5 Impactful L&D Trends to Watch in 2019

As 2018 draws to a close, many L&D leaders are beginning to explore the top learning and development trends of 2019. As you weigh needs and resources, we wanted to give you some early insights to support your planning. The topics in our list of 2019 L&D trends are based on our experience working with a diverse group of clients and our steady research.

Learning and development is transforming at a quicker clip in recent years as a crop of new technologies like virtual and augmented reality, automation, and artificial intelligence disrupt our expectations for engaging, action-oriented learning.

Below are the five top trends in training and development we believe you need to watch and discuss with your teams as you plan for 2019.

 

Trend #1: Making Learning More Accessible

As our roles become more complex and the way we work more dynamic, L&D needs to provide access to training “anytime, anywhere, on any device.” Waiting in line? Pull up a simulation on your phone and review. In a lull between meetings? Jump on your computer and work through an interactive learning guide.

Creating this level of accessibility has its challenges, but it’s worth it. That’s why it tops our list of L&D trends to watch in 2019.

A recent Gartner study found, “The effortless learning experience has the greatest impact on learning application and digital learners value it the most.” Learners cited “Ease of career application, ease of access, and ease of consumability” as the three most important factors with training.

 

2019 L&D trends - making learning accessible

 

Micro-learning and accessible learning go hand in hand. The process of repackaging training for agility also sets you up for quicker, more efficient development of training. When a role responsibility changes, your trainers won’t have to update an entire course or video if the material is broken into smaller pieces. They’ll find the segment that needs to be updated instead of recreating the entire piece. Your L&D teams will be quicker to tweak courses with more granular access to the content. If learners are struggling with a concept, they might reorder the course or repackage that segment to increase effectiveness.

Making training into smaller bites isn’t enough to meet your learnings in any situation. If your courses are available on a phone, but are impossible to work through on that device, the learner will walk away. Designing training that considers the advantages and challenges of each device is key to making learning easier to digest.

There’s an added benefit to structuring your training this way. Your material becomes a rich resource for your managers to extend formal training and reteach concepts when team members are struggling. Organizing these resources in a system that tracks usage will help your L&D team prioritize training development, and this data is an important point of reference when discussing ROI for training offerings.

 

Trend #2: Exploring Immersive Technology

Much of the current excitement around augmented reality and virtual reality is centered around gaming, but these technologies will have a larger, lasting impact on the L&D. A 2018 Capterra survey on top tech trends found as many as 46% of U.S. small and medium-sized businesses are looking into leveraging VR in the next two years.

Virtual and augmented reality are becoming more accessible each year. These emerging technologies have the greatest potential to help manage change in an organization. AR/VR replaces traditional courses and assessments with a single solution where the mastery required is taught and practiced in a simulated environment.

Imagine sales training where a new hire learns your company’s sales process (knowledge acquisition) then immediately enters a scenario to practice and refine learning through a pair of glasses or VR goggles (skill building). Each stage of your process would have this balance of learning then showing what you’ve learned. i.e. This is how you pitch to the decision-maker.  You try it. This is how you get the SOW through legal. Now you do it.

Virtual simulations like these provide rich, emotionally connected experiences that feel real. No one loses a real client in virtual reality, but a well-designed virtual scenario will evoke the same emotions associated with a loss in the learner. In other words, it will feel real.

The process can be slowed or broken down so each step of a call can be evaluated and practiced. Variations on the core simulations help learners extend their learning into new products and markets.

2019 is the year to start giving these new technologies some of your time and resources. You might not be ready to jump in with both feet, but investing in a VR system and testing out some of the early L&D resources would be a measured first step. If this is too much of an investment now, read up on the companies that are early adopters. Learn from their experiences now so you are ready when the price allows your company to jump in.

 

Trend #3: Designing Training for Sustainment and Retention

Whether custom-designed or off-the-shelf, the impact of your training will be minimal if your organization doesn’t have a plan for application and reflection in the field after the training is complete. All instruction, especially skills-based training, requires validation and reinforcement.

Effective training is not a “one and done” event. Smart companies recognize the real change happens when the team walks into the field with their new learning in hand and starts putting it into practice. These companies design training with the longer view of change in mind.

The goal of refresher training is to sustain learning, increase knowledge retention, and fight the forgetting curve. People forget 50% of what the learn in 1 hour. 70% within 24 hours. And 90% within a week.

Learners need more than simple reminders. Reminders are not reinforcement. Reinforcement should be positioned as a part of your learner’s overall experience. Managers, too, should be equipped to coach their teams to success. Review your training and provide your leaders with the tools they need to support their teams as they put training into practice.

 

Trend #4: Embracing Artificial Intelligence

Artificial intelligence and machine learning stand to make two significant impacts on how we learn in the coming year – personalization and measuring effectiveness.

This rapidly growing technology will continue to change how we consume training. IBM recently noted by applying AI to a workplace, “employees can receive more personalized recommendations to facilitate evergreen, curated learning paths and anticipatory career management.” Applying AI to an LMS will create a learning environment highly tailored to the individual employee.

We see the consumer application of this all the time. Netflix, Amazon, and Facebook are using AI/machine learning to deliver personalized recommendations each time you visit. This same smart curation applied to your learning environment will create more engaging, timely experiences for your employees.

AI’s more significant impact will be around measuring effectiveness. It’s a vexing issue for any company. You create a well-designed, sound learning experience for a team, the trainers deliver as well as you expected, and you’re left feeling good about the L&D team’s performance.

Oh, you’re also left with the little voice asking, “But how effective was it?”

AI already has the tools to answer that question. For example, face-recognition technology we see in our phones could be leveraged in training, role-playing, simulations, and in the field to assess how each learner is applying new learning. Based on that assessment, the learner could be directed back into the LMS where custom follow-up training is waiting for them.

We know. It sounds like science fiction. But it’s here. You stand to lose real money and market share if your training isn’t agile.  AI is a cost-effective way to manage that flexibility. It will give your L&D teams more time improve the quality of training. Make it a tentpole of your 2019 strategy.

 

Trend #5: Accepting Automation

“The Bots are coming!  The Bots are coming!” – Paul Revere on Facebook Messenger

Much of the focus of bots in the news has been on how a coming “Bot-pocolypse” will result in major job losses. This alarmist perspective mischaracterizes how bots are impacting work. They’re being used most often in places where we look for answers and to augment services, but they are not coming for our jobs.

The rise of customer support chatbots and chatbot integrations in communication apps creates two unique L&D opportunities.

  1. The bots themselves become vehicles to quickly place training in front of employees.  Remember, “anytime, anywhere, any device?”
  2. Using a chatbot system to distribute your training literally puts the learning at their fingertips—or thumbs.

As these bots help employees and customers and take over repetitive, process-oriented tasks that provide little meaning to us humans, they will make our work more engaging. The Training Journal points out, “Increasingly, businesses will look to automation to handle technical and process-driven tasks, and they’ll look to their people to spend more time on value-add tasks, which require creative and objective thought.”

Companies embracing automation need to work closely with L&D to teach employees how to work alongside these new tools. As work becomes more creative and objective, the role of L&D will shift along with our teams in response to automation. L&D must ensure workplace training is designed and delivered for more complex work. What an amazing opportunity for Instructional Designers and Trainers.

Your 2019 plan needs to include transitioning process-oriented training into chatbot systems while designing training for those “value-add tasks.”

 

2019 L&D Trends Recap

Technology is delivering more personal experiences every year. The new trends in training and development all bend towards that individual learner experience. Let’s recap.

  1. Make training easily accessible. Make sure your training is at the fingertips of your employees whenever they want it.
  2. Explore immersive technologies. Augmented and virtual reality create “real and safe” ways to help teach valuable, human-driven skills.
  3. Design for sustainment. As you plan your training strategy, include time for reinforcement, reflection, and application in the field to make your training stick.
  4. Embrace artificial intelligence and machine learning. You’re going to need help managing this truly employee-focused learning experience.
  5. Accept automation. If process-oriented tasks are going to machines, focus your training on the complex stuff only humans can do.

It can feel exciting and a bit overwhelming all at the same time.

Need help navigating these new L&D trends? Let us help. Schedule a free training consultation with one of our experts to learn how.

Share This Article

Featured Resource

Assess Your Program With This Free Leadership Training Topics Checklist

More Articles Like This One

Training Delivery Methods: Choosing the Right Modality for Your Content

Content is a huge focus in the training world, though it’s really only one part of the learning equation. The magic happens, though, when strong content is shared through the most effective training delivery methods, enabling the message to be absorbed, retained, and implemented by learners.

Whether your aim is to impart knowledge, sharpen skills, or adjust behaviors, there are a lot of different methods of training delivery to choose from. But there’s no silver bullet. In fact, data continues to prove a blended approach, incorporating more than one modality to deliver your content, increases retention by up to 60%.

So, how do you determine the most effective training delivery methods for your needs? Start by considering the options available and how they align with your goals, audience, and content.

Below is a list of our recommendations.

    Featured Resource

    Choosing the Right Modality for Your Content

    Training Delivery Methods for Building Knowledge

    When we speak about training for knowledge, we’re referring to helping learners understand the what and the why of a concept. To tackle these topics, the training delivery methods we recommend hinge greatly on well-organized information and storytelling. These include:

    • Podcasts
      Borrowing from the popular media format, Podcasts are an excellent way to educate team members, allowing them to absorb information at their own pace in a familiar style.
    • Infographics
      Visual tools help to reinforce concepts, and the Infographic remains a popular delivery method as it clearly outlines vital data and information in a memorable and engaging way.
    • Animations
      Another popular visual option, Animations are a great way to educate learners. By imparting critical information in an entertaining way, you can increase both retention and engagement.
    • Group Discussions
      Part team-building, part training, Guided Group Discussions are a great way to build relationships among team members while educating them on key concepts.
    • Boost
      These interactive modules from Unboxed’s Training Technology team organize key concepts in an interactive, data-based tool, making it effective for knowledge acquisition and knowledge sustainment (refresher training).

    Training Delivery Methods for Improving Knowledge & Skills

    Building on those, there are several modalities that bridge both knowledge and skills, helping learners to understand the how behind the what and the why. This category of modalities includes:

    • Instructor-Led Trainings (in-person or virtual)
      Instructor Led Training (ILT) or Virtual Instructor Led Training (vILT) allows you to build upon learned knowledge by giving learners a chance to put knowledge and skills into practice through classroom activities.The bonus of vILT is it allows you to reach learners near and far with training that’s as equally engaging, interactive, and effective as in-person training — without the pricey travel costs.
    • Interactive Learning Guides
      Self-paced and fully interactive, our Interactive Learning Guides (ILG) keep learners engaged at every step. With a modern, web-like interface, video, animation, gamification, and interactive exercises, ILGs create an engaging experience for learners, making them effective for both knowledge and skills training.
    • Videos
      Taking cues from what many learners engage in on their own time, training videos are an incredibly popular choice to help learners improve their skills in addition to reinforcing their knowledge.

     

    Training Delivery Methods for Sharpening Skills & Behaviors

    Moving further into training for skills, the delivery methods below allow you to focus more deeply on the tactical responsibilities of your team. These modalities also lend themselves to training for behaviors, educating learners on the action taken, and include:

    • Group Participation, Hands-On Activities, Role Plays, On-the-Floor Training, Mentor Shadowing
      Each of these training delivery methods differs in their approach but share the same goal: to allow team members to improve their skills in settings and situations where they actually use them.

     

    Training Delivery Methods for Shaping Behaviors

    Behavior-specific training goes one step further, allowing you to work with team members to help them make changes in their interactions, approaches, and performance with direct feedback. There are two modalities that are ideal for this type of training, these are:

    • Huddles
      Combining the benefits of group participation, hands-on activities, and role play along with direct coaching, Huddles are an excellent training method to help shape and improve behaviors.
    • Video Simulations
      Offering the same advantages of a Huddle, Video Simulations allow geographically dispersed teams the opportunity to observe team member behavior and coach them to be more effective in their approach.

     

    Need Help?

    We recognize there are a lot of options out there, but choosing a training method doesn’t need to be a chore. We can help you analyze and understand both your goals and content to select the best option for your needs. Reach out to schedule some time with our Training Content Strategists to learn more.

    Want to know more about choosing a training method? Download our free guide!

    Share This Article

    Featured Resource

    Choosing the Right Modality for Your Content

    More Articles Like This One

    7 Tips to Delivering Multilingual Training to your Global Workforce

    Is your company really a global company? If you’re not providing multilingual training (i.e. delivering training to employees in their native language), you may not be as global as you think. According to Forbes, a full 65% of those polled say that there is a language barrier between executives or managers and other workers. That’s huge. That means need-to-know information isn’t moving up or down the pipeline.

    In a global economy where ex-pats move across international borders for work, language can be an enormous barrier, or an effective tool. Global competition means that as companies, we need to understand the global market for workers and provide effective training for each of them. One way to do this is to speak their language. Literally.

    multilingual training LMS

    Benefits of Multilingual Training

    Ensuring your workers are trained in their native language has some great benefits—both for them and for your company as a whole:

    Fewer Misinterpretations

    There are jokes that just don’t translate. That inability to effectively translate doesn’t apply only to jokes though, it also applies to training. Providing native tongue training allows workers to understand the nuances as well as the important points, increasing trainee success and confidence once they are out in the field.

    Increased Efficiency and Effectiveness

    Workers who know what’s expected of them and when it’s expected, can better gauge their workflow. Part of efficiency is understanding processes and performance expectations. Why not provide that information in a way that all employees can confidently engage with? And part of effectiveness is ensuring workers fully understand their job description. Providing multilingual training is one way companies can support efficiency and effectiveness among their employees.

    Increased Engagement

    Using native language training allows learners’ brains to focus on content rather than interpretation. When students have to think about content in a non-native way and translate it to their mother tongue, there is more room for translation error. There is also a problem with cognitive load. So much of our finite brain space is taken up by translation, that training takes a literal back seat. Great training reduces cognitive load as much as possible.

    Increased Safety

    OSHA says 25% of workplace injuries have language barriers as a contributing factor. Not fully understanding training is the first line of misunderstanding and can cost companies dearly. If workers do not fully understand how to keep themselves and others safe, how can they be expected to fully implement a safety training program built around the premise of keeping everyone safe? It can’t happen.

     

    Getting Started with Multilingual Training

    So, how can your company get started with multilinguistic training?

    Ideally, workers would be trained in their native tongue, on every issue. Certainly this could be quite an investment for multilingual companies who do not have a paid interpreter or whose workforce is diverse enough to speak more than two or three different languages.

    However, there are a few things we can do to enhance our training, reduce cognitive load, and provide better outcomes for each of our workers. What can we do?

    1. Know your audience. Who are you training? What languages do they speak? Being sensitive to your learners means respecting, not only their culture, but also their language. Keep this in mind as you build training and you’ll start moving toward a positive experience for learners and increasing learner engagement and retention.
    2. Harness technology to create a Multilanguage platform. Our learning management system, Spoke, now speaks 9 languages. We have found that when your content and technology speak the right languages, you have a win-win situation. It’s good for the learner and good for the business.
    3. Start simple. You might have to explain simple phrases, but those explanations will help learners dive deeper and get more meaning out of your training. So make sure to explain and define key phrases or jargon for your industry. Even better if you continuously check in with learners throughout the training to see if they need simplified explanations as you take a deeper dive into content.
    4. Provide training in native languages for all of your employees. We know this is a tall order and a big challenge. Sometimes the keys to the multilinguistic kingdom reside in subtitles. Adding subtitles can offer students the clarity and nuance they need to fully understand content and to build their confidence.
    5. Provide supporting materials in various languages. Best practice means you meet learners where they are. Providing supporting materials in a variety of languages can foster learning and retention. This may take the form of translating job aides, or linking to multilingual resources on the web. These supports can help bolster key nuances that may otherwise be missed.
    6. Reflect the nationalities of your audience. We all want to see people who look like us. That helps us to identify with the message and makes us feel the required skills are attainable. In an effort to help foster these feelings among learners, it’s important to use images of actors who look and sound like your trainees. For video this means hiring actors who reflect your workforce.
    7. Use demonstrations and real-life action to show learners what you want them to learn. Action is the first mode of communication when people do not have a common language. Demonstrations can fill in the gaps if you cannot provide multi-language training.

    Recognizing the need for training in multiple languages can be daunting. Often companies know the need exists, but have no idea how to address it. Considering that 84% of people polled agree that that workers are more productive with managers who can speak with them effectively in their native tongue, mother tongue training becomes ever more important. It allows your team to get the nuances of sales procedures, work processes, rights and responsibilities, or HR policies—whatever you want them to know.

    We Can Help

    At Unboxed Technology, we partner with companies who wish to provide globalized content and technology experiences for their workers, to increase efficiency and maximize their talent. If multilingual training is developed and posted in our learning management system, Spoke, your team could experience fully immersed, native tongue training. Your company can tap into the cultural knowledge, intelligence, creative thinking, and insight of your full team using Spoke, and that is the sweetest interpretation of all.

    4 Tips to Keep Your Custom Training Programs Fresh

    So, you have a shiny new training program custom-built for you. Hopefully, you designed it with an eye for growth. Even so, if there’s one thing you can count on with custom training programs and off-the-shelf alike, it’s change.

    Just like you, we continue to learn with every training program we build and support. In this article, we’ll share some best practices and suggest some tips to make maintaining your training program more resource- and cost-efficient.

    Let’s get started!

    training maintenance

    Relax – Change is Normal

    First things first – it’s totally normal to need to update your customs training programs to keep them fresh. Your audience is constantly changing, tackling new projects and procedures, and counting on you to help them stay ahead of the curve.  That’s in addition to changes because of:

    • New products and services
    • Updated information or data
    • Expanded audience (new roles, departments, etc.)
    • Corporate branding changes
    • Audience survey results

    Does coordinating all this take time and resources? You bet. Can it be confusing? Sometimes.

    That’s why the best plan is to have a plan. And a partner that cares about the quality and cost-effectiveness of your program — from an agreement, through pilot, launch, and maintenance.

    1. Start By Asking Great Questions

    So what happens when you need to update your custom training programs? Who owns the edits – you or your vendor? What about the more technical stuff – like videos and animations?

    Once you have a list of required changes, break it down into manageable parts. Let’s unpack some key questions and explore some options.

    1. What types of changes are needed? Do you need simple text and graphics updates, or something bigger like new video footage and updated animations? Identify and group them by type.
    2. What’s the general scope of each set of changes? At this stage, just guesstimate. We like to use t-shirt sizes like extra-small, small, medium, large, and extra-large.
    3. Which changes are urgent and which can wait? Decide which changes you need to fast-track, and which can be bundled into a larger program update.
    4. Which changes can be handled in-house? You may be able to handle some revisions with your internal team. If any changes require specialized skills or software tools, make sure you have those resources available when you need them.
    5. Where do you need outside help? Identify the gaps, whether due to timing conflicts, team capacity, or in-house skills and technology and look for a vendor who can help you move quickly. If you choose a vendor other than the one who created the original content, there may be a learning curve.

    2. Plan Your Strategy

    There are many ways to freshen up your training program, and your approach will likely vary depending on timing and resources. As you plan your strategy, keep the following option in mind:

    • In-house Maintenance – You can always keep updates in-house, e.g. text edits, image swaps, etc., as long as the right resources and software are available.
    • Bundled Changes – Maybe you’re applying changes after a pilot program or know you’d like to engage with a vendor on a regular basis (say, twice a year or annually) to make revisions. Bundled changes are the way to go! Your team can keep a running list of changes, and you can work with your vendor to ensure availability and understand the scope.
    • Ad Hoc Changes – This option is perfect if you don’t have a set pilot or when you know the changes will be unpredictable and urgent. Or maybe it’s a “both-and” situation, and you’ll need ad hoc changes in addition to your bundled revisions. Protecting a team with a retainer can be expensive, but it ensures that those high-value changes can be made at any time.

    3. Estimate Your Cost

    How much will all this cost? Honestly, it depends on the scope of the changes and the approach you take. (Check out this article that dives deeper into how much custom training costs.)

    You’ll probably need some cost estimates in the early stages of planning. If you know which services and deliverables will be required, the chart below may help.

    Training Deliverable Relevant Cost
    Job Aid, Workbook, or an Interactive Learning Guide $
    Instructor-led or Virtual Instructor-led Training $$
    Animation $$$
    Live Action Video $$$

     

    4. Follow Best Practices

    Once you’ve identified and prioritized your program changes and estimated costs, follow these best practices to ensure your updates go smoothly.

    • Make a plan and follow it – There’s no set rule for how often you need to update your training program. We recommend that you set up a formal schedule of when to review your program and make any needed updates, but also be aware of how often you may run into the need for ad hoc changes. The more you know, right?
    • Collect feedback – Ask your trainers and employees what they think about the program. Review surveys and polls; you might even run a new survey before each scheduled update to gather feedback from multiple areas.
    • Rotate different sections of your program – If your training program encompasses multiple departments or disciplines, you may want to rotate the updates, depending on complexity. For example, Sales and Customer Service may be on your regular schedule, while changes impacting field technicians may be alternated.
    • Document your process – If the processes you’ve created work well for you, document them. Use what you come up with throughout your updates and training program iterations.
    • Include maintenance in your original agreement – If you can, plan for change early. It’s inevitable. Don’t wait until you need changes to start working on a maintenance plan. Whether you’re creating the entire program in-house or partnering with a custom training provider, include a maintenance plan from the beginning.

    Meet Unboxed

    Whether you need a new custom training program built from the ground up or need some help updating your existing programs, the Unboxed training team is available to discuss, strategize, and help coordinate updates when you’re ready.

    Just don’t wait until training program updates become the 900-lb gorilla in the room.

    Galileo Maintains Renowned Culture While Moving Training from In-Person to Online with Spoke®

    Since 2002, Galileo relied on a two-day, in-person training session to prep their counselors for the coming camp season. But as their team grew to 2,000 plus members, so did the tactical challenges. After trying another industry-leading LMS, Galileo realized they needed a partner who also practiced and supported innovation to support their dynamic learning and teaching environment.


    Backstory

    Galileo logoGalileo Learning is a summer day-camp provider that offers children pre-K through 8th-grade confidence-building challenges and one-of-a-kind summer fun at over 70 locations in the Bay area, SoCal, and Chicagoland. Their mission: to develop innovators who envision and create a better world.

    The curriculum is hands-on, iterative, and designed to reinforce the mindset, knowledge, and process needed to innovate in the modern world. In pre-K, campers may build a functional catapult or design their own space vehicle, all with simple materials. By 8th grade, they may program their own video game, design a fashion line, or build something entirely of their own invention.

    “Something powerful happens at Galileo that doesn’t happen at other camps. Kids have fun, but they’re also encouraged to explore and fail without fear, which is the essence of innovation,” says Tom Bowen, Galileo’s Director of Professional Development & Training and Director of Technology.

    Opportunity

    Only the most talented instructors, counselors, and interns are trained to facilitate Galileo’s innovation approach. Since 2002, they had relied on an all-hands in-person training model of up to 2-days to impart new methodologies and curriculum, exchange experiences and ideas, and strengthen the vision and relationships that facilitate their mission.

    Galileo Spoke News Post

    The yearly meeting was enjoyed and cherished, especially by returning staff, but as Galileo grew to over 2,000 counselors, so did the tactical challenges. Aside from the time and travel costs, the lectures and break-out sessions had so many attendees that it was difficult to ensure that each trainee’s learning objectives were being met. And, while memories of conference camaraderie lingered, once camp was in session, there was no easy way to revisit key points and best practices covered in training.

    “We needed a modern solution that could help us move our training from in-person to online without losing the incredible culture we’re known for. We also needed a way for counselors to access role-based content and answers to their questions on demand. We were concerned a traditional learning management system couldn’t deliver what we needed. I guess we wanted the best of both worlds: the convenience of an online community and an immersive cultural experience – a tall order, ” Tom explained.

    “We needed a modern solution that could help us move our training from in-person to online without losing the incredible culture we’re known for. We were concerned a traditional learning management system couldn’t deliver what we needed.

    After trying another industry-leading LMS, Galileo soon realized they needed more than “bells and whistles” to support their dynamic learning and teaching environment. They needed a partner who also practiced and supported innovation.

    Partnership

    Wiser and more determined than ever, Galileo connected with the Unboxed team and soon became convinced that Spoke, Unboxed’s collaborative and social learning management system, met their criteria.

    Members of Unboxed’s Spoke team met with the Galileo team to identify and prioritize their goals – and to address obstacles to adoption. For example, the returning group of counselors was a little anxious about losing the connections they made at the annual conference. It was a powerful bonding experience that they were hesitant to give up for an online application.

    The Unboxed and Galileo teams partnered together to work towards the solution: relevant content and connections could be developed and accessed on Spoke Community; while the more interactive and improvisational training exercises would be held in-person at each location’s discretion.

    Galileo Spoke Training

    And to “hook” the skeptics who were missing the action and excitement of the annual get-together, Unboxed recommended tapping into Spoke’s gamification features like Spoke coins, badges, levels, and a competitive leaderboard to spark competition and keep learners motivated.

    “It was the perfect solution. And even though we bombarded the Unboxed team with new information and questions as we learned more about Spoke’s capabilities, they were always patient, professional, and as excited as we were. I soon discovered that was typical of the “white glove” service Unboxed delivered.”

    “[Spoke] was the perfect solution. And even though we bombarded the Unboxed team with new information and questions as we learned more about Spoke’s capabilities, they were always patient, professional, and as excited as we were. I soon discovered that was typical of the “white glove” service Unboxed delivered.”

    Solution

    Galileo realized that making gamification the launching pad for Spoke was a stroke of genius. Plus, Spoke’s simple and modern user interface made it easy to navigate and explore all the content, news, eLearning, videos, classroom training, job aids, etc.—all in one place.

    Galileo Spoke Devices Lockup

    But the real magic happened in the Spoke Community. For the first time, it was easy to connect with and learn from one’s peers, from SoCal to Chicagoland. Now, if a new instructor wanted her kids to build a go-cart and had no idea how to design the steering column, she could simply search or ask for help on Spoke and advice would come in from across the Galileo ecosphere.

    Spoke not only facilitated the exchange of knowledge, it created friendships and strengthened the culture. Soon Spoke was no longer viewed as a “second-best” substitute for in-person training, but rather an enhancement and extension that could grow and change with the culture.

    Results

    For Galileo, it was always important to measure counselor acculturation and training progress, so they appreciated Spoke’s ability to provide metrics and insights into areas like course performance, social participation, and counselor engagement.

    Galileo Spoke Dashboard

    The benefits of Spoke were almost immediate. Everyone loved the gamification and social elements, and that provided the “gateway” to more logins, higher engagement and, eventually, more training completed.

    “We were super excited when Spoke revealed a 15-20% increase in new staff engagement. And while Spoke was busiest before camp started, with staffers completing on average 54 courses each, counselors continued to log in and benefit from Spoke during camp sessions (8.6 per user on average).”

    “Honestly, we couldn’t imagine working with a better partner than Unboxed. The entire team consistently has our back. We have a partnership where we have the opportunity to influence the product, and that feels really good as a customer.”

    “Honestly, we couldn’t imagine working with a better partner than Unboxed. The entire team consistently has our back. We have a partnership where we have the opportunity to influence the product, and that feels really good as a customer.”

    Learn more about Spoke and Galileo Learning.