In this episode of The Digital Adoption Show, the spotlight is on harnessing employee-centric analytics for data-driven decision-making within the future of work landscape. The podcast delves into the significance and practical implementation of people analytics and learning analytics.Peter Riber, the head of Digital Learning and Analytics at Novo Nordisk, introduces the concept of learning analytics. Learning analytics involves collecting data on individuals' training and learning behaviors, encompassing both formal and informal learning activities. The process involves gathering data from learning management systems to establish a baseline. Peter emphasizes that the real value emerges when this learning data is combined with people data, including attributes like location, age, and gender. However, he cautions the need to differentiate between correlation and causation, highlighting the importance of testing and refining connections.Peter outlines an effective learning analytics framework that emphasizes creating a data lake merging learning data, people data, and behavioral data. This structured approach facilitates evidence-based decision-making in learning and development initiatives, prompting collaboration with business units for data-backed insights.Shifting focus, Ian Cook, Vice President of Research and Strategy at Visier, offers insights into employee retention and engagement through people analytics. He stresses the importance of nurturing employee loyalty by paying attention to their needs and engaging in conversations. While digital algorithms predict employee behavior, human interactions convey interest in retaining employees, often initiated through conversations about their work satisfaction and alignment with goals.Ian delves into the evolution of employee listening processes, advocating for more frequent and focused approaches over annual engagement surveys. Technology enables swift feedback and response cycles, aligning with customer-centric practices and driving a loop of feedback and action.He explores how digital tools enhance engagement by allowing employees to align skills with tasks, providing opportunities for growth and change without disrupting work. Ian suggests dedicating a portion of work time to activities promoting development and change.In conclusion, both Peter and Ian emphasize the importance of leveraging people data for informed decisions. The discussions underscore the transformative potential of data-driven approaches, encouraging collaboration, strategic thinking, and technology adoption to create engaging workplaces and enhance employee satisfaction. Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

In this insightful episode of The Digital Adoption Show, host Shreya Srivastava, a Customer Success Manager at Whatfix welcomes Dawn McKendry, an IT learning manager at Ameris Bank, to discuss how digital adoption is transforming the banking experience for customers. Dawn's 13-year experience at Ameris Bank provides insights into the five-phase digital adoption process that's reshaping banking.The conversation begins with a playful tone and Dawn shares her role, overseeing learning and development at Ameris Bank, ensuring compliance, managing the instructional design team, and collaborating with Whatfix, a digital adoption solution.Digital adoption is spotlighted as a tool driving efficiency and customer confidence. Dawn emphasizes that the modern banking landscape requires quick adaptation to evolving technologies. With digital adoption, employees at Ameris Bank have a reliable resource to swiftly address customer needs, enhancing customer satisfaction and trust.Dawn also underscores the competitive nature of the banking sector, where personalized services are paramount. Whatfix's change management component aids staff in navigating new products and services, enabling seamless interactions with customers and leading to quicker onboarding of new products and services, creating a seamless customer experience.Dawn highlights various features of the digital adoption tool, including tips, workflows, and task lists, that help employees efficiently navigate processes and provide better customer support.The conversation then delves into the role of digital adoption in bridging the gap between traditional and modern banking services. Dawn further explains that digital adoption tools like Whatfix assist customer care centers in providing effective support to customers.Dawn's insights showcase the benefits of digital adoption in enhancing customer support and engagement, as well as improving efficiency within the banking sector. As the conversation concludes, Dawn's advice to other banks centers on managing employee workloads through digital tools and embracing the transition towards digitalization for more effective customer service.  Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

The focus of this discussion centers around digital adoption, which they define as technology that assists users in accomplishing tasks in their moment of need. Kerri explains that Boston Scientific was prompted to explore digital adoption due to the complexity of their global operations and the need to comply with diverse laws and regulations in over 130 countries.Their digital adoption implementation aims to remove barriers for users, improve efficiency, and enhance the quality of their processes. They measure success through both quantitative and qualitative methods, including time savings in performing tasks and reducing the need for support tickets. Additionally, they've seen significant reductions in error rates and a boost in user satisfaction.One interesting aspect of their digital adoption strategy is the creation of a persona named "Nimble," a cute robot that engages users and enhances their experience within the system. Nimble has been instrumental in building a connection with users and driving engagement.Nick commends Kerri's team for effectively communicating the value of digital adoption within just 18 months of implementation, which is commendable given the challenge faced by many companies in conveying the benefits of software investments.The discussion highlights the importance of building a skilled and dedicated team for the project, as well as the need for flexibility and adaptability during the implementation process. Kerri shares how her team spent time learning the tool and understanding their system and users, which proved vital for a smooth and effective deployment of digital adoption.The success of their digital adoption initiative is measured through various quantitative and qualitative metrics, including time savings in performing tasks and reducing error rates. Kerri emphasizes the significance of engaging with the user community to gather feedback and insights, ensuring that the content and tools provided meet their needs effectively.Furthermore, they touch upon the rising profession of digital adoption and how organizations are increasingly investing in this technology. As an early adopter, Kerri provides valuable advice for those starting their first digital adoption project. She encourages them to be creative, open to change, and seek user feedback actively to drive successful implementation.On a lighter note, they share personal experiences with ChatGPT, using it for planning vacations and exploring the fun possibilities the technology brings. The conversation concludes with enthusiasm for the future potential of digital adoption as it continues to evolve and positively impact various domains. Kerri's journey with digital adoption exemplifies the transformative power of this technology in optimizing processes and enhancing user experiences.Overall, the conversation showcases the practical application of digital adoption in a real-world scenario, highlighting its positive impact on user experience, efficiency, and quality in a complex global environment. Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

In this podcast episode, host Nick Roetter, a Strategic Account Director at Whatfix, discusses the concept of a skills-based organization and the role of technology adoption in its success. He is joined by Ben Cowan, the Director of Skills Strategy at Degreed, a leading learning experience platform specializing in skills development and talent management.A skills-based organization focuses on skills as the primary criteria for hiring, development, mobility, compensation, and promotion. This approach allows better utilization of employees' abilities and offers flexible workforce planning.Adopting a skills-based approach benefits the learning space by enabling more targeted and cost-effective learning, leading to better onboarding experiences and addressing the lack of growth for employees.Documenting employees' skills helps uncover hidden talents and experts within the organization, leading to informed decisions about training and development.To get started with a skill-based approach, organizations should prioritize specific use cases that align with their needs and capabilities. Addressing skill gaps and emphasizing the benefits of new technology are essential for smooth implementation.Various software applications optimized for driving a skills-based approach through digital adoption include learning management systems, talent systems, career pathing tools, and skills intelligence platforms.Digital adoption has made a significant impact in various industries, such as contact tracing during COVID-19 and improved communication in healthcare settings.Balancing technical skills with power skills, like critical thinking and leadership, is crucial for driving internal mobility within organizations.Organizations should start implementing digital adoption technology incrementally without waiting for perfection to stay ahead in the ever-evolving business landscape. Being agile and taking action is more effective than waiting for a comprehensive solution. Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

This episode features experienced Whatfix professionals from diverse backgrounds and departments, who talk about their perception of the ever elusive term ‘digital adoption’. A deeper understanding of how various departments within an organization, namely- HR, Product Marketing, Business Development (sales) can utilize Digital Adoption Platforms to their maximum potential and what their adoption curves have been like.Dharshan Chandran, a product marketer who has helped take early-stage enterprise SaaS products to market in various industries sheds some light on ‘userization’. Enlightening comparisons are drawn between personalisation, customisation and userization. He also talks about digital adoption platforms and how they can be best used in the ‘Product Marketing’ department.Arpita Haran talks about technology innovation and how her team of HRs has adapted to DAP. Along with that, she also explains her personal digital adoption story. She speaks with immense experience when she discusses how DAP has helped her ease out onboarding journeys of new folks, managing employee performances and conducting career conversations with her colleagues.Nabras Mohammed, a BD lead at Whatfix gives our listeners a sales expert’s point of view on the many ways in which digital adoption has enhanced his productivity. DAP has helped him get ahead of his competitors and not miss out on any opportunities. He talks about the importance of prospecting tools and competitor tools in the sales function.We delve deeper into the concept of Userization, where userization is about making software applications more human friendly. Software applications have come a long way, but users still need help to use them effectively. The goal of userization is to make software applications work for every user, the way they need it.By introducing the "DAP UPSKILL" mini-series, we aim to provide our audience with a comprehensive and insightful learning journey, equipping them with the knowledge and skills to navigate the digital landscape confidently and embrace digital adoption to its fullest potential.Thank you for listening "The Digital Adoption Show." We hope you found this episode and the entire series informative and engaging. Stay tuned for more exciting content as we continue to explore the future of work in the digital era. Your support and viewership are greatly appreciated! Keep learning, keep growing, and stay digitally empowered. Thank you, and see you in the next episode! Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

Colin explains all about personas and their significancePersonas are semi-fictional representations of groups of users or people who share different viewpoints, perspectives, pain points, and challenges related to a specific use case or scenario. They provide value by offering insights into the experience and perspective of individuals, allowing businesses to understand their needs and tailor solutions accordingly. Personas are especially relevant in the context of employee experience and HR functions, as they help identify and address challenges from an employee's perspective.Additionally, personas are used in marketing to target specific products or markets by creating bio personas to find the right audience.Colin’s take on how employee personas can enhance the employee experienceEmployee personas can enhance the employee experience by providing a human element and understanding the experiential impact of new tools and products in the workplace.They help in developing a customer-centric mindset and building empathy towards end users and customers. By focusing on the employee journey, from onboarding to offboarding, personas enable organizations to better understand the needs, preferences, and challenges of employees, thereby allowing for tailored solutions and improved overall experience.An employee personas relation to digital transformation and employee experienceEmployee personas are used in digital transformation and employee experience strategies to incorporate real-world feedback and data from employees. By considering employees as customers, organizations can design products and services that meet their expectations and needs. This approach ensures that the pace of digital transformation aligns with employees' software adoption and supports their evolving requirements. It creates a circular motion where employee personas inform digital transformation efforts, which in turn enhance the employee experience.Colin gives an example of how employer personas have been applied in a real-world scenarioOne notable example is a client in the education sector that embraced design thinking and co-creation principles to develop personas. They were facing the challenge of managing multiple solutions on different timelines and product development cycles while ensuring sustained stakeholder buy-in and value realization. The personas were instrumental in extending the longevity of products and facilitating smooth transitions between them. By considering training, education, user engagement, and buy-in, the personas aided in effectively managing expectations and driving value throughout the technology implementation process.The key points from the discussion on employer personas and HR digital transformationThere are three key takeaways from this discussion. Firstly, it is crucial to involve people early in the HR digital transformation process to secure future engagement and create alignment. Secondly, organizations should consider the impact of new tools or digital services on the employee experience to ensure they add value and minimize frustration or disengagement. Lastly, it is important to set the right pace for digital transformation and not get distracted by chasing the latest trends, but instead, focus on keeping the human element at the center of the transformation efforts.Colin RankinFollow us: Twitter | LinkedInSubscribe: The Digital Adoption ShowLove what you heard? Leave us a review! Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

