What is an LMS?

by | Jan 25, 2019 | 5 min read, LMS, Most Recent

If content is King, then the Queen is your Learning Management System (LMS). Without a robust Queen, your King is essentially inaccessible and powerless. An LMS is the gatekeeper to all that good content your team has built or wants to build. So what is an LMS, and what can it do for your company?

An LMS is a technological platform to aid in the training and development of a business team. With features like anytime, anywhere training access, LMSs have become the standard in good training and development for sales teams the world over.

They allow companies to track and manage key aspects of training, such as identifying areas of weakness and funneling just-in-time information to those in the field.

Though every LMS has different features, they universally have a space where business teams can access course content, take quizzes, and track a team member’s educational journey. So with the ubiquity of LMSs, how do you determine what you need?

 

Determining What You Need from an LMS

The biggest decision you can make in training is determining how that training will be delivered. LMSs offer you the option of anytime, anywhere course access, which is critical for on-the-go sales teams. Figuring this out is simple. What’s not simple is being confronted with all the bells and whistles of various LMSs and not knowing what you really need. Here’s a step-by-step guide to help you determine what will be most useful to your team:

1. Look at your business goals. That’s right, every aspect of your training should roll up to your business goals, and that includes what features you have in your LMS. If your LMS isn’t collecting the data you need to track whether your team is meeting goals, then it’s not fulfilling your mission. In fact, it’ll feel like your LMS is consistently coming up short because it is.

2. Look at your training needs. Who will you be training? How many people will be training? What departments? Will you be primarily focusing on in-person training, and using the LMS platform for testing and sustainment? Will all learning go through the LMS? Are there webinar components to be tracked? Will you track attendance, quiz grades, and pass/fail rates? There’s a lot to consider. If you answer these questions up front, your search will be laser focused.

3. Examine the features of various LMSs. That’s right, take a good, long look at the different features of various LMSs like Spoke. You will find nuances in how quizzes can be scored, reporting features, and in pricing. Align your training needs with the features of the LMS you ultimately choose, so you can maximize your company’s training efforts.

4. Consider customer service. If you’re looking for a platform that will be managed outside your company, you need to strongly consider customer service. There is nothing more frustrating than when you need help meeting a reporting deadline, and the hosting service is unavailable or slow to respond. We recommend being diligent and reading service reviews for each LMS service you are considering.

 

Meet Spoke®, the social LMS that makes training easy.

Everything you need, nothing you don’t.

Key Features

Using your business needs to guide you is important. There are some key features that we here at Unboxed feel are non-negotiables. Look for these features to set your team up for success:

1. Easy interface. If your team can’t quickly and easily find training, they will get discouraged. It’s often a challenge to find the time in our busy lives to take training, so make sure the LMS you choose makes sense, has a clean and simple user interface, and has clear instructions just in case a team member gets stuck.

2. Opportunities for social learning. Our brains are built for social interaction, hence why Facebook, Twitter, and Instagram permeate our lives. An LMS that doesn’t have social learning may not be able to meet the emotional needs of your learners and therefore could be less effective than an LMS like Spoke that builds in social learning.

3. We know you take your work seriously, and so do we. That’s why gamification can be important. Allowing learning to function more like a game, means that you have higher rates of engagement among your team members, and they learn the material better.

4. Robust data reporting. Data should be collected at the individual, the class, and the company level to get a snapshot of whether you are meeting your goals. For this reason, you should thoughtfully consider what you want from your data reporting allowing your company goals to drive what data you ask for from the LMS.

We know choosing an LMS is a big deal, that’s why we are here to help you discuss options. Finding the sweet spot for your team is a challenge, but we believe we can help you meet that challenge. Finding the right balance for your team is what it’s all about, and the right LMS can be the keys to your company’s learning kingdom.

Contact us now to learn more about Spoke and how Unboxed Training & Technology can help you meet your business goals for 2019 and beyond.

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Social Learning Tools: Debunking the Myths

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The 3 Most Impactful Sales Enablement Trends for 2019

by | Nov 29, 2018 | Most Recent, Sales Enablement

The sales enablement sector experienced unprecedented growth in 2018. More organizations than ever before leveraged technology to provide sales reps the content, data, and tools they need to engage buyers at every stage of the sales cycle.

