Category Archives: Corporate Learning Best Practices

10 best practices to implement gamification

Gamification is not a magic lamp. It won’t solve your problems overnight. But if you plan and use it well, it will serve its purpose.

Here are the 10 best practices which you can use while implementing gamification.

1.Identify the success criteria: Define success i.e. what you intend to achieve through the activity. It is important to know the parameters of a successful outcome. Without having a clear cut desired result, you can’t find out whether the activity was successful or not.

2. Consider alternatives: Always explore the alternatives. DO NOT jump the wagon. Many a times, people ignore simple and effective learning solutions just because they find a new trend catching up. Use gamification only if it makes sense and will add on to the activity. If you think the alternative is much more effective, use that!

3. Creating a tie-in to business needs: Any activity has to tie-in with the business goals. Make sure the gamification also does. Do not use gamification just to make your content interesting. It has no value if it does not push your business forward.

4. Create a story/context: We all love stories! Develop a story around your gamification activity. Tell people the context. Give them a purpose, a reason to interact with your content. Tell them why they are earning points, saving someone or conquering something.

5. Use science to advance learning: Remember the 2 mantras – Spaced Retrieval and Retrieval Practice. Spaced retrieval helps a learner retain access to the memorized information over long periods of time because it promotes a deeper understanding of the learned material. Retrieval practices encourage a learner to recall information rather than simply re-read or re-listen to it.

6. Make scoring and winning transparent: Make scoring easy! The learner should know how his actions are related to the scores. So, he will know exactly what he needs to do in order to be successful. Also, try different scenarios. Make sure you have covered up all the possible issues that could arise when a learner is doing the activity.

7. Keep the rules simple: Really simple! Avoid complexity. Always provide a tutorial so that the learner can learn the rules beforehand and perform better. This will also help you prevent any kind of frustration that a learner might develop due to lack of knowledge of the rules.

8. Keep leaderboards small: No one is really interested in the world rankings unless he’s up there. Keep the leaderboards customizable and personalized. The learner should be able to see his position, his friends’ position along with the top 5 performers.

9. Use levels and badges appropriately: Give the learner a goal and the number of levels he will need to complete before the learning is over. Badges can be tied to either levels or enabling objectives. Badges are also a good way to show off your prowess to your friends and colleagues.

10. Test your game before you release it: It is a good way to find flaws, cheats and shortcuts that you might have overlooked. Human Beings are the most creative and lazy people imaginable as we look for a better/faster way to achieve the same result.

Let us know if you have any more points to add to the list.

By Deepak Gawas, Head- Partnerships at QuoDeck

5-step guide to kick-starting your digital strategy for sales training


Digital learning is a shift that sales trainers need to get behind as quickly as possible. Designing a good digital strategy can make a big difference to whether your sales training program succeeds or not. Let’s talk about how to get started with implementing a great digital sales training strategy

Every sales trainer needs to have an effective digital strategy for reaching and training their workforce. In the sales segment, this is even more important, because every day that salespeople physically spend away from the field being trained, means another day that sales are not being done. So, reaching them through digital means can ensure that they are focused on what matters to the organization – generating business.

Most sales training follows a blend – a combination of classroom training, mentoring & coaching and digital learning. If you already have a mobile learning strategy in place, then your digital strategy can be delivered right into the hands of your learner. Earlier, the blend of 70:20:10 between these strategies was recommended, however, because modern audiences are much more digitally savvy, this blend has been moving more towards 50:20:30. This means 30% of your workforce’s learning hours will be spent on digital learning that you need to put out.

Is that a terrifying thought? It shouldn’t be! Let us take you through these simple 5 steps to kickstart your digital sales training strategy. 

  • Find a digital delivery platform – A good digital delivery platform is half the battle in your digital strategy. Look online and you can find some pretty exciting platforms that can help you rocket your digital strategy to the stratosphere. The criteria you need to be judging them on are the mobile experience they offer, how easy it is to update and put out your content and how data gets tracked. Check out Docebo, QuoDeck, Grovo, and Litmos.
  • Collate your existing content to get started – You don’t need to create content from scratch to launch your digital strategy. Get started with your presentations, documents, existing videos and even audio podcasts and put them out on your digital platform. You can create as you go along, but to begin with, your existing material should power your first month of learning, so that you can focus on driving consumption.
  • Launch with a mandatory program – The most important milestone when you launch your app is getting your learners to download it. It’s always a good idea to start with a mandatory test or course that your learners are required to go through. Remember to launch with content beyond your first course, so that if learners finish the course and want to go through something else, there is content for them to consume.
  • Fresh content every day – Make sure that you have something fresh to send out every day on your platform. Even if it just a quick 5-question quiz or a nugget of information in the form of a social post, make sure that there is activity on your platform every day. If you can keep this up long enough that your learners get into the habit of checking into the platform every day, you are home free.
  • Track data to understand what your learners like – Your digital platform can give you data on what your learners are consuming more of. Track the kind of courses or media that are most popular. You can figure this out by checking two data points – the amount of time spent and consumption levels across your learner base. If any of your learners like this kind of content and they spend a lot of time on it, it’s a good sign that you should do more of it.

Once you’ve kick-started your digital strategy, and gained some momentum, start leveraging your digital platform’s content creation tools to put out more interactive content like games and story-based courses.

By Kamalika Bhattacharya, CEO & Co-Founder at QuoDeck

4 most effective corporate applications of micro-learning

Everyone knows what microlearning is, it a more focused bite-sized learning to achieve specific objectives.  But often, micro-learning is incorrectly implemented leading to undesirable outcomes for the course. The best fit cases for microlearning in a corporate environment are

Product Training: Product manuals are very large and typically contain too much information. The learner will find it hard recognize key take ways and forget them in days following his learning session. No one really wants to go through the entire document or video to recollect a few key features. Micro-learning can help break cumbersome courses in smaller portions, each containing 5-10 key take ways that you want the learner to remember. This will increase retention and easy recollection for the learner.

Compliance Training: Given the integrated and fast-changing world we live in, the legal, compliance and regulatory policies are changing all the time. You need to ensure the relevant stakeholders are regularly trained. Micro-learning will help deliver the key content in a continuous and easy to assimilate fashion.

Induction and HR Policy training: Ok, so you hold a weeklong Induction training for new joinees running through your company history, ethos, and HR policy. You can be assured that they would have forgotten most of it within two weeks of the course completion. HR policies regarding Sexual Harassment, Employee benefits, and Whistle Blower policies need to be delivered on a regular frequency to reinforce appropriate behavior from your employees.

Negotiation and Objection Handling: You can only organize and run so many case studies, live demonstration or use cases in a two-day workshop. You will have to keep sending short new use cases or simulations to all your learners throughout the year to maximize learning.

By  Venkataraman Ananthakrishnan, Head- Online and Global Business at QuoDeck

3 essential tips to maximize the ROI of training off-roll & temporary employees

In functions such as Sales or Customer support, outsourced, off-roll employees constitute a significant portion of the workforce. In addition, L&D managers are faced with high attrition rates and constant changes in the products and regulations. The following tips will help you maximize the ROI on the training.

Go Mobile: It is financially unviable to provide desktop training to a distributed or off-roll workforce. Mobile & Tablet browser/App based training platforms, will eliminate the cost of conducting the training at any physical location and allow the employees to complete the course on-the-go. Create courses that are mobile friendly.

Keep things simple: Create courses and journey that are easy to navigate and operate under low bandwidth conditions. You want to reduce queries regarding Content or the System, given the sheer volume and geographical spread of your users.

Use SaaS LMS: SaaS LMS are the best tools for training your employees at an affordable cost. They can be deployed across most devices and operating systems. They are hosted by the product creator on cloud, hence do not require any infrastructure spend or extensive IT Security approvals, allowing your user to access the platform at her convenience.

By  Venkataraman Ananthakrishnan, Head- Online and Global Business at QuoDeck

How to build effective sales training for high attrition teams?

Attrition is, unfortunately, one of the harsh realities that sales trainers have to deal with today. Driving productivity with a changing base of resources can be tough for any business function, but with sales, it ends up hitting where it hurts. Here are some insights to building effective sales training programs in a high-attrition environment.

While companies worry about attrition across all functions, they worry about it the most in sales teams. CSO Insights puts average sales team attrition levels at around 16% – twice as high as any other function. This means sales trainers are training a third of their audience from scratch every year, without accounting for growth in the team.

Attrition in a sales team can have a strong effect on turnover and affect client relationships as well. Especially when that attrition is of high performers, any organization can go a while before finding replacements and getting these new hires to perform effectively. Therefore, the cost of attrition is not only in actual lost revenues but the time value and return on investment on every subsequent hire.

In high-attrition environments, these costs can pile up significantly. With the amount that companies spend to train these teams every year, ROI for these spends can steadily decline unless managed carefully and through effective sales training programs.

Sales trainers have just one job in high-attrition environments – make new people productive in the shortest time possible. Good onboarding programs can help make sales people productive 2 months faster than less effective programs. With such clarity of purpose, this seems like an easy problem to solve. But its not. 71% of companies take six months or more to onboard people effectively according to CSO Insights.

So, what does it take to build an effective sales training program in such high attrition environments? In one word, “standardization”. Here are some critical ingredients that can help you cook up the right recipe to standardize and increase velocity of your sales training program.

Increase the eLearning/mlearning component in your blend

In today’s mobile world, the tendency and receptiveness to consume digital content has gone up tremendously. A 70:20:10 approach – with 70% on-the-job, 20% mentoring and only 10% structured or eLearning – may be outdated, and more expensive than you think. In high attrition environments, placing the burden of on-the-job training on sales managers can mean a further slowdown in productivity. Since millennials are prone to consume a lot more digital content today, given the ease and convenience of doing so, it could be more effective to increase the eLearning/mlearning component of onboarding programs to ~30% to play into your audience’s natural behaviour. Apart from standardizing what is taught to your audience, it also ensures sales managers can focus on productivity and retention among their sales team rather than constantly worrying about training.

Build a eLearning/mlearning repository for informational content

Most sales onboarding programs try and cram in as much information into the first few interactions that a sales person has with the program. Retention typically takes a hit because of this. A more natural way for your audience to consume is to give them online courses with all the information to be imparted that they can explore at their own pace. This will serve as a go-to destination for all sales people to refer to on a regular basis. In some cases, this can also be used as a sales aid in the field, for quick reference before meeting with customers or networks.

Of course, onboarding programs must give critical information to the sales person before they can get started such as product information, company history, sales processes and systems etc. However, including microlearning highlights with references to your online courses repository will ensure they don’t get deluged with a lot of information they ultimately cannot remember. In a high-attrition environment, having this repository will help you send out your sales people into the field faster with a safety net of the reference repository.

Build a culture of contribution in your audience

When performing sales people leave, a lot of institutional learning leaves with them. Whether this is in the form of insights or anecdotes, effective sales trainers aim to capture and build an organizational knowledge repository to draw upon for their programs. To institutionalize this, sales trainers must push for a ‘culture of contribution’ among their sales teams. Having KPIs around knowledge sharing that require all sales people to contribute to a ‘knowledge repository’ can help build such a culture and keep your program current and relevant.

In today’s digital world, generating this content is far easier than you imagine, especially using modern mobile learning products. Instead of asking your experts for PowerPoint presentations – which you will probably never get – ask them to record and post a short video or audio clip with some sales insights, to the social section of your mobile learning app. Most modern eLearning and mlearning platforms will ease this process. Crowd-sourcing such content can help ease your time and budget constraints and promote ownership of the program among your audience. Such content can be drawn upon by your new sales people for sales tips and tricks they would otherwise take many years to learn.

If the holy grail is getting your new folks onboarded faster, then bringing your onboarding program into the new-age may be a great place to start!

Continue to watch this space for our upcoming series on how to drive sales training adoption

By Kamalika Bhattacharya, CEO & Co-Founder at QuoDeck

Avoiding the LMS Overkill

“The world is full of people who will help you manufacture tornados in order to blow out a match”
Shaun Hick, Author

What LMS Overkill Is And Ways To Avoid It?

In a fast-changing world, organizations need to keep their teams up to speed with the latest trends and methods for each industry. This requirement for learning has spawned the multi-billion-dollar Learning Management System (LMS) industry. And, today, there are hundreds of LMSs to choose from, with a mind-boggling array of features. Which brings me to the all-important question: As a company looking to implement an LMS, how does one choose the most appropriate one?

Well, most LMSs would provide core features – User Management, Course Creation, and Basic Progress Analytics. What distinguishes one LMS from the other are the shiny advanced features they offer.

So, why not just go for the one with the largest number of features, or the one with the coolest features, or the one that the leader in your industry is using?

Because you might just end up with a system that is nightmarish to implement and, altogether, too complex for your audience to use. This is the concept of the LMS overkill, and most LMS providers, including us, have been guilty of it at some point or the other.

The truth is that given the size of the target base, experience with learning systems and the complexity of training to be administered, enterprises have different learning requirements at different points in time.

This is called the Enterprise Learning Life Cycle, which broadly maps into 5 stages:

Enterprise_Learning

The selection of the most appropriate LMS should ideally depend on where the company is in the Enterprise Learning Life Cycle.

1. Solo Stage Requirements

In the Solo Stage, a senior leader or trainer acts as a Subject Matter Expert and trains a select set of learners in the subject. The content is mostly from existing knowledge built over the years of practicing their trade. The onus of learning is on the learner with little focus on assessments or pushing adoption.

Stage Indicators

 Learning System Requirements

Learning_System_Requirements _LMS_QuoDeck

In the Solo Stage, there is no real need for a formal learning system unless the Subject Matter Expert is planning to translate his knowledge into something more permanent. In such a case, the only requirements they would have is a repository to store the learning content and a way to share the content.

Instead of an LMS, you should consider using Google Drive, OneDrive, DropBox or a similar file sharing service at this stage. Alternatively, you could create a course on a MOOC like Coursera or Udemy to host and share your content.

2. Startup Learning Team Requirements

In the Startup Stage, the organization relies on its managers to train their own teams. This is typically the case when the organization is in the startup stage or is composed of small teams. The main learning objective for the learners is to get familiar with the company’s products and sales pitches. A lot of the learning happens on-the-job, and the quality of training depends on the quality of the managers.

Stage Indicators

Learning System Requirements

Learning_system_requirements_lms_QuoDeck

In the Startup Stage, the requirement is for a low-cost system that can be handled by the manager himself. Most of the content that needs to be disseminated is already available as sales pitches and planning documents. The requirements, in this case, are a repository to store the content, a way to share it, a system to check whether the learners have viewed the content, a way to make the whole experience more engaging, some basic assessments and above all, a method to prevent download or onward-sharing of the often-proprietary content. In case the team operates in the field, you might also require mobile learning functionalities.

For this stage, you should try out a lite LMS like QuoDeck ExpressTalentLMS or ProProfs.

3. Standard Learning Team Requirements

In the Standard Stage, the organization takes on the responsibility to scale up all its employees. The organization typically has a dedicated HR team, who explore need gaps and plan and conduct learning sessions to plug them. Leading with classroom sessions, most organizations typically look to add in eLearning to standardize the content and dissemination approach as well as reduce costs.

Stage Indicators

Learning System Requirements

System_requirements_lms

The Standard Stage is when the company is most susceptible to LMS overkill. Given the mandate to acquire a new enterprise system, it is but natural for the team to go for the “best” instead of the “most appropriate”. LMSs tend to get evaluated on the number of features they offer, rather than what is really required by the organization.

Ideally, the focus should ideally be on creating high-quality interactive content on tools like Articulate and Captivate. The LMS is required largely for structured dissemination.

At this stage, it is preferable to go for a cloud-based mobile learning system with a lower technical learning curve. Ideal candidates for this are LMSs like CanvasDocebo, and Litmos.

4. Seasoned Learning Team Requirements

In the Seasoned Stage, the organization starts a decentralization process due to the increase in its scale of operations. Each team has dedicated HR managers who take on the responsibility to scale up the employees in their team. There is a central, dedicated learning team, who oversee and authorize learning activities.

Stage Indicators

Learning System Requirements

Learning_requirements_lms

The Seasoned Stage is where the organization should look to acquire a full-fledged LMS. However, the key at this stage goes beyond the LMS features themselves. The ongoing learning management for the organization requires many offline processes which are the mainstay of the learning team.

Mapping of the organization, arranging them into cohorts and setting up aspects like escalation matrices, social networks, etc. require close coordination between the learning team, IT, and business units. Tracking of offline activities requires strong processes driving such activities and social learning requires tight moderation.

At this stage, it is advisable to go for a full-featured LMS like MoodleSabaBlackboard, QuoDeck Enterprise, CornerStone On Demand, etc.

5. Scaled Learning Team Requirements

In the Scaled Stage, the organization has learning as a business function. Beyond training its own employees, the learning team of the organization takes on the responsibility of training the employees of its company’s ecosystem (vendors, partners, distributors) and its consumers too.

Stage Indicators

Learning System Requirements

Requirements_lms_QuoDeck

In the Scaled Stage, the organization extends its enterprise LMS with multiple microlearning platforms. These platforms get deployed for differing purposes and are managed by the business teams once set up.

Advanced analytics become a significant component of learning management in this stage. Being a business function, learning at this stage becomes strongly MIS driven, with roll-up reports and integration with Business Intelligence systems.

This stage typically requires an on-premise deployment of a full-featured LMS as in the Seasoned Stage and multiple cloud-based micro-platforms as in the Startup Stage.

Conclusion

Given the hundreds of choices available when picking an LMS, it is undoubtedly difficult to be sure of the one you choose. Be careful that you do not end up investing in a system that is more expensive than what you need to afford, and one that offers features that sound impressive but in reality, add little tangible value to your specific needs. When in doubt, err on the side of caution and start simple.

And remember; ultimately, the LMS is just the technology. Your learning architecture, Instructional Design, content quality, and adoption drives are equally important in proving the difference between a successful implementation and an LMS overkill.

By Arijit Lahiri, Co-Founder of QuoDeck

This article was first published on eLearning Industry.com.

Enterprise Gaming – Once an Opportunity, now a Trend

Having spent a large part of my career in the financial services space driving traditional business growth, using gaming to achieve business goals was not a cause I expected to be championing. Gaming was always a personal interest, but the business parallels only became apparent after we started experimenting with service engagements for enterprises. Given the planet anyway spends 3 billion hours a week playing games, the challenge was really to figure out how learning could fit in that construct.

We formed QuoDeck in 2010 to bring gaming into learning for enterprises. Having started with some elementary game engines and simulations, QuoDeck quickly moved on to make an omnipotent system built with the changing business environment in mind. QuoDeck’s platform today is one of the most powerful and engaging learning platforms in the world, catering to enterprise requirements for mobile learning. And as a leading player in this category, our advice to new entrants is to stay true to course, understand that the market is huge and that innovation is the key.

Mobility is here to stay

Mobile learning was just about appearing on the horizon in India when we entered the market. In fact, it was still at a nascent stage globally as well. While enterprises saw the demographic shift coming, the speed at which the device shift happened took everyone by surprise. Within a period of 3-4 years, millennial users had junked tablets and wouldn’t access their desktops or laptops for anything but sit-down work. They wanted everything on their mobile – on-demand, anytime, anywhere. Being a generation bred on Twitter, Facebook, and YouTube, they also wanted content and technology that was easy-to-use, visually appealing and in bite-sized pieces. The learning evolution that needed to happen in enterprises was phenomenal and existing products just weren’t prepared for this. Mobility as a trend forced a change in behavior, technology, content creation and consumption patterns across all strata of business.

There is always an element of luck in startup success and we were no different. Perhaps being at the right place at the right time with the right thought process is what its all about. QuoDeck has been at the forefront of this shift, shoulder-to-shoulder with enterprises looking to stay ahead of the curve.

EnterpriseGaming_MobileLearning_CEO_QuoDeck_2018.jpg

Gamifying the world

Our personal insight of gaming being habit-creating and creating long-term associative memories, was the inspiration behind the approach we took. Countless times, behaviors and constructs learnt in gaming had been translated by us to address real-world problems with excellent results.

We had a learning curve here as well. Having played on consoles such as PlayStation and Xbox, we assumed the world was ready to deal with highly complex games and constructs. However, working closely with business heads, HR teams and the Learning & Development function, we learnt that hyper-casual games create the best impact from a learning perspective. This is because they are somewhat repetitive in nature, with a greater level of participation & addiction to ‘scoring’.

While we initially worked on gamification applications on functions such as marketing, research, and learning, we chose to go with learning as a primary focus. Having started in this category long before games became the buzzword of today, we were fortunate to be able to take a pole position and we hope to actually drive the future of gamification for learning in the enterprise. But there are still a lot of white spaces to go after in enterprise gamification.

For New Players

Gaming as a learning solution is so vast in its scope, that it can’t be characterized or identified with any particular industry or even a clutch of industries. Wherever there is widespread staff or skilling required, gaming solutions can take charge and lead the change. So, when new players come in, they must remember that competition comes in various guises and is very rarely with another player. You will end up competing for mindshare against the likes of video-on-demand platforms or search engines where users can find information and content at their fingertips. Knowing what creates pull is perhaps the only challenge you should worry about.

Look out for learning opportunities

Gamification as an industry has a widespread application with learning being only one of them. A space was created for us because existing products failed to keep pace with what was required – large entrenched players became irrelevant in a matter of months. Overnight, enterprises recognized that resistance against this changing paradigm was futile, and mindsets started changing. Gaming and mobility were no longer bad words.

It would be foolish of us to think that we cannot be on the other side of such a trend. Keeping your offering relevant and at the cutting-edge requires you to have an innovation engine, which stops for no one. This requires tremendous willpower and a staunch refusal to settle into a comfortable spot.

 

This article was first published at YourStory

By Kamalika Bhattacharya CEO & Co-Founder at QuoDeck Technologies

5 Benefits of a Learning Management System for Businesses

With a growing need to foster effective learning and cater to the training needs of a global workforce, organizations across the world are implementing learning management systems for corporate training.

A learning management system (LMS) is a software application that can deliver course material to learners, administer assignments and tests, track the performance of participants, manage records, and offer continuous support.

When your business’s corporate training requirements start to become more complex, an LMS is likely to be the best solution that can meet your needs. With that in mind, here are five benefits of a learning management system for businesses:

1. All the eLearning content is accessible from one location

With a cloud-based LMS, your organization’s eLearning content is not stored on different offline hard drives or devices. Instead, its securely saved on the cloud which allows your employees to access eLearning courses wherever and whenever they want. This also greatly reduces the risk of losing data, since all the information is saved on a secured remote server.

The easy accessibility of an online LMS makes it the right fit for organizations that have a global or a remote workforce and it also ends up saving time for your employees.

2. Mobile readiness

Over 99% of the mobile users believe that mobile learning has enhanced their overall learning experience. That is why, with mobile-ready learning management systems, you are able to offer a great user experience to your employees and in turn get increased overall productivity.

Your employees are no longer required to stay at their desk to access and complete online courses. Instead, they can log into the LMS app on their mobile phones and view eLearning content while they are on the move. This is one of the main reasons why 67% of the organizations are already implementing mobile learning in some form or the other.

3. A more engaging learning experience

There was a time when corporate training was all about spending hours listening to an instructor in a conference room. But today, learning is more personalized with LMSes that offer interactive lessons, fun quizzes and games, video conferencing, and forums to discuss the courses.

The new learner-centered approach has not only led to a more engaging experience during the learning process but also helped achieve better results at the end of the course.

Since the LMS is already accessible online, it is possible to integrate social learning into your eLearning strategy. You can create eLearning exercises that are centered around peer collaboration and even add online forums where your workforce can discuss and help each other.

Games augmented reality, and virtual reality can also be leveraged to incorporate interactive simulations and scenarios that can easily explain and highlight complex tasks or processes.

4. Reduced time and costs

With an LMS, you no longer have to worry about instructor costs, printing course material, or setting up a conference room for training sessions. Your employees can carry out all the training online and your business is able to save a sizable sum on your learning and development budget.

Since LMS gives online learners only the information that they need in a more direct and organized manner, you are also able to reduce training time. Instead of sitting through a 3-hour seminar, your employees can just access the online modules on the LMS that they need to learn. With the flexibility that LMS provides, your employees are able to take these courses according to their own time, which doesn’t disrupt their important everyday work as well.

5. Driving compliances is easier

Compliance rules and regulations get regularly modified, but updating your traditional offline course to reflect these changes can be a rather time-consuming task.

With an LMS, it becomes possible to update your learning content according to the new compliance standards in just a matter of a few minutes. This is in stark contrast to the traditional courses where you would have to send the updated courses to every employee separately and different versions of the same course could create even more confusion.

LMS can ensure that all of your employees are on the same page about the company policies and the compliances are always followed.

In conclusion

A learning management system clearly has numerous benefits. You are able to create a more skilled, productive, and engaging workforce in your organization while saving time and costs. It’s also possible to track the training progress of all of your employees and generate reports in real-time.

That is why it is no surprise that more and more organizations are implementing LMSes for their workforce. When are you incorporating an LMS in your organization?

Discomfort is the Route to Entrepreneurial Success

So why is Discomfort so essential for entrepreneurial success and how to embrace it?

Entrepreneurship has always been about seeking out the new, in uncharted waters. Across ages, be it explorers or individuals, who have made a mark in their chosen fields or Entrepreneurs who have sought to change the world, have stepped out of their comfort zones. In an age when comfort is the buzzword for consumers, Discomfort is the mantra with which Entrepreneurs need to live by. Discomfort is not about putting oneself in a tough spot. It is stepping out from what you know, to the unknown. Exploring new opportunities, new areas of interest and nurturing a vision. An Entrepreneur seeks of problems and makes solutions for those problems while tackling the new-world questions which arise with these solutions. And that is where discomfort stems from. From seeking the unknown, from seeing problems in a new lens and attempting new paths. So why is Discomfort so essential for entrepreneurial success and how to embrace it?

Embracing Change

Discomfort comes from a change in what you have been doing. Change requires moving forward by going beyond what is holding you. Be it a safety net of certainty, an appraisal plan or just comfort with your work. To make yourself the next success, you need to embrace change as an integral part of your life. Start small but stay steady. A little change, one day at a time can bring success your way.

Say Goodbye to the Comfort Zone

Comfort zones are places which we are used to. We know how they will behave in any given situation. Coming out of this comfort zone is very important for an individual, especially for entrepreneurial successes because that is the only time when your mind is open to new opportunities and solutions where none existed. Discomfort is not just a punchline here, it is a way of life.

Nurture the Unconventional

Great ideas come from unconventional thoughts. The first wheel came because someone wanted to break the convention of walking. Discomfort makes you explore ideas and solutions which are unconventional and gives you the ability to experiment with varied combinations. It is the one thing which makes you think beyond what you think are your limits.

Calculated Risks

Risk taking is second nature to an Entrepreneur. But that doesn’t mean that you dive head straight into it. Study the problem, understand it, appreciate its presence and then find the solutions. Its okay not to have the perfect solution in the first go. Every failed attempt brings you one step closer to success. You may not have all the cards in your favour but a calculated risk towards your goals can get you there a lot faster, along with all the learnings.

Growing with Discomfort

There is only one thing for you to do- Get Up, Get Out & Get Moving. This is what will let you grow, explore opportunities and get a closer understanding of the world around you. You will start seeing things, you never did before. Go ahead to seek the new, forge your tools, mark your own paths and try your hands at everything that you can. It is Discomfort which will test you to the limits and will give you the experience to set on the right path.

By Kamalika Bhattacharya, CEO & Co-Founder at QuoDeck


This article was first published on Entrepreneur India


Fun and games to upgrade your skills

Arijit Lahiri and Kamalika Bhattacharya, who spent over a decade in organisations like ABN Amro Bank and Intellecap, saw learning department heads begging, bullying and even bribing their learners to stick to their learning agenda.
So they put on their marketing hats to understand what would catch learners’ attention. “Game-based learning pretty much screamed itself up,” says Bhattacharya. Games allow for more engaging learning experiences while also making the learner behaviour more measurable and analysable. Today, their company, QuoDeck (earlier Ptotem), uses board games, murder mysteries and treasure hunts as learning methods, and these have been used by organisations like PepsiCo, Unilever, Aditya Birla Group and Tata Group.

To read the full article, click here