About Maiken BlokMaiken Blok is a  Senior Manager, Technical Documentation, at BK Medical. She holds a master’s degree in Technical Communication and Localisation from the University of Strasbourg, France, and the TCTrainNet certification.Both as a mentor for tech com students and as part of her commitment to  Danmark as President, she aspires to spread the word about our profession and motivate even more people to join the field of technical communication. The use of documentation in the digital adoption space and how it plays a vital role in improving user experience and software adoption?Maiken explains that documentation serves as a safety net for users in the digital adoption space, providing guidance and support when they face challenges. It helps users navigate products effectively and enhances the user adoption process.Documentation is particularly crucial for legal compliance and ensures a smoother user experience, acting as a backup when users encounter difficulties.A software company, Maiken worked for, implemented a digital adoption platform that included step-by-step guides. These guides significantly reduced the number of support tickets, allowing our customer success team to focus on more valuable tasks. They saw a remarkable 40% decrease in support tickets, as users could easily learn how to perform tasks like creating projects or tracking time through the guides. This freed up time for proactive customer service, leading to improved customer relations and higher customer retention rates.Geographical and cultural differences impact documentation practicesCultural differences have a significant impact on documentation practices. Our cultural backgrounds shape how we perceive and interact with information. Factors such as communication style, values, individualism versus collectivism, and even color symbolism can affect the documentation. It is an area that is sometimes overlooked but can greatly influence user understanding and satisfaction.How workflow design methodologies transform the way we work on user-focused contentMaiken explains that to truly transform the way we work on user-focused content, it is essential to understand the user's perspective. This involves immersing ourselves in their role, environment, and cultural context. By knowing what drives the user and their specific needs, we can tailor the documentation accordingly. Consider different formats such as written descriptions, videos, or in-app guides, taking into account factors like user stress levels and available time. User testing is crucial in content creation to ensure that the documentation works effectively for users. It helps identify any areas where users may get stuck or encounter issues, such as a broken in-app guide. By testing with different users and environments, we can improve the documentation and provide users with a more successful experience in completing their tasks.How do the skill set and methodologies of team members impact user-focused documentation?The skill set and methodologies of team members play a vital role in user-focused documentation. When working in a team, the collective knowledge and skills of the team members can be leveraged to create better documentation. A diverse team with different perspectives and nationalities can bring valuable insights and knowledge to content creation. Additionally, a team provides support and backup in case of unexpected events, ensuring continuity and the ability to assist users in different areas, such as support.Measurement of success at each stage of a roadmap for change, including before, during, and after the changeMeasuring success at each stage of a roadmap for change is important to evaluate the effectiveness of the documentation. Before the change, it is helpful to identify existing issues and understand the users' needs. During the change, metrics can be used to track the progress and adoption of the new documentation. After the change, feedback and user testing play a crucial role in measuring the success of the documentation. Here are a few ways to measure success:In-app guidance: Track user engagement with the in-app guidance and analyze their progression through the steps. Identify where users encounter difficulties or drop off, and assess if they still achieve the desired goals despite not completing the entire guide.A/B testing: Conduct A/B tests to compare different approaches and measure which option is more successful in helping users accomplish their tasks. Implement the most effective approach based on the results.Online help analytics: Utilize analytics tools to measure various aspects of online help, such as visitor numbers, page engagement, time spent on pages, and navigation patterns. These metrics can provide insights into how users interact with the documentation and whether they are finding the information they need.Search performance: Evaluate the effectiveness of the search functionality within the online help. Monitor the search queries, assess if users are finding relevant results, and identify any gaps in the documentation that may require improvement.By collecting and analyzing these metrics, teams can gain valuable insights into the success of the documentation and make data-driven decisions to optimize the user experience.Importance of digital adoption solutions and how they influence people's perceptionsDigital adoption solutions are crucial in today's digitalized world, where we conduct most of our activities online. They simplify processes and enhance the user experience, allowing individuals to navigate and adopt new technologies easily.By utilizing digital adoption solutions, businesses can streamline user onboarding and improve customer experiences, giving them a competitive advantage. Implementing these solutions may require multiple iterations, but listening to user feedback and incorporating it into product improvements positively influences people's perceptions.By prioritizing customer satisfaction, businesses can build a strong brand, generate customer loyalty, and ultimately drive growth. Additionally, digital adoption solutions provide valuable insights into user behavior, allowing content creators to optimize the user experience based on data-driven decisions. Engaging in direct dialogue with users and actively addressing their feedback helps businesses cultivate a community of ambassadors who can positively impact their reputation and attract new customers.User Feedback’s Impact on software development and customer satisfaction User feedback plays a significant role in software development as it helps improve the development cycle and documentation. By listening to user suggestions and implementing changes based on their feedback, businesses can enhance customer satisfaction and meet users' specific needs.Listening to user feedback and implementing improvements based on their needs and preferences leads to happier users. Happy users contribute to a better world by providing positive word-of-mouth recommendations, fostering customer loyalty, and ultimately driving business success. Importance of providing precise and easily accessible help to usersIn today's fast-paced world, time is valuable, and users often have limited time to search for help or guidance. By offering precise and easily accessible help resources in one central location, businesses can save users' time and improve their overall experience with the product.Maiken BlokFollow us: Twitter | LinkedInSubscribe: The Digital Adoption ShowLove what you heard? Leave us a review! 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1. Antoine’s take on skill-based developmentAntoine Brossard explains that skill-based development is a talent management approach that focuses on developing employees' skills, rather than their job titles.This approach breaks down traditional job descriptions into specific skills, which can then be used to match employees with the right opportunities.Skill-based development can help organizations stay ahead of the curve in a rapidly changing world, by ensuring that their employees have the skills they need to succeed.2. Organizations’ belief in the concept of skill-based developmentThe level of commitment to skill-based development varies from organization to organization, Antoine explained. Some organizations are fully committed to the concept, while others are still in the early stages of implementation. However, the trend is toward greater adoption of skill-based development, as organizations recognize the benefits it can offer.Overall, skill-based development is a valuable talent management approach that can help organizations to stay ahead of the curve in a rapidly changing world. However, it is important to be aware of the challenges involved in implementing skill-based development and to have a clear plan in place to address them.3. Examples of industries where skill-based development is being usedSkill-based development is applicable to all industries. In fact, it is becoming increasingly important in today's rapidly changing world. As jobs become more complex and technology changes, employees need to be able to adapt and learn new skills. The healthcare industry is constantly evolving, with new technologies and treatments being developed all the time. Skill-based development can help healthcare organizations ensure that their employees have the skills they need to provide the best possible care to their patients.The manufacturing industry is also undergoing a major transformation, with automation and robotics becoming increasingly common. Skill-based development can help manufacturing organizations retrain their employees for new roles and to stay ahead of the competition.The technology industry is constantly changing, with new products and services being launched all the time. Skill-based development can help technology organizations to attract and retain top talent, and to ensure that their employees have the skills they need to develop new products and services.4. Challenges of implementing skill-based developmentThere are a few challenges that organizations may face when implementing skill-based development. These include:Defining the skills: The first challenge is to define the skills that are needed for each role. This can be a complex task, as it requires an understanding of the current and future needs of the organization.Assessing employee skills: Once the skills have been defined, the next challenge is to assess the skills of each employee. This can be done through a variety of methods, such as interviews, tests, and performance reviews.Developing training programs: Once the skills of each employee have been assessed, the next challenge is to develop training programs to help employees develop the skills they need. These programs can be delivered in a variety of ways, such as in-person training, online training, and on-the-job training.Changing the culture: One of the biggest challenges of implementing skill-based development is changing the culture of the organization. This requires a shift from a focus on job titles to a focus on skills. Employees need to be encouraged to take on new challenges and to learn new skills.5. Four principles for implementing skill-based development:Talk about skills, not roles: In every single conversation, in every single document, in every single process of technology, as much as possible, talk about skills. Not roles, and not only talk about it but use skills at key decision-making moments.Embed skills in all the processes: In learning and development, in leadership development, in rewards mechanisms, and of course performance management solutions.Ensure shared accountability across the organization: If you have a workforce or a leadership team who thinks that skill-based transformation is an HR thing or deliverable, something else is needed. It requires very good advocacy, but also capability.Start gathering dynamic skills information: Use a good enough list of skills, which is helping you right now, and then revise it over time because of technology and AI.6. AI’s Role in skill-based developmentAI has the potential to play a significant role in skill-based development. By automating some of the tasks involved in skill development, AI can help to make it more efficient and effective. This can lead to improved career opportunities, job performance, and job satisfaction for employees.Identifying skills: AI can be used to identify the skills that are needed for different jobs. This information can be used to help employees develop the skills they need to succeed in their careers.Providing training: AI can be used to provide training on the skills that employees need. This training can be delivered in a variety of formats, including online courses, video tutorials, and simulations.Assessment: AI can be used to assess employees' skills. This information can be used to help employees identify areas where they need to improve and to track their progress over time.Recommendations: AI can be used to recommend training and development opportunities to employees. This information can help employees make informed decisions about how to develop their skills.7. Benefits of skill-based development for employeesSkill-based development can provide a number of benefits for employees, including:Increased career opportunities: Skill-based development can help employees develop the skills they need to advance their careers. This can lead to new job opportunities, higher salaries, and greater job satisfaction.Improved job performance: Employees who are skilled in the tasks required for their jobs are more likely to perform their jobs well. This can lead to increased productivity, improved customer service, and reduced errors.Increased job satisfaction: Employees who are able to develop their skills and grow in their careers are more likely to be satisfied with their jobs. This can lead to increased motivation, decreased turnover, and a more positive work environment.Antoine Brossard LinkedInFollow us: Twitter | LinkedInSubscribe: The Digital Adoption ShowLove what you heard? Leave us a review! Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

This episode of The Digital Adoption Show features Ger Driesen, Learning Innovation Leader at  NewSpring. He has over 30+ years of experience in L&D. He also has been partially self-employed as a leadership and skills trainer for 20 years.He is a big advocate of the JTBD approach and its relevance in the L&D space. Ger Driesen’s journey as an L&D professional and the organizations he has worked with so far.Ger has 30 years of experience in the field of L&D. He currently works for NewSpring, a blended learning platform, as a learning innovation leader for six and a half years.He also has been partially self-employed as a leadership and skills trainer for 20 years.He started his career at a Dutch technical company and moved to Fuji Photo Film as a training manager for the Dutch branch of the Japanese company. He has been in the L&D field his whole career and hopes to continue for many more years.Ger’s take on the evolution of L&D - the emergence of new tools, tricks, and shortcuts.Ger believes that every time something new innovations, give new opportunities to make learning and work more productive and easy. He started his career when PCs were brought into the workplace, and his work as an internal training consultant had to do with organizing and facilitating all kinds of PC software training. From that time to now, he says that the pace of everything has increased. He emphasized that the way we use technology determines whether it's good or bad and thinks it's essential to have a balance between the positive and negative aspects of technology.The JTBD approach its  relevance from a professional perspectiveThe JTBD (Jobs To Be Done) approach, as Ger explains, originates from marketing and innovation literature, but it is a focused empathy approach. It starts with understanding what people are trying to achieve in their life, and what the gains and pains are that they experience in that endeavor. By using empathy to design solutions that optimize the gains and minimize the pains, the approach can be highly relevant from a professional perspective.He shares the example of a milkshake study conducted by Clayton Christensen, where the marketing department tried to improve milkshake sales by asking customers about their preferences. However, when they analyzed why people bought milkshakes, they found that commuters wanted something to entertain them during their dull commute and to prevent hunger until lunchtime. By understanding this job to be done, the company made the straws thinner, which lasted even longer, and sales increased. This approach can also be applied to learning and marketing, as it involves identifying the problem and finding a solution based on empathy with the customer's needs.Different types of Jobs-to-be-Done (JTBD) approaches.There are four types of JTBD approaches. The first one is called functional jobs to be done, which relates to the tasks or job that people want to accomplish. The second type is emotional jobs to be done, which refers to how a person is feeling or feels during or after completing the functional job. The third type is social jobs to be done, which is more about status and how people perceive the person doing the job. Finally, the fourth type is consumption chain jobs to be done, which has more to do with how easy or hard it is to have access to the solution. These types of JTBD approaches are relevant to different kinds of personas based on the job that they have to do.Hacks for designers to focus on empathy in learning experience designAccording to Ger, the first hack is to never look at the person, not connected to a job that they want to accomplish, but always connected to the job that they are trying to accomplish. The second hack is to keep in mind the emotional and social aspects of trying to get a job done. Additionally, doing interviews to really understand what people are trying to accomplish is very important. Ger also recommends using the word "exactly" in open-ended questions to open up a different level of answers.Building a better relationship with technology and employees with a focus on the JTBD approachThe key, Ger explains, is to take into account the emotional and social components attached to introducing new technology or adopting technology. If we have a clear eye on these components, it would be helpful for digital adoption. Combining digital adoption with the jobs-to-be-done approach, focusing on the functional jobs and emotional and social aspects, would be a fruitful combination for building stronger relationships. Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

