We have recently finished a parent survey in rural Nebraska about digital technology use. A few things became clear (though not really surprising).1. All participants had access to the Web in one way or another.2. All participants had access to multiple devices. The most common were smartphones and tablets with laptops a close third. Over half of the respondents had family access to 4 or more devices.3. Email, social media, and web surfing were the three most common personal uses.Parents also worried about device use for children:The number one worry is inappropriate sites, social media, and interacting with strangers online (27%). A close second is the worry about how children choose to spend their time, namely overdoing device use (19%). Parents were also worried that devices will limit social interaction and creativity (11%) and will not have enough physical activity (8%).I am a parent and an educator. Two of my kids grew up before the age of the mobile device (well they had a Gameboy) and two are living through this age of mobile digital devices.Yes my kids have access to iPads. No, they are not addicted and they do spend time outside, in extra curriculars, and playing off line. And, like most parents I am still searching for the best way to manage a balance between device time and opportunities to learn in multiple ways. At the same time I am aware of the opportunities that the devices present to be creative, interactive, and learn about the world. Oh yes and have fun.So here are some rules I live by:1. Limit access to devices in both location times and a general time limit. For example we take iPads with us for car use on long trips but never on local drives.2. No social media until we feel it is appropriate (maturity over age) and safe.3. On iPads you can easily prevent web access and app store access so kids can't buy anything, although we do not do this. We've had conversations with our kids about what is appropriate and we do not share our iTunes password which means they cannot purchase any app without us.4. Make it fun to do other things. For that we have to participate, digital devices are a fun alternative when you are bored BUT it does not beat a good game of capture the flag.5. Maybe most importantly, kids do not have to use "educational apps" to learn or be creative. Many of the apps challenge kids to be problem solvers (the room anyone?), creators (minecraft), or artists. Embrace the learning!

Sometimes your LMS feels much like that relationship you know just isn’t working, but are reluctant to end. You’ve invested so much time and energy into making it work. You’ve laughed together, cried together—but at the end of the day, your needs just aren’t being met. So how do you know when it’s just time to move on? Here are our Top 8 Relationship Deal-breakers: 1. After everything we’ve been through, I still want more… So much time, so much effort spent, but still not seeing the results in your bottom line? There comes a time in every relationship that you have to ask yourself if it’s wise to keep investing in something that you know isn’t working, or whether to accept the lessons learned and move on. 2. We have different needs… Your needs are your needs - you can make certain concessions, but at the end of the day, if your LMS doesn’t easily adapt to fit with your ever evolving needs, or doesn’t have the flexibility to push out content with the speed or precision you require…then it might be time to look for a more agile solution. 3. I can’t fully figure you out? One common LMS mistake is that "more must be better", when the opposite in fact is true. It’s possible to be too robust, too many bells & whistles that clutter the platform and don’t add real value. This overload actually detracts from the usability and the overall learning experience. 4. You’re never there when I need you… During discovery and initial rollout, there was a helpful team to walk you through the process. Post-implementation, that support dwindled until you’re pretty much on your own. You deserve better! Look for a solution that approaches your relationship with needs analysis, experience design, launch support and continued partnership. 5. I can’t take you anywhere! It’s a mobile, multi-device world and learners expect their content to be where they are - not the other way around.  If your LMS doesn’t support the ever-growing mobile workforce, then you may have outgrown your LMS. 6. It’s not you - it’s me…OK, it’s you… When you first met, you saw many of the qualities you were looking for in a learning solution, and figured you could mold the rest into what you needed it to be. Well, we all know how this story ends! Avoid entering a relationship with unrealistic expectations. If you do then you’ll end up trying to shoehorn your processes around a mental blueprint of what your LMS is ‘supposed’ do—and not what it ‘can’ do. 7. You don’t like any of my friends… Not all systems play well with others. If your LMS isn’t fulfilling all of your needs, and throws a technology tantrum when asked to work alongside other complementary solutions, then perhaps it’s time to find a more progressive partner. 8. I know I said looks don’t matter—but they kinda do… If your LMS has all the charm of a database, you can’t expect to maintain that loving feeling. Even solutions, which may have ‘once upon a time’ been leading edge, over time with add-ons and patches, now more closely resembles the bride of Frankenstein than the fresh-faced solution you once courted. The important takeaway is that a system’s ‘under the hood’ power doesn’t count for much if the user experience is poor. Technology advancements during the last few years have made LMS replacements a much less daunting option. So, while the decision to replace an LMS still isn’t an easy one, breaking up is doable and often beneficial. What are your thoughts? Share them in the comments below or via Twitter. Written by Sabrina Prudham The post You & Your LMS: Top 8 Relationship Deal-breakers appeared first on Axonify.

This was our first time at the BIG show … and it really was big. From what I heard, there were over 10,000 people there from all over the world. It truly was a fantastic experience to meet and learn from a global audience. We had a lot of fun, here’s proof: Axonify’s Angels … and bodyguards (Left to right: Dave, Sabrina, Carol, Lois and yours truly). In this post, I wanted to share some key insights that we gathered from attendees after listening to them explain some of their biggest learning challenges:  Challenge 1: Bite-Sizing Learning Learners have less time to learn and the reality is that L&D departments have fewer resources to spend on creating elaborate learning programs. Enter bite-sized learning. This is truly the best for both worlds. For learners, bite-sized content allows the learning to be weaved into the workday as opposed to isolated into a specific event. For the L&D department, creating bite-sized content is not only faster but it allows for the learning to be delivered more often.   Key insight: Making learning more digestible will not only make delivery easier but will also increase retention. Challenge 2: Engaging Experiences Storytelling, videos and gamification. These were some of the big ideas floating around in answer to the question of how to make learning engaging. Many organizations are starting to realize the cost of disengagement and as a result they are seeking innovative ways to engage learners.  Key insight: A truly engaging learning experience would have fulfilled its purpose once it creates an intrinsic desire for learning. Challenge 3: Communicating With The Front Line A lot of executives we spoke with mentioned that they have a need to communicate directly with front-line employees. This goes beyond traditional email communication because they want to deliver a message that transcends mere words on a screen. Executives are looking for a way to communicate their vision into the hearts and hands of their entire organization.  Key insight: Cultures are driven by vision. L&D departments have the opportunity to transform organizational culture by ensuring that the organization’s vision is reinforced every day.  Challenge 4: Diagnostic Tools Many learning professionals we spoke with are looking for tools to help diagnose the status of learning within their organizations. Learning organizations need to know what employees don’t know so that they can figure out how to allocate scarce resources appropriately but more importantly, figure out where resources are being wasted. Key insight: Knowing what your employees don’t know is equally as important as ensuring they know what they need to know. What were some of your big takeaways from ASTD 2014? Feel free to share your thoughts in the comments below or tell us your stories on Twitter.  Written by Shum Attygalle The post Four Big Insights From ASTD 2014 appeared first on Axonify.

A wave of tributes has greeted the passing of Donald Kirkpatrick - visionary and architect of the ‘Four Levels of Evaluation’. Dr. Kirkpatrick’s work revolutionized the concept of training evaluation, and subsequent measurement of learning ROI. With a lifetime worth of contributions to the L&D community, and unwavering dedication to work-related learning and performance, Dr. Kirkpatrick’s voice and methodologies have become the gold standard within organizational learning & development. Often cited as a legend of the industry, his pioneering work continues to significantly influence those who are new to the learning industry, as well as seasoned veterans in the areas of communication and leadership. Dr. Kirkpatrick’s work created a ripple effect that continues to spread ever outward, influencing people at every level of the industry, an impact that is surely immeasurable. "To me, Donald Kirkpatrick was a pioneer in the field and someone to whom I admired and looked up to. His work influenced my ideas about evaluation, tracking behavior change and the power of a simple idea to change an industry. It still amazes me, the history of his model…how it grew and grew and became so influential. It is a great example of letting an idea run free. The power of ideas. The model is useful and beneficial for all types of learning and, importantly, it is easy to understand and apply but complex enough to deal with the issues of evaluation that we are experiencing today." Karl Kapp Professor/Consultant at Bloomsburg University "Dr. Kirkpatrick will forever be remembered for his immense contribution to our industry. His ‘Four Levels of Evaluation’ model is woven into the very fabric of the Axonify solution, helping connect measurable learning to tangible business results. He was a pioneer, a thought leader, and a personal inspiration - he will be greatly missed."Carol LeamanCEO, Axonify "So much has already been said about the impact that the Four Levels of Evaluation have had on several generations of trainers - revolutionizing the way we measure program impact. What was memorable for me was Dr. Kirkpatrick’s final presentation in Orlando in 2011. He shared with a packed room the emotional, spiritual connection that he has to his Four Levels model. It was a rare and inspiring glimpse into how much passion there is within some of the leaders in our field. L&D was much more than a job or industry function for Donald Kirkpatrick. It was his life’s purpose, and he shared all that he knew freely to help everyone be the best we can."Juana LlorensATD Community of Practice Manager, Learning and Development "He will truly be missed as he has been one of the most influential icons in my career. I will fondly remember a few moments together giving each other a hard time as he was a Green Bay fan and I a Detroit Lions fan. Rest in Peace, thank you for sharing, leading, and contributing so much to our profession - bless you Don. Level 4 is what you were about…"David ShulkinLearning/Performance Technology & Television Professional "He opened our eyes to the importance of looking beyond the classroom, to influence how people do their work; to shift our focus from how well we train, to how well they learn." Jackie Morton Director, Human Resources, Crowe MacKay Please share your Dr. Kirkpatrick stories with us, as we remember and honor this rockstar of learning. The post Donald Kirkpatrick - The Measure of a Legend appeared first on Axonify.

The Forgetting Curve Learning, along with learning retention, is a huge topic within today’s corporate community. However, learning retention is just as elusive as it is important. It’s clear that a cog in the metaphorical learning machine is missing. Learners simply aren’t retaining information and this has big consequences for a company’s bottom-line. Professionals today are searching for ways to repair this machine, in order to produce a resource that every corporation desires: Knowledgeable, highly-skilled workers. The Report Charles Hendersen wanted to identify the cause of the pandemic that learning professionals face today: a lack of employee retention. In the summer of 2013, he posted what looked like a very straightforward question on LinkedIn, "In 10 words or less, why do you think employees forget what they’ve learned so quickly?" The number of responses to this one question was astronomical, proving that this ‘straightforward’ question was in fact quite multi-faceted. In the report found below, Charles condensed all the responses-all 47, 379 words-into measurable data and just may have summed up the responses into a verifiable basis for this problem. Get your copy of the report now (PDF). The Webinar In addition to the report, we collaborated with Charles to create a webinar entitled "Why do Employees Forget?" which featured both Charles and our CEO Carol Leaman. Expect to discover the four main themes found in the over 900 responses that Charles received to his LinkedIn question. This webinar condenses global responses in order to answer a global problem. The best part? This webinar identifies a common solution for this worldwide issue. View the webinar recording now. What are your thoughts on the insights Charles gathered? Let us know in the comments below or tell us on Twitter. If you’re interested in hearing more from Charles, feel free to connect with him directly. The post Report: Why do Employees Forget? appeared first on Axonify.

The generation of people born between the early 1980’s and the early 2000’s are making headlines these days-and not exactly in the best way. Unceremoniously dubbed ‘Generation Me’ by skeptics, millennial workers are often criticized for needing constant affirmation and easy success. Raised in a world where the words "selfie" and "tweet" were added to the dictionary, Millennials are sometime cast as vapid, social-media-obsessed, and in need of an attitude adjustment. I suppose you could look at it that way, but don’t write off my generation just yet. I like to think that the millennial generation brings fresh perspective to the work environment. Millennials don’t want to put in the long hours that past generations did, but who says there isn’t value in this? Pursuing outside interests and balancing family life with work can make people happier-and more productive. Millennials also grew up in a more accepting time period, in terms of sexual orientation, race, gender and religion. Millennials are known for valuing flexibility, ethics and innovation. Growing up with the internet and all the media outlets that came with it, Millennials are great at networking and are tech-savvy. It’s this environment that created a need for a new corporate learning strategy for these technology natives. Week-long training sessions just won’t cut it for these active, eager Millenials. A few of Axonify’s favourite Millennials-Ryan, Jon, Dave and yours truly! So what’s the solution? Gamified, bite-sized learning programs that test employee knowledge on a daily basis. These programs provide small, daily bursts of learning that can be completed online, that don’t require the time and resources that traditional classroom learning requires. This is a far cry from the onerous training sessions that were considered the norm for past generations. Millennials need variety and interactive training-and companies like Axonify are fulfilling that need. The best part? Bite-sized learning really works, and not just for Millennials. It works across generations. After Axonify was introduced to Walmart, the Logistics department saw a 54% decrease in incidents. Not only that, voluntary participation rates were 80%. This is within a working population that encompasses four generations: Traditionalists, Baby Boomers, Generation X and Millennials. The appeal of the product and the success was found across generations-but it was the Millennials that inspired this new approach to learning. A new approach to learning that is not only effective in increasing knowledge retention, but through the use of gamification, is actually quite a bit of fun too. So don’t give up on us Millennials yet. Like any cohort we have our flaws, but a lack of innovation certainly isn’t one of them. And considering that an estimated 75% of the workforce will be made up of Millennials by the year 2025, innovative, bite-sized learning is just a sneak peek at how the millennial generation will transform the modern workplace. Written by Emily Kroboth The post Maybe the Millennials are Doing it Right appeared first on Axonify.

It’s often said that the definition of insanity is doing the same thing over and over again and expecting a different result. So let me set the scene, and then you tell me if the training shoe fits… In 2008, the global analyst firm IDC published a white paper entitled ‘Counting the Cost of Employee Misunderstanding‘ which examined the financial impact of human error on 400 UK and US businesses with over 5000 employees. The study surmised that human error (defined as actions by employees who have either misunderstood or misinterpreted company policies, business processes or job functions); cost companies an estimated $37 billion every year. The further cost of damage to intangibles such brand reputation, trust and customer loyalty only extrapolate the consequences. So by exposing human errors as one of the biggest drains on company profits and resources, you’d assume that this data must have caused quite a stir in the training and development community. Surely this preventable waste spurred a training revolution, given the bold-faced evidence that what we’re doing isn’t working. You’d think so, right? WRONG! Flash forward 6 years since the release of the IDC report, and what have most companies done about their approach to training? Zip, zilch, nada, zero! Most continue to blast their employees with one-size-fits-all content and deliver that content through large, heavy classroom style sessions, or through dry LMS scenario-based presentations. Even though we have the data that says, "what we’re doing isn’t working", corporations are still reluctant to change the way they deliver their training. Or, maybe they just don’t know that there are alternatives? In 2011, Cisco published the "Connected World Technology Report" and reported that 70% of young professionals surveyed admitted to violating company security policy, and 80% think restrictions on use of social media while at work are archaic. Others stated that they were completely unaware of any corporate policies around such matters. Yet according to the 2013 "Towards Maturity Benchmark Report", 93% of learning and development departments feel they effectively communicate corporate policies. Symantec’s 2013 "Ponemon Cost of a Data Breach Report" found that two-thirds of all data breaches are the result of human error, costing organizations an average of $332 million in brand value in the year following that breach. So, I ask you. With all of this data pointing to the huge related losses, how does human error continue to fly below the corporate radar? Why aren’t we screaming "revolution!" from the rooftops (or corner offices)? By ignoring the issue, companies are only putting themselves at risk for compliance, safety and legal issues…again…and again…and again. To try and understand why, we need to look at the of apathy bubble we’ve created around what to expect from human capital. To err is human right? We pacify ourselves with turns of phrase like "that’s just the cost of doing business" or "every mistake is a stepping stone". Companies are guilty of committing mass-complacency on a global scale—but it doesn’t have to be that way! It’s time to say goodbye to status quo forever and embrace the future of training. No more excuses! New approaches to learning which combine the latest advancements in brain science with adaptive learning technology and gamification, offer organizations a new way to think about, develop, and deliver training - and early adopters are already seeing a huge return on their training ROI. When PepBoys, a two billion dollar automotive aftermarket retailer in the US, transitioned from their manager-led training model, to a daily dose of bite-sized, highly targeted, highly personalized content, they saw their shrink rates reduced by 55%. Similarly, Walmart Logistics saw a 54% decrease in incident reports, and a Lost Times reduction of 50% during their first 6 months using the same model. By adapting the training process to how employees actually learn, managers can quickly align employee performance with operational benchmarks. Sophisticated analytics allow managers to track participation and success rates, providing clear insight into what their employees know…and what they don’t—paving the way for proactive and preventative coaching. Implementing an engaging training program that reinforces smaller, more relevant chunks of content, maximizes knowledge retention, reduces error, and continually improves employee effectiveness. In today’s competitive market, those companies that realize we don’t have to accept the status quo, and embrace technologies that actually work in a way that optimizes our infinite capacity to learn, will be positioned to outmaneuver, outperform and outsell their competition—one employee at a time. So, back to my first question… When you think about your organization’s approach to training—does the shoe fit? Written by Sabrina Prudham The post The Real ‘Cost of Doing Business’ appeared first on Axonify.

All too often, the lack of success between a new hire and their new company can be directly attributed to an ineffective (or obsolete) onboarding strategy. A comprehensive onboarding plan welcomes and orientates new employees and introduces them to corporate culture, it establishes roles and responsibilities, improves time to productivity, and positively influences retention rates. With that said, few of today’s cost-conscious companies prioritize onboarding programs - a costly mistake. The 2012 Allied Workforce Mobility Survey revealed that the ‘average’ cost to fill one professional position is about $11,000. However, the survey also reported that companies lose an average of 25% of all new hires within their first year of employment. So to spend $11K hiring someone, only to have them resign within less than a year, must be the cause of many sleepless nights for those responsible for talent development. And the top reason cited by employees on why they leave? You’ve guessed it - onboarding. Now, given this insight, it came as a surprise to me that the corporate budget dedicated to onboarding was less than you’d probably imagine. Approximately 35% of companies admitted that they spend $0 on onboarding. Yes, you read that right - zero. Companies spend an average of $11K on hiring someone and then spend $0 on making them productive. What’s wrong with this picture? The impact of ineffective onboarding to an employers bottom-line is VERY real. But it’s not just premature resignations that are costing companies millions, there are also negative costs associated with employees who stay and remain quietly under-productive. In the US alone, an estimated $300 billion is spent annually on under-productive employees who do not understand their jobs—much of which can be attributed to improper onboarding. So what can forward-looking companies do to supercharge their onboarding ROI? Here are 6 suggestions: 1. Provide continuous training38% of companies admit to a standard of 1-2 days onboarding programs, a week at most, then it’s sink or swim time for new hires. And 25% do not include any kind of job duty training. However, a continuous, drip-fed approach to training will ensure employees don’t feel like they’re treading water and reduce stress during those vulnerable first 6 months when over 90% of employees decide to stick or abandon ship.  2. Deliver information in easily-digestible amountsNew employees are eager to impress, so most won’t admit to feeling overwhelmed on their first few days. Don’t dump too much information all at once, as most will not be retained. You’re wasting both your, and your new hires time. Instead, break down your training into easily digestible chunks for new employees to absorb, and reinforce over predetermined periods to optimize time to productivity.  3. Align new hires responsibilities to key business goalsA mere 7% of employees today say they fully understand their company’s business goals and strategies and what’s expected of them in order to help achieve those goals. You can increase both employee and business performance by personalizing the onboarding experience and tying their individual roles and responsibilities to the company’s overall strategy.  4. Measure base competencies and work to close knowledge gaps30% of companies reported that it takes at least a year for a new employee to reach full productivity. By issuing an initial evaluation of what a new hire does and doesn’t know, you can zero in on what each employee needs to know to do their job well, and begin work to close those knowledge gaps.  5. Track new hire success, and provide regular feedback60% of companies admit that they don’t set any formal milestones or goals for new hires. Those companies who have the ability to provide immediate feedback on how a new hire is doing, and can communicate progress overall, help employees feel more competent, confident and better able to perform on the job—leading to higher levels of satisfaction and retention.  6. And for goodness sake have some fun!Studies show that by promoting a social learning environment which understands that work and play can, and should co-exist, you’ll help new hires integrate into the team, reduce turnover and boost overall morale—which will go a long way towards keeping employees happy, and your organization running smoothly. Written by Sabrina Prudham The post 6 Strategies to Supercharge Your Onboarding ROI appeared first on Axonify.

I recently attended the ‘NextGen LMS Conference’ in Austin, Texas, to better understand the current challenges companies face with todays’ LMS, and find out how the NextGen LMS is evolving to better meet the needs of our changing business environment. Here’s what I found… THE GOOD The 70,20,10 rule of learning. The NextGen LMS has started to assist in the 20% of informal learning and the 70% of on-the-job learning. Social learning is gaining acceptance. Companies have been afraid of what employees might post on a social learning site but the fear is worse than the reality. Companies are now seeing employees collaborate, share and learn online together. This is truly harnessing the power of employees. Gamification continues to gain traction as companies look for ways to engage learners. BYOD (Bring Your Own Device) is both an opportunity and a challenge for many companies. Laws and attitudes are evolving towards hourly associates using their own device whenever they want for learning. THE BAD Lack of linkage between training and business metrics was a common theme. Users want access to data that can measure training success against business objectives, such as reducing errors & omissions, improving productivity, meeting sales goals, etc. Mobility continues to be a challenge for may companies. Many LMS systems still have a "Mobile Last" mentality. A lack of multi-lingual support. Global multi-cultural companies need multi-lingual functionality to engage their workforce in their 1st language. THE UGLY Most people I spoke with were unhappy with their current LMS. It was unreal how universal this attitude was. Most people think their LMS is "ugly". Employees complain about it and companies pay extra to create prettier custom front-ends. Upgrades are cumbersome, with some companies reporting outages of up to 2 weeks. In short, companies are looking to bring learning to their teams with greater engagement and mobility while measuring the success of learning with business metrics. Maybe our business needs are evolving faster than the LMS? Find out more about NextGen LMS. Written by Phil Menary The post The Good, The Bad, and the Ugly - What’s Next for LMS? appeared first on Axonify.

Whether in the workplace, or in life, ‘knowing’ what to do can be the difference between your best day—or your worst. We’ve all heard the phrase, "we learn from our mistakes". This may be true in some respects, but then there are the mistakes that cost us our job, our health, or in Dave’s case - his hair. Had Dave known what to do BEFORE he began his celebrations, he probably wouldn’t have purchased that ridiculous shirt….or set his head on fire. Both preventable disasters. We don’t have to wait to learn from our mistakes anymore. New approaches to safety training that combine bite-sized learning, with active recall and spaced repetition, are helping companies build a safer, smarter workforce. These new preventative programs arm your employees with the knowledge to effectively do their jobs, and make safer, smarter decisions. Unlike Dave here… Read more on The Future of Safety Training in this whitepaper. Happy 4th July Everyone!  Written by Sabrina Prudham p.s. No David Geoffreys were harmed in the writing of this blog. The post Preventable Mistakes - A July 4th Special Edition appeared first on Axonify.