Join us to discuss how personalized learning flips the traditional L&D model
In this webinar, we will discuss how personalization technology is changing the traditional approach of Learning and Development programs. There is a lot to cover but it is an exciting topic about how HR departments are flipping the script on how they train employees and share knowledge within their companies. Join us by registering below:
Title: How Personalized Learning Flips the Traditional L&D Model
Summary: Do you know how to use technology to create more personalized and efficient learning experiences?
Join us for this webinar, as we explore how learning technology is:
- flipping the traditional approach of Learning and Development to be more self-directed,
- making the discovery and personalization of content more efficient, and
- providing an enriched, data-driven ecosystem that integrates with your existing system with xAPI and Learning Record Store (LRS) functionality.
Mike Rustici, CEO of Watershed, will join Amar Dhaliwal, Chief Evangelist at EdCast, to share insights from real-world company examples and some amazing technology. We’re only booking an hour, so come ready to see how you can use technology to personalize your learning program.
Date: Feb. 7, 2017 at 11a PT / 2p ET
Limited seats available – register today
Watershed, Founder & CEO
As an innovative software developer turned entrepreneur, Mike Rustici has been defining the e-learning industry for nearly 20 years. He helped guide the first draft of the Tin Can API (xAPI) and invented the concept of a Learning Record Store (LRS), which led to the creation of Watershed—the flagship LRS that bridges the gap between training and performance.
EdCast, Chief Evangelist
Amar was a co-founder of the learning management pioneer THINQ, and after its acquisition by Saba in 2005, led Saba’s product, engineering, cloud, and customer operations teams. He now leads the Marketing and Product teams at EdCast. A long time ago in a galaxy far, far away, he was a management consultant. Amar studied at The London School of Economics.
VMware chose EdCast to launch the “Virtualization for Beginners MooC” earlier in 2016 as part of their VMware Academy initiative. The results were surprising.
A MooC is defined by Wikipedia as :
“A massive open online course is an online course aimed at unlimited participation and open access via the web. In addition to traditional course materials such as filmed lectures, readings, and problem sets, many MOOCs provide interactive user forums to support community interactions among students, professors, and teaching assistants (TAs).”
Many attempts to successfully deliver MooCs have been made over the years. EdCast was chosen for the delivery of VMware Academy courses because of the following reasons:
- Promotion of group-based learning pedagogy within the organization
- Mobile access and consumption of formal and informal content
- Advanced and intuitive peer-to-peer learning
The completion rate for the course beat the industry standards by 8x!
See the full results below in this infographic:
Share this Image On Your Site
Employees are drowning in content but starving for knowledge that can improve their performance today.
For the average work week, employees have only 1% of time available to focus on development and training, according to research conducted by Bersin by Deloitte. In that 1% of time, employees have to wade through a torrent of materials to hopefully find something relevant to their specific needs and job requirements. Instead of wasting that precious time, how much value could a company or employee create if the right content was available at the right time?
That very question is addressed in the infographic we put together below. See how you are being affected by the content discovery problem and what you can do to fix it.
Learn more about how to solve this problem:
Download our eBook How to Solve the Discovery Problem in Corporate Learning.
Share this Image On Your Site
Read time: 2 mins
What is the current state of “personalized learning”?
There has been a lot of talk about personalized learning and that conversation is going to continue. Mark Zuckerberg, CEO of Facebook, is betting big by donating tens of millions of dollars for new K-12 software introducing the personalized learning approach for schools. Bill Gates and his Bill and Melinda Gates Foundation are also focusing how personalization technology can benefit how kids learn. There will be a lot of exciting developments coming from all of the attention this approach is receiving.
But, what about the workplace? What is being done in your office?
Brandon Hall Group put together some research to uncover how far personalized learning has been incorporated in learning and development programs of business of all sizes. EdCast, leading provider of personalized learning software, has partnered with the Brandon Hall Group to share the infographic below:
Share this Image On Your Site
All of us at EdCast would like to wish you a healthy and prosperous new year. Thank you for your continued interest in all that we are doing to deliver the best learning and knowledge sharing solution to businesses of all sizes and their learners around the world.
2016 was an amazing year at EdCast thanks to your passion and support for redefining how we all learn and share knowledge. Here are some of the highlights and updates.
Our customers, and their stories, inspire us to rush into the office every morning. During 2016 we are immensely proud of the organizations who have joined the EdCast family. They include:
- GE, HP Life, Dell EMC, NASSCOM, Wyndham Hotels, Perelman School of Medicine, VMware, Salesforce, Hewlett Packard Enterprise, Sustainable Development Goals (United Nations), and more…
At our core, we are a technology company and our product team did us proud in 2016 with many ground breaking advances. Some highlights include:
- The single largest index of learning content aggregated from all your internal and external learning resources, contributed by your experts and from the best of the web
- The industry’s first fully integrated live video-streaming right from a mobile device
- The most advanced artificial intelligence and machine learning based content curation and learning personalization
- The first enterprise ready Virtual Learning Agent – who we call Alex and who responds to your voice commands
- An intelligent learning chatbot that lives inside of Slack
- A learning feed that provides contextual learning and knowledge from inside Salesforce
2016 was a year of great learning, growth and excitement at EdCast. Some of my personal highlights include:
- Closing our Series B round (led by GE Asset Management) of $16 million in April 2016.
- Expanding our team of bright and committed people across the globe. We are extremely proud of the talent we have attracted and the talent we continue to develop.
- Hosting our second annual user conference (Future of Learning 2020) with more than 200 people in attendance. This event is fast becoming known at the “Davos” of Learning and Knowledge Technology with some of the biggest names in the industry as speakers. Check out the highlights of the event.
- Attending the United Nations to accept an award for the work we performed to support the UN’s Sustainable Development Goals initiative for world-wide education.
- Continuing to expand our content partnerships to include the most respected learning providers in the industry
- Being honored with many industry awards, including:
As for 2017, we have hit the ground running by partnering with Josh Bersin, Principal and Founder of Bersin by Deloitte, to host a webinar where he will discuss if we are seeing the beginning of the end of the learning management system as we know it. It’s an important topic. We encourage you to attend – register now.
We have an amazing year of continuous innovation planned for 2017 and we look forward to sharing our progress with you. In the meantime, we welcome the chance to hear about your achievements and your plans for 2017. If it has been awhile since we discussed everything that EdCast now has to offer for your learning needs, let’s reconnect.
Thank you for your interest and support. Together we will make 2017 a great year!
All the best in 2017,
The EdCast Team
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.
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!
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 Forbes.com 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 www.deloitte.com/us/about 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.
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.
We’re living in a paradoxical time. We are drowning in content but starving for knowledge that can improve our performance today.
On the one hand, our workforce has access to an abundance of external content from thought leaders all over the globe. There is an overwhelming wave of brilliant content living across the formal learning of learning management systems, the thousands of documents in your various intranets and document management systems, the many courses you have bought from various third parties, and the untold number of great resources available on the web. But it’s not curated, it’s not contextual, and we’re drowning in the stuff.
At the same time, your company has a wealth of insight on tap in the brains of your subject matter experts. But have you noticed that it’s not easy to pull the brilliant ideas out of your experts and present them in an intuitive, agile way to the rest of the company?
It’s like we have an abundance and scarcity all at the same time.
The rapid rise in technological change is leading to an informational deluge that is seriously impeding our workers, leading to distraction and disempowerment. But it also contains the seed of incredible potential. What if we could find a way to put our arms around all of this content—find a way to curate it and deliver it at the right time to our workers?
You may have noticed that your Spotify account doesn’t have this problem. Netflix can offer you a host of “Flawed British Detective Shows” once you’ve finished a season of Luther. Why? Because it has an intelligent discovery engine woven into its very design. So why on earth don’t we have this in corporate L&D?
Here at EdCast, we fundamentally believe that easy access to the most inspired content that allows workers to educate themselves in a daily way, is the key to brilliant business. So we’ve developed a tool to help get this done. We’ve found the way to put our arms around that content.
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.