 Tamanna  7:45 Why did Carrie choose to be an L&D leader?Carrie Berg:   7:59 -   Carrie uses an analogy of an eight-lane highway to describe her experience in L&D. She compares sales training to a two-lane highway, which can feel repetitive, whereas L&D offers a variety of lanes to drive down, such as onboarding, leadership development, mentoring, innovation, storytelling, and compliance.-   Although the focus on establishing a learning culture and developing employees remains constant, as an L&D leader, she enjoys the flexibility to approach these goals in different ways. Despite obstacles along the way, Carrie finds the journey exciting and fulfilling as she helps others grow in their careers and personal development. Tamanna  9:21 Carrie’s thoughts on why employees fail to understand the correlation between personal growth and professional growth. Carrie Berg  9:54 -   While people may behave differently in their personal and professional lives, their core values and beliefs remain the same.-   Personal growth is linked to professional growth as people generally want to improve themselves in both areas-   There are many tools available to help individuals become more organized, complete projects, and develop themselves.-   Every moment is a learning opportunity, and one can learn from watching how people interact in different situations, including at work and in daily life.-   Personal and professional growth can be interconnected, and what matters is how one translates those learnings into action.-   Self-awareness is a crucial aspect of personal and professional growth, where individuals need to identify their strengths and weaknesses, understand how their behavior is perceived, and work towards changing it to achieve their goals. For example, if someone wants to grow their sales, they need to assess their sales skills, understand how their approach is perceived by customers, and make necessary changes to achieve better results. Tamanna  11:53 Carrie’s take on how learning at work makes for great leaders. Carrie Berg  12:36 -   People can evolve their emotional intelligence and their ability to connect with others. She believes that acknowledging that everyone has emotions and feels differently allows leaders to grow and become better.-   She used the example of people having different attitudes towards cars, where some keep their car spotless while others do not care about its cleanliness, but both methods serve the purpose of transportation.-   Leaders who appreciate and validate different perspectives and attitudes can learn from others and grow. It is crucial for employees to understand that everyone is unique, and their views and feelings should be appreciated and respected.  Tamanna  15:07 Carrie’s opinion on the role of technology in leadership growth and evolving from peers, specifically in terms of digital transformation, digital adoption, software adoption, and learning in the flow of work and ways in which people can incorporate technology learning into their daily lives. Carrie Berg 15:42 -   Learning through technology is critical for personal growth and professional development.-   Using technology, such as browsing the internet or using software, is a form of learning. Individuals should be open to technology and use it to make their work easier and more efficient.-   People should invest time in finding efficiencies by automating manual tasks. People should have a learner-thinking mindset and always try to find ways to make things easier for themselves through technology.-   Learning in the flow of work is essential and encourages people to look up and learn about new technology when they encounter something unfamiliar. Tamanna  18:40 Carrie’s views on how companies can contribute to an employee’s personal growth.Carrie Berg  19:07 -   Employee is responsible for their own career growth and should not rely solely on their company to provide all the resources needed.-   It's important for employees to take the initiative to find out what programs and tools are available to them and actively engage and learn more.-   Many employees are not aware of their company's learning and development teams and the programs they offer, despite the efforts made to communicate with them through emails and intranet postings. Therefore, it's crucial for employees to take advantage of any resources available to them and seek feedback from others on their work and performance.-   It is important to adapt to communication styles and receive feedback to succeed in moving up within the company. In her analogy, every employee is driving their car on an eight-lane highway and has the power to speed up, slow down, change lanes, and take control of their career growth without waiting for their company to provide everything for them. Tamanna  21:22 Carrie’s personal motto of success.Carrie Berg 22:40 Besides the work hard and being nice to people message, she believes in leaving people with a positive impression and learning from every interaction she has. She is of the opinion that adopting such a mindset will enable her to continually improve and become a more empathetic person.  Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

Here are the top trends, tools and techniques for L&D programs shared by the Top L&D Leaders:Marco Dondi is the Future of Work Expert, and Associate Partner, at McKinsey & Company. He is the Author of ‘Outgrowing Capitalism’- Strategy consultant in economics, banking, labour and education.Ross Stevenson is Head Of Learning at Trainline and Founder of Steal These Thoughts! Simon Gibson is the Group Head of Learning & Development at Marks and Spencer. He is a modern, international, adaptable and experienced Executive level People Leader/Chief Learning Officer. We hope you found the information helpful and we look forward to having you join us for our next episode. Don’t forget to subscribe to our Podcast Channel. Happy Podcasting…. Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

Her career began in retail, starting with a job at a toy store at the age of 16. Despite being aware of the difficulties of working during the holiday season, she took the opportunity and had a great experience. She was introduced to sales and worked her way up in the retail industry for about 10 years before switching to the wireless sales industry at T-Mobile. The switch was encouraged by her husband, despite not being a tech-savvy person. Being a woman in tech has been a fulfilling experience, keeping her on the cutting edge of innovation. Her interest in well-prepared, trained, and informed teams led her to enter the field of learning and development. Although it was not her original plan, she has been in L&D for over five years and has a newfound appreciation for the importance of training in business. What steps do you take to ensure that sales training is effective across different geographies and cultures?As the head of the new hire programming team at GoDaddy, she was responsible for supporting the company's global training program. The team was focused on delivering effective training content and ensuring that the learners are prepared to interact with customers through various channels. The learners were considered the top priority as they played a crucial role in serving the entrepreneurs using GoDaddy's products. Her team put significant effort into building training programs that integrate systems and concepts and focused on building muscle memory through roleplay and practice sessions with trainers. The training programs were designed to address fundamental human behaviors, such as empathy and problem-solving, and build trust with the customers. The goal was to solve problems and earn the right to suggest additional options through the law of reciprocity.What is your approach to measuring the ROI of non-revenue generating roles?Measuring the impact of training programs can be challenging for stakeholders. To address this, a strong needs analysis is often conducted to establish a baseline and understand the desired outcome. For instance, in the case of a system implementation, the focus is typically on improving efficiency, reducing costs, and saving time. To measure these outcomes, metrics such as task completion time, the number of failure points and the influence of training on the results can be tracked. The baseline is established prior to the system rollout, and evaluations are conducted 30, 60, and 90 days after implementation to compare it to the baseline and determine any shifts in results. Usually, a significant improvement is seen in the 60-day evaluation as users become more familiar with the tool, and by the 90-day evaluation, the tool becomes second nature for them.Can you tell me about a time when you transformed your training and reduced 70% of your support tickets? How did that impact the business outcome?At the start of the pandemic in 2020, GoDaddy, like many other companies, faced challenges with transitioning to remote work. The strain on the training, IT, and systems teams was due to difficulties in setting up work-from-home equipment for new hires. To address this issue, the company created a PowerPoint guide and day-one videos to assist with the setup process. These videos were designed to be more engaging and entertaining than a traditional instruction manual. After testing with a few new hires, it was found that the videos reduced IT help desk tickets on day one by 70%. Should L&D be considered a part of business processes and streamlined along with other business processes?The team responsible for learning and development (L&D) is often recognized for its integration with various other resource teams within a company. While the project management team (PMO) focuses on completing and keeping track of major projects, L&D has to work closely with teams such as recruiting, HR, marketing, product, and operations. This central role of L&D in multiple initiatives within an organization highlights the need for its integration into business processes. If considered part of the business process, gaps in training can be identified earlier, and cost estimates for delivering training can be more accurately determined. Stakeholders may overlook the cost of training, but if it were part of the business process, its cost would be more transparent. As a result, L&D should be considered a crucial component of business processes.Do you have a mantra in mind that you'd like to share with our audience?The head of the new hire programming team at GoDaddy is responsible for the integration of micro-learning into their training programs. They believe that the short video format, commonly seen on platforms like TikTok, can be applied to training to make it more engaging and accessible. The team has set their goal for 2023 as "bringing training into the home," aiming to create a virtual training environment that feels like a real classroom, promoting confidence, competence, and camaraderie among learners. They are currently in the process of planning and developing ways to achieve this objective in the hybrid environment of both in-person and virtual training. Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

Richard’s story of bringing  DAP to Sentry and how the organization adopted to learning in the flow of work.The Sentry story of implementing a digital adoption platform (DAP) revolved around their claims application. The goal was to minimize the disruption to the call centre's workflow and customer responses by minimizing the amount of formal learning that took associates away from their desks. The strategy was successful and had a positive return on investment, reducing the time needed for new hires to be fully trained. The implementation of the DAP also coincidentally prepared the company for the shift to remote work during the pandemic. The implementation of a digital adoption platform (DAP) reinforced the Richard's belief in informal learning, also known as "learning in the flow of work." Initially, there were questions and apprehension from senior stakeholders, but the Richard was able to work through these concerns and show the benefits of a good DAP. The DAP was able to provide the right content at the right time, helping users in their workflow. Richard also had to overcome a previous attempt at implementing a DAP at the company, which had not been successful. Richard used a structured template for introducing the DAP to different stakeholders, including Frontline Management and associates. To make the introduction fun, the speaker created online scavenger hunts and contests to encourage engagement with the DAP.What are the aspects of learning that have stayed constant throughout your career? The core aspects of learning include practice, repetition, reflection, and feedback. A DAP allows for a more intentional design of learning assets and can shrink learning intervals. \Additionally, a DAP can strengthen new user confidence once they have completed formal training, and it is difficult to measure but it has been beyond measure in Richard's experience.What are some problems that organizations need to address in L&D?He believes that the L&D profession needs to focus on leveraging data and analytics to gain insight into people's performance and build better learning experiences. Additionally, Richard suggests that L&D teams should focus on democratizing learning by having associates participate in delivering, sharing, and coaching. This can help to build a learning culture, where associates feel more connected to the learning process. He also mentions that they have successfully built adjunct faculty teams at previous organizations to help deliver training and leadership skills among associates.How do you measure the ROI of a business from the L&D perspective?He believes that the true return on investment (ROI) from a Digital Adoption Platform (DAP) is seen in the savings from a particular initiative, cites an example from their time at Century, where they used an online resource and coaching sessions to train sales associates, resulting in a savings of nearly $300,000.He also mentions that at Century, they were able to go remote with their claims learning due to the use of Whatfix, which resulted in additional cost savings, he also mentions that the numbers have been published on some websites in Whatfix, which is a DAP platform. Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

We're excited to announce the launch of season 3 of The Digital Adoption Show Podcast by Whatfix! This season, experience the world of organizational change with some of the leading minds from learning and development, HR, Change Management, Digital Transformation and much more.In this episode, we will be sharing 5 secrets to elevate your L&D programs and deliver exceptional learner experiences. We will share proven strategies and best practices for creating meaningful and impactful learning experiences for your learners.Additionally, we will discuss the importance of measuring the success of your L&D programs and the role of technology in enhancing the learning experience.Stay tuned for more such valuable insights and innovative hacks around L&D and subscribe to The Digital Adoption Show Podcast by Whatfix. Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

As we come to the end of this season, here are our top five picks from The Digital Adoption Show Season 2. Marco Dondi Future of Work Expert, and Associate Partner, at McKinsey & Company and Saurabh Guru, Global Head, Customer Success, Whatfix on Discover the skills future employees will need from a McKinsey expert.Bart Schutte is a Director of Digital Learning at Saint Gobain and Arijeet Das Diengdoh, Associate Director of Sales – EMEA at Whatfix, on Transform not train your way to a better business strategy.Tomissa Smittendorf Director, North America Sales Learning & Development at Kellogg Company and Paul Dixon, Director, Strategic Accounts, Sales at Whatfix on how Change Management can transform your perspective on hybrid work culture.Claire Doody Founder and Principal Consultant, at Work in Motion and Ex-Global Director, at Twitter and Akshay Moza, Manager, Customer Success, Whatfix on The 5 Must-Follow Hacks to Build a Future-Proof Workplace.Stella Collins Co-founder and Chief Learning Officer at Stellar Labs and Ajay Kumar, VP- Pre Sales at Whatfix, discussing “Learn the power of doing with Neuroscience”.If you enjoyed our podcast, please write a review on Apple Podcasts, Spotify, or Google Podcasts. For Season 3, we will surely take your feedback into account. Season 3 dates will be released soon, so stay tuned! Happy podcasting!!! Until next time, see you soon. Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

This episode of Digital Adoption Show features Maria David, Enterprise Sales Manager at Whatfix, and Rafaela Endert discussing Why Organizations Should Encourage Employees to Acknowledge Mistakes and Learn from them.7:47 - How would you advise young professionals just starting out? Do they need to prioritize learning over roles?If you don't have the next three years' career plan in mind, because things are changing, you're changing, and you're learning, dont stress about it in the earlier phase of your careerYou learn best when you're out of your comfort zone. You have to find opportunities, take up new responsibilities and you need to push yourself to be brave14:58 -As a leader, how would you encourage other leaders to accept it and include it in the organizational culture?We as leaders have the responsibility to support innovation. It only happens to learn from mistakes and we learn from mistakes. As a leader, you should promote people to take responsibility and focus on improving themselves rather than the mistakesA growth mindset links back to making mistakes. Looking at the bigger picture, if we really encourage our employees to develop, we just need to support them and make that environment for them to try out something different. Otherwise, we as leaders cannot expect our team to perform differently19:18 - How can L&D harness employee productivity with social learning? Social learning has already become a priority in some organisations. Social behaviours are learned by observing and imitating the behaviours of othersEach and every one's individual knowledge is really an absolute treasure. The more we support from a central learning perspective, to encourage and support employees to learn on one hand each other, as much as it’s individually benefiting, but also ultimately a benefit for the company. Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

