Event Anywhere: The Future of Virtual Collaboration and Events

Alex (Host):

Welcome back to the Learning Summit Podcast, where we explore the technology shaping the way we work, learn, and connect. I’m Alex, and today we’re talking about an incredible platform that’s redefining how businesses and organizations host events, collaborate, and engage virtually: EventAnywhere.com.

Joining me once again is Sean Gilligan, founder of Webanywhere, to dive into the features, capabilities, and opportunities Event Anywhere offers. Sean, great to have you here!

Sean Gilligan:

Thanks for having me, Alex. I’m really excited to talk about Event Anywhere—it’s a platform that’s changing how we think about remote engagement and virtual experiences.

Alex:

Let’s kick things off with the basics. For anyone unfamiliar, what is Event Anywhere?

Sean:

Event Anywhere is a virtual collaboration and events platform designed for businesses, universities, and organizations to host everything from large-scale conferences to small team meetings. It’s not just about hosting virtual events; it’s about creating engaging, interactive environments where participants can connect, collaborate, and learn.

Alex:

Sounds like a versatile tool. Let’s dig into the features. What are some of the key capabilities of Event Anywhere?

Sean:

Event Anywhere offers a range of features that make it stand out:

Live Stage for Presentations:

At the heart of the platform is the Live Stage, where keynote speeches, panel discussions, or presentations can be broadcast to large audiences. It supports live streaming with interactive tools like Q&A, polls, and audience reactions, making sessions more engaging.

Expo Hall for Networking:

The Expo Hall is another standout feature. Imagine a virtual space with “tables” where participants can move between booths to meet other attendees, network, or explore vendor offerings. It’s perfect for job fairs, trade shows, or even speed networking events.

Breakout Rooms:

For smaller, focused discussions, there are breakout rooms where teams or groups can collaborate. These are great for workshops, brainstorming sessions, or private meetings within a larger event.

Self-Service Booking:

The platform includes self-service booking tools, so attendees or customers can easily schedule meetings or appointments with event hosts, exhibitors, or speakers.

Click-to-Video Call Follow-Ups:

For post-event engagement, Event Anywhere offers click-to-video call functionality to follow up with leads, partners, or clients, making it a great tool for sales teams.

Alex:

That’s already impressive! But it seems like Event Anywhere also goes beyond just hosting events. How does it help with long-term collaboration?

Sean:

Absolutely, Alex. Event Anywhere isn’t just for one-off events—it’s also a powerful collaboration platform. Teams can use features like:

• Video Messaging: Users can send personalized video messages to colleagues or clients, which adds a human touch to communication.

• Screen Recording: Perfect for sharing tutorials, demos, or project updates asynchronously.

• Meetings and Video Calls: The platform integrates seamless video calling with screen sharing, making it ideal for remote teams or cross-functional collaboration.

Alex:

It sounds like it’s bridging the gap between traditional event platforms and tools like Google Workspace or Zoom.

Sean:

Exactly. Event Anywhere combines the best of both worlds: the interactivity and scale of an event platform with the day-to-day functionality of collaboration tools.

Alex:

Let’s talk about how organizations are using Event Anywhere. What are some examples of use cases?

Sean:

There are so many ways to use the platform:

• Corporate Events: Companies are hosting virtual AGMs, product launches, and employee training programs.

• Universities: Schools are using it for student recruitment, virtual open days, and alumni networking events.

• Sales and Marketing Teams: Event Anywhere is great for webinars, lead generation events, and sales follow-ups using video messaging or click-to-dial tools.

• Nonprofits: It’s a fantastic platform for fundraisers or community engagement events.

The flexibility of the platform really means it can adapt to almost any industry or use case.

Alex:

I’ve heard a lot about the analytics capabilities of Event Anywhere. Can you explain how those work?

Sean:

Event Anywhere provides detailed analytics and reporting for every event. Organizers can track:

• Attendance rates.

• Engagement metrics like poll responses and Q&A participation.

• Networking interactions in the Expo Hall.

• Follow-up activity, like scheduled meetings or video messages sent post-event.

This data is invaluable for understanding what worked, measuring ROI, and planning future events.

Alex:

That’s a game-changer, especially for marketers who need to justify event spend. But what about customization? Can organizations make the platform their own?

