Get pointers on the best practices that need to be considered to ensure maximum return on investment for learning & development initiatives.

1. Development is a Big Deal
with Big Rewards
Kim Egan
James Rasmussen
Co-founder/VP
Development of Vado
Area VP Sales,
Americas of Upside Learning
Cindy Pascale
Co-Founder/VP
Business Development of
Vado

2. 13
165+
clients in
countries
Middle East
New Zealand
S.Africa
Nigeria Kenya Singapore
Venezuela
Established
in 2004
UK
US
Australia
India

3. Custom/ Bespoke
eLearning
Custom/Bespoke
mLearning
Our
learning
solutions

4. Winner of a Silver award in CLO
magazine's 'Learning In Practice
Awards 2011' for UpsideLMSUpsideLMS listed as one of
the 'Five Emerging LMSs to Watch'
in CLO Magazine ('10)
Winner of 7 Apex
Awards of Excellence
('11, '09, '08 & '07)
Winner of 11 Brandon Hall
Excellence Awards
(‘12, '11, '10 & '09)
UpsideLMS featured in the '2010
Top 20 Learning Portal Companies List' &
'2011 & 2012 Watch List‘
by TrainingIndustry.com
Winner of Red Herring 100 Asia
Award in 2008 & finalist
in Red Herring Global 100 ('09)
Winner in Deloitte’s Technology
Fast 500 Asia Pacific 2008 & 2009 program,
and Fast 50 India 2008 program
30+
Awards &
recognitions Winner of
eLearning Team Of The Year
2013

5. Cindy Pascale
Kim Egan
Co-founder/VP
Development of Vado
Co-Founder/VP
Business Development of Vado
Presenters
James Rasmussen
Area VP Sales
Americas of Upside Learning

6. Beliefs
Employees want to develop
Managers want to:
• Help their employees
develop
• Engage and retain their
employees

7. Issues
• Don’t know WHAT to do
• Don’t know HOW to apply

8. Here’s What We’ll Cover
 Why is Development Important
 Difference Between Training & Development
 Here’s What the Research Shows
 Development Best Practices
 How Vado’s Courses are Delivered

9. Why is
Development
Important

10. Top 10 on your
CEO’s List
1. Leadership Development
2. Succession Planning
3. Strategy Execution/Alignment
4. Managing/Coping with Change
5. Talent Management
6. Innovation and Creativity
7. Performance Management
8. Knowledge Retention
9. Engagement
10. Coaching

11. Development is a BIG Deal

12. Development is a BIG Deal
 Leadership and Development budgets are up 15%
 15.3 hours of training
 Average $1,169/Learner
 $60B in 2012
 Big $ is being spent on developing employees

13. BIG Returns if Done Well
 Engagement
 Leadership
Pipeline
 Quality  Market Share
 Innovation Efficiency
 Agility Employee
Retention

14. Skills Gap?
46% of executives are
concerned their workforce
does not have the skills
needed in the next 1 to 2
years

15. Big Consequences
Not Fixing the Skill Gap
 64% face a loss of revenue
 53% will face a delay in product development
 59% face eroding customer satisfaction
 66% anticipate a loss of business to competitors

16. Jack Welch
Former Chairman & CEO, GE
“An organization’s ability to
learn and translate that
learning into action rapidly is
the ultimate competitive
advantage.”

17. Difference Between
Training and
Development

18. Training vs. Development
Training Development
Who Manager Employee
What Manager Employee
When Manager Employee
Where Manager Employee

19. Push vs. Pull
• Companies PUSH Training
• Employees PULL Development

20. Aligned
• Alignment needs to be
shown or communicated to
the learner.
• Learner sees how
developing will lead to
increase personal
performance.

21.  Possess the drive to stand behind ideas,
but prefers amore balanced approach to
managing opposition…Given role
requirements, may need to increase
drive to confront opposition
 Tends to be comfortable interacting in a
variety of business settings…Be sure to
approach certain individuals who are less
social in a more focused manner
 Independent individual who derives
significant gratification from being a self-
starter…However, given the model for
the role, may need to maintain a more
consistent focus on providing support to
others
 Empathic individual who has the ability
to listen effectively and to accurately
understand others’ perspectives…
 Possess the drive to stand behind ideas,
but prefers amore balanced approach to
managing opposition…Given role
requirements, may need to increase
drive to confront opposition
 Tends to be comfortable interacting in a
variety of business settings…Be sure to
approach certain individuals who are less
social in a more focused manner
 Independent individual who derives
significant gratification from being a self-
starter…However, given the model for
the role, may need to maintain a more
consistent focus on providing support to
others
 Empathic individual who has the ability
to listen effectively and to accurately
understand others’ perspectives…
Coaching & Mentoring

22. Self-paced,
Learner
Focused
• Learners need to be able
to access the information
when they need it and
complete it at their own
pace.
• Learners take more
ownership of their learning
and are more engaged in
the process.

23. Adoption of
eLearning
With the adoption of eLearning,
companies experience…
• 21% Cost Savings
• 27% Savings in Study Time
• 32% Faster Training
Implementation Time

24. Modularization
• Organizing an offer into
distinct components to
create greater flexibility
• Business leaders are
demanding modularization
so development is focused
and effective

25.  Possess the drive to stand behind ideas,
but prefers amore balanced approach to
managing opposition…Given role
requirements, may need to increase
drive to confront opposition
 Tends to be comfortable interacting in a
variety of business settings…Be sure to
approach certain individuals who are less
social in a more focused manner
 Independent individual who derives
significant gratification from being a self-
starter…However, given the model for
the role, may need to maintain a more
consistent focus on providing support to
others
 Empathic individual who has the ability
to listen effectively and to accurately
understand others’ perspectives…
 Possess the drive to stand behind ideas,
but prefers amore balanced approach to
managing opposition…Given role
requirements, may need to increase
drive to confront opposition
 Tends to be comfortable interacting in a
variety of business settings…Be sure to
approach certain individuals who are less
social in a more focused manner
 Independent individual who derives
significant gratification from being a self-
starter…However, given the model for
the role, may need to maintain a more
consistent focus on providing support to
others
 Empathic individual who has the ability
to listen effectively and to accurately
understand others’ perspectives…
Coaching & Mentoring

26. 80/20 Rule
• 80% of the effects come
from 20% of the causes
• 80% of the business results
and value comes from 20%
of the experience or content

27. What the
Research Shows about
Instructional Design

28. Scrap
Learning
• Training and development
successfully delivered, but
not applied on the job
• 50% to 80% of all learning
development is scrap
learning

29. Scrap Learning
 2012 Total Learning Investment = $60,000,000,000
Scrap
Retained
Scrap $48,000,000,000 Retained $12,000,000,000

30. Development
Happens in
the Job
• 70% of development
happens on the job

31. How People
Develop
10%
20%
70%
Formal Training Mentoring and Coaching On the Job

32. We learn by
doing

33. Learning
Retention
10%
Read
20% Hear
30% What You See
50% See and Hear
70% What You Say & Write
90% WHAT YOU DO

34. Bridging
the Gap
• 94% seek to speed up
the application of
learning back into the
workplace
• 23% feel they achieve
this

35. How we take
in information
has changed
July 2012
For the first time ever, more
video was watched on the
Internet than on TV

36. Importance of Video
 Absorb 40%
 Learn 200%
 Retain 38%
 Persuade 43%
 Impact 67%

37. How to Draw
Videos

38. Chunked
Learning
• Breaking down information
into bite sized pieces
• Too much information
presented at one time
leads to information
overload

39. In Learning, Size Matters
 “Microlearning satisfies immediate knowledge
needs to enable performance.”
 “Too much consumption at one time can be painful
and stressful, and the value can be lost.”
 “It is often wasteful. Investments of time and
expense may not satisfy the true need.”

40. In Learning, Size Matters
 “Facilitates knowledge acquisition.
 “It is just enough.”
 “Enable employees to learn where they are and to
have learning be integrated tightly into their
work.”

41. Miniaturization
The distilling of a learning
experience into smaller, more
easily consumed packages

42. Miniaturization
 Previously, 1 or 2 day programs
were acceptable
 Shorter and short experiences
with immediate practical
application
 90% agreed they will look to
miniaturize their learning
experiences

43. Improving
Learning
Outcomes
With a Bite-Sized Strategy
• Identify pertinent
information
• Break it down into small
pieces
• Deliver to employees “one
bite at a time”

44. Chunking Information Example
19525456698
1(952) 545-6698

45. You want to train employees on the area of:
Communication
Communication Components
 Listening
 Non verbal communication
 Delivering clear messages
 Writing effective emails
 Keeping others informed
 Adjusting your message to different audiences
 Team communication
Break these topics
into bite sized
learning modules

46. Learning is
Delivered
2/3 On-Line Learning
1/3 Instruction
Led Workshops

47. OpenSesame 20,000+ courses
IT Training
 Total # of courses: 2,946
 4.6% are bite sized
Business Soft Skills
 Total # of courses: 5,314
 11.0% are bite sized

48. Development Best Practices
1. Aligned to organizational objectives
2. Self-paced and learner focused
3. Embed learning into workflow
4. Granular, bite sized, chunked learning
5. Multi-media approach (video, graphics, audio, text)

49. Development
Best Practice #1
Aligned to
organizational
goals & share
alignment with
learners

50. Development
Best Practice #2
Self
Paced, Learner
Focused

51. Development
Best Practice #3
Embed
learning into
workflow

52. Development
Best Practice #4
Granular, bite
sized, chunked
learning

53. Development
Best Practice #5
Multi-media
approach
(video, graphics, audio, text)

54. Development Best Practices
1. Aligned to organizational objectives
2. Self-paced and learner focused
3. Embed learning into workflow
4. Granular, bite sized, chunked learning
5. Multi-media approach (video, graphics, audio, text)

55. Vado’s Courses

56. Chunked, Bit
e Sized
Modules
85 Engagement Courses
• 15 Feedback Courses
75 Project Management Courses
• 15 Topic Areas
• 5 courses per topic

57. Short
Instructional
Videos
• Creates the WIIFM
• Less than 2 minutes
• High-Definition
• Mobile Ready

58. Implementation
Guide and
Job Aid
• Step by step
• Application
• Transition from formal
learning

59. Bill Techau
Frasca International
“We really liked Vado’s approach to training: provide brief instruction
in video format along with written materials that can be applied
during real-life situations, not made up, mock events. The action part
of the training, then, occurs concurrently with actual work.
This has a dual benefit: Training occurs and actual profit-making work
gets done at the same time.”

60. How Vado Courses are Used
 More effective alternative to traditional e-learning
 Mobile Learners
 Blended learning (tools to take action after a workshop)
 Tools to take action on an employee survey or 360 assessment
 “Homework” between coaching sessions

61. “To learn a new skill, the learner
needs to apply it on the job. Vado’s
learning content contains the tools to
apply it. The power of Vado’s
approach is that it activates formal
learning.
If you only have budget for formal
training OR Vado’s courses, choose
Vado, as the courseware provides a
guide to immediate application;
resulting in performance change and
productivity improvement directly
embedded in the workflow.”
Kristin Ford
Chief Effectiveness Officer
Best in Learning
Past President, ASTD-TCC

62. “To learn a new skill, the learner
needs to apply it on the job. Vado’s
learning content contains the tools to
apply it. The power of Vado’s
approach is that it activates formal
learning.
If you only have budget for formal
training OR Vado’s courses, choose
Vado, as the courseware provides a
guide to immediate application;
resulting in performance change and
productivity improvement directly
embedded in the workflow.”
Kristin Ford
Chief Effectiveness Officer
Best in Learning
Past President, ASTD-TCC

63. “To learn a new skill, the learner
needs to apply it on the job. Vado’s
learning content contains the tools to
apply it. The power of Vado’s
approach is that it activates formal
learning.
If you only have budget for formal
training OR Vado’s courses, choose
Vado, as the courseware provides a
guide to immediate application;
resulting in performance change and
productivity improvement directly
embedded in the workflow.”
Kristin Ford
Chief Effectiveness Officer
Best in Learning
Past President, ASTD-TCC

64. OVERVIEW
• 2 Brandon Hall Awards (Silver and Bronze) for Best Advance
in Mobile Learning Technology
• Recognized as the ‘Best New Product Debut’ by Craig Weiss

65. KEY FEATURES
Assessments
Security
Backend
Learner Support Tools
MIS & Reports
Asynchronous Mode
External Course Support
Learning Media

66. KEY FEATURES
Learning Media
• Learning Plan
• Videos
• Courses
• Documents
Benefits
• Variety of learning content supported
Highlights
• Flashcards
• Podcasts

67. KEY FEATURES | Learning Media
Learning Plan
• Allows user to view and access list of learning
plan assigned to them
• Shows ‘Mandatory’ or ‘Optional’ status of the
courses, as assigned

68. KEY FEATURES | Learning Media
Course
• Allows the learner to access HTML chapters
with text and graphics

69. KEY FEATURES | Learning Media
Custom Videos
• Access a video course in MP4 format
• Basic video playback controls like
pause, play and replay provided
• The video can be viewed online or can
be downloaded and viewed offline

70. KEY FEATURES | Learning Media
Documents
• View a document in PDF format
• Enlarge the document using the pinch-zoom
function
• The document can be viewed online or can be
downloaded and viewed offline
• Access document enhancements in iOS versions

71. KEY FEATURES
External Course Support
• SCORM 1.2
• External HTML Course Support
Benefits
• Ability to track and assess learner performance
• Create course content with in-built course authoring tool
• Ready integration for 3rd party video catalogs
Highlights

72. KEY FEATURES | External Course Support
SCORM 1.2
• Learning administrator can upload
SCORM 1.2 compliant course content
• Ability to track learner performance with
standard eLearning content
External HTML Course Support
• Ability to upload and run HTML courses

73. HRCI
Continuing
Education
Receive 1 hour of HRCI
Continuing Education Credits
Program ID:
ORG-PROGRAM-166413

74. Questions?

75. Research Sources
 CEOs Top List: iCP4
 Development is a BIG Deal: Bersin & Associates recent report: The Corporate Learning Factbook:
2011 and The Corporate Learning Factbook: 2012 and The Corporate Learning Factbook: 2013
 Big Returns if Done Well: Bersin & Associates “Building a Borderless Workplace: Predictions for 2011
 Scrap Learning: Dr. Robert Brinkenhoff
 Development Happens on the Job: Department of Labor
 Importance of Video: Yankee Group’s Anywhere Enterprise: 2010 US Unified Communications
FastView Survey,
 Chunked Learning: Dr. George A. Miller, the author of “The Magical Number Seven, Plus or Minus Two”
 In Learning, Size Matters: Malcolm Poulin—in the Feb 19 edition of the CLO magazine
 Learning is Delivered: Bersin by Deloitte in an article titled: The Corporate Training Market is
Exploding, January 30, 2013.
 Is the Future of Learning Bite-Sized: May 1, 2013, by Sebastian Bailey, published by CLO Magazine
 Bridging the Gap – Integrating Learning & Work” 2012 Benchmark study conducted by Towards
Maturity

76. Research Sources
 Skills Gap?: Accenture 2013 Skills and Employment Trends Survey: Perspectives on Training
 Aligned: The Aberdeen Group study titled: Newbies to New Leaders: Closing the Critical Skill Gaps

77. Thank You!