Claire Doody is Founder and Principal Consultant, at Work in Motion and Ex-Global Director(How We Work), at Twitter. She led the redesign of work at Twitter to support its decentralization strategy. The latest episode of the Digital Adoption Show features Akshay Moza, Manager, Customer Success, Whatfix and Claire Doody on The 5 Must-Follow Hacks to Build a Future-Proof Workplace.4:54 - Technology has become the backbone of the L&D function. How can leaders use technology more effectively while keeping the human element in mind?Experiences can be made more human by using technology. 20 years ago, there was a huge gap between being alone, and working through content on an LMS but today we could have a transformational learning experienceYou've got multiple touch points like Slack and Zoom throughout the employee journey and it's very powerful. Well-designed tech-enabled learning can facilitate the human-centric approach and it can create continuity outside the classroom to build a sustainable relationship across peers which is much more inclusiveTo achieve high standards in L&D, you need to focus on good learning design and facilitation to create those learning experiences. This also creates tension between scalability and the number of touchpoints a learner might have. Meanwhile, there's plenty of content, rotting away on learning management systems that would make you feel very isolated, using e-learning14:45- How do you create a change when building an L&D strategy? What are the three things you keep in mind?The first one is about understanding the business and its purpose. Understand the standard L&D offerings of employee onboarding, training and whatever is vital to your business over the coming years. If your business is going to double in size over the next 18 months, you will benefit from putting in place some diverse hiring and interviewing skills if your organization wants to break into new marketsBe ruthless about what you focus on. You can quickly become an order taker when you come under pressure from various parts of the business. If you don't have a framework for taking things on and rejecting things, you will fall short of the resources or the capacity to take it all on and you can’t go anywhereExpand your thinking and appreciate that very few things can be addressed by learning alone, looking at the mindset, the behaviours with culture and the systems. Ask yourself what's incentivizing people to behave in the way that we're trying to address and what's stopping them. We need to reframe L&D as a performance consultant, so that doesn't always mean that there's going to be training in the solutionClaire Doody LinkedInFollow us: Twitter  | LinkedInSubscribe: The Digital Adoption ShowLove what you heard? Leave us a review! Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

Marco Dondi is the Future of Work Expert, Associate Partner, McKinsey & Company. He is the Author of ‘Outgrowing Capitalism’- Strategy consultant in economics, banking, labour and education.The latest episode of the Digital Adoption Show features Saurabh Guru, Global Head, Customer Success, Whatfix and Marco Dondi on Discover the skills future employees will need from a McKinsey expert.5:17 -In what ways are traditional skills no longer relevant in our organisations and why is there a need for change?If we think of the introduction of technology, and the pace at which technology is changing, many of these technical skills become obsolete in 12 to 18 months.Artificial intelligence has already been deployed and adapted. But if you take a step further and think about the speed of diffusion of these technologies and also as these technologies become better, what all types of activities that they could substitute, that will cause, a lot of change.The rapidity of change will likely force people to not have one job for all their life or even two or three jobs, many people are coming into the workforce today, and they'll have to go through possibly 10 different transitions, some minor, some a bit more significant. Skills that weren't really the focus in the past, it was just focused on either capability, technical skills, the ability to do something, but once you learn it, you're good, you're good for maybe it happens once that you need to learn something else. Whatever you learn, by the time you're 10 years in the labour force, is almost irrelevant, but it's a minor component of what you need, it means that all of these skills have continuously adapted, and continuously learn become much more important than they were the past.12:04 -What is DELTAs approach? Why is it called DELTA?  How can people learn by using it?For Instance, if you go into chemistry, you need to know exactly what elements you're mixing, if you want to get the right compoundOne of the key use of this framework is really to structure much more systematically and consciouslyIf you're a learning and development professional, or if you have an education system, or if you're a teacher, you can start using this to think of how you develop these different elements in my students, in my colleagues or in my organisation21:29 -How DELTAs could help shape education and organisation training?Our education system has been developed, especially the higher education system and the high school system, they are really being designed, mainly focusing on the content and the knowledge, all the assessments are assessing people based on what they know, and what they can conjure up on a test, which means that most of the focus is really going into the subjects and into what you might be asked in a testBut how do I also develop all of these arguably more important traits that will be the ones that future-proof citizens enable them to learn whatever they want in the future? How am I actually doing this? I think many education organisations have been very open to saying, many of these things, I simply haven't prioritised, and that's a chance that even if I say that they are important, we might not be developing in schools because, we're not ration training teachers on them, we are not suggesting specific approaches and modalities develop these different skillsIf you believe that these skills are such an important part of the future and of your life and success, then saying soft skills just seems not to end yesMarco Dondi LinkedInFollow us: Twitter  | LinkedInSubscribe: The Digital Adoption ShowLove what you heard? Leave us a review! Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

Michelle Parry-Slater is the Learning & Development Director at Kairos Modern Learning and the Author of the L&D practitioner's toolkit, The Learning and Development Handbook. Her mission is to support L&D professionals to improve the impact of their profession by taking a strategic, holistic approach to people and workplace development. The latest episode of the Digital Adoption Show features Kriti Arya, Team Lead Business Development, Whatfix and Michelle Parry-Slater on the secret to the success of The L&D Handbook.6:45 -Do you think learning techniques should be changed for different people/ groups/regions? Does the one shoe fits all approach work?Learning and development are actually wearing very comfortable shoes. If you got your comfortable shoes on to move to a new set of shoes, they're new, they're not worn in yet, they can feel different and uncomfortable but we need to perhaps go through that uncomfortableness, ourselves as a professionLearners don't necessarily embrace uncomfortableness, but the people who are learning or need to learn for their jobs deserve the best opportunity to learnWe need to look forward to solving learning challenges with modern ways of working and that's what our learners will be expecting. Therefore we need to figure out a way by which we can provide learning in a way that suits the individuals concerned12:36 -Should the learning approach reflect real life? What advantages does this learning approach offer L&D professionals, and how can they implement it?To buy a car or choose our life partner, we don't do courses for these, we ask our network, friends, and family, we look at magazines, online and YouTube videos and do our own research. So we've got these skills innately, so learning and development professionals really do need to harness the skills of our learners and should focus on giving them what they need when it comes to content or paving the learning pathwaysIt's actually lazy not to help our learners with the right content and learning pathway or force people to go on a course, to force people to wait six weeks to learn something that they need for their jobs right nowCreate communities of practice networks for people to talk to each other about their work and learning to create social interaction, people are loving face to face learning activities but what are they loving? Are they actually loving sitting in a room getting the knowledge dump? or are they loving chatting with their colleagues?17:57 -What would you like to suggest to the young L&D professionals to build the right future?It's always been networking. Some people just hate even the word networking, because it just fills them with dread speaking to strangers and so on. Pushing yourself to meet other people, and engage in community is really what will open your eyes to new ideas, and new opportunitiesFocus on empowerment, if you give young people a voice, they will really come up with some fantastic ideas. So it's not a cliche to say, young people are the future, but sometimes they're not met where they are. They're met with criticism and judgementIf we can reframe, and invite the people who are the future of our profession, into the community of a fully networked invited open space, then I highly recommend that young people push their way in, but I also recommend that everyone else put their hand once probably had and pay it forwardReach out to Michelle Parry-SlaterFollow us: Twitter  | LinkedInSubscribe: The Digital Adoption ShowLove what you heard? Leave us a review! Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

Katie DaCosta is an International Learning Leader & Founder of Purple Nyx consulting. She is a collaborative and forward-thinking Business Leader and Strategist across Learning, Organisational development and Diversity, Equity & Inclusion (DE&I) Having worked across Global technology and service organisations.The latest episode of the Digital Adoption Show features Shreya Srivastava, Customer Success Manager at Whatfix, and Katie DaCosta on 3 ways to create performance-driven cultures through transformational learning strategies.12:03 What did you do differently when managing teams and what was your primary focus?Leaders and managers have a lot of responsibility. Managing remote teams across multiple time zones is even harder. Therefore, it is important to be culturally aware and sensitive to time zonesLanguage and interpretation are also considerations that the whole team should be aware of, sometimes someone says a phrase or says a word, and it is misinterpreted. The confusion over it will be laughed at, explained, and learned fromData should be the key focus area for L&D personnel. This tells us what we need to develop for, and what, who, and why we need to develop for. We can also understand how well we are supporting and improving the skills of the organization and ultimately, its performance20:48 -Being in the L&D department and also familiar with DAP/Digital Adoption Platform, what would be your top 3 objectives you would like to share with the audience? Performance is absolutely crucial for learning and development teams so that the business can deliver quicker, and they have employees who can take on projects quicker and they can make a positive impact In order to develop effective competence and performance, learning and development teams need to think about what is important, which can't be achieved through delivering long, boring training courses. Therefore, they have to think differentlyL&D teams should be constantly looking out to see how we can embed learning into the flow of work to help performance on the job. It could be things like embedded tips, user guides, podcasts, videos and coaching. A key consideration is to make sure our employees have access to this content in an easy wayPartnering with IT teams and product teams is really important so that the learning teams can actually start to embed learning in the portals and tools and performance tools like Whatfix can really help in this as wellL&D teams should focus to solve and close the learning and performance needs. Employees and businesses can do this by understanding the ongoing challenges and issues that impact business performance and planning and implementing training accordingly25:42 What do you think about blended learning and how it can benefit organizations in the long run?Digital learning is generally viewed as linear or path-based, and it can even be viewed as less flexible. The whole concept of digital learning is delivered by technology. It can be a course, an interactive PDF, a video business simulation, a podcast, or an Online Social ForumOn the other hand, classroom learning can also make use of technology, but it's typically delivered live and it takes the learner out of their working day, which is not ideal for any business. But considering blended learning uses various delivery formats. Blended learning pretty much covers the focus on how we learn effectively. It brings other learning mediums into the mix, like social collaboration, Q&A, forums, virtual classrooms, mentoring, coaching, and on-the-job learning stretch projectsKatie DaCosta LinkedInFollow us: Twitter  | LinkedInSubscribe: The Digital Adoption ShowLove what you heard? Leave us a review! Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

“Learning by doing, learning through discovery – that’s my preferred way.” - Stella CollinsStella Collins is Co-founder and Cheif Learning Officer at Stellar Labs. She is a Learning specialist and author. She is an acknowledged expert on the practical application of science-based learning to business performance solutions and is the author of Kogan Page’s sell-out book Neuroscience for Learning and Development. This week's Digital Adoption Show features Ajay Kumar, VP- Pre Sales at Whatfix, and Stella Collins discussing “Learn the power of doing with Neuroscience”.04:36  -What are your thoughts on corporate L&D?Learning and Development leaders are developing and improving their own skills as they realise that the world is changing, and training at work is nowhere near like it used to beAlso, L&D leaders do not necessarily need more qualifications. They need to be more professional about it. And that's where understanding the science of learning can add to that credibility and professionalismWe need to be much more connected to the business because gone are the days when learning and development kind of sitting in an ivory tower and could create content and just hope that people wanted it or just hope that people would choose them08:51 -Tell us a bit about your critically acclaimed book 'Neuroscience for L&D'?The book is a kind lot the reason that I have had this new role for two and a half years is that my co-founder discovered me by reading my book, and my book is about the science of learning. So it's heavily scientificSo the book is very practical. If neuroplasticity is the way we learn, then what does that mean for us in our jobs as L&D whether we're trainers or designers, whether we're delivering or you know, we're kind of supporting learning? What does that mean for us? So it's site very science baseBut the science is explained in the simplest reasonably simple way. It's not too in-depth, but I can lead people on a journey. So they get a bit at the beginning, and then they build on it. And then it's all about so what does this mean we need to do in our real jobs of trading, whether that's trading digitally, whether it's face to face whether you're designing e-learning it's practical10:10 -How do you see the L&D role emerging in the new corporate world?It traditionally sits in HR because both HR and L&D have evolved to be different. But what we need to do is to have L&D emerge as very much a business partner with the businessAnd we should be talking to the business saying, what do you need? What do you need your people to be able to do? And how can we support you in enabling that to happen? And that doesn't mean we necessarily need to teach your people because if they're learning Java, or they're learning some kind of cybersecurity coding, we in L&D, can't do that. But we can perhaps support the process so that those experts within the business who have the skills and the knowledge can teach the next people coming along, how can we support them to do thatFor instance, technical people tend to think that their technical employees need to have all those technical skills, and they kind of forget that actually, they still need to communicate well, influence or persuade or negotiate. And here l&d plays a crucial role by supporting both sets of skills, soft skills and hard skills because they actually go together, and they fit together very wellStella Collins LinkedinFollow us: Twitter  | LinkedInSubscribe: The Digital Adoption ShowLove what you heard? Leave us a review! Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

