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