Mobile Business Is On A Roll. Where Is Mobile Learning?

By Mohana Radhakrishnan, VP Client Services, Expertus

Mohana Radhakrishnan, VP Client Services, Expertus

Need it now. On the go. Welcome to life in today’s global enterprise fast lane.

We all feel the burn of escalating business demands. Hyperconnectivity is the new workforce normal. The proof is right in our hands, as we juggle a mounting array of digital devices, cloud-based applications, and password combinations.

Each day is a new opportunity to redefine not only where we work, but also how we get work done. And as organizations rethink the nature of work, itself, a related question soon follows: What does this fundamental shift mean for organizational learning?

According to the Bersin by Deloitte 2013 Corporate Learning Factbook:

“No longer is the L&D function ‘the place’ for learning; instead, the role of the L&D team is to facilitate and enable learning. L&D teams should build skills in performance consulting, gain expertise in new technologies including social and mobile, and work to cultivate strong learning cultures within their organizations.”

Mobile Learning Disconnect?
Lets look closer at one of those important new technologies — mobile devices. A recent Forbes article confirms that, at companies where workers are free to use their own mobile devices on the job, productivity is surging. And not surprisingly, TechRepublic’s recent BYOD Business Strategy Survey reveals that 62% of companies plan to embrace BYOD by year-end.

But despite the presence of mobile devices on the job — and lots of BYOD buzz — learning organizations seem cautious. In fact, according to an August 2012 Gartner Group report, “It’s surprising how few organizations are investing in mobile learning.”

Of the corporations Gartner surveyed, only 8% have extended their learning initiatives to mobile platforms — and only 18% more are expected to offer mobile learning by the end of 2013. Even more surprisingly, almost 60% said they either have no plans to add mobile to their mix by the end of 2014, or they do not know. (See graph.)

So, how should learning professionals view the proliferation of smartphones and tablet devices on the job, and the emergence of BYOD policies that formalize mobile business practices?

Mobile’s Role: Connecting the Dots

Clearly, while “going mobile” sounds promising, it requires a thoughtful approach. Learning leaders recognize that blindly converting an entire catalog of e-learning courses into smartphone or tablet format isn’t a viable mobile strategy.

As we’ve discussed previously, a successful learning experience doesn’t distract or disrupt learners. Instead, it should fuse three key elements — content, context and channel — in a way that supports continuous learning. Ideally, learning should fit seamlessly into an individual’s workflow — integrating with other enterprise systems and leveraging resources from across the organization in ways that feel natural, appropriate and relevant to learners at the moment of need.

Sounds good in theory. However, when those moments arrive — when a worker actually needs expert advice, instruction, reference information, or performance support from peers — is your enterprise LMS prepared to “speak smartphone” or “talk tablet”?

Overcoming Learning Platform Roadblocks

A major barrier to mobile learning adoption has been the lack of learning platforms that not only perform all the functions of an enterprise-class LMS, but also deliver a personalized, continuous learning experience. It’s not enough to support multiple learning modes through a central LMS. Instead, it’s about true, uninterrupted access to the right kind of learning resources and tools — anytime, anywhere, on any device — whether an internet connection is available or not.

Fortunately, with innovation in cloud computing, enterprise integration APIs and mobile development tools, this vision of uninterrupted learning is now a reality. It works. And it’s one of the core strengths in the newest version of the ExpertusONE dynamic LMS.

Learn more by reading the ExpertusONE Mobile product overview. Or see for yourself. Fire up the on-demand “test drive” demo now. We believe the future of enterprise learning should look like this. Let us know if you agree.

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Note from Mohana: If you’d like to discuss your organization’s learning challenges, or you’re interested in understanding more about next-generation enterprise learning solutions – contact me anytime at mohanark@expertus.com.

Image credit: Pixabay

Enterprise Learning: Easy as Breathing?

An Effortless Experience Requires Deep Effort

By Tom Bronikowski, Director of Strategic Accounts, Expertus

Tom Bronikowski, Director of Strategic Accounts, Expertus

Workplace learning. It’s actually a lot like breathing.

Both are vital for us to develop and grow. Both occur continuously. And like oxygen, the elements of learning are everywhere around us in our environment.

But there is also a stark difference between these two functions:

Humans are designed to breathe efficiently — even without conscious thought or effort. Learning, on the other hand, isn’t automatic — even when we’re exposed to new, interesting or important information. But we can improve the odds, with factors that work together to engage employees, customers and business partners in the learning process.

3 Pillars of Strong Learning Ecosystems

Content: The old adage says, “When the student is ready, the teacher will appear.” But learning organizations can’t afford to leave content entirely to chance. The more relevant and compelling your core offerings are, the more effective learning outcomes will be. Of course, a lack of content is problematic — but conversely, an abundance of options can lead to information overload. It’s pays to seek balance. Get to know your audience, and map content to their preferences and behavioral patterns.

Context: Mindfulness matters. If we’re not receptive to learning within our work environment, the game is over before it has begun. But assuming that employees are open to development opportunities, just how seamlessly can learning interventions fit into your business workflows? Again, it’s essential to understand the scenarios that prompt learners to seek information, guidance, resources and reinforcement. Aim to anticipate those moments of need, and make meaningful learning choices available in the appropriate places, as required. Timing is everything. But relevance and timing together are irresistible.

Channel: Of course, with breathing, there’s really only one best choice — the human respiratory system is already integrated into the human body. Unless we’re ill or injured, this system is a highly reliable source of continuous oxygen flow.

But choosing the best workplace learning channel is often much trickier. Our mind and senses may be receptive. Appropriate content may be available to deliver at the moment of need. But in that moment, we also need pathways that connect us easily with sources of learning. And the array of options is expanding at a mind-boggling pace.

Instructor-led classroom training is still the bedrock of corporate learning — but it’s only one variable in today’s learning mix. Add virtual ILT classrooms; e-learning modules; peer-to-peer mentoring; collaborative knowledge-sharing; embedded mobile learning tutorials with real-time social media support, online libraries and contextual search engines, company document repositories…the list of options grows longer and more creative everyday, as technology innovation opens new doors.

To select the best channel mix, again, we must have deep understanding of learning scenarios. That’s where instructional design experts can add tremendous value. But even then – with content, context and channel aligned, learning is not a sure thing. In reality, there are so many potential distractions and distortions along the way, there’s always a possibility that the connection may fall short.

Your LMS to the Rescue?

Workplace learning points of failure aren’t always easy to avoid or to analyze. But this is where learning experts, technology vendors and business managers should work together and focus on moving toward better solutions.

These days, it seems that many learning industry professionals prefer to debate about where LMS platforms fit into today’s mix of formal, informal and social tools. Others seem interested in endlessly discussing semantics — what label is best to describe platforms that support learning in complex, networked environments.

Meanwhile, the clock is ticking. Each day, our customers ask us to help them create better ways to facilitate knowledge transfer, skills development and performance support in real business settings.

The enterprise environment is inherently complex and constantly changing. Learning will always be a part of that process — for any organization’s employees and contractors, departmental and cross-functional teams, business partners and customers.

As our CEO noted last year, when outlining our organization’s commitment to putting learners’ needs first, “Today’s problems can’t be solved with yesterday’s approaches.”

Imagine this: What if we stopped looking at LMS platforms as monolithic, top-down “training delivery” mechanisms? Instead, what if they worked as filters that make it possible to find, use and process actionable information far more easily than we could on our own? What if we saw them as companions that help guide us effortlessly across multiple sources of knowledge, guidance and support and along meaningful, relevant pathways? What if we embraced them as tools that help us shift seamlessly between organizational boundaries, business domains and learning modes?

That’s our goal. It’s lofty — but why not aim high?

The more friction we can remove from workplace learning processes, the better positioned organizations will be to advance their business agendas.

We believe it’s worth the effort.

To see how we put this philosophy into action with the ExpertusONE continuous learning platform, contact us anytime to schedule a demonstration with me or one of my colleagues.

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Note from Tom: What is the future of enterprise learning, in your opinion? To discover more about how cloud learning can play a pivotal role in the future of workforce development and performance management, visit our website. Or email questions and comments to me at thomasb@expertus.com.

Image Credit: Pixabay

Getting Real: Finding Value in LMS Pricing

How to Avoid Costly “Gotchas” When Choosing Your Next Learning Platform

By Kathleen Waid, Senior Director of Client Services, Expertus

Kathleen Waid, Sr. Director, Client Services, Expertus

Are you paying a fair price for your LMS? What is a realistic cost for technology that supports learning across the extended enterprise?

Good questions. Of course, in today’s world, the answers can be difficult to determine. Gone are the days when it seemed sufficient to estimate the price of a standalone LMS platform, and the content and services needed to deliver formal training programs.

But doesn’t this issue give you a Forrest Gump flashback?

“LMS pricing is like a box of chocolates…you never know what you’re gonna get!”

It shouldn’t have to be that way — even in a era where continuous learning is the goal, and requirements for global, networked organizations are increasingly complex. First, let’s take a closer look at how “learning management” is being transformed in several fundamental ways:

1) Innovation is Redefining the Learning Process

Technology is advancing at break-neck speed, along with demand for new cloud-based capabilities that help make learning experiences far more relevant, immediate, engaging, accessible and collaborative.

Meanwhile, the increasing prevalence of social media in corporate environments has opened new channels of informal learning and knowledge sharing that reach far beyond the firewall.

As enterprise innovation advisor Jim Lundy of Aragon Research says, “If you are just on the hunt to replace your existing LMS, you are doing it wrong. The other take is that if you are just buying a standalone enterprise social software platform (ESN) just for social learning, it probably doesn’t do learning well enough.”

2) New Business Context Surrounds the Learning Infrastructure

Lines are blurring between learning and other people-oriented enterprise functions.

According to market advisors at Bersin by Deloitte, “32% of all human resources dollars are now spent on talent-related programs (recruiting, training, leadership, succession, etc.).” What’s more, “Integrated talent management, which is still a new and complex initiative for many companies, is now the equivalent of ‘supply chain management’ in procurement: it’s something any well-run company must do.”

Cracking the Code on LMS Costs – Rules You Can Use

So, what’s a learning technology decision-maker to do? How can you know if LMS pricing is reasonable? Obviously, every situation is unique. However, there are several ways to avoid costly “gotchas” when purchasing a next-generation learning platform:

1) Be Prepared

Boy Scouts get this. They anticipate issues they’re likely to encounter. Learning technology decision makers should, too.

Before you evaluate vendors, take time to create your own detailed list of requirements. This will keep you from focusing on disparate feature lists provided by multiple vendors. It also provides a framework to compare across platforms the level of desired functionality that is included in the base price, while exposing elements that some classify as “optional.” Several red flags:

• RED FLAG: Are important features like advanced reporting treated as “options?” Any vendor who doesn’t consider learning analysis and measurement an integral aspect of today’s LMS environment isn’t focused on delivering value to its customers.

• RED FLAG: Is the data pricing model unclear? Does it make assumptions that are inconsistent with your business goals? How will costs scale with fluctuating demand for content storage? Be sure that the pricing plan supports your learning strategy roadmap, and avoids unexpected costs that are far beyond the standard LMS price.

2) Trust But Verify

Truth is, you’ll never have enough time to prepare for everything, fully. Eventually, you’ll need to rely upon your short list of vendors to fill information gaps and guide you. However, that doesn’t mean you should stop asking questions. In fact, asking questions early and often is the smartest approach. Pay attention not only to the answers themselves, but also consider the way each vendor responds. Several red flags:

• RED FLAG: Is the vendor spending more time pitching a pricing scheme to you? Or do representatives ask clarifying questions and listen carefully to your answers?

• RED FLAG: When you ask questions, are they answered directly, clearly and thoroughly? Do responses consider your perspective, or do they seem to serve the vendor’s interests first?

Get Additional Suggestions Now

For more detailed ideas about how to reduce platform pricing confusion, download full Expertus LMS Success Insights bulletin, “Options Options Options – Is Anything Included?”

Our Objective: Avoid Pricing Guesswork

It may seem unusual for a learning platform vendor to disclose “trade secrets” about LMS pricing. Some might think it’s similar to a magician revealing the secret behind a trick. But learning platform vendors are not illusionists. Learning technology is complex enough without requiring customers to navigate pricing schemes that are incomplete, misleading or unintentionally confusing.

Our goal is to take the guesswork out of you purchase decisions.

To discuss your LMS pricing concerns, feel free to contact us anytime. We value your thoughts, concerns and ideas.

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Note from Kathleen: To see if a cloud-based continuous learning platform like the ExpertusONE LMS makes sense for your organization, learn more at our website or feel free to contact us anytime for a personalized consultation and demo.

Image Credit: Pixabay

Choosing an LMS Provider: What Matters Most?

6 Factors for a Successful Learning Platform Choice

By Kathleen Waid, Senior Director of Client Services, Expertus

Kathleen Waid, Sr. Director, Client Services, Expertus

If you’re an enterprise learning professional, you’re no doubt facing unprecedented challenges and opportunities these days. It’s not just about keeping pace with an extraordinary rate of technology innovation. It’s also about a fundamental change in the perceived mission and purpose of learning organizations.

As Bersin by Deloitte explains in its 2013 Corporate Learning Factbook:

“No longer is the L&D function ‘the place’ for learning; instead the role of the L&D team is to facilitate and enable learning.”

This radical shift from a training-centered “delivery” mindset to a learner-centered “empowerment” approach has tremendous implications for the type of technology needed for workforce development and performance support.

As a result, Bersin says that corporate training budgets are roaring back from recent deficits, to an average annual increase of 10% in 2011 and 12% in 2012. Not surprisingly, much of that spending involves the purchase of new learning platforms.

So Many LMS Choices, So Little Time

Although this news is encouraging, it raises a critical question: How can you be sure that you’re choosing the best next-generation LMS technology for your company?

Industry advisors such as Craig Weiss at E-Learning 24/7 offer detailed insights on How to Buy a LMS, as well as self-help tools for comparison shoppers. This kind of authoritative, independent advice is helpful, especially from experts like Craig who continuously tracks more than 500 LMS offerings.

However, as a next-generation LMS provider, we regularly sit at the table with organizations who grapple with tough technology questions. We see similar issues arise all the time. And we’d like to offer our “insider” perspective on how to find a strong platform fit.

Hint: It doesn’t start with the product. It starts with the vendor.

LMS Vendor Checklist – 6 Key Factors

• Objectives-Driven Demo – What does the product tour reveal? Is it only a cursory functional overview? Or is your head spinning from exposure to a vast kitchen-sink collection of features? Ideally, a demonstration will help you envision how the platform actually supports LMS processes and objectives that are directly relevant and meaningful to your business.

• Change Management Policies – Let’s face it, your business is going to change. But does your prospective vendor truly understand your organization’s need for agility? How easily will the platform adjust to continuous change?

• Implementation Expertise – The success of any LMS goes far beyond its core technology and design. Before you select a vendor, take time to clarify how the platform will accommodate existing content, and how your vendor will manage the data migration process. Furthermore, how competent and committed is the vendor’s professional services organization? Is ongoing customer service a primary strength for your vendor, or is it a weak link? When your business performance is at stake, there is no substitute for experience and reliability.

• Integration History – Of course, vendors know how to integrate elements within their own LMS environment. But are they skilled in seamlessly linking those systems with your existing LMS(s), with enterprise systems beyond the learning function, and if needed, beyond organizational boundaries? Also, be sure to research this essential consideration for leading-edge learning initiatives: Does your vendor offer a healthy REST API library, to ensure smooth, seamless integrations across cloud-based systems?

• Customer Referrals – Many vendors offer extensive customer lists – but how accessible are contacts from those lists? The proof is in the pudding. Don’t hesitate to ask real customers how the vendor manages engagements. Every project has unforeseen shifts in requirements, but it’s critical to understand how changes were managed. Was a change control process outlined in advance? Could the changes have been avoided by more carefully defining the scope of work (SOW)? Was project/relationship management clear, consistent and competent?

• Product Roadmap Input - How much input will your company have in the evolution of your vendor’s LMS platform? What mechanisms are in place to ensure that your suggestions will be considered? Will your voice be heard, or is the provider too large or too internally oriented to engage customers, and incorporate their feedback into product development priorities?

Want to Learn More?

Read the full Expertus LMS Success Insights report, “The Truth and Consequences of Picking an LMS Provider: Who Has Your Best Interests at Heart?”

Or to discuss your organization’s criteria for your next-generation learning platform, feel free to contact us anytime. We value your thoughts, concerns and ideas.

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Note from Kathleen: To see if a cloud-based continuous learning platform like the ExpertusONE LMS makes sense for your organization, learn more at our website or feel free to contact us anytime for a personalized consultation and demo.

Image Credit: Pixabay

LMS Wish List – Coming Full Circle in 2013

Gordon Johnson, VP Marketing, Expertus

Updated Poll Results Underscore Key Issues & Opportunities

By Gordon Johnson, VP Marketing, Expertus

As we roll into 2013, the business world is abuzz with predictions – and the learning and talent management industry is no exception. But yesterday, rising through the noise of New Year’s trend analysis, I heard an inspiring voice from a professional at a leading energy company.

Quoted in the newly published Bersin by Deloitte report, Predictions for 2013: Corporate Talent, Leadership and HR, this innovation advisor underscored the reality faced by corporations everywhere:

“In today’s economy there is no way anybody can be an expert in a substantial part of their total field. The modern ‘renaissance man’ is one who understands how to learn.”

As Bersin’s analysis indicates, the implications are clear. Business conditions are rapidly moving talent management and development toward a far more strategic role in the enterprise. This is great news for those of us who are dedicated to supporting the learning function. But significant challenges lie ahead.

We need better ways to empower these ‘renaissance’ organizational contributors in their learning endeavors. We must become more vigilant about removing structural, procedural and technological barriers. And we must focus deeply on facilitating the learning experience – whenever, wherever and however it’s needed to elevate job performance.

How can LMS platform vendors help? Here’s one way…

Listen to the Learning Community Early and Often

Click to download the 2010 LMS Survey Report

Throughout the years, we’ve regularly asked L&D professionals to offer their ideas on key issues, best practices and technology preferences. This open dialog is essential in shaping our product roadmap to ensure a good fit with market needs and expectations. Rather than keeping the conversation “under wraps,” we prefer to be transparent – so we can gather the broadest, most diverse cross-section of opinions.

For example, late in 2010, we partnered with TrainingIndustry.com to conduct an industry survey about LMS preferences. We gathered opinions from nearly 150 learning professionals, and we published key findings in a report called “The Current and Future State of Learning Management Systems.”

Then last January, when we launched this blog, it seemed wise to check-in again and see if LMS expectations shifted during the previous year. That’s when we re-framed a critical question from the 2010 survey as a simple one-question poll: “What’s On Your LMS Wish List?”

We Hear You, Loud and Clear

During the past year, 398 “Learning in the Cloud” blog readers replied to that informal poll. In June, we offered a mid-year snapshot of the results, comparing 3 key points with the 2010 survey results. Interestingly, sentiment about these 3 key issues have been highly consistent across multiple years, multiple audiences and multiple survey mechanisms:

• LMS satisfaction remains extremely low (only 1% of our poll respondents, even lower than in 2010)
• Personalized learning experiences are desired above all else (18% of respondents)
• Stronger analytics and integration with other systems are both essential to a “complete” platform (14% & 13%, respectively)

Clearly, a significant gap still remains between the perception of today’s LMS platforms and the ideal that most learning professionals envision. We believe this reflects the desire to re-engineer LMS platforms altogether, from a learner’s perspective.

It’s easy to say that an LMS is user-centered. But if the “user” is a learning administrator, then learners will not be served well. It’s entirely different to develop an LMS platform from concept to delivery, with learner needs, behaviors and input as its guiding inspiration. That’s one of the reasons we gather opinions from this blog. It’s just one of many “reality checks” to help us determine priorities.

What’s Your Opinion?

If you haven’t yet voted in the “LMS Wish List” poll, please do. Or feel free to share comments below. We’ll continue to review all input, look for patterns, and report additional findings.

As we said last January, our rationale is simple. We believe that listening is important. We’d rather create LMS technology that fits your needs than force you to accept our worldview. And ultimately, we hope that a spirit of open, collaborative dialogue will lead to stronger learning solutions for all of us in the business of talent management and development.

Here’s to even better learning in the years ahead!

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Note from Gordon: To learn how your organization can benefit today from continuous learning through ExpertusONE, take a 30-minute test drive right now. Or, feel free to contact us for a personalized consultation and demo.

Learning Management and the Swiss Army Suite

Is Your LMS at Risk in a Super-Sized HCM Platform?

By Ramesh Ramani, Founder and CEO, Expertus

Ramesh Ramani, CEO, Expertus

If you’re like me, you’re curiously attracted to innovative gadgets – especially pocket-sized multi-tools. First, it was the familiar red Victorinox Swiss Army knife. Then Leatherman tools followed. Now countless other ingenious variations are available – even some the size of credit cards.

Each year, a slew of new options are introduced just in time for Christmas, and I find myself tempted to buy the latest, greatest designs. However, I resist. Not because I have too many of them. And not because they’re expensive. But because I realize that I simply won’t use them.

When I need to tighten a screw, I dig into my toolbox for my favorite screw driver. When I need to wrap a package, I grab the full-sized scissors from my desktop. Meanwhile, my Swiss Army knife gathers dust – tucked away in the corner of a drawer.

This actually reminds me of what’s happening in the talent management and learning technology space. After high-profile acquisitions involving LMS companies like Plateau, Learn.com and GeoLearning, some industry analysts are heralding the arrival of the all-in-one Human Capital Management (HCM) platform.

Without seeing sales figures for these “super-sized” HR-talent-learning suites, you might conclude that enterprise organizations are abandoning their dedicated LMS platforms in droves, hoping that the switch to all-in-one HCM will satisfy every need. But I’ve seen analyst data that suggests otherwise. And the behavior of our prospects and customers confirms that this just isn’t the case.

Why not? Essentially, for the same reason I hardly use my prized pocket knife. On one hand, it’s reassuring to know that it’s always available in a pinch, and that it promises a broad spectrum of functionality. On the other hand, it doesn’t perform exceptionally well in any capacity. And it certainly isn’t my “go to” choice for specific tasks.

Don’t get me wrong. We understand that all-in-one models are attractive, in theory. We often meet prospects who assume from the start that a “Swiss Army” suite would be ideal. But when they look more closely at their learning requirements, and consider the value that a highly adaptive, dynamic LMS can add to their HCM infrastructure, they usually recognize that a kitchen-sink solution demands too much compromise. Here are several reasons why:

1) Learning is Complex

On the surface, organizational learning may seem like a relatively simple and intuitive process – particularly in a networked environment. However, the practice of enterprise learning and performance support brings challenges that are unexpected by those from other operational areas, such as HR or IT. Representatives from those areas are often involved in purchasing integrated suites – but because they aren’t deeply familiar with learning needs, they’re likely to overlook critical decision criteria. This can be a costly mistake. We often see this after-the-fact, when customers seek us out to rework or replace an LMS that never fully delivered.

2) Learning is Specialized

It’s logical and legitimate to think of learning and development within the context of career progression and talent management. However, the ideal solution isn’t necessarily standardization on an all-in-one HCM suite. It’s naive, at best, to assume that any organization’s particular learning needs will be fully addressed by LMS technology that happens to be available within the “mother” suite. One size does not fit all. Would a surgeon select a Swiss Army blade over a scalpel? Success depends on matching the tools to the context at hand.

3) Learning Reaches Beyond Employees

Increasingly, enterprise organizations are grappling with how best to serve the learning needs of communities that exist outside traditional corporate boundaries – customers, channel partners and the contingent workforce. These learning experiences must be seamlessly integrated with internal information systems and business processes. However, HCM functions by definition focus on internal resources. Therefore, it’s risky to assume that all learning bases will be covered by an HCM suite. Instead, it’s essential to clarify how the LMS component will enable learning and knowledge-sharing across diverse internal and external global audiences.

Conclusion

These are only a few of the reasons for corporate learning professionals to be cautious about embracing an integrated HCM. But these concerns are important. They point to the need for thoughtful discussion about learning requirements – and a thorough analysis of the fit with any “Swiss Army” suite.

Bottom-line: If your LMS is indispensible – in the same way that a good screwdriver often is for me – then you probably want a platform that is optimized for your organization’s unique learning requirements. Don’t just settle for one that is available when you can’t find the tool you really want.

If you’d like to discuss how this applies to your learning environment, we invite you to schedule a consultation or a demonstration of our award-winning dynamic cloud LMS, ExpertusONE.

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Note from Ramesh: What are your thoughts about “Swiss Army Knife” HCM suites, and how LMS platforms should fit in? To learn more about how ExpertusONE stands out as a best-of-breed LMS, and yet fits into any enterprise HCM infrastructure, visit our website. Or email questions and comments to me at rameshr@expertus.com.

Choosing an LMS: Finding True North

When to Take the Plunge and Commit to New Learning Technology

By Caleb Johnson, Director of Strategic Accounts, Expertus

Caleb Johnson, Director of Strategic Accounts, Expertus

In recent years, we’ve seen a fundamental shift in how professionals view enterprise learning. It’s no longer considered synonymous with a series of training events. Instead, it’s now widely embraced as a learner-centered process.

In keeping with this evolving mindset, L&D leaders are re-envisioning all aspects of their organizational development strategies – including their LMS platforms. It’s wise to consider new technologies that can better align with evolving business needs. But these days, the task can be daunting.

Navigating a Sea of Confusion

Learning decision makers shouldn’t have to be overwhelmed or frustrated by the selection process. But unfortunately, too often, they are. The complexity and perceived risks can paralyze even the most motivated organizations. Contributing factors arise from within the enterprise, as well as from external sources. For example:

INTERNAL ISSUES

• Weak IT standards
• An uncertain infrastructure roadmap
• Miscommunication with technical staff or disagreement about business requirements

EXTERNAL ISSUES

• The rapid pace of industry change and technology innovation
• Inability to track or evaluate the vast selection of available platforms and tools
• Confusing or conflicting messages from various vendors about features and functionality

Raising the Stakes in a Brave New Enterprise World

One very visible challenge is the ongoing industry debate about the relevance of LMS platforms in an era of cloud computing, the social enterprise and an increasingly mobile workforce. Late last year, we hosted a Think Tank about this issue, featuring key trends from Bersin & Associates and reactions from top learning executives. (Download “Talent Management Trends and Best Practices of High-Impact Learning Organizations.”)

This year, the discussion moved into high-gear, after several large-scale talent management suite vendors acquired LMS platform providers. Analysts continue to weigh-in on the implications for learning management systems in the talent management mix. For example, former Gartner Group learning technology expert, Jim Lundy, recently suggested that “resistance is futile” and standalone LMS offerings “will be absorbed.”

Other observers seem eager to declare the demise of LMS platforms. However, as I explained in a recent post, this would be a mistake.

Learning industry advisor, Craig Weiss, agrees. Recently he debunked the “LMS is dead” myth in deep detail. While outlining the capabilities of 500+ learning management systems he tracks, Craig offered this summary:

“The LMS is not dead. It’s not dying. It is not requiring an extensive set of variables in order for it to grow. It is not requiring talent/performance management to be an essential feature. It is not becoming a human capital management system. It is becoming something people need and want. And that is a fact…”

Waiting For an LMS Safe Bet?

All these varying opinions beg the question: Is it wise to commit to technology that seems at risk of becoming obsolete?

The truth is – waiting to choose a next-generation LMS is probably your riskiest move. Technology decisions are naturally complicated, and the context surrounding innovation is inherently complex. Therefore, in a world where workforce skills, knowledge sharing and performance improvement often lead to competitive advantage, delaying a learning platform decision can be more costly than moving forward with the best fit among today’s strongest contenders.

A smart way to get started is to learn more about how next-generation platforms are transforming learning in real-world environments. For example, to find out about the benefits of dynamic, cloud-based platforms like the ExpertusONE LMS, I recommend you download the Bersin research bulletin “ExpertusONE and the Dawn of the Continuous Learning Management System.“

Or to learn about continuous learning in action, read case studies like this: Software Giant Lowers Training Costs and Improves Readiness of Global Tech Team with Virtual Learning. (No sign-up required.)

And of course, whenever you’re ready to discuss your needs with learning technology experts, we’re happy to help you consider available options.

Whatever you do – I recommend you get started now. A whole new world of learning lies ahead.

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Note from Caleb: To see if a cloud-based continuous learning platform like the ExpertusONE LMS makes sense for your organization, learn more at our website or feel free to contact us anytime for a personalized consultation and demo.

The Return of the LMS…

Why Your Learning Platform Matters “Now More Than Ever”

By Caleb Johnson, Director of Strategic Accounts, Expertus

“A long time ago, in a galaxy far far away….” So goes the opening text crawl of the classic film, Star Wars.

Caleb Johnson, Director of Strategic Accounts, Expertus

Well it wasn’t that long ago or that far away – but in 2009, Dan Pontefract, one of the learning sphere’s smartest contributors, declared that “The Standalone LMS is Dead.” And the community took notice.

Someone had to speak up. It was already on the minds of many who had struggled for years to integrate legacy systems into corporate work environments. Frustration was at an all-time high – even in our organization, where we’ve specialized in implementing, customizing and managing LMS platforms since their early days in the 1990s.

Yet, this statement sparked a firestorm of industry debate – apparently because some people overlooked the adjective “standalone” before “LMS.” In 2010, Dan clarified his thinking further in a follow-up post “The Standalone LMS is Still Dead…“

“The LMS of today, for many organizations…is a relic from yesterday. If we can turn the existing LMS into a learning, content and collaboration ecosystem…we therefore no longer have a standalone LMS. We have an ecosystem made up of formal, informal and social learning components in addition to having a seamless, federated workflow for the employee.”

Fast-forward to today – and welcome to the era of the next-generation LMS.

It’s a time when learning functionality no longer must be held captive in isolated “training delivery” vending machines. Instead, it’s designed around the skills development, performance support and knowledge-sharing needs of today’s connected, global workforce. It’s built inherently to fit into networked environments, adapt easily to fluid requirements, and respond rapidly to fluctuations in demand. But we’re not the only ones who see the LMS through new eyes.

If last week’s HR Technology Conference is any indicator – many other learning technology vendors and their customers now share this perspective. After all, innovation has been brisk, and numbers don’t lie.

As industry analyst, Josh Bersin, revealed in his LMS market update, companies invested $1.9 billion in training technology systems in the past year. That’s an annual growth rate of more than 14%, even in the face of a global recession.

And the brightest spots in the LMS technology space are platforms designed and developed specifically to drive “continuous learning” by integrating formal, informal, social and collaborative skills development and performance support.

As Bersin puts it, “Now, more than ever, is the time to rethink your learning technology strategy and put in place a long term solution which makes your company a continuous learning organization.”

The concept of continuous learning isn’t new to Expertus. Actually, it’s the heart of the ExpertusONE cloud LMS.

In fact, it was Bersin analyst, David Mallon, who highlighted an early version of our ExpertusONE dynamic LMS when he declared that the market was shifting to continuous learning. (Download the full research bulletin “ExpertusONE and the Dawn of the Continuous Learning Management System.“)

In Mallon’s words, “Establishing distinctions between learning that is formal or informal, structured or unstructured, prescribed or self-directed, or even social or solitary…are of little consequence….For learners, learning is, in fact, continuous…”

No matter what terms the industry ultimately embraces to describe this brave new approach to enterprise learning, we’re excited to be at the forefront of innovation that is rapidly turning the “old school” technology model on its head.

Meanwhile, we recognize that many enterprise organizations still grapple with decisions about how to move gracefully from a legacy environment to a continuous learning approach. Even if you’re not yet ready for an entirely new LMS, viable options are available. For ideas on how to make the most of your infrastructure, read our CLO Magazine article: “What to Do With a Broken LMS.”

Also, if you’d like to discuss your particular needs with learning technology experts, contact us anytime to. We’re happy to offer advice.

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Note from Caleb: To learn how your organization can benefit today from continuous learning through ExpertusONE, visit our website or feel free to contact us for a personalized consultation and demo.

Photo credit: Katrinka Kober

Next-Gen LMS Sparks Talent Development for America’s Youth

Big Brothers Big Sisters of America Takes Learning to a Whole New Level

By Kathleen Waid, Senior Director, Client Services, Expertus

Kathleen Waid, Senior Director, Client Services, Expertus

We’ve all seen sobering statistics about legacy learning management systems. While those platforms once promised to facilitate organizational learning, now they seem to stand in its way. For example:

• 33% of learning professionals think legacy systems actually impede learning
  (The eLearning Guild)
• 45% of learning professionals assign a grade of C, D or F to their LMS
  (TrainingIndustry.com)
• 30% of large companies are replacing or upgrading their learning platform
  (Bersin & Associates)

So – what should you do if you’re one of the many organizations that are heavily invested in a legacy LMS? What steps will move you in the right direction?  Big Brothers Big Sisters of America (BBBS) recently faced this very issue.

LMS Lessons from Big Brothers Big Sisters

BBBS is the nation’s premiere youth mentoring organization. Effective learning is essential to its mission, as president and CEO, Charles Pierson, explains:

“Our ultimate goal is helping our ‘Littles’ (at-risk youth) find their talent spark and develop it into a rewarding career. Providing dynamic, best-in-class training is the number one way we can accomplish this.”

A Big Challenge

BBBS had already invested heavily to enhance its legacy learning platform for delivery of employee online and distance training programs. Yet the system still only reached a fraction of the organization’s 630,000 internal and external audiences (employees, volunteers and mentees).

Two options were on the table:

• Continue pouring time and money into an antiquated system – creating custom modifications and workarounds, and adding social learning tools to extend the platform’s useful life – with no guaranteed outcome.

• Replace the existing software with a cloud LMS that integrates formal and informal learning with social and collaborative capabilities – and is designed to scale and adapt as organizations grow and evolve.

One Solution

After carefully weighing pros and cons, BBBS decided to switch to a cloud-based platform. Next, an extensive vendor search led to the ExpertusONE™ SaaS-driven LMS.

To minimize risks, the new system was first tested in a highly successful pilot program – and then rolled-out nationwide to all constituents.

The Expertus implementation team worked in tandem with BBBS throughout the migration to ensure that existing LMS data and content were properly integrated into the new environment, for a seamless learning experience and error-free training administration.

The new BBBS learning portal (branded “Impact U”) engages learners in a rich, personalized user experience – all driven by a single, robust underlying LMS engine and a catalog of 300+ courses. Highlights include:

• Instant “anytime, anywhere” access to relevant courses, resources, transcripts and status information – all within a unified, coherent web environment.
• Intuitive navigation and simple-yet-sophisticated search capabilities, so learners find what they need quickly and easily.
• Social learning and collaboration tools that reinforce continuous learning, support problem solving and foster relationships across internal and external communities.

At the same time, the new implementation addresses the operational requirements of BBBS’ decentralized, nationwide learning organization. For example, fluctuations in demand are no longer a factor in system responsiveness, because the cloud infrastructure scales as needed for uninterrupted, real-time training delivery. (For more details, download the full BBBS case study.)

Big Results

Only 6 months after full deployment, BBBS has declared its LMS replacement an “incredible success,” citing three key metrics:

• 84% improvement in overall performance readiness – for both internal and external audiences.
• 80% of learners say that they now know how to work better with BBBS.
• Significant costs (time, money and resources) to customize and update the old LMS have essentially been eliminated.

Already, the learning community is recognizing the value of BBBS’ approach. CLO Magazine recently selected John Kulikowski, BBBS Director of Learning & Development, as a 2012 Learning in Practice GOLD Award winner for his Learning Technology leadership.

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Conclusion

While risk is part of any technology implementation, the rewards can be immediate and profound. With a cloud LMS, learning operations can become more efficient and effective. But most importantly, moving to the cloud can have a meaningful, measurable impact on learners. And that translates into business value.

At BBBS, where it’s all about guiding our country’s youth toward productive futures, a better learning experience for all could make a genuine difference in someone’s life. Learning doesn’t get more valuable than that.

Note fom Kathleen: To learn more about the “Impact U” story, download the full case study or watch BBBS’ brief promotional video about the LMS rollout and response. To learn how your organization can apply cloud learning – or to see a personalized demo of ExpertusONE in action – contact me anytime at kathleenw@expertus.com.

Let Nothing Stand Between Learners and Learning

It’s Time to Bridge the Gap

By Ramesh Ramani, Founder and CEO, Expertus

Ramesh Ramani, CEO, Expertus

Today’s LMS market is ripe for disruption – and in my opinion, it’s long overdue.

Information technology has advanced at a dizzying pace in recent years. At the same time, a new young wave of workplace contributors has arrived on the scene, bringing “anytime, anywhere” expectations and social media cultural behaviors that defy every aspect of the traditional enterprise landscape.

What does this mean for LMS vendors? We must radically redefine the “learning management” concept at its core. It’s about meeting learners on their terms – at the moment they need support for diverse performance, development and knowledge-sharing activities. It’s about flexibility to serve a learner’s unique needs, as they shift over time. And it’s about rethinking all aspects of the classic LMS infrastructure, so that cumbersome systems get out of a learner’s way.

Despite an abundance of industry chatter, vendors have been slow to address these critical requirements. And that is precisely why we welcome the challenge.

Yesterday, Today & Tomorrow

To appreciate the new world order, let’s first take a quick look back:

Most first-generation LMS platforms were built more than a dozen years ago to support corporate training operations. Target users were managers and administrators who developed and delivered training programs. Training participants (“learners”) were secondary. For learners, interaction with an LMS occurred behind the firewall – often in response to compliance directives. Learning scenarios typically involved searching for a prescribed course, registering, attending and completing related training activities.

These highly structured LMS mechanisms spawned their own complex support environments – massive course catalogs, manual workarounds to compensate for functional limitations, and user groups to demystify arcane interface issues.

I was part of the learning community in those early days – and so was Expertus. While LMS vendors focused on building software, we focused on services to optimize those systems, and make them relevant in real-world enterprise settings. As our competence grew in integrating, customizing, upgrading and maintaining legacy learning systems, our vision for the next-generation solution became increasingly clear.

That vision is what is now reflected in our cloud-based continuous learning platform, ExpertusONE.

Today’s Problems Can’t Be Solved With Yesterday’s Approaches

Our design philosophy is simple: In the enterprise universe, success revolves around people – employees, customers and business partners. For them, change is the only constant. Therefore to deliver value, our product architecture and functional design must be people-centered – intuitive, agile, flexible and scalable.

How does this translate into LMS characteristics? It’s evident in many ways. For example:

• Simplified user interface
• Streamlined roles and privileges
• Sophisticated search capabilities
• Integrated collaboration tools
• Dynamic, personalized learning plans and
• Support for content delivery in all desired forms/formats

Perhaps this user-centered focus is why ExpertusONE is being embraced by global 500 companies. Perhaps it’s why social enterprise industry analyst Jim Lundy chose Expertus as a 2012 “Hot Vendor” in the Learning, HCM & Talent Management category. And perhaps it’s why e-learning and LMS market advisor, Craig Weiss, recently placed us at the top of his “Extended Enterprise LMS” directory list.

This relentless, user-centered focus is a bold approach. And it’s certainly more easily said than done. But I hope you’ll join us in demanding nothing less than the best user experience from learning platforms, going forward.

With the future of enterprise productivity and performance at stake, we believe nothing should come between learners and learning.

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Note from Ramesh: What are your thoughts about this learner-centered design philosophy? And what potential do you see for cloud computing to transform enterprise learning? To discover more about how cloud computing is playing a pivotal role in corporate learning, workforce development and performance management, visit our website. Or email questions and comments to me at rameshr@expertus.com.