Nick Shackleton is the CEO at Shackleton Consulting and Former CLO at Deloitte UK. He is awarded for people development, strategy, innovation, and learning content including the Learning & Performance Institute’s Award for Services to the Learning Industry, 2017.This week's Digital Adoption Show features Shagun Vaish, Principal Customer Success Director at Whatfix, and Nick Shackleton discussing An L&D Innovator's Journey who believes in the power of learning.09:32 What are some suggestions for creating a learner-friendly environment? Can you share any examples of how this concept has worked for you?“People are just doing a weird educational ritual that doesn't achieve what they would like to achieve.” - Nick ShackletonNick mentioned that challenges drive our learning, and sometimes those challenges come in the form of a story. But more frequently, they come from our work. Anyone familiar with the Centre for Creative Leadership’s work knows that their challenges are really what drive our learningOn the other hand, In order to support people’s learning, we can do two things. We can challenge them and look at the challenges they already have in their jobs and create the resources that support themLikewise, Practical advice is to focus on either creating useful stuff that helps people or challenging experiences that change people. And all of the tools you need to do that systematically, in a data-driven way, are freely available17:30  We know the future of the world and L&D is digital. So, why are social networks and human-centred design so important for the future?“Some organisations increasingly realise that they cannot control their reputation and their external brand independently, they are dependent on their employees to be ambassadors of their organisation.” - Nick ShackletonNick stated that human-centred design is essential across lots of fields. So the reason design thinking is critical is if as a business you want to sell your product, it's not a bad idea to talk to your customersAnd you should take time to understand the needs of your learners if you want your learning services or products to be effective. This will help you not only improve your learning culture but also make your learning services or products more effective and efficientIn fact, when most people join the business, their initial impression of learning is negative, they're just being forced to comply, and complete this. Imagine if you could turn that around, and actually help people to do their jobs more seamlessly. That would influence a lot of things, it would reduce the number of people leaving, improve employee satisfaction, and increase productivity. So it would improve the overall experience20:31 Why is it so difficult for a leader to modify his or her leadership style? What effect does this have on organizational change?“Leaders have a huge influence on the culture of an organisation and if you've had to work for a bad leader, it makes every day miserable.” - Nick ShackletonNick also mentioned that we tend to promote people who are good at their jobs. And quite often, that means that they're bad at leadershipFor instance, in some engineering organisations where if somebody is performing very well as an engineer. So they are going to promote him as a leader. And then his natural inclination is to tell everybody else how to do things like him, and that sort of quite infantilizing people and often it means that they lack people skillsPeople often sort of pick up a lot of their leadership styles from their parents. And so their idea of what it means to be in authority, and how you should behave is quite deeply ingrained and embedded. So we have to take the time to actually step into experiences, which develop them in different ways and show them a different way of working with people that aren't merely telling people what to do, and turning people off when they don't do itNick Shackleton LinkedInFollow us: Twitter  | LinkedInSubscribe: The Digital Adoption ShowLove what you heard? Leave us a review! Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

Avery Banta is a Vice President and Head of HRBP, Change Management & Org Development COE Team at Globe Telecom. Experienced in learning and development and HR for more than 15 years. The latest episode of the Digital Adoption Show features Nabras Mohammed, Manager, Whatfix and Avery Banta on how Change Management Transform your Perspective on Hybrid Work Cultures.2:15 - How have Learning and Development been game changers for Globe Telecom?Post Pandemic companies needed to shift learning away from the classroom and upskill an entire workforce to keep pace with digital transformation inside and outside the company. Globe group stood ahead of the learning curveGlobe group stood ahead of the learning curve, by focusing on up-skilling employees for the present and future. We assign numbers to the outcome and we measure it activelyL&D strategies should be an enabler to help organizations get to that vision. It should focus on bringing the aspiration among the employees to go towards the collective goal3:12 - Importance of resilience in today's work culture?Significant changes encountered in work culture post-pandemic, especially hybrid work, technology upgradation, increased software usage, expanded employer’s role, and most important humanization of employees. It's a new set of adjustments altogetherPeople in general, are resilient because we form our habits. But before we even get over the hump, we had to go through the journey of adjusting, finding our groove again and being at ease with that new way of work6:01 - How do you bring change to your organisation?For people who are managing change, changing their mindset should be the priority since even if you give all the skills, train people, and provide them with the tools, they still need to change their mindsetThere's no secret sauce to change. It's never going to be the templated approach. You don't have templates or playbooks in terms of how to manage people's hearts and emotions. So what do we do?Whether it's classroom or online, most people are not happy with their learning. We should focus on bringing the motivation to learn and delivering in the way they consume best Avery Banta LinkedinFollow us: Twitter  | LinkedInSubscribe: The Digital Adoption ShowLove what you heard. Leave us a review! Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

Robert Szabo Vice President, Learning Sciences at Learnshipis enabling global digital transformation in corporate language and communication training.This episode of Digital Adoption Show features Shreya Srivastava, Customer Success Manager at Whatfix, and Robert Szabo discussing the Top 3 hacks to transform your organisation’s learning experience.During his conversation with Shreya Srivastava, Robert had some brilliant insights on how leaders can learn to :Overcome language barriers in the workplaceHow to embed new ways of learning in the traditional organizationsHow Gamification can change the way learning happens in any organization2:31 - Recommendations for the new entrants in L&DThe most important one is to keep up with technological development, which is moving at a more rapid pace than it ever has. Communication skills are critical to be effective in this new way of workWith a lot of people now working in remote teams and who have never met each other physically, people need to be aware that the skills that are required by employers these days are constantly evolvingWith organizations re-skilling and up-skilling their employees, employees should take proactive steps to equip themselves with the skills they will need in the future5:55 - Impact of COVID on the changing mindset of the people learning?We can compare it to as big a historical event as the second world war or women joining the workforce. These things happen to humanity, creating changes that don't disappear quickly and I think the impact of COVID-19 is visible because remote work is not going anywhereCompanies are now reducing office spaces and they enforce remote work policies for the well-being of employees and in other instances, they're controlling costsDigital pedagogy got a big shot in the arm and more jobs have been created in the space of digital curriculum creation and the digital transformation of university offerings9:27 - How do you cope with learning and bridge the linguistic barrier?English has become something of a lingua franca. For instance, if a Japanese guy talks to a Swedish person, they will speak English. English has become an integrative tool where people want to become part of that communityTo address the communication goals, focus on different channels and create a culture where everybody has a voice. Try to set a  benchmark level for each language, which could be neutral in value and try bringing everybody up to that baseline Listen to Robert’s incredible journey on the latest episode of The Digital Adoption Show. Do check it out now.This is one of the special episodes you should not miss.Robert Szabó's LinkedInFollow us:  Twitter | LinkedInSubscribe: The Digital Adoption ShowLove what you heard? Leave us a review! Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

Ian Cook, vice president, of research and strategy at Visier Inc. has Broad experience in driving organizational growth working both as an external consultant and through internal leadership roles.The latest episode of the Digital Adoption Show features Kevin McArdle, Director, of Enterprise Sales at Whatfix and Ian Cook on People Analytics and Traditional HR Practices – Bridging the Gap.4:09 Why companies are separating people management from task management? And what role is that playing today?Driven by pressures, we're seeing organizations trying to rethink the role of a manager, It spans a bunch of different activities, and trying to put all of that onto one person, mostly in the software industry where people follow the agile methodology, organisations are switching to this approach where an individual runs the project or the daily flow of workAnd, the conversations around the relationship with the business, the compensation, Development, Opportunities, growth, durations, mentoring and the whole relationship element are handled by a different manager. Mostly, in cases where people are moving around a lot from project to project to task to taskBusinesses need to start thinking that way, management shouldn't be the only path to earning more money, but management skills should be valued for what they are. And recognising that, management is not doing more of what you're good at, it's doing something completely different21:00 How can companies get better at gaining insights from what the employees are trying to tell them? And how does digital play a role in increasing the level of engagement? We're in this wave three around the employee listening space, where some of our partner technologies do mass surveys, and they have an app where, after an experience, you can give it a star rating. After an experience, you can talk to your phone, they'll record that on a camera, they'll break that down into positive or negative sentiments, and they'll send that to the manager it belongs toWith Digital learning, we don't have to have somebody push a button to send the survey, it can be triggered by an event. And you can have the technology process the answers, and give them to the people who need to understand them. So you're starting to be able to listen a lot more effectively and at a higher frequencyAn employer is not responsible for employee engagement, the employer can create the conditions through which you engage yourself. Now with some of the technologies that are available is this notion of aligning skills with tasks. A set of tasks can be offered and fulfilled by people with different skills, you can up somebody's engagement by giving them the choice to opt into new things to do. For me, if there's a way to make that more accessible to more people, without disrupting the business, that's one of the ways to help lift that connection to work for people31:29 What areas of opportunity would be considered low-hanging fruit?The first step is to understand how people's data can be used to assist managers. This hasn't been a traditional practice. Over the last 10-15 years, a crew of people has built it upBy educating yourself about what's possible, you'll be able to go far beyond what people think is possible. Here is how the experience level of your team has changed over the past quarter based on simple things as regular information feeds to managersIan Cook's LinkedInFollow us:  Twitter | LinkedInSubscribe: The Digital Adoption ShowLove what you heard? Leave us a review! Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

Ross Stevenson is Head Of Learning at Trainline and Founder of Steal These Thoughts!The latest episode of the Digital Adoption Show features Nabras Mohammed, Manager, Whatfix and Ross Stevenson on how organisations can modernize learning: 5 quick hacks to get started. 4:47 -What is the modern learning approach and how organizations can leverage it?The pandemic and actual acceleration of digital technology can be observed as a shared human collective experience. L&D needs to become more tech-centric and better at techA modern learning approach should focus on having the right intention of technology and also the human experience around it. The focus should be on how to still have the human experience in the form of coaching and mentoringTechnology is not a silver bullet, it's not going to replace everything we do in terms of having that connection, sharing experiences, and looking at doing what we've always done for millennia, which is sharing stories, which is what we do in all different ways8:36 -How are companies ensuring a good learning experience with the human experience?Being a tech company, digital has its capacity to provide people with resources to help with in-the-moment problems; it is more long-term skill building or behavioural building, so intentional learning, where you can start somewhere on a digital journeyFor instance, if you want to coach someone or mentor them to become better at a particular skill, they can listen to a podcast or read a resource. But that gives them some theory, what they've learned in the resources, and then you should seek out people with human experience to mentor them or other companies from a leadership perspective that can give you context and content related to coachingBig tech companies take their people to a certain level in the digital space with course catalogues and on-demand content. Still, when it comes to “how do I apply this in my role at my company?” that's where you need the human, so as a part of that experience, they will connect you with other humans who are doing that role17:45 -Organizations often talk about upskilling and reskilling their employees. Do you think this can be streamlined with the help of any framework?When we talk about upskilling or reskilling, the essential thing is, can you go into your organisation now? And can you find the five to ten shared skills that everyone needs to succeed in that organisation? and you'll find that many of them will probably be more human skills. So adaptability, resiliency, looking at the technical side with digital skills or going back to the human side of emotional intelligence, there are probably some core skills everyone needsThe simple framework could be just going out to the organisation data that says what skills people feel like they're lacking today. And then, look at what you feel your organisation needs from a capability perspective, and most L&D teams will have some of that data already to say that these are the core skills everyone needs in any role to be capableFurthermore, data is your best friend in telling you the truth. People share opinions, and there's no data. So, can you get the data and understand how we can impact people? How can we give them value in these reskilling and upskilling opportunities? Ross Stevenson's LinkedInFollow us:  Twitter | LinkedInSubscribe: The Digital Adoption ShowLove what you heard? Leave us a review! Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

“Let’s quit pretending that our clients just don’t understand e-learning or that they lack time to learn.”  David James.David James is the Chief Learning Officer at 360Learning. With over 20 years of experience in people development, with experience as the Director of Talent, Learning, and Organisational Development for The Walt Disney Company across Europe, the Middle East, and Africa. The latest episode of the Digital Adoption Show features David James and Gokul Suresh, Head of Growth and Field Marketing at Whatfix, about The Secret to Building a Strong L&D Culture and Community.08:19 -What do learning and training mean in your previous organizations?In conjunction with Disney, we ran a conference called Welcome to Disney, a day of presentations. The focus is not to explain everything that is happening within the organization but to paint a picture of what is going on and to let you know that it is an exciting time to join the companyThe goal was to make people feel that this was the right company for them, which in the earliest stages is all about engendering a sense of loyalty, but it is also the bedrock of engagement to ensure that people feel satisfied with their decisionWe had a mentoring programme, and we conducted a learning conference each year focused primarily on bringing ideas from outside Disney at the time18:34 -How is L&D structured in a remote learning setup?When it comes to remote learning, the learning and development teams at all levels within the organization were deluded into believing that the online content would solve problemsThe biggest problem that learning and development professionals have with online learning platforms or remote learning solutions is most people do not use them. The reason is not that they lack knowledge of how to learn online, nor do they lack timeThe primary reason is people are aware that generic content can't deliver value, so there is no point in attempting to do so. We might focus on solving the problem rather than delivering a lot of content. Make sure it’s more engaging, which people want to consume itDavid James's LinkedInFollow us:  Twitter | LinkedInSubscribe: The Digital Adoption ShowLove what you heard? Leave us a review!  Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

Peter Manniche Riber is Head of Digital Learning and Analytics at Novo Nordisk. He has been working with digital learning for more than 10 years and has a strong devotion to L&D and how to make it accountable.The latest episode of the Digital Adoption Show features Gokul Suresh Head of Growth and Field Marketing at Whatfix and Peter Manniche Riber on The Secret Sauce to Learning Analytics.2:27 -What is learning analytics and why do you think there is a huge need to evangelize it in the learning and HR community?Through learning analytics, you got some completion data on what people are learning in training, and what activities people are mostly engaging in, this probably might not be in the formal space. But also collect data on the informal stuff it's not really learning activities. But it's definitely things people do in the context of learningMost data are derived from Learning Management systems, learning experience platforms, or whatever systems you have to collect activity on what people are doing on the platform. But that's only going to be vanity metricsWe need to go out and collect data on sales performance, safety, production efficiency and deviances in production, all sorts of business KPIs or indicators, telling us what performance is in the context of where people work, because when we correlate those two things and put them together, we will be able to say if there is a correlation, and we have to make sure that we separate correlation from causation10:04 -Framework To Create an Effective Learning Analytics Strategy?You need a data lake, simply put a repository of learning data of training and activities, people data, and behavioural data. So how are people interacting with the systems in your company, like on teams or Yamm or Google suite? Secondly, How are people accessing these systems, what are people searching on SharePoint, and what are people interested in? Now, analysis can give trends, and trending stuff on Yamm, and you can do all sorts of things that don't violate privacy but is kind of an analysis of what's going onYou can access the data anonymously, and can still manage to identify areas where things are travelling better than others. Then you can ask some questions on whether can we see any patterns in training and learning that can help it already with the stuff we historically know. What do we need to design something that can change the rating from X to Y? Then, we should focus on working from there. That offset is much better than just the gut feeling around we need a leadership courseLori Niles-Hofmann is one of the people I will mention that you guys should follow. She's doing some of that work around data-informed/ data-driven Learning Design, where you can actually get insights from the sources to create your training, which is a different turnaround 26:33 -What are the skill sets required for learning analytics positions? It requires fundamental strategic skills but the hands-on thing that is super underrated is collecting data. if you're starting all over and need some data proficiency, you need to know what data analytics is and what it isn't. You need to know how to handle data in the systems that you're choosing because there are multiple tools to choose fromWe use Alteryx for pulling the data and structuring it and getting it through the funnels cleaning up the data and loading it into the visualization tools. Tools like Power BI help us interpret data into dashboards, where we are interpreting the data for people, visualising trends, and all sorts of correlations and connectionsMost importantly, the journey around structuring data and looking into data systems requires an exciting curiosity as to how to handle that and a little bit of patience, because it doesn't come super easyPeter Manniche Riber's LinkedInFollow us:  Twitter | LinkedInSubscribe: The Digital Adoption ShowLove what you heard? Leave us a review! Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

Donald H Taylor is a veteran in the fields of learning and development and learning technologies, with experience at every level from design and delivery to chairman of the board. He has chaired the Learning Technologies Conference in London since 2000 and contributed to other conferences worldwide. His annual L&D Global Sentiment Survey, now in its ninth year, attracts responses from thousands of respondents in over 100 countries.The latest episode of the Digital Adoption Show features Donald H Taylor, sharing insights with Prakhar Jain, AVP Sales at Whatfix, on the future of workplace learning and how could you adapt to it.4:40 -During the last two years, how has the L&D space changed since the pandemic?The Major change over the past two years is collaboration, it has become like an antidote, people have been doing more collaborative online learning, using online platforms to share stuff and socialize with one anotherEngagement is a challenge and the reasons for that were things like screen fatigue and people being tired of being online all the timeWe've seen a shift towards people doing coaching and mentoring, remotely via media platforms. People have noticed that it's possible to do that with supportive technology so it's possible to scale it in a way that wasn't beforeThe Major challenge is the technical challenge of moving to a hybrid or online approach for training and learning. People find it very difficult to get the data, the analytics, the influence, and to talk to stakeholders to make them understand what they're doing is valuable18:43 -What is the Global Sentiment Survey? How can organisations utilise it?Global Sentiment Survey which looks at what's changed or what people think will be going to be changed in workplace learning developmentSurvey report comes out often talking to particular countries about what's happened in their geography, and trying to understand why things are different and unique in each place. So the organisations try to work out if some of the things that are happening are unique to their country or area, or perhaps just its local environment23:08 -What should be the organizations' Whiteboards for 2022?Any organisation that wants to work effectively in the future, has to find some way to understand what its people can doWhat differentiates organisations is not the technology, but it's the intellectual property they have and the people they have that make the intellectual property, the thing that differentiates you is your peopleUnderstand what your people can do, what they want to do, and what they would like to do and have honest conversations about it25:15 -How can organizations use new technologies to build a better workplace?We use new technologies to support initiatives to create a better workplace. We need to have the right leaders in place who care about people, and who work with people to develop themselves and the technology then supports thatTechnology helps you to manage people which is invaluable, because the more you can support yourself that the less administration there is, and the more data you have to look at, to understand where you're going and what capabilities your organisation hasA better workplace relies on technology that supports people in engaging and helps in controlling the rapidly increasing churn of employees in the futureDonald Taylor's LinkedInFollow us:  Twitter | LinkedInSubscribe: The Digital Adoption ShowLove what you heard? Leave us a review! Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

Lars Hecker is a Group Instructional Design Specialist at the Mercell Group. He started his L&D journey as an advocate for L&D initiatives. Began his career as a consultant for Mercell in Denmark with an emphasis on end-user training and learning.Digital Adoption Show features Nibu Thomas, the director of information development at Whatfix, and Lars Hecker discussing “The Accidental instructional designer”.3:00 - How did this ‘accident’ happen? What does an Instructional Designer do?Lars Hecker- “I've become an ID accidentally on purpose. For quite many years, I had this gut feeling that education is under-appreciated, and that it has the huge potential long term"The instructional design has become a pocket for anything and anyone working with learning & development and training. Of course, this depends on the organisation you work for, the size of your team and how mature their L&D journey isThe Instructional design team works intensively on setting the strategic plan, developing the learning content strategy, aligning the learning strategy with the business goals as well as implementing the tech stack, which helps achieve the end goalID’s also managed the execution and delivery of education services and create training content. So that's what the life of an instructional designer looks like13:16 - What are some breakthroughs that have disrupted the learning industry?“The mind is not a vessel that needs filling, but wood that needs igniting.” -Plutarch.We have more tools at our disposal than ever before and that opens up a whole range of new opportunities to deliver learning content. In a workplace context, we can now deliver training in the flow of work, if your go-to work is a computer or a mobile device, we can use tools like Whatfix to deliver help on-screen and in-appWe need to implement the age-old governing principles into the context of today's day and needs, not only on the technological side of things but also on the social side addressing issues such as diversity, equity, and inclusionIf you're a mechanic or a doctor, we can use virtual or augmented reality to achieve something similar. We have the technology to do advanced simulation today by combining these governing principles with cutting-edge research on how we learn and with the broad range of tools that are accessible to us16:23 -What are your thoughts on gamification of learning? And what are some alternatives because everybody doesn't want to play a game?Being in L&D, we are content creators, at the end of the day, we are all competing for attention alongside marketers, game designers, and so on. But, can we wrap our content around the mechanics of casual gaming, and get the attention of our learners? There's no substantial evidence supporting the idea of gamification potentially benefiting learners. Because gamification doesn't address the core problem, then what outcome do we want to reward? We’d instead invest in some form of virtual labs or simulated environment. That way we can provide the users with a safe environment where they can do all the mistakes before they go out in the real world, where they can try scenarios that you can perform in our application, but nobody else ever has thought aboutLars Hecker's LinkedInFollow us:  Twitter | LinkedInSubscribe: The Digital Adoption ShowLove what you heard. Leave us a review! Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

Simon Gibson is the Group Head of Learning & Development at Marks and Spencer. He is a modern, international, adaptable and experienced Executive level People Leader/Chief Learning Officer. The latest episode of the Digital Adoption Show features Gokul Suresh, Global Head of Growth and Field Marketing at Whatfix and Simon Gibson on “The Right Balance of Technology for Organizational Learning Development.Quick Takeaways:Recognize how enterprise application adoption and learning can enhance an organization’s digital adoption and literacyThe most effective means for L&D experts to offer instruction remotelyMaking the best technological decision for your company can be challenging19:54 -How do you bridge skill gaps and the best way to deliver learning? The pandemic has had many countries change their approach to digital literacy to their approach on how they interact with these tools, how people shop online and how they can bank online simultaneously, which then blended with the workMicrosoft gave teams away for free to make it as easy as possible for employees to communicate and interact with their fellow employees. and we try to make it as easy as possible. But do we think about the user experience?We should focus on the user experience more important and don't make it hard for the end user. When we talk about collaboration, everybody should be able to use the tools to collaborate, have conversations, have team meetings, capture ideas, share documents, and work on things. Make it easy for the end-user to consume and that's the way you improve the digital literacy Have you ever read the instructions about how to use an iPhone? Think about the details that they've put into how easy it is to turn on their product and how easy is to start using it. We should start focusing on taking a similar approach and then overlay that with what we're doing in an organisation or a business for a process19:54 -How do you see the digital transformation and COVID-19 accelerated digital transformation? What's your take on that?COVID-19 forced us to adopt technologies we didn't want to before. But predominantly around that with the traditional office work and remote work and what we thought before, it's just shone a very bright light on some thingsMy point is we've ignored a function which can give us a lot of flexibility to employees. People can have more flexibility and choice and we can find different people, work in different ways and It's not confined to a traditional structured time bound and I see this as a massive opportunity25:54 -How do you mix and match different modes of training and learning? Can we have a micro-learning aspect to it?You have to get the experience, as rich as you can and make those experiences as meaningful, and impactful as you can make them. For Instance, I want a brain surgeon, using Virtual Reality (VR) to have these first go at, working on someone's brain. It’s quite safe and can't really harm anybody in a virtual reality environment.Finding the right blend of training and the right mix of materials will be challenging. Be that knowledge or insight or a new learning methodology. But, based on how thirsty your organisation is to remain curious and continue to look at new ways to learn or new opportunities to learn that correlate directly with what your business is doingThe focus should not be on learning something that's completely different to what your company or your role is. Because that might not be an appropriate use of your time for blending in the ideal mix and method at the right moment. But, unfortunately, that's the magical solution that everybody's trying to aim forSimon Gibson's LinkedInFollow us:  Twitter | LinkedInSubscribe: The Digital Adoption ShowLove what you heard? Leave us a review! Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

Tomissa Smittendorf Director, North America Sales Learning & Development at Kellogg Company. Having a holistic view of the business, with experience in L&D, Retail Sales, Supply Chain, HR, Sales Finance, Customer Service and DSD. The latest episode of the Digital Adoption Show features Paul Dixon, Director, Strategic Accounts, Sales at Whatfix and Tomissa Smittendorf on how Change Management can transform your perspective on hybrid work culture.05:55 The biggest challenges between consumers, clients & salespeople?When the pandemic hit, Kellogg was able to turn everything to go virtual within 24 hours. In addition, we looked up to new technologies to make things run smoothly and in an engaging mannerVentured out and implemented technologies like Virtual reality, which created an opportunity to look at things through a different lensInstead of deploying your new hire right into the field, focus on leveraging immersive technology that can help people learn. In Kellogs, we leveraged virtual reality to coach people and bring out the best in terms of productivity and learning17:18 -The role of sales leaders in L&D? What is the shift that's occurred?You've got to stay in tune with what's going on in the industry and understand the new age of technology. The important thing is to have a clear roadmap of the way aheadIt isn't the flavour of the month training or anything like that. It's a well-thought-out journey that our Salesforce can go through. And making sure that what knowledge, skills and abilities you need to really make sure that you're upskilling18:54 -What are the missing pieces of a roadmap that have to get accomplished?Focus on continued education around revenue growth management. Continue to be smarter and find different and innovative ways to do thingsThe ability to have that financial acumen will continue to be super important as we move forward, and building an omnichannel leadership will be another area of importanceThis session touched upon a range of fascinating sales enablement topics! So if you’re a Sales leader or L&D professional, don’t miss this opportunity!Tomissa Smittendorf's LinkedInFollow us:  Twitter | LinkedInSubscribe: The Digital Adoption ShowLove what you heard? Leave us a review! Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

Erika Van de Yacht is Associate Director, Enterprise Capability at Sentry. She is managing the design, delivery and evaluation of learning and development solutions in support of strategic objectives and organizational development priorities.The latest episode of the Digital Adoption Show features Sumeet Kumar, Senior Vice President Sales, Whatfix and Erika Van de Yacht on Accelerating L&D’s impact through a business-driven learning model.9:41 -Learning and Development play an integral, techno-commercial role in achieving the enterprise's & business goals. What’s your opinion on this?  The rate at which an organisation learns will become the only sustainable source of competitive advantage. With rising complexity, a lot of skills seem to have this increasingly shorter Half-Life, which certainly on the surface makes continuous learning and development just a necessity in achieving enterprise goalsWe have to develop a culture and environment that supports continuous learning and it usually needs to happen within the business and in the flow of work. We need learning to be embedded, or woven into the day-to-day experience of our associates. Whether it is through systems or people that can coach and support in the moment of need14:06 - Every business has a strategy that challenges its needs and L&D would need to support those. How does your team at Sentry deal with it?Our corporate universities support the broad professional and leadership development needs of our organisation, but we also support the business unit level. Whether it's claims, sales, underwriting, customer service, or even our hospitality business, so that's, that's where the golf cart golf course is part of our hospitality businessWe have very close relationships and alignment between our Talk leaders and the learning function to assure we're working on the right things from a business perspectiveI would emphasise developing a cross-sectional way of learning so that we ensure our learning aligns closely with business needs20:46 -What is the mix of projects you have in any specific area, which makes you excited? Or, call it one of your favourites? To focus on? From a personal perspective?Our team is often juggling about 180 projects at a time and I would say actually, the larger the learning team, probably more of those efforts are focused on business-specific learning. Our learning team is actually broken into, learning leaders, instructional designers, and learning performance specialists who work closely with the business and, of course, the important team who helps manage their learning solutions in our LMS, and so onWith so much of that work between the learning leaders and the learning performance specialists who work more closely with the business. I'd have to look at the exact breakdown, specifically on business-related efforts. We also interact with the entire organisation, focussing only on accelerating our leadership development programmeErika Van De Yacht's LinkedInFollow us:  Twitter | LinkedInSubscribe: The Digital Adoption ShowLove what you heard? Leave us a review!Be our guest on the Digital Adoption ShowLove what you heard? Leave us a review!  Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

Bart Schutte is a Director of Digital Learning at Saint Gobain. He is focused on Organizational Learning, and specifically, how enterprises need to adapt to create a real culture of learning leveraging public MOOCs, Personal Knowledge Management, and the abundance of knowledge and learning on the Internet.The latest episode of the Digital Adoption Show features Bart Schutte, sharing insights with Arijeet Das Diengdoh, Associate Director of Sales - EMEA at Whatfix, on Transform not train your way to a better business strategy.03:26 - Is there fear or scepticism regarding artificial intelligence in training? Software vendors continually talk about AI in their products and their ability to recommend learning to people personally, amongst l&d peopleIn Saint Gobain, we use Machine Learning and Artificial Intelligence, for detecting patterns from data in the past so that they can make predictions and we try to implement it in our manufacturing plants, sales & marketing and supply chainThe first step that companies can take around machine learning for the masses, is visualisation. If you can make data visual so that people can see it, and it expresses the insights people can make much better decisions. Visualisation is a lot easier than machine learning09:47 - The biggest challenges confronted by L&D leaders and companiesCritical thinking, problem identification and problem-solving skills are critical. There's been a lot of talk about this becoming increasingly critical but the real challenge is to build those skills inside the people in organizations. It's not just about training, but transforming the company, in terms of skill and cultureIn Saint Gobain, Data Analytics Academy was launched in 2019. We recognise the opportunity, the need to upskill engineers and our plants, to be able to use machine learning on themselves to get insights out of the data they have every day to continually improve productionWhat matters is, what are they able to do with the training and guidance provided. With a good learning experience, we're could see people reduce the energy consumption on a line of production by over 10%. But with traditional techniques, they've never been able to get more than a 1% reduction15:44 - How do you get people to change?Organisational structure plays a very crucial role in transformation. The organisation has to support employees and make it easier for them to do the new thing than the old onesIf data and data analytics are really important, it has to be something that senior leaders should be talking about all the time. Also making sure, that they're walking the talk when they make decisions. They're basing it on data and not on intuition. So that's the most important thing that has to happen if you want to get individuals to change20:54 - What is the significance of employee experience in driving successful digital transformation?People approach the employee experience from many different dimensions. What's important is that the learning should be as close to the moment of need on the job. It is imperative to design all of their programmes to be about real things that people have to get done on the groundAs L&D practitioners, we should focus on creating an environment that promotes collaboration and encourage employees to take up different thingsBart Schutte's LinkedInFollow us:  Twitter | LinkedInSubscribe: The Digital Adoption ShowLove what you heard? Leave us a review!Be our guest on the Digital Adoption Show Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

The Digital Adoption Show today features Lou Tedrick, the Vice President of Learning & Development at Verizon. Lou will answer a few unsaid questions including How to Create an Outstanding Learning Strategy to Prepare Organizations for the Future of Work.Lou is a Human Resources professional with extensive knowledge of organizational development, learning, and development, and employee relations. At Verizon, Lou is responsible for enterprise-wide learning and development opportunities including leadership development, product training, CS and sales skills training (consumer and business channels), HR/compliance training, IT technical training, tuition assistance, and L&D operations monitoring and analytics. Lou manages a virtual team of over 900 learning professionals across the globe.10:17 -What are some of the common digital transformation or learning initiatives that companies should focus on to upskill their employees?Have a strategic workforce planning process and very specific roles as part of a broader job taxonomy. It helps build a clear picture of the critical skills needed for the futureThe technology that's going to be required for the future, not only for our employees but for our business, we need to have highly technical folks. We should always look for ways to keep our technical staff on the cutting edge and at the forefront of technology skillsWe're starting to see people asking us for more work in the areas of leadership, empathy, and generally on how to treat people in an engaging way. So that they feel excited and energised about coming to work. Now, the focus for us is on how to ensure that this paradigm shift continues in a consistent manner16:32 -What are consumer-grade technologies, and then how can enterprises and companies leverage them for creating a better learning experience for employees?Consumer-grade technologies are those we use in our lives outside of work, and we expect them to operate the same way inside our work These platforms are being designed in such a way that we can create really engaging learning experiences, that could be as near to face-to-face as possibleIt's so hard for our employees to keep everything in their minds. What they really need is that simple, digital information at their fingertips while they are supporting a customer while doing their work in the flow of work. Organizations should understand that, it's high time to start engaging employees in the flow of work24:44 -Why do you think there is such a discrepancy in employee behaviour? And how can companies overcome it?Successful companies are those, that truly look for the voice of their employees, appreciate their voice, know about where their employees can pivot, and where you can balance employee needs and business needs together for the same goalYou have to create those types of experiences that are frictionless for employees which are really appealing to them, and also allow them to develop and grow with a business that offers flexibility  Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

Charles Jennings is the Managing director at Duntroon Consultants and, he has worked as Chief Learning Officer at Reuters and Thomson Reuters. He was responsible for developing and implementing learning and performance strategies for 55,000 employees across the globe. Charles has led learning and performance improvement projects for multinational corporations, government agencies, not-for-profits and many other organisations.The latest episode of the Digital Adoption Show features Shubham Bagdia, Enterprise Sales Manager, EMEA, Whatfix and Charles Jennings. They discuss. the topic - is 'The Learning Paradigm to the Performance Paradigm: Challenges and Opportunities.'2:39 - What are your opinion on 'learning while doing and the fundamental differences between training and learning? The vast majority of learning occurs as part of working. We need to take into account the fact that we learn essentially by doingLearning is a product of experience, and learning can only take place if we attempt to solve a problem. Formal training is not enough, the learning that matters happens as part of the work19:03 - What is the best way to transform learning methods into performance metrics that focus on the inputs and outputs of a business?It's almost impossible to demonstrate business value by using learning metrics, Most often it would be things like, are our customers satisfied, or our first-time resolution of problems. Also, other business challenges, like our sales pipeline aren't strong enough, our delivery, our execution isn't fast enough, it could be a whole range of thingsThe key role of l&d is to have a business impact and to make sure that our businesses can survive and thrive. Because if we don't do that, we can spend our lives helping people develop their careers, but their careers are not going to stay in our organisation, they are soon going to be somewhere else, in some other organization26:17- What does the digital learning experience involve? Why should learning professionals be aware of it? If we can create opportunities for work, and new challenging experiences, and then follow up with opportunities for conversation and reflection, it will create connected learning experiences. We need to weave learning into the critical things we need to doThe need to focus on changes in the current learning methodologies, how are we able to create targeted business enablers there, and what value addition we are able to create over there Charles Jennings LinkedinFollow us: Twitter  | LinkedInSubscribe: The Digital Adoption ShowLove what you heard? Leave us a review!  Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

People often talk about the change in work trends since Covid-19 floated, and how we all are preparing ourselves to deal with post-pandemic conditions. Don't you think that this has opened up our eyes for the future of work or it has already arrived?Whatfix's EMEA Partner Partnership Director Paul Toffis hosts today's episode along with the powerpack ladies from Guidehouse, Myra Travin, and Kristen Wright who believe that learning is no longer important while intellectual mastery is the new normal.Listed below is a brief description of our guests.Myra Travin is a Managing Consultant at Guidehouse in a Specialist designation as an Educational Program Manager and Learning Solutions Designer with more than two decades of experience in implementing programs in global IT, Leadership, Change Management, and Performance Management/Learning Metrics.Whereas Kristen Wright is a Change Management Director at Guidehouse with a Ph.D. in English and over ten years of communications, change management, program management, and leadership experience.To Unfold the organizational Intellectual Mastery and how they crack it, check out the episode. Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

Toby Newman, a Learning and Development Manager at Here Technologies, an Open Location Platform firm with its headquarters in the Netherlands and a captivating learning culture. He has worked in a variety of businesses and sectors throughout the course of his 15-year career in learning and development, including telecoms and retail.The latest episode of the Digital Adoption Show features Gokul Suresh, Head of Growth and Field Marketing, Whatfix and Toby Newman on How can individuals and organizations take control of their learning journey.11:36 -How are you continuing to build the learning culture, as an L&D leader?A learning culture is where individuals set up a certain mindset and live by a certain ethos for a certain cause. An ideal learning culture is built when people held each other accountable to that mindset, it is more of a bottom-up approach in an organization where each individual holds accountability and the learning culture build over timeDuring the course of a learning journey, people build a growth mindset which is an insular mindset. It's all about my positivity, my self-development, and my self-awareness, whereas a learning mindset takes a growth mindset and adds sharing to it. Sharing is where you start to push the growth mindset and help the community outwards16:07 -What's your opinion on the learning while doing methodologies? And what role curiosity plays in staying ahead of the curve?Just-in-time training or learning means that I am doing something, for instance, in Excel, I have to stop doing what I'm doing, go off, find how to do it, and then come back and start work that's just time training. To enable just-in-time training you start to incorporate technology into your individual learning habits. Whether it be a learning experience platform, or even things like chatbots, or all those kinds of thingsDigital adoption platforms help stay ahead of the curve because learning in the flow of work is more than a mindset, people can’t spend much time figuring out how to do it during the course of work. Learning while doing methodologies is the blend of technology with your mindset34:29 -How do you think we can have more organisations think about psychological safety?One of the troubles with the challenges with psychological safety is that you've got to give it time, you've got to start thinking about holding each other accountable. You need to empower not just the manager to work out how they think it's right to be a psychologically safe environment but also the employees and the individual contributors of that team, needs to feel to have the incentive to come forward and talk about itManagers that understand how to really develop a team and how to get the most out of a team should be engaged in learning, because they realise that if they can develop their team, and not just get my team to develop with them, then achieving targets, KPIs comes automaticallySo if we're creating a great psychologically safe environment, then everything is positive. There are no negatives to that. Unfortunately, not every manager either has the time or the inclination to do that. Because they're so focused on their targets. There is always a big push from our senior leadership on the importance of improving and self-development, developing and investing in technology to help people developToby Newman LinkedinFollow us: Twitter  | LinkedInSubscribe: The Digital Adoption ShowLove what you heard? Leave us a review! Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

The latest episode of the Digital Adoption Show features Gokul Suresh, Global Head of Growth and Field Marketing, Whatfix and Emily Sheetz on Creating a bridge between work and the future of ways.12:31 -How do you tackle the friction between people from diverse backgrounds to utilise technology in work?Most of our time is spent on a new hire and ensuring that the people are getting on board and understanding the business. We also spend a lot of time making sure that all of our learning materials are up to standard and that the new hire really gets preparedYou've got people from different speciality areas trying to upskill and develop themselves. You've really just been forced into dealing with this and you can't be technically not savvy anymore. You have to have some willingness to engage with technology to get your work done and stay a good employee and stay connected with your team36:27 -What do you think would be the future of L&D? What does it look like?Every company is a technology company, whether you're in health insurance, medicine, or any number of industries, you are actually in the technology industry, because technology is everywhere, and it is everythingThe pandemic has really proven that, if you're not able to get down with technology, you are at a severe handicap, and become super obsessed with targeted learningPeople are working at a job, and they're not in school. You should learn enough about the people, and deliver learning to them that is relevant and meaningful at the moment of their need43:38 -How do we provide contextual help to a person so that they can upskill consistently? Digital Adoption technology is so strong in learning principles. The Digital Adoption platform is a virtual assistant next to you who can walk you through a technology or a software applicationIt is so extraordinary and practical and also solves so many issues that people have with using new software and the business challenges associated with itFor Instance, I would have loved to have somebody sit next to me, the first time I got the iPhone, and I didn't even know how to make a call, I would have loved embedded help, where I could say, hey how do I make the call, ask the dumb questions to this technology Emily Sheetz's LinkedInFollow us:  Twitter | LinkedInSubscribe: The Digital Adoption ShowLove what you heard? Leave us a review!  Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

Mark Nemeth Director, Leadership Development & Learning at Insulet Corporation, shares his first thoughts on the mention of Digital Adoption and Digital Transformation, he interestingly quoted, "If I had more time, I'd write you a shorter letter."The latest episode of the Digital Adoption Show features Gokul Suresh, Global Head of Growth and Field Marketing at Whatfix and Mark Nemeth on How to use Emerging Technologies to Enhance Traditional Approaches to L&D.11:02 - What works over different learning methodologies? Are there any other methods you vouch for?We have an R&D lab within learning and development, where we are testing out new learning modalities, to see if they work with this corporate population that is very diverse. It's really important not only to offer diverse learning modalities but also to blend them into the offerings that you haveIf learners prefer to consume information socially, let them have that connection and provide them with the ability to bounce ideas off of other people in the room. There's a lot of content management and knowledge management, as an L&D professional it's your responsibility to make sure that the right kind of concepts is at those levels and proceed with the newer onesIn a world where it doesn't matter where you physically are, as long as you can connect to your brain, there are some things that are just good to see physically in front of you. For Instance, when we talk about creating a vision and a mission or a purpose statement for your team, we use the analogy of a mountain and climbing a mountain19:53 - Why does that organization prefer traditional learning methods when there are so many other options? Why is that mindset so hard to change?You get muscle memory and you get used to delivering information and facilitating conversations in a certain way we all do. Being in front of a room and facilitating conversation in person, there's so much data you get, just by seeing people's body language and their responses to different concepts, but it's really hard in the  digital spaceWe have been masters at old learning modalities and now we have an opportunity to get more comfortable with new-age digital learning modalities. The more you lean into new learning modalities, the more they actually disappear and, if you close the distance, you get actually a closer, more intimate, more powerful and inspiring connection with the people you are trying to train than if you just stay with one modality or one style, regardless of how used to it you areEveryone has the support of their companies to try new things. When you try it, you will discover a whole section of your population that gets unlocked, and you can see better engagement all of a sudden than you had beforeMark Nemeth's LinkedInFollow us: Twitter  | LinkedInSubscribe: The Digital Adoption ShowLove what you heard? Leave us a review!  Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

Dr Jerry Zandstra is the Chief Strategy Officer at MindSpring. He was the Director at the Acton Institute for the Study of Religion and Liberty.The latest episode of the Digital Adoption Show features Gokul Suresh, Global Head of Growth and Field Marketing at Whatfix and Dr Jerry Zandstra on How to create a learner-friendly learning and training experience?10:46 -How do you handle a situation when you have to satisfy everyone's wants while yet making it comfortable for them?You should ask yourselves, What do you want the learner to build or believe at the end? Who is that learner? Sometimes learning teams get stuck on thinking the learning is about the team that is creating, and you lose focus on the end userSpend a lot of time thinking about the learners and focus more towards what would be their experience and what is their current depth of knowledgeThe training needs to be ideal for an employee who is just starting his/her career with a year of experience and also an old veteran who is on the job for a very long time. Focus on the training methodology where both get the opportunity to learn18:12 -How do you ease the adoption of a complex software setup in a Large Organization? To ease the software adoption, once you have gone through the needs assessment and understood what the requirements are. Microlearning can ease the adoption of a complex softwareThe idea of micro-learning is to create small bite-sized pieces of information and deliver them just in time when people need it. A two-hour course on a new piece of software, won’t be an ideal experience for anyone. Instead, if you let them play with the software and you help them with the prompts, that will help the users take the consecutive stepsDon’t feed information whatever you can in a two-hour session, rather push information toward the user in their time of need and let them learn it on their own it's a very strong and powerful learning experience you can deliver when you're able to pull rather than have things pushed23:51 -How we can derive ROI from the learning experience? What specific critical KPIs should L&D professionals be keeping an eye on?The learning and development team are highly educated and creative. They want to build and after they've built, they don't spend any time thinking about how to market it efficiently. It's a bit of a difficult framework because most people that are in learning and development don’t actively look up to the ROI metricsGenerally, a metric could be anything from reducing injury, increasing purchasing power, gaining market share, and improving efficiency gains. It all has to do with your initial learning objectives. Decide the requirements and build it and once it's built, focus on how we measure it. Have metrics which you will be able to measure and demonstrateOne of the biggest challenges in L&D is, learning teams want to build and deliver the experience. But, how do we know that the learning experience is successful? It isn't just about the learner enjoying it or you have got good feedback over there. There should be physical numbers and you should start focussing on improving them from time to timeDr Jerry Zandstra's LinkedinFollow us: Twitter  | LinkedInSubscribe: The Digital Adoption ShowLove what you heard? Leave us a review! Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

Dr Britt Andreatta is an internationally-recognized thought leader who creates brain science-based solutions for today's challenges. Former Chief Learning Officer for Lynda.com and Senior Learning Consultant for Global Leadership and Talent Development at LinkedIn, Britt is a seasoned professional with more than 25 years of experience. As CEO of 7th Mind, Inc., Britt Andreatta draws on her unique background in leadership, neuroscience, psychology, and learning to unlock the best in people and organizations. She regularly consults with businesses, universities, and nonprofit organizations on leadership development and learning strategy.The latest episode of the Digital Adoption Show features Dr Britt Andreatta, sharing insights with Gokul Suresh, Head of Marketing at Whatfix, on How Organizations Can Use Brain Science to Lead Successful Change Management Initiatives.8:32 -What’s the entire idea of amygdala hijacking for success?Our brain can sometimes kick off the freeze response when we are not in a life-threatening situation. When it does, it shuts off our logical brain and also our self-awareness which is what makes smart people do things they later regret15:34 -Three-phase model of learning Vs Learning By DoingThe three-phase model of learning is how the brain learns. Learning happens first, we have to take that information inThe second phase is to remember, so if that learning doesn't get pushed into long-term memory so we can access it for weeks or years to come, that learning is a waste of timeFinally, most professional learning has to do with behaviour change. When you're changing behaviour/ habits, it's thinking about what are the words and actions you want to see people doing and making sure your learning event is truly getting them on a path to do that in the way that you wantIn professional learning, a big part of how we learn is by doing it and we can't get around by sitting in a room and listening to information. Unless you get up and start doing it, you have not yet formed a neural pathway in your own body. That's how we get people to true behaviour change17:47 - What are the best practices for designing and delivering the learning modules to the employees?Good learning aligns with the way how the brain naturally learns. Users' attention span waves after 20 minutes. Try to build chunks of content in 15-minute segments followed by a processing activity that not only drives behaviour change but also then pushes that learning into memoryLearning is long-lasting if you can attach it to something the learner already knows. Scientists call these schemas and then spend time in practice. So think about how can you attach this new thing that you want them to know, to something that they're already doing or already aware ofIt takes 40-50 reps of behaviour to form a habit and yet, most learning events don’t include any practice. Give people the opportunity to wire that new behaviour. It'll make the whole transition go faster and better if you're helping them get there29:25 -How to tackle the technology adoption challenges? You need to consider how various things need to play together and be sure to explore compatibility because sometimes one solution while it looks great, and seems to have all the bells and whistles, it doesn't play with another core part of your business or another system that it needs toDo thorough reference checks to make sure that the organization you are hiring has successfully done what they are bidding for youDr Britt Andreatta's LinkedInFollow us: Twitter  | LinkedInSubscribe: The Digital Adoption ShowLove what you heard? Leave us a review! Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

Beth Loeb Davies is the Former Director of Learning at Tesla. With 25+ years of experience in delivering cutting-edge talent and learning solutions as an employee of Tesla, Microsoft, Apple, and Gap, and as a consultant. The latest episode of the Digital Adoption Show features Gokul Suresh, Head of Growth and Field Marketing at Whatfix and Beth Loeb Davies on How HR & Learning Departments Ensure Digital Transformation Success10:09 -What's your take on the whole fresh perspectives and the change from the existing notions of HR and L&D?Fresh perspectives are essential for HR and are imperative to stay updated on the latest practices and trendsIn order to keep learning and stay updated on the trends, it’s better to avoid antiquated processes and procedures because people are tired of such HR practices12:47  -Why invisible learning and development is that significant?L&D would be focusing a lot on infrastructure, tools, and how to create an environment where everybody keeps on learning all the time. This also means that our roles in learning and development may be less visible and it's not necessary to deliver an adequately planned session with a speaker and attendees The idea of invisible learning and development is, that we've created tools, infrastructure and methodologies that help people in our organization learn all the time and most importantly enable learning in the flow of work20:03  -What's Tesla's secret sauce for customizing training according to workstyle and culture?Tesla looked at the employee culture during the recruitment process in order to recruit employees with a mindset that allows them to succeed in the company’s cultureSome people might be proficient with technology and others not. Since everyone has different comfort levels and technology access, we should focus on designing different solutions for themBeth Loeb Davies LinkedIn Follow us: Twitter  | LinkedInSubscribe: The Digital Adoption ShowLove what you heard? Leave us a review! Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew 

Kelly Palmer is Chief Learning & Talent Officer at Degreed. She is the co-author of "The Expertise Economy: How the smartest companies use learning to engage, compete and succeed," which focuses on the urgent need to upskill the workforce with the skills needed most for the future of work. The latest episode of the Digital Adoption Show features Gokul Suresh, Head of Global Growth and Field Marketing, Whatfix and Kelly Palmer on Why Adaptive Learning Is What The Future Workplace Needs.Quick Takeaway:Bringing leaders’ attention to the future is the goal of the workplace futurist.The Expertise Economy demonstrates how the most creative companies in the world use learning to engage customers, compete successfully and prosper. Harvard’s Mind, Brain, and Education department spoke with business leaders about reskilling and upskilling the workforce.7:44 - What is your take on the Workplace Futurist?The world of work is changing and all leaders need to think about what's going to happen in the future, the people who are preparing now for the future are those who are going to be most successful and it's hard to think too far into the futureTechnology is impacting the world of work and learning, we should be prepared a few years ahead for the technology that's going to be coming. We have to be ahead of what's coming at us and not be complacent, not just work with the tools we have, we should be anticipating and need to prepare accordinglyA lack of planning can make you realize that you are not at a great competitive advantage for your company and that you're falling behind in terms of innovation. The whole idea behind a workplace futurist is to think about all the things that are happening in the future, but also to help push others to think about what's happening in the future and to get ready for that20:57 -How can businesses adopt and execute upskilling and rescaling to drive digital adoption?The subtitle of the expertise economy is how the smartest companies use learning to engage, compete and succeed. There's a difference between just getting knowledge, and then actually being able to do something with the knowledge that you gainYou've really got to help employees with guidance around what skills are going to be most critical for your company moving forward and digital adoption solutions can help you solve the challengeAmazon is now spending $700 million on upskilling and rescaling their workforce, they understand that automation is impacting their company and their employees in big ways. Amazon is up-skilling the employees to acquire new skills so they can work in other parts of Amazon or outside Amazon. So that's kind of the idea organizations are focussing around upskilling and rescaling strategy32:18 -What's the difference between a learning experience platform and a learning management platform?For decades, the only technology that learning organisations have relied on is a learning management system and it was designed for an administrator so that you could track compliance training and people could register for in-person classroom trainingMost people in L&D believe that the learning management system really has a negative influence on employees and most employees aren't happy with that. A Learning experience platform is not an LMS. It's not a place where you create content, it's actually the layer on top of learning platforms that helps people build a learning ecosystemThe future is headed in terms of technology really focusing on the learner rather than the administrator and also giving the company a view of what people are doing as well as the individualKelly Palmer LinkedinFollow us: Twitter  | LinkedInSubscribe: The Digital Adoption ShowLove what you heard? Leave us a review! Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew