educate individuals, teams and organizations with curated and contextual bite-size insights (SmartBitesTM), with live access to influencers and Subject Matter Experts. EdCast Knowledge NetworksTM powers social, mobile and cloud-based informal learning for world-class institutions, enterprises, governments and nonprofits to enable millions to become lifelong learners.

The EdCast executive team has a track record of building large-scale transformational technology; all are passionate about the global impact of mobile and online knowledge-sharing. EdCast is a Stanford StartX company backed by Tier One VC firms and advised by visionaries and global thought leaders like Mitch Kapor and Professor Jeffrey Sachs.

The Company is based in Mountain View CA, with offices worldwide. To learn more, visit


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