Sean:

Customization is one of the platform’s strengths. You can white-label Event Anywhere, meaning it can carry your brand’s logo, colors, and identity. This is perfect for organizations that want to provide a seamless experience that feels like their own platform, not a third-party tool.

Alex:

So, Sean, let’s summarize. What makes Event Anywhere stand out from other event or collaboration platforms?

Sean:

I’d say it’s the versatility and engagement. Event Anywhere combines everything you need for virtual events, networking, and ongoing collaboration in one platform. Whether it’s the Live Stage, the Expo Hall, or features like video messaging and analytics, it’s a complete solution that scales with your needs. Plus, the ability to white-label it means it feels like an extension of your organization.

Alex:

If someone’s interested in trying Event Anywhere, what’s the best way to get started?

Sean:

The best way is to visit eventanywhere.com. You can learn more about the platform, request a demo, and see how it can transform the way your organization hosts events and collaborates.

Alex:

Sean, thanks so much for walking us through Event Anywhere. It’s clear this platform has the potential to redefine how organizations connect and engage virtually.

Sean:

Thanks for having me, Alex. It’s always a pleasure to share how technology can make collaboration more engaging and impactful.

Alex:

And that’s a wrap for this episode of the Learning Summit Podcast. If you’re ready to take your events and collaboration to the next level, head to eventanywhere.com to learn more.

Until next time—keep innovating, keep connecting, and don’t forget you can find out more about Totara here.

The post What is Event Anywhere? appeared first on Webanywhere.

The way we learn and engage with knowledge is undergoing a significant transformation in the corporate world. Totara, a leading enterprise learning platform, is at the forefront of this revolution by integrating Artificial Intelligence (AI) into its suite of tools. This isn’t about minor tweaks; Totara’s vision is a complete overhaul of how educational content is delivered and absorbed.

Why AI in Learning? It’s All About Potential

Consider the massive investments major tech players are making in AI. Nvidia, for example, has poured a staggering £50 billion into AI development, already yielding promising returns of £3 billion. This signifies the immense potential of AI in corporate solutions, and Totara is well-positioned to leverage this trend.

Totara’s AI Roadmap: A Glimpse into the Future

One of the most exciting aspects of Totara’s AI roadmap is the drastic improvement in search and discovery functionalities. Imagine a system that not only understands your information needs but also anticipates knowledge gaps you might not even realize exist. Through powerful AI algorithms, Totara will be able to analyze vast amounts of data to recommend personalized content, enhancing knowledge retention and overall learning. It’s not just about finding answers; it’s about uncovering the right questions that propel learners towards a deeper grasp of concepts.

Your Personal AI Learning Coach

Totara is also introducing an AI Learning Tutor, essentially a co-pilot for your learning journey. This innovative tool tailors itself to your individual learning style and pace, providing real-time feedback and support. Imagine a tutor that not only helps you solve problems but also challenges you with scenarios specifically designed for your current learning goals. It’s like having a dedicated coach who understands your unique learning needs and is available 24/7.

From Passive Consumption to Active Engagement

This approach to AI-powered learning aligns with a broader shift in technology – the move from passive consumption to active engagement. By integrating AI, Totara isn’t just streamlining learning; it’s making it more meaningful. We’re on the cusp of a future where AI tools don’t merely support learning; they enrich it, transforming it into a more interactive and engaging experience. This empowers individuals not just to address current challenges but also to ask the critical questions that will shape the future.

The Dawn of a New Era in Learning

As we look towards the horizon of educational technology, it’s evident that platforms like Totara aren’t just adopting AI; they’re harnessing it to create a deeper connection between knowledge and the learner. In this AI-driven learning environment, the focus isn’t just on acquiring more information, but on achieving a profound understanding. This could very well be the beginning of a new era in learning, where technology and human curiosity come together to unlock potential on an unprecedented scale.

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Sean recognized that traditional forms of communication and training were no longer sufficient. He knew that his team needed a platform that would enable them to connect, collaborate, and learn in a more engaging and efficient manner. And so, he decided to leverage the power of video messages to transform the way his business operated.

One of the key ways Sean utilized Watch and Learn was through monthly townhall speeches. These virtual gatherings brought together the entire team of around 100 people to celebrate successes, track progress, and share stories. The video calls lasted for about 15 to 20 minutes, allowing everyone to take stock of their achievements and address any challenges. To end each meeting on a positive note, team members would praise and recognize one another, fostering a culture of support and encouragement.