As a testament to that growth, most sales organizations now have dedicated sales enablement teams, or have plans in the works to create one soon. Clearly, sales organizations have come to appreciate the value that sales enablement solutions can offer, particularly in decreasing the length of the sales cycle and increasing pipeline opportunities.

But as fast as the industry is changing, there’s still room to refine and create new solutions that solve common problems and help sales reps reach their full potential.

So, what will the top sales enablement trends be for 2019? Here’s our take.

1. Emphasis on learning and coaching

Based on a comprehensive survey done by Quark software, Sales Learning and Coaching Platforms is one of “the top two investment priorities [of sales organizations] over the next 12 months.” This may come as a surprise to others, but it wasn’t a surprise to us here at Unboxed.

In our 10+ years working with sales organizations, we’ve seen across the board that training is the most overlooked part of sales enablement. What good is having the right content and tools if you’re presentation misses the mark or you haven’t learned to effectively communicate with your prospect and ask for the sale?

As one of our top sales enablement trends in 2019, we demand and expect deeper integration of learning and coaching tools into existing sales enablement platforms. Inadequate or ineffective training leads to increased turnover, slower ramp time, and fewer sales, and your organization can’t afford to ignore the data any longer. Gryphon Sales Intelligence describes it this way:

“According to a recent survey, 84% of all sales training is lost after 90 days. This is majorly due to the lack of information retention among sales personnel. This highlights the need for refresher training from time to time along with effective sales training.”

 

2019 sales enablement trends - learning and coaching

If your organization doesn’t have a strategy for ongoing sustainment and continuous learning, you’re falling behind the curve. Look for a solution that integrates with your other sales enablement tools, ideally a one-stop shop with seamless access to training that gets pushed out over time and can be completed on-the-go.
And don’t stop there. For sales teams to reach their full potential, your solution must also give sales leaders and managers the ability to easily and consistently coach their teams to success.

2. Seamless access to important content—finally!

Sales reps lose up to 26 hours a month just searching for, editing, and managing content. Although sales content and asset management platforms have made it easier to organize marketing content and collateral, sales reps still struggle.

Most sale reps says they store content in 3-6 different locations, sometimes even up to 10. Many of those locations aren’t accessible to the marketing team for quality control and easily become outdated, and so the story goes.

 

2019 sales enablement trends - content management

Since this problem is still so prevalent, sales enablement software must reimagine the solution in 2019. Adding yet another location to stash the content won’t cut it, but creating a hub that helps you seamlessly organize and integrate content from a variety of sources will. Expect to see solutions that bring together content from disjointed platforms into one centralized location.

Let’s give reps back those 312 hours in 2019.

3. New ways to leverage artificial intelligence

Artificial intelligence has the potential to make a huge impact on sales teams, which is why it’s on our list of sales enablement trends to watch in 2019. Early adopter sales organizations are already reaping the benefits:

  • Sales reps save significant time through automated prospecting assistance.
  • Analyzing and prioritizing leads is easier than ever before.
  • AI-powered customer service guides buyers to the right solution more quickly.

The time savings are inarguable, but the rise of AI has other effects as well. AI increases the value of human skills that can’t be replicated by a machine. Skills like influence, empathy, and ability to gain trust.

 

2019 sales enablement trends - artificial intelligence

But what if you could use AI to help reps hone those critical human skills? In 2019, we’re introducing AI-powered roleplay that analyzes facial expressions to provide insight into the real emotional responses of an audience. We’re incredibly excited about the potential of this tool and thrilled with the early results we’ve seen from test cases. Sign up here to be included in our big announcement in Q1.

What sales enablement trends will you watch in 2019?

How will your sales enablement strategies evolve in the coming year? We’d love to hear your thoughts!

Leave us a comment below or contact us to see how can support your sales enablement goals.

5 Impactful L&D Trends to Watch in 2019

by | Nov 28, 2018 | 7 min read, Employee Training, Most Popular, Most Recent

As 2018 draws to a close, many L&D leaders are beginning to explore the top learning and development trends of 2019. As you weigh needs and resources, we wanted to give you some early insights to support your planning. The topics in our list of 2019 L&D trends are based on our experience working with a diverse group of clients and our steady research.

Learning and development is transforming at a quicker clip in recent years as a crop of new technologies like virtual and augmented reality, automation, and artificial intelligence disrupt our expectations for engaging, action-oriented learning.

Below are the five top trends in training and development we believe you need to watch and discuss with your teams as you plan for 2019.

 

Trend #1: Making Learning More Accessible

As our roles become more complex and the way we work more dynamic, L&D needs to provide access to training “anytime, anywhere, on any device.” Waiting in line? Pull up a simulation on your phone and review. In a lull between meetings? Jump on your computer and work through an interactive learning guide.

Creating this level of accessibility has its challenges, but it’s worth it. That’s why it tops our list of L&D trends to watch in 2019.

A recent Gartner study found, “The effortless learning experience has the greatest impact on learning application and digital learners value it the most.” Learners cited “Ease of career application, ease of access, and ease of consumability” as the three most important factors with training.

 

2019 L&D trends - making learning accessible

 

Micro-learning and accessible learning go hand in hand. The process of repackaging training for agility also sets you up for quicker, more efficient development of training. When a role responsibility changes, your trainers won’t have to update an entire course or video if the material is broken into smaller pieces. They’ll find the segment that needs to be updated instead of recreating the entire piece. Your L&D teams will be quicker to tweak courses with more granular access to the content. If learners are struggling with a concept, they might reorder the course or repackage that segment to increase effectiveness.

Making training into smaller bites isn’t enough to meet your learnings in any situation. If your courses are available on a phone, but are impossible to work through on that device, the learner will walk away. Designing training that considers the advantages and challenges of each device is key to making learning easier to digest.

There’s an added benefit to structuring your training this way. Your material becomes a rich resource for your managers to extend formal training and reteach concepts when team members are struggling. Organizing these resources in a system that tracks usage will help your L&D team prioritize training development, and this data is an important point of reference when discussing ROI for training offerings.

 

Trend #2: Exploring Immersive Technology

Much of the current excitement around augmented reality and virtual reality is centered around gaming, but these technologies will have a larger, lasting impact on the L&D. A 2018 Capterra survey on top tech trends found as many as 46% of U.S. small and medium-sized businesses are looking into leveraging VR in the next two years.

Virtual and augmented reality are becoming more accessible each year. These emerging technologies have the greatest potential to help manage change in an organization. AR/VR replaces traditional courses and assessments with a single solution where the mastery required is taught and practiced in a simulated environment.

Imagine sales training where a new hire learns your company’s sales process (knowledge acquisition) then immediately enters a scenario to practice and refine learning through a pair of glasses or VR goggles (skill building). Each stage of your process would have this balance of learning then showing what you’ve learned. i.e. This is how you pitch to the decision-maker.  You try it. This is how you get the SOW through legal. Now you do it.

Virtual simulations like these provide rich, emotionally connected experiences that feel real. No one loses a real client in virtual reality, but a well-designed virtual scenario will evoke the same emotions associated with a loss in the learner. In other words, it will feel real.

The process can be slowed or broken down so each step of a call can be evaluated and practiced. Variations on the core simulations help learners extend their learning into new products and markets.

2019 is the year to start giving these new technologies some of your time and resources. You might not be ready to jump in with both feet, but investing in a VR system and testing out some of the early L&D resources would be a measured first step. If this is too much of an investment now, read up on the companies that are early adopters. Learn from their experiences now so you are ready when the price allows your company to jump in.

 

Trend #3: Designing Training for Sustainment and Retention

Whether custom-designed or off-the-shelf, the impact of your training will be minimal if your organization doesn’t have a plan for application and reflection in the field after the training is complete. All instruction, especially skills-based training, requires validation and reinforcement.

Effective training is not a “one and done” event. Smart companies recognize the real change happens when the team walks into the field with their new learning in hand and starts putting it into practice. These companies design training with the longer view of change in mind.

The goal of refresher training is to sustain learning, increase knowledge retention, and fight the forgetting curve. People forget 50% of what the learn in 1 hour. 70% within 24 hours. And 90% within a week.

Learners need more than simple reminders. Reminders are not reinforcement. Reinforcement should be positioned as a part of your learner’s overall experience. Managers, too, should be equipped to coach their teams to success. Review your training and provide your leaders with the tools they need to support their teams as they put training into practice.

 

Trend #4: Embracing Artificial Intelligence

Artificial intelligence and machine learning stand to make two significant impacts on how we learn in the coming year – personalization and measuring effectiveness.

This rapidly growing technology will continue to change how we consume training. IBM recently noted by applying AI to a workplace, “employees can receive more personalized recommendations to facilitate evergreen, curated learning paths and anticipatory career management.” Applying AI to an LMS will create a learning environment highly tailored to the individual employee.

We see the consumer application of this all the time. Netflix, Amazon, and Facebook are using AI/machine learning to deliver personalized recommendations each time you visit. This same smart curation applied to your learning environment will create more engaging, timely experiences for your employees.

AI’s more significant impact will be around measuring effectiveness. It’s a vexing issue for any company. You create a well-designed, sound learning experience for a team, the trainers deliver as well as you expected, and you’re left feeling good about the L&D team’s performance.

Oh, you’re also left with the little voice asking, “But how effective was it?”

AI already has the tools to answer that question. For example, face-recognition technology we see in our phones could be leveraged in training, role-playing, simulations, and in the field to assess how each learner is applying new learning. Based on that assessment, the learner could be directed back into the LMS where custom follow-up training is waiting for them.

We know. It sounds like science fiction. But it’s here. You stand to lose real money and market share if your training isn’t agile.  AI is a cost-effective way to manage that flexibility. It will give your L&D teams more time improve the quality of training. Make it a tentpole of your 2019 strategy.

 

Trend #5: Accepting Automation

“The Bots are coming!  The Bots are coming!” – Paul Revere on Facebook Messenger

Much of the focus of bots in the news has been on how a coming “Bot-pocolypse” will result in major job losses. This alarmist perspective mischaracterizes how bots are impacting work. They’re being used most often in places where we look for answers and to augment services, but they are not coming for our jobs.

The rise of customer support chatbots and chatbot integrations in communication apps creates two unique L&D opportunities.

  1. The bots themselves become vehicles to quickly place training in front of employees.  Remember, “anytime, anywhere, any device?”
  2. Using a chatbot system to distribute your training literally puts the learning at their fingertips—or thumbs.

As these bots help employees and customers and take over repetitive, process-oriented tasks that provide little meaning to us humans, they will make our work more engaging. The Training Journal points out, “Increasingly, businesses will look to automation to handle technical and process-driven tasks, and they’ll look to their people to spend more time on value-add tasks, which require creative and objective thought.”

Companies embracing automation need to work closely with L&D to teach employees how to work alongside these new tools. As work becomes more creative and objective, the role of L&D will shift along with our teams in response to automation. L&D must ensure workplace training is designed and delivered for more complex work. What an amazing opportunity for Instructional Designers and Trainers.

Your 2019 plan needs to include transitioning process-oriented training into chatbot systems while designing training for those “value-add tasks.”

 

2019 L&D Trends Recap

Technology is delivering more personal experiences every year. The new trends in training and development all bend towards that individual learner experience. Let’s recap.

  1. Make training easily accessible. Make sure your training is at the fingertips of your employees whenever they want it.
  2. Explore immersive technologies. Augmented and virtual reality create “real and safe” ways to help teach valuable, human-driven skills.
  3. Design for sustainment. As you plan your training strategy, include time for reinforcement, reflection, and application in the field to make your training stick.
  4. Embrace artificial intelligence and machine learning. You’re going to need help managing this truly employee-focused learning experience.
  5. Accept automation. If process-oriented tasks are going to machines, focus your training on the complex stuff only humans can do.

It can feel exciting and a bit overwhelming all at the same time.

Need help navigating these new L&D trends? Let us help. Schedule a free training consultation with one of our experts to learn how.

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Training Delivery Methods: Choosing the Right Modality for Your Content

by | Oct 23, 2018 | Downloads, Employee Training, Most Recent

Content is a huge focus in the training world, though it’s really only one part of the learning equation. The magic happens, though, when strong content is shared through the most effective training delivery methods, enabling the message to be absorbed, retained, and implemented by learners.

Whether your aim is to impart knowledge, sharpen skills, or adjust behaviors, there are a lot of different methods of training delivery to choose from. But there’s no silver bullet. In fact, data continues to prove a blended approach, incorporating more than one modality to deliver your content, increases retention by up to 60%.

So, how do you determine the most effective training delivery methods for your needs? Start by considering the options available and how they align with your goals, audience, and content.

Below is a list of our recommendations.

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    Training Delivery Methods for Building Knowledge

    When we speak about training for knowledge, we’re referring to helping learners understand the what and the why of a concept. To tackle these topics, the training delivery methods we recommend hinge greatly on well-organized information and storytelling. These include:

    • Podcasts
      Borrowing from the popular media format, Podcasts are an excellent way to educate team members, allowing them to absorb information at their own pace in a familiar style.
    • Infographics
      Visual tools help to reinforce concepts, and the Infographic remains a popular delivery method as it clearly outlines vital data and information in a memorable and engaging way.
    • Animations
      Another popular visual option, Animations are a great way to educate learners. By imparting critical information in an entertaining way, you can increase both retention and engagement.
    • Group Discussions
      Part team-building, part training, Guided Group Discussions are a great way to build relationships among team members while educating them on key concepts.
    • Boost
      These interactive modules from Unboxed’s Training Technology team organize key concepts in an interactive, data-based tool, making it effective for knowledge acquisition and knowledge sustainment (refresher training).

    Training Delivery Methods for Improving Knowledge & Skills

    Building on those, there are several modalities that bridge both knowledge and skills, helping learners to understand the how behind the what and the why. This category of modalities includes:

    • Instructor-Led Trainings (in-person or virtual)
      Instructor Led Training (ILT) or Virtual Instructor Led Training (vILT) allows you to build upon learned knowledge by giving learners a chance to put knowledge and skills into practice through classroom activities.The bonus of vILT is it allows you to reach learners near and far with training that’s as equally engaging, interactive, and effective as in-person training — without the pricey travel costs.
    • Interactive Learning Guides
      Self-paced and fully interactive, our Interactive Learning Guides (ILG) keep learners engaged at every step. With a modern, web-like interface, video, animation, gamification, and interactive exercises, ILGs create an engaging experience for learners, making them effective for both knowledge and skills training.
    • Videos
      Taking cues from what many learners engage in on their own time, training videos are an incredibly popular choice to help learners improve their skills in addition to reinforcing their knowledge.

     

    Training Delivery Methods for Sharpening Skills & Behaviors

    Moving further into training for skills, the delivery methods below allow you to focus more deeply on the tactical responsibilities of your team. These modalities also lend themselves to training for behaviors, educating learners on the action taken, and include:

    • Group Participation, Hands-On Activities, Role Plays, On-the-Floor Training, Mentor Shadowing
      Each of these training delivery methods differs in their approach but share the same goal: to allow team members to improve their skills in settings and situations where they actually use them.

     

    Training Delivery Methods for Shaping Behaviors

    Behavior-specific training goes one step further, allowing you to work with team members to help them make changes in their interactions, approaches, and performance with direct feedback. There are two modalities that are ideal for this type of training, these are:

    • Huddles
      Combining the benefits of group participation, hands-on activities, and role play along with direct coaching, Huddles are an excellent training method to help shape and improve behaviors.
    • Video Simulations
      Offering the same advantages of a Huddle, Video Simulations allow geographically dispersed teams the opportunity to observe team member behavior and coach them to be more effective in their approach.

     

    Need Help?

    We recognize there are a lot of options out there, but choosing a training method doesn’t need to be a chore. We can help you analyze and understand both your goals and content to select the best option for your needs. Reach out to schedule some time with our Training Content Strategists to learn more.

    Want to know more about choosing a training method? Download our free guide!

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    7 Tips to Delivering Multilingual Training to your Global Workforce

    by | Jul 23, 2018 | Employee Training, LMS

    Is your company really a global company? If you’re not providing multilingual training (i.e. delivering training to employees in their native language), you may not be as global as you think. According to Forbes, a full 65% of those polled say that there is a language barrier between executives or managers and other workers. That’s huge. That means need-to-know information isn’t moving up or down the pipeline.

    In a global economy where ex-pats move across international borders for work, language can be an enormous barrier, or an effective tool. Global competition means that as companies, we need to understand the global market for workers and provide effective training for each of them. One way to do this is to speak their language. Literally.

    multilingual training LMS

    Benefits of Multilingual Training

    Ensuring your workers are trained in their native language has some great benefits—both for them and for your company as a whole:

    Fewer Misinterpretations

    There are jokes that just don’t translate. That inability to effectively translate doesn’t apply only to jokes though, it also applies to training. Providing native tongue training allows workers to understand the nuances as well as the important points, increasing trainee success and confidence once they are out in the field.

    Increased Efficiency and Effectiveness

    Workers who know what’s expected of them and when it’s expected, can better gauge their workflow. Part of efficiency is understanding processes and performance expectations. Why not provide that information in a way that all employees can confidently engage with? And part of effectiveness is ensuring workers fully understand their job description. Providing multilingual training is one way companies can support efficiency and effectiveness among their employees.

    Increased Engagement

    Using native language training allows learners’ brains to focus on content rather than interpretation. When students have to think about content in a non-native way and translate it to their mother tongue, there is more room for translation error. There is also a problem with cognitive load. So much of our finite brain space is taken up by translation, that training takes a literal back seat. Great training reduces cognitive load as much as possible.

    Increased Safety

    OSHA says 25% of workplace injuries have language barriers as a contributing factor. Not fully understanding training is the first line of misunderstanding and can cost companies dearly. If workers do not fully understand how to keep themselves and others safe, how can they be expected to fully implement a safety training program built around the premise of keeping everyone safe? It can’t happen.

     

    Getting Started with Multilingual Training

    So, how can your company get started with multilinguistic training?

    Ideally, workers would be trained in their native tongue, on every issue. Certainly this could be quite an investment for multilingual companies who do not have a paid interpreter or whose workforce is diverse enough to speak more than two or three different languages.

    However, there are a few things we can do to enhance our training, reduce cognitive load, and provide better outcomes for each of our workers. What can we do?

    1. Know your audience. Who are you training? What languages do they speak? Being sensitive to your learners means respecting, not only their culture, but also their language. Keep this in mind as you build training and you’ll start moving toward a positive experience for learners and increasing learner engagement and retention.
    2. Harness technology to create a Multilanguage platform. Our learning management system, Spoke, now speaks 9 languages. We have found that when your content and technology speak the right languages, you have a win-win situation. It’s good for the learner and good for the business.
    3. Start simple. You might have to explain simple phrases, but those explanations will help learners dive deeper and get more meaning out of your training. So make sure to explain and define key phrases or jargon for your industry. Even better if you continuously check in with learners throughout the training to see if they need simplified explanations as you take a deeper dive into content.
    4. Provide training in native languages for all of your employees. We know this is a tall order and a big challenge. Sometimes the keys to the multilinguistic kingdom reside in subtitles. Adding subtitles can offer students the clarity and nuance they need to fully understand content and to build their confidence.
    5. Provide supporting materials in various languages. Best practice means you meet learners where they are. Providing supporting materials in a variety of languages can foster learning and retention. This may take the form of translating job aides, or linking to multilingual resources on the web. These supports can help bolster key nuances that may otherwise be missed.
    6. Reflect the nationalities of your audience. We all want to see people who look like us. That helps us to identify with the message and makes us feel the required skills are attainable. In an effort to help foster these feelings among learners, it’s important to use images of actors who look and sound like your trainees. For video this means hiring actors who reflect your workforce.
    7. Use demonstrations and real-life action to show learners what you want them to learn. Action is the first mode of communication when people do not have a common language. Demonstrations can fill in the gaps if you cannot provide multi-language training.

    Recognizing the need for training in multiple languages can be daunting. Often companies know the need exists, but have no idea how to address it. Considering that 84% of people polled agree that that workers are more productive with managers who can speak with them effectively in their native tongue, mother tongue training becomes ever more important. It allows your team to get the nuances of sales procedures, work processes, rights and responsibilities, or HR policies—whatever you want them to know.

    We Can Help

    At Unboxed Technology, we partner with companies who wish to provide globalized content and technology experiences for their workers, to increase efficiency and maximize their talent. If multilingual training is developed and posted in our learning management system, Spoke, your team could experience fully immersed, native tongue training. Your company can tap into the cultural knowledge, intelligence, creative thinking, and insight of your full team using Spoke, and that is the sweetest interpretation of all.