Two companies changing the game of corporate learning

So many people and experts focus on the “future of work” when the future of work is now. part of it now is the evolution of learning. Leaders should be particularly concerned about how employees hone their skills, re-qualify, and improve their job performance.

Two companies aren’t waiting for the future of work or the evolution of learning to happen; they have recreated the learning archetype and are impacting thousands of employees around the world.

First, let’s look at Learn to Win, a software platform that unlocks “Last Mile Learning” for organizations. The company’s mobile platform delivers learning to employees in bite-sized, customizable chunks. In other words, personalized content is simple, short, and proven to help people consume new knowledge in a timely manner. Additionally, the app aims to ensure that the employee also demonstrates any recent performance improvements through in-app tactics and techniques.

Sasha Seymore is co-founder and COO of Learn to Win. “What we think is most important,” he said, “is what we call that last mile of learning, which is all the things that are unique and exclusive to your organization – the things that we think really make a difference. It’s about turning someone who’s just joined your organization into a top performer who really knows the ropes.”

Seymore is a former University of North Carolina basketball player. He mentioned how difficult it was for him to learn the playbook during his time as an athlete. If something like Learn to Win had been available, it might have helped by breaking down the games not only into smaller chunks that could be learned, but it might also have reinforced one’s learning of the games within the app itself.

He illustrated some use cases: “If you are a football player, you can get an image of your game and then you have to draw your route with your finger on the application. Or, if you are part of a sales team, you can get a quick video of the customer’s situation and you have to respond on your cellphone saying, “Here’s how I would answer that particular question.”

Learn to Win advocates three to five minute lessons for two reasons.

One is that those short, interactive, and engaging parts of learning where the app asks the user to react to the material — and actually engage with it — create better memory and performance retention.

The second reason is to incorporate short learning and training periods into the employee workflow. “Our goal is not to take your field employees out of their normal training experiences,” Seymore noted, “but to also put them in a format that’s actually very well suited for adult learners.”

Then there is Go1; a company co-founded by Andrew Barnes, also CEO of the company.

Go1 is another fascinating company in the learning space targeting the issue of “workflow”. In the case of Go1, they act like a glue that binds the book of various offerings and learning platforms together.

“We want to make it really easy to learn,” Barnes said. “When it comes to enterprise LMS (learning management system) such as SuccessFactors, Oracle, Workday or Cornerstone, we are seeing more and more individuals and organizations wanting to learn within Microsoft Teams, Slack or Salesforce. People think it would be great to be able to learn in the workflow.”

Barnes and the Go1 team aim to solve what is a constant problem for millions of leaders and employees. The LMS is a platform where learning content is going to die because it’s not in the typical workflow of people’s jobs. You’re not going to learn – most learning happens in the workflow. Their integrations with major platforms allow employees to experience learning as part of their workflow rather than having to venture elsewhere, namely the LMS.

“What we do is we just make sure that the content the organization wants to access is available. It can be a video file or a document, but whatever it is, we normalize it and make it available on all these platforms,” he said.

“If you start doing training, for example in Microsoft Teams, and then go to the LMS, you can continue to do that there. So the way we think about it internally is that the system you go to n doesn’t matter,” Barnes observed.

However, it’s clear that Learn to Win and Go1 are hugely successful with their customers who no longer want to use an LMS as the sole basis for corporate learning.

Learning has always been formal, informal and social, where the vast majority is informal and social, found in people’s workflow.

The two firms give us food for thought: what is your learning strategy? In the era of employee experience, perhaps it’s time to consider rethinking how learning is not only thought about, but created and accessed by employees? Learn to Win and Go1 are great examples to consider.

Watch the interviews with Sasha Seymore and Andrew Barnes in full below or listen to them via the Leadership NOW podcast.

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Discover my 4th book, “Carry out. Care. To win. How to become a leader who matters.” Thinkers50 #1 ranked thinker, Amy. C. Edmondson of Harvard Business School calls it “an invaluable roadmap.”


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