In addition to townhall speeches, Sean also used Watch and Learn for regular check-ins and debriefs. He understood that progress status update meetings were essential but often seen as low-value in terms of time management. With Watch and Learn, managers and knowledge workers could easily record and share video updates, eliminating the need for time-consuming meetings. This streamlined communication approach freed up more time for meaningful work and collaboration.

“Watch and Learn has truly transformed our operations at Webanywhere. It grants our teams the essential flexibility to delve into focused, in-depth work. Knowledge workers can now engross themselves in their tasks without the constant interruptions from Slack or Zoom, fostering an environment conducive to productivity and meaningful outcomes. Additionally, managers can stay informed through this platform, promoting a well-balanced workflow that resonates with our mission for efficient and effective collaboration,” said Sean Gilligan, Founder & CEO of Webanywhere.

The versatility of Watch and Learn allowed Sean to explore various ways to engage and educate his team. Interactive polls and links to related resources could be seamlessly integrated into the videos, making learning interactive and self-directed. By providing employees with the tools to become teachers and publishers of their knowledge, engagement and involvement soared to new heights.

Sean realized that traditional top-down approaches to learning and development were outdated. With Watch and Learn, social learning became a powerful force within the company. By empowering his employees to take ownership of their learning and share their experiences, Sean witnessed a transformation in the way knowledge was acquired and applied. Instead of being forced to learn, his team members were now eager to explore and grow.

“Watch and Learn has been a game-changer for our sales approach,” said Steve Ding, VP of Client Services. “It enables us to showcase our products and services dynamically, making client interactions more engaging and impactful.”

Watch and Learn can significantly enhance project management efforts across various domains. In project management, particularly for new team members or those transitioning to different roles, it can serve as an educational hub, providing tutorials and training materials to quickly get up to speed with project requirements, tools, and processes. The platform can also be utilized for sharing best practices, recording project meetings or discussions, and creating a knowledge repository. This ensures that vital project insights and lessons learned are captured for future reference, fostering continuous improvement. Furthermore, project managers can employ the platform to convey project goals, timelines, and updates, ensuring everyone is well-informed and aligned, ultimately contributing to smoother project execution and successful outcomes.

“In agile project management, Watch and Learn has revolutionized how we coordinate and track progress,” said Ciaran Gilligan, VP of Service Delivery. “It keeps the entire team informed and aligned throughout the project lifecycle.”

Through the strategic implementation of Watch and Learn, Sean successfully created a culture of continuous learning and collaboration within his organization. His team became more connected, informed, and motivated, resulting in improved productivity and success. With the power of video, Sean’s vision for a more efficient and engaging business became a reality.

The narrative surrounding Watch and Learn stands as a beacon of inspiration, illustrating the profound impact that innovative technologies can have on steering business growth and achieving success. This account serves as a reminder of the transformative potential inherent in embracing advancements that redefine the landscape of business operations and learning experiences. It highlights how the integration of such technologies can unlock new horizons and elevate enterprises to greater heights.

Useful Link:
https://watchandlearn.io

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Unleashing the Power of Video in Learning

Video-based learning has emerged as a potent tool, revolutionizing the way we educate and learn. While SCORM-based content once reigned supreme, the shift toward video-based learning and microlearning has been remarkable. Why? Because videos offer a dynamic and immersive learning experience that engages learners on multiple levels. The power of visual and auditory stimuli can’t be understated.

Microlearning: Bite-Sized Brilliance

Microlearning, a subset of video-based learning, capitalizes on shorter content bursts. In a world filled with distractions, these bite-sized lessons cater to learners’ reduced attention spans. And guess what? The Webanywhere Totara Plugin for Video complements this trend perfectly. It’s all about delivering impactful learning in a succinct format, ensuring learners remain captivated and retain information effectively.

Analytics Unleashed: The Webanywhere Totara Plugin Advantage

Here’s where the Webanywhere Totara Plugin for Video takes center stage. Beyond just delivering videos, it opens up a treasure trove of advanced analytics. Totara LMS, on its own, doesn’t offer these out of the box. This plugin empowers you to:

• Track Video Progress: You can gauge learner engagement by marking a video as complete when a user watches, let’s say, 80% of it. It’s precision tracking like never before.
• Analyze Video Effectiveness: With sophisticated analytics, you can measure the effectiveness of your videos. Identify which ones truly resonate with learners and which ones might need a tweak.
• Uncover User Behavior: Dive into learner behavior patterns. Understand what content gets rewatched, which parts are skipped, and where the engagement peaks.
• Fine-Tune Learning Strategy: Armed with insights, you can refine your learning strategy in real-time. Create content that truly hits the mark, driving better results.

