When you think of creating eLearning, you are thinking of SCORM modules or a full platform. If you are thinking of Scorm creation, I would recommend building on PowerPoint and using an add-in to convert to basic SCORM. If you can afford it though, Articulate and Captivate are spectacular for authoring.
As an alternative, I would also like to invite you to try QuoDeck to create a mobile learning platform. You can use your existing PPTs, PDFs, and Videos to create the content and layer it with quizzes and games without requiring a separate authoring tool. Give it a spin and see if it works for you…
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
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.
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
“Technology is just a tool. In terms of getting the kids
working together & motivating them, the teacher is the most important” –
Do you find it difficult to grab your students’ attention?
Are you looking for ways to engage with them and get them to score better on
assessments? Well, technology is the solution here. In today’s technology-led
world, you would become obsolete if you did not figure ways to include
technology inside, and outside the classroom. Let’s dedicate 2019 to just doing
that – in 5 simple steps.
The beginning of a new year is a good time to set objectives.
This year, let’s focus on using technology to enhance ourselves.
Learn technology – become the expert at
The internet has multiple tools that you can use as an educator. Begin your journey with Google’s tools such as Drive, Gmail, Docs, etc. Once you have the hang of it, you should move to more e-learning focused technologies such as Canva, Course Lab, QuoDeck, etc.
These tools are simple to use and
can catapult your classes into the next level on engagement. You can use these
Get on Social Media – tweet your thoughts away
Social Media is the most important piece of the pie, with Twitter being on the top of the list, currently being used by more than 335 million users on monthly basis. Why not put it to use? Connect with people worldwide and share your experiences. Know what’s happening and what’s trending in the field of education technology. Be seen by your students as someone who understands them and believes in technology.
Pedagogy – brush up on your teaching
There’s always room for pedagogical
improvement – be it theory, getting back to basics, or just adding a new
technique to your arsenal. Bringing changes to the way they teach should be a recurring
feature in every teacher’s to-do list. Introduce game-based learning in your
classroom, bolster text books with educational videos, gamified assessments
etc. Make sure that when you plan on using learning games, you plan for rewards
If you wish you see the change in the way you
teach, you need to first change the way you think about it. To keep up your
exposure up to date, you must read books, blogs and articles on methods to transform
your teaching and you will start noticing a difference in the way you process
the daily challenges of teaching. Connect with other teachers, make groups and share
knowledge of the changes that have been made. Practice this in your routine.
Bring freshness to your content
Most teachers are comfortable using PowerPoint
or Keynotes for their presentations. But what we forget is that all of it
doesn’t appeal to the students. What they would be really interested in are games
and entertainment. Choose interactive slide presentations along with game-based
learning to get your students to learn what you want them to learn. There are
simple tools to help you do this. This will result in academic accomplishment
along with you becoming a better educator in your students’ eyes.
Ask yourself – How are you growing
as a teacher? Have you given a thought to this? If not, now is the right time to
do so. These 5 goals are just a starting point.
Do you have your own strategy that
has brought changes in you and your students? Tell us all about it. Talk about
the kind of tech-related professional development that has been most valuable
for you, and why. We would love to hear from you.
eLearning is like the proverbial Prometheus’ Fire. It will deliver great good for your employees, improve engagement and increase knowledge assimilation. As an L&D leader, you should avoid the following mistakes to help maximize its effectiveness.
traditional offline or using existing traditional content: Traditional
content such as long videos, lengthy documents and classroom training
techniques are not symbiotic with eLearning. Content will have to be created
and designed to be engaging, and interactive.
creating mobile friendly courses: While this is a must for on field sales force,
it is important to roll out mlearning for all employees. Employees spend a lot
of time on their mobiles and it is imperative to make learning as informal and
accessible as possible, even outside the work place.
effective assessment tools: Putting out the most engaging and interesting
course, with no way to assess your learners, is a waste of your and the
learners’ time. Put out quizzes and exams for each section, and the entire
course. These tests should be short and fun. Use Images, videos and blurbs as
part of the assessment to improve engagement.
mechanism for the learner: Learning
is a two-way street, the higher the engagement with the learner, the more the
learning. One of the primary reasons for drop-off in engagement is the lack of
an effective feedback mechanism for the learner to express her views on the
course. Listen to what your audience is saying and act on them.
objectives: Why have you set this course up, what do you want your audience
to gather, is this course to increase knowledge, boost productivity or develop objection
handling skills? If you are unclear of the outcome of the course, your learner
will be even more unclear. Lay down objectives at the beginning and design the
course to fulfill these objectives. Gather feedback and conduct assessments at
regular intervals to modify the course.
and complicated UI/UX: So, you deployed the latest and most expensive
Learning Management System (LMS) in town, but the adoption rates are low and
dropping. This might be because its to complicated to navigate. Always approach
eLearning from the learners’ point of view, not the creators. The simpler and more intuitive the UI, the
better the chances of learners engaging with it.
SCORM (Shareable Content Object Reference Model) is a standardized technical specification for eLearning content. SCORM is comprised of a collection of interrelated technical specifications for creating interoperable and plug-n-play eLearning content.
SCORM was developed by ADL, an US Government initiative. ADL
(Advanced Distributed Learning Initiative) developed SCORM in the 90s to solve
interoperability issued for Computer Based Training (CBT) across multiple
delivery systems. SCORM can be called the common language that all Learning
Management systems speak.
The Two main phrases you will hear associated with SCORM are
SCO (Shareable Content Object) and Reference Model (RM).
SCO is the most granular piece of content in SCORM. It like
a chapter in a book. The SCO can be
assembled into courses and used across different Learning Management Systems
(LMSs) and Organizations.
Reference Model: is the standard set of rules that all SCORM
compliant LMS understand thus making course interoperable across various
The existing versions of SCORM are
SCORM 1.1 – this was the first version of the SCORM and is
not widely used.
SCORM 1.2 – It is supported by nearly all LMS and majority
of content providers create on this version.
SCORM 2004 – is the latest version. The sequencing and
navigation feature allows creators to define behaviour within and between SCOs,
which was not possible in the previous versions. This helps in greater content
interaction and reusability of SCO.
So, you have deployed a state-of-the-art Learning Management System (LMS) with Machine Learning, AI and every other cutting-edge technology available. But the adoption rates amongst your audience is low, to begin with, and keeps falling as time moves on. Don’t worry, this is a common problem faced by all organizations as they deploy LMS and is easy to address. People love challenges and competing against each other. Gamify your system to include Leaderboards, Badges, and Prizes for the top performers. Healthy competition will drive usage and learning within your audience. Pick LMS which offers the feature of embedding learning modules within casual games. People have enough formal reading via emails, presentations, and documents. To expect them to then log into the LMS and go through PDFs and Videos is asking for a bit too much. Casual games are a very effective way to impart microlearning and deliver it through a medium that employees will love. Content is King. No matter how advanced your LMS is, the quality and interactivity of content will drive adoption. The content must be presented in bite-sized portions through Videos, Animations and other interactive formats. Close to 40% of the workforce is made up of millennials. To reach out to them, ensure the LMS and the content is mobile ready, across multiple OEMs and Operating Systems. Employees learn more and faster from each other, rather than a centralized learning system. Ensure your LMS offers learners to communicate, exchange information and help each other during the course.
Building a performing sales team is the holy grail that all organizations chase – and it’s definitely not an easy task. But building lasting engagement is a critical ingredient that can separate a good sales training program from a bad one.
Sales is the lifeblood of most organizations, and a
performing sales team is worth its weight in gold.
Building an effective sales training program is the
holy grail that all sales trainers chase – and it’s definitely not an easy
task. More often than not, what seems like an easy problem to solve, can be a
multi-layered challenge within a changing business and technology environment.
It’s clear that there are no easy formulas that sales
trainers can plug in to make their sales training programs effective. But it
all starts with ensuring that sales people at least consume the learning.
Without adoption, it is futile to worry about downstream metrics like
effectiveness, retention and application.
Adoption has many layers, and is very similar to any modern
marketing problem. If you think of learners as consumers or ‘app users’ in the
modern mobile learning context, problems become a little more apparent.
Just like a consumer app faces uninstalls after an
initial period of usage, most learning programs suffer because they focus on
creating short-term engagement. A good onboarding course or a gamified learning
program will create short-term engagement but will leave learners very little
to come back to when they have finished consuming that piece of content.
Therefore, sales trainers typically see good initial
usage of their programs, and very little engagement after that.
In a training context, even if this results in a good
onboarding experience, it rarely results in ongoing consumption of sales
training and communication, Therefore, after the initial onboarding program, when
sales people are on the field and need to be trained on new product releases or
to address problem areas, getting them back to the training app or platform is
as big a problem as when you launch.
It may help to better understand the psyche of the
modern learner to figure out how to create ongoing engagement. In the context
of mobile learning, any training app is competing for mindshare with platforms
such as Twitter, YouTube and Instagram. These are the apps that your users prefer
to spend time on rather than consume learning. What is attractive about these
apps, is that they serve up a constant stream of content for users to consume.
Learners will only flock to something which gives
them equal engagement and freshness of content. Therefore, the chances of
running a successful sales training program improve multi-fold by creating
engagement and keeping up a high velocity of content. On average, putting out
fresh content every day or alternate day is a good way to pique learner’s
interest to see what you will come up next. If the overall quality of learning
content you put out is interesting, you should see a upward trend in ongoing
engagement levels among your users.
So, how does one do that without having to spent
enormous amounts of money to create content? Here are a few tips.
Most of the real wisdom on sales training comes from
subject matter experts from within the organization. Leverage that by asking
your internal subject matter experts to provide you with content that you can
send out to your learners on a regular basis. A large kitty of content you can
keep cycling through will ensure that your learners get to see something new
every day or week. Use microlearning principles to nugget this content into
bite-sized chunks and you can send out something every day. This will keep
learners coming back for more. Ensure that your mobile app puts out push
notifications so that learners know that fresh content is being populated every
Putting together an assessment is far easier than
creating learning content from scratch. Create question banks that you can
slice and dice into quick assessments. Create weekly contests and let learners
visually see their performance through leader boards. The competitive element
should naturally appeal to sales people. It does not matter if some questions
are repeated from one quiz to the other. In fact, critical aspects or facts
about your product should be repetitive to ensure retention, therefore, repeat
those questions across multiple quizzes. These assessments can also help you
identify gaps in knowledge and understanding.
Take a page out of the book of immensely successful
social media such as Twitter and Facebook, and use social constructs to ensure
content is always moving and fresh. Identify voices of authority among your
sales team – for example, a veteran sales person respected by the team or an
opinion leader. Ask them to put out micro-nuggets of content, such as an
anecdote about their experience while selling. Ask them to post this content on
the social learning section of your learning app. Drive engagement by boosting
that post in the social network. This will encourage others to share more
nuggets and drive repeat visits.
Use games and
The planet spends around 30 billion hours a week
playing games like Candy Crush and Angry Birds – this is natural behaviour.
Play into this natural behaviour by giving them games to explore and play with.
Having a ‘game arcade’ or library of games that they can try out just for ‘fun’
can be a great way to keep them coming back.
This is the most obvious of them all. It is important
to have your actual learning content out there, apart from the social and
crowd-sourced aspects of this. Most learning platforms come with quick
authoring and if yours doesn’t, you should find one. Quick authoring tools will
allow you to create templatized micro-learning nuggets out of existing content.
Ensuring that you have a constant pipeline of content being created will allow
you to recycle over a period of time, once new learners enter the system.
Remember, learners should be treated more as app users, where the objective is to create engagement and pull, rather than use push methods to get them to consume learning. As soon as you see learning as a marketing problem, solutions start to appear more readily.
The key thing to understand here is that corporate elearning is different from formal education in one key aspect. Learners in a corporate setting need to be attracted to every single item of content every single time. In this way, corporate learning needs to be thought of as a marketing problem similar to what video creators and movie makers face.
So how do they engage their audience that one can replicate for learning?
From our observation of successful instructional designers on the QuoDeck platform, we have found the following 3 techniques to be the most successful in engaging corporate learners:
Nuggeting – No content exceeds 20 minutes at a time. Individual videos are less than 3 minutes each. These allow for quick consumption with low commitment hurdles for the learners and therefore tend to get higher trial rates.
Micro Achievements– Using inline questions, small games, quizzes and feedback loops makes learners constantly feel good about themselves. These tend to drive spaced repetition of question-based learning and through instant gratification, keeps them coming back for more.
Completion Motivation – Learning paths, serialized stories, branching and gamification techniques also seem to be very effective in keeping people engaged through the learning and drive higher completion rates.
Beyond these, of course, great content with sparkling wit, humorous takes and deep context works, but that’s art, not science. And if you can get instructional designers who can deliver that, well, you got gold…
E-Learning Industry is projected to grow to close to $300 Billion in the next 4 years. With the increase in internet connectivity and the growing millennial workforce in emerging markets, the business climate is extremely promising for high-quality content creators.
Decide the Companies and functions where your expertise is valuable. Your target segment, should be focused, do not try to cover every type of Company. e.g: If you are an expert in Labor law, you should target Legal and Compliance teams in Manufacturing/Capital Goods companies.
Create an e-course using SaaS LMS: SaaS LMS allows free trial periods. Test the LMS’s and pick the one that best fits your requirement. Consider the following criteria while shortlisting your LMS – a) Easy to create content across multiple formats, b) Price, c) Mobile friendly, d) Game-based compatible. Create a library of content including videos, presentations, documents, learning games and assessments for a few of the courses. You will have to showcase these in all your interactions with prospective customers.
Online Marketing: While you will reach out to your existing contacts, online marketing is a very powerful and affordable tool to increase leads. Upload some of your content on your website, Social media pages, YouTube channel and post it on relevant online forums. Setup ads on Google, LinkedIn, Facebook, Twitter, and other social media websites to generate traffic on your website.
Which Learning Management Systems (LMS) are easiest and most affordable for a small company to utilize?
QuoDeck[ is a game based mobile learning management system. It is designed specifically for corporate learning and priced at a level that makes it particularly suitable for small businesses and startups. We have focused on making it easy for non-instructional designers to get started with team training in 10 minutes flat with your existing content.
That being said, it is powering team trainings in large Fortune 500 companies, so it’s not skimpy on features either.
Do give it a spin and tell us what you think of it…
And if you are looking for a larger alternative, you should look no further than Moodle. Just get a cpanel based hosting solution and you would get a one-click deployment option embedded within. Cost wise this should not exceed $100 a year, but it is a complex to configure and manage the system.