Seamless Integration, Boundless Potential

The ease of integration of the Webanywhere Totara Plugin for Video into your LMS is a game-changer. Hosting videos from Vimeo, Panopto, Brightcove, and others becomes effortless. But it doesn’t stop at hosting – it’s about elevating your training approach with data-driven decision-making.

The Future is Visual and Analytical

The Webanywhere Totara Plugin for Video is a testament to the evolving landscape of e-learning. With video-based learning and microlearning leading the charge, it’s crucial to adapt. Harnessing the plugin’s video analytics capabilities positions you at the forefront of this shift. Engage learners with compelling visual content, backed by insights that refine your strategy. It’s a fusion of innovation, engagement, and intelligence – the trifecta that propels learning into the future.

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The realm of education is experiencing a profound transformation through the rapid integration of artificial intelligence (AI). The infusion of AI-powered tools, such as advanced chatbots like ChatGPT, Bard, and Claude.ai, is reshaping how we approach teaching and learning, offering a plethora of dynamic opportunities.

Unlocking the Potential of LLMs

At the heart of this revolution lies the Large Language Model (LLM), a remarkable manifestation of AI. Trained on extensive datasets comprising text and code, LLMs possess the extraordinary ability to generate human-like text, facilitate language translation, craft creative content, and provide insightful answers.

Empowering Self-Paced Learning

AI’s influence extends greatly to self-paced individual or group-based learning, presenting an array of potential applications:

• Personalized Instruction: Harnessing AI’s prowess, tailored instruction is delivered to students based on their unique learning styles and requirements. The content’s pace and complexity can be adjusted to cater to each learner.
• Answering Complex Questions: AI adeptly handles complex, open-ended, and unconventional questions, furnishing students with timely and accurate information, thereby enhancing their learning experiences.
• Fostering Creativity: By generating imaginative content, from stories to code, AI stimulates students’ creative thinking and problem-solving capacities.
• Cultivating Collaboration: AI facilitates collaborative learning scenarios where students collaboratively tackle challenges and projects, fostering teamwork and mutual learning.

The Role of ChatGPT, Bard, and Claude.ai

Leading the charge are AI marvels like ChatGPT, Bard, and Claude.ai, each wielding transformative capabilities in education:

• Personalized Instruction: These LLMs offer personalized guidance, catering to individual students’ needs, and adapting the learning process accordingly.
• Question Resolution: Students’ queries find thorough answers, bolstered by AI’s ability to tackle even the most intricate and novel questions.
• Creative Content Generation: The LLMs foster creativity by generating a range of content types, nurturing students’ imaginative and problem-solving faculties.
• Collaboration Enabler: The trio facilitates collaborative learning by offering a platform for teamwork and shared exploration.

Unveiling the Future Landscape of AI in Education

The evolution of AI in education is in its nascent stages, yet its potential is boundless. Envision a future where:

• Virtual Tutors are powered by AI, delivering tailored instruction to each learner, ensuring a personalized educational journey.
• Automated Grading revolutionizes assessment procedures, providing instant feedback on assignments.
• Personalized Learning Paths are curated by AI, accounting for individual strengths and areas needing improvement.
• Simulated Experiences become possible, allowing students to engage in lifelike scenarios for practical learning.

The horizon for AI in education holds endless possibilities, promising more individualized, engaging, and effective learning experiences. As the educational landscape continues to evolve, AI stands as a potent catalyst, reshaping how we learn and empowering a new generation of learners. The journey is riveting, and the future, exceedingly promising.

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Enter the realm of Corporate Learning Job Roles – a fascinating tapestry of positions that work synergistically to craft enriching learning experiences for employees. From orchestrating seamless training events to curating engaging digital content, these roles form the backbone of modern workforce development.

In this comprehensive glossary, we delve into the intricacies of each role, offering you insights into the individuals who shape the learning landscape. Whether you’re a seasoned L&D professional, an aspiring specialist, or simply curious about the engines that power corporate learning, this glossary will provide you with a holistic view of the multifaceted world of L&D.

From Learning and Development Managers who strategize and oversee comprehensive training programs, to Soft Skills Trainers who nurture interpersonal growth, each role holds a unique place in the learning ecosystem. We’ll explore roles that span from designing captivating instructional content to managing intricate learning technologies, ensuring that organizations remain at the forefront of innovation in employee development.

As you navigate this glossary, you’ll encounter roles that focus on e-learning, onboarding, leadership development, compliance, performance support, and even gamification. Each description paints a vivid picture of responsibilities, expertise, and contributions, shedding light on how these professionals drive employee growth and contribute to the success of their organizations.

So, whether you’re aiming to better understand the intricacies of these roles, identify which career path aligns with your passion, or simply broaden your knowledge about the ever-evolving landscape of corporate learning, this glossary is your guide. As we journey through these job roles, you’ll gain a deeper appreciation for the people who work tirelessly to enrich minds, foster innovation, and cultivate a culture of continuous learning within the corporate world.

Glossary

Learning and Development Manager: Oversees training programs, assesses company needs, designs learning strategies, and manages the implementation of training initiatives.

Training Coordinator: Organizes and schedules training sessions, manages logistics, communicates with participants, and ensures smooth execution of training events.

Instructional Designer: Designs effective and engaging learning content, develops training materials, and ensures alignment with learning objectives and instructional methods.

E-Learning Specialist: Creates and maintains digital learning modules, manages online learning platforms, and ensures a seamless e-learning experience for employees.

Talent Development Consultant: Collaborates with HR and management to identify skill gaps, designs career development plans, and implements strategies for employee growth.

Organizational Learning Analyst: Analyzes training effectiveness, gathers data on learning outcomes, and provides insights to optimize training programs and enhance learning experiences.

Learning Experience Designer: Focuses on creating engaging and immersive learning experiences that leverage various formats and technologies to maximize learner engagement.

Learning Technology Administrator: Manages learning management systems, e-learning platforms, and other training technologies, ensuring functionality and accessibility.

Training Program Manager: Develops and manages comprehensive training programs, oversees trainers, evaluates program success, and adapts content to meet evolving needs.

Curriculum Developer: Designs structured learning curricula, outlines learning paths, and organizes training content to create a cohesive and progressive learning journey.

Performance Support Specialist: Develops resources like job aids, manuals, and guides to assist employees in applying knowledge gained from training to their daily tasks.

Corporate Trainer: Delivers training sessions in person or virtually, provides explanations, demonstrations, and engages participants to facilitate skill development and knowledge transfer.

Learning Content Developer: Creates a variety of learning materials, including videos, presentations, interactive modules, and assessments, to support training initiatives.

Leadership Development Coach: Focuses on enhancing leadership skills within the organization, coaching and mentoring executives and managers to improve their effectiveness.

Employee Onboarding Specialist: Designs and implements onboarding programs, ensuring new hires have a smooth transition into the company culture and their roles.

Training and Development Coordinator: Assists in planning, scheduling, and coordinating training events, manages training records, and handles communication with participants.

Learning Solutions Consultant: Collaborates with clients or internal stakeholders to identify learning needs, offers tailored learning solutions, and supports the implementation of training strategies.

Learning Operations Manager: Manages the administrative aspects of training programs, including budgeting, scheduling, resource allocation, and tracking program performance.

Instructional Technologist: Integrates technology into instructional design, exploring innovative tools and methods to enhance the effectiveness of training materials.

Learning Strategy Consultant: Partners with organizations to develop holistic learning strategies that align with business goals, driving continuous improvement and performance enhancement.

Compliance Training Specialist: Develops and delivers training programs that ensure employees understand and adhere to industry regulations and company policies.

Learning Data Analyst: Collects, analyzes, and interprets training data to provide insights that inform decision-making, optimize training content, and measure learning outcomes.

Virtual Learning Facilitator: Leads online training sessions, engages participants virtually, and fosters interactive learning experiences using video conferencing and collaboration tools.

Diversity and Inclusion Trainer: Designs and conducts training sessions that promote diversity, equity, and inclusion, fostering an inclusive and respectful workplace environment.

Change Management Specialist: Develops training strategies to support organizational changes, helping employees adapt to new processes, technologies, or structures.

Gamification Designer: Integrates game elements into training content to enhance engagement and motivation, making learning more interactive and enjoyable.

Learning Evaluation Analyst: Designs assessment methods, conducts post-training evaluations, and measures the effectiveness of training programs in achieving desired outcomes.

Technical Training Specialist: Creates and delivers training for technical skills and tools, helping employees gain proficiency in software, systems, and technical processes.

Certification Program Manager: Develops certification pathways, manages certification programs, and ensures that employees meet the necessary requirements for professional recognition.

Learning Project Manager: Manages end-to-end training projects, from needs assessment to content creation, delivery, and evaluation, while ensuring timely execution.

Language Training Coordinator: Organizes language learning programs to improve employees’ language skills, enabling effective communication in a global or multilingual environment.

Compliance Training Manager: Leads the development and implementation of compliance training strategies, ensuring employees understand and follow legal and regulatory requirements.

Sales Training Specialist: Designs and delivers training tailored to sales teams, focusing on product knowledge, negotiation skills, and sales techniques to improve performance.

Learning Resource Librarian: Curates and organizes training materials, maintains a central repository for resources, and ensures easy access to learning content for employees.

Soft Skills Trainer: Provides training in areas such as communication, teamwork, leadership, and interpersonal skills, fostering personal and professional development.

Learning Analytics Manager: Utilizes data analytics to measure the impact of training initiatives, optimize learning paths, and drive strategic decision-making in corporate learning.

Customer Service Training Coordinator: Plans and coordinates training for customer service teams, ensuring they have the skills to deliver exceptional customer experiences.

Instructor Development Specialist: Trains and supports trainers and facilitators, ensuring they have the skills and knowledge to effectively deliver training programs.

Learning Technology Strategist: Develops and executes a technology roadmap for corporate learning, identifying and implementing tools that enhance training experiences.

Remote Work Training Manager: Creates training programs to help employees excel in remote work environments, covering topics like time management, communication, and remote collaboration.

The composition of a learning and development team is contingent upon the dimensions of the learning and development department itself, as well as the scale and requirements of the organization it serves. However, a general outline of the roles and specializations within the learning and development realm can provide valuable insights.

The size of the learning and development team is directly correlated with the extent of the department’s responsibilities and the organization’s workforce. Larger learning and development departments in sizable organizations may encompass a diverse array of roles to effectively manage employee growth and skill enhancement. These roles might comprise learning strategists, instructional designers, training facilitators, curriculum developers, e-learning specialists, and performance consultants.

Furthermore, as the learning and development landscape evolves, roles focusing on technology integration, data analysis, and digital learning solutions have become increasingly significant. Data analysts and learning technology experts can offer insights into the efficacy of training programs, facilitating evidence-based decision-making. Similarly, e-learning specialists can design and implement online learning modules to cater to remote or distributed workforces.

In contrast, smaller organizations might have more streamlined learning and development teams, with fewer specialists who carry out multifaceted roles. These roles could encompass training coordination, content creation, and direct facilitation of workshops or training sessions.

Ultimately, the structure and composition of a learning and development team are influenced by the organization’s strategic goals, the scope of training initiatives, the complexity of skill development required, and the emphasis placed on employee growth. Thus, while the exact number of team members depends on various factors, this overview highlights the diverse roles and expertise that can exist within a learning and development department, tailored to suit the unique needs of an organization.

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Tailored Solutions for Unique Requirements

One of the main drawbacks of off-the-shelf LMS solutions is their limited flexibility. Businesses have unique training needs, ranging from industry-specific compliance to company-specific workflows. At Webanywhere, we understand that a one-size-fits-all approach won’t suffice. Our team of experienced developers works closely with customers to understand their specific requirements and design tailor-made learning platforms using the powerful Totara Learning Platform as a foundation. This ensures that our customers receive a solution that aligns perfectly with their business objectives and workflows.

Co-Creating Learning Experiences

At Webanywhere, we believe that true success lies in the ability to co-create learning experiences with our customers. We value the input and expertise of our clients, as they possess a deep understanding of their industry, learners, and organizational culture. By collaborating closely with our customers, we ensure that the learning platform we develop is not only functionally rich but also aligned with their unique brand identity, visual design preferences, and instructional approach. This collaborative approach fosters a sense of ownership and enhances the overall user experience, ultimately delighting both our customers and their end-users.

Unleashing the Power of Totara Learning Platform

Totara Learning Platform serves as an excellent foundation for creating bespoke learning experiences. It is an open-source LMS that offers extensive customization capabilities, making it an ideal choice for organizations with complex learning requirements. Webanywhere’s expertise in developing with Totara enables us to leverage its full potential, tailoring it to suit the specific needs of our customers. Whether it’s advanced reporting and analytics, gamification elements, or integrations with existing systems, our team has the expertise to enhance and extend the platform, ensuring our customers’ learning experiences are engaging, impactful, and efficient.

Delighting Customers and the Customers’ Customers

By partnering with Webanywhere, organizations can expect more than just a learning platform – they can expect an exceptional customer experience. We prioritize building long-term relationships with our customers, aiming to become trusted partners in their learning and development journey. Through our collaborative approach, we not only meet our customers’ expectations but exceed them, consistently delivering solutions that align with their strategic goals and drive learner engagement. This, in turn, leads to delighted end-users who benefit from an intuitive and personalized learning experience, resulting in improved knowledge retention and performance.

Our Solution Architects at Webanywhere go the extra mile to understand your business and the customer journey by conducting insightful workshops. These workshops enable us to delve deep into your organization’s intricacies, identify pain points, and comprehend your unique requirements. By engaging with stakeholders and subject matter experts, we gather valuable insights that shape the specifications of what we build and why we build it. This collaborative approach ensures that the final solution aligns perfectly with your business objectives and delivers an exceptional learning experience for your users.

At Webanywhere, we embrace an agile methodology to ensure that your LMS not only meets technical requirements but also delivers commercial success. We employ scrums and sprints, where our development team works in iterative cycles, focusing on incremental delivery and continuous improvement. This approach allows for quick feedback, adaptation, and prioritization of features based on their business value. Alongside scrum sprints, our leadership meetings provide a platform to align business goals, assess progress, and make informed decisions. By fostering collaboration, transparency, and flexibility, our agile methodology ensures that your LMS evolves in tandem with your business needs, ultimately driving tangible outcomes and maximizing its commercial impact.

Systems Integrations

Webanywhere has a strong track record of integrating Totara with various platforms, enabling seamless automation and joined-up digital learning experiences. One notable integration is with Salesforce CRM, a leading customer relationship management platform. By integrating Totara with Salesforce, organizations can synchronize learner data, track training progress, and leverage valuable insights to enhance their sales and customer service initiatives.

In addition to Salesforce, Webanywhere has successfully integrated Totara with Snowflake, a cloud data platform. This integration allows organizations to leverage Snowflake’s powerful data analytics capabilities to gain deeper insights into learner behavior, performance, and training effectiveness. By combining the data from Totara and Snowflake, organizations can make data-driven decisions and optimize their learning strategies to meet the evolving needs of their workforce.

Webanywhere’s expertise extends beyond these specific integrations. We have experience integrating Totara with a wide range of platforms, such as HR systems, content management systems (CMS), webinar tools, and more. These integrations enable organizations to streamline their learning processes, improve data accuracy, and provide a unified user experience across multiple platforms.

By integrating Totara with other systems, Webanywhere helps organizations achieve greater automation, data connectivity, and efficiency in their learning initiatives. This integrated approach ensures that learning experiences are more personalized, relevant, and effective, ultimately leading to improved learner engagement and business outcomes. For example, connecting Totara with Zoom and Teams empowers organizations to create a seamless and interactive virtual learning environment that fosters collaboration, engagement, and effective knowledge transfer.

Off-the-shelf LMS solutions, while configurable, often fail to address the unique requirements of businesses. Webanywhere stands out as the go-to vendor for bespoke custom development using the Totara Learning Platform. By partnering with us, organizations can unlock the full potential of their learning programs, co-creating customized learning experiences that delight both our customers and their end-users. With our expertise, commitment to collaboration, and deep understanding of the Totara Learning Platform, Webanywhere empowers businesses to elevate their learning and development initiatives to new heights.

Are you ready to co-create a learning experience that sets your organization apart? Speak to us today

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Benefits of Employee Training

The benefits of employee training can be both tangible and intangible. The tangible benefits are those that can be measured in financial terms, such as increased revenue, reduced costs, and improved productivity. The intangible benefits are those that are difficult to quantify, such as improved employee morale, higher job satisfaction, and better customer satisfaction.

Increased Revenue: One of the primary benefits of employee training is increased revenue. A study by the Association for Talent Development (ATD) found that companies that invest in employee training have 24% higher profit margins than those that do not. This is because trained employees are more efficient, productive, and better able to deliver high-quality services or products to customers.

Reduced Costs: Employee training can also help reduce costs associated with employee turnover, absenteeism, and errors. According to a study by the ATD, companies that invest in employee training have a 41% lower employee turnover rate than those that do not. This is because employees who receive training feel more valued and are more likely to stay with the company. Additionally, trained employees are less likely to make errors or take time off work due to work-related stress or illness.

Improved Productivity: Another benefit of employee training is improved productivity. A study by the ATD found that companies that invest in employee training have 218% higher income per employee than those that do not. This is because trained employees are more efficient, productive, and better able to meet the demands of their job.

Costs of Employee Training

While the benefits of employee training are significant, there are also costs associated with implementing a training program. These costs can include the direct costs of training, such as trainers’ fees, course materials, and technology, as well as indirect costs, such as the time and resources required to develop and implement the training program.

Direct Costs: The direct costs of employee training can vary depending on the type of training program and the level of customization required. According to a study by the ATD, the average direct cost per employee for training is $1,296 per year. This includes the cost of course materials, trainers’ fees, and technology.

Indirect Costs: Indirect costs of employee training include the time and resources required to develop and implement the training program. This can include the time spent by trainers and employees in attending training sessions, as well as the resources required to develop and distribute course materials. Indirect costs can also include the cost of lost productivity during the training period.

Calculating the ROI of Training

To calculate the ROI of employee training, organizations need to measure the benefits of the training program against the costs of implementing the program. The formula for calculating ROI is:

ROI = (Gain from Investment – Cost of Investment) / Cost of Investment x 100%

To calculate the gain from the investment, organizations need to measure the impact of the training program on key performance indicators (KPIs) such as revenue, productivity, and employee turnover. For example, if a training program resulted in a 10% increase in revenue and a 5% reduction in employee turnover, the gain from the investment would be the financial benefit of the increased revenue and the cost savings associated with reduced employee turnover.

To calculate the cost of investment, organizations need to consider the direct and indirect costs associated with implementing the training program. This includes the cost of course materials, trainers’ fees, technology, and the time and resources required to develop and implement the training program.

Once the gain and cost of investment are calculated, organizations can use the ROI formula to determine the ROI of the training program. For example, if the gain from the investment was $100,000 and the cost of investment was $50,000, the ROI would be calculated as follows:

ROI = ($100,000 – $50,000) / $50,000 x 100% = 100%

This means that the organization received a 100% return on their investment in the training program.

Measuring the ROI of employee training is critical to ensure that organizations are getting the most out of their investment in employee development. By measuring the benefits and costs associated with implementing a training program, organizations can determine the financial impact of the program on the organization. By focusing on key performance indicators such as revenue, productivity, and employee turnover, organizations can identify areas where training programs are most effective and make data-driven decisions about where to invest their resources in the future. By using the ROI formula, organizations can calculate the ROI of their training programs and make informed decisions about how to allocate their resources to maximize the impact of their employee development initiatives.

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As global connectivity soared and the business world started evolving at a rapid pace,  Gen Z did everything possible to fuel that change. To start with, Gen Z is more inclined to gig work rather than traditional full-time roles. According to Forbes, they are the “most extroverted generation.” 

One of the other critical factors about Gen Z is their diversification. The New York Times quoted Gen Z as “the most diverse generation in the American history.”

But do you wish to know what drives this kind of change in GenZ? Of course, there are some characteristics that are typical to Gen Z. 

Characteristics of Gen Z 

The common thing is that most people confuse Gen Z with millennials. However, there are some striking differences — the first being their buying habits. Unlike millennials, they do not focus on price tags and always look for quality over price. 

Some of the other characteristics of Gen Z could be highlighted as below: 

• Active online network 
• Decision-making independence 
• Risk-taking mindset 
• Flexible 

5 ways in which Gen Z can impact your business 

• They always focus on value

Organizations can no longer make the cut if they focus only on their sales and marketing strategies. They need to offer real value to their employees. For example, you will notice many small businesses run a blog where they share helpful tips and suggestions related to their industry and products or services. 

• They come with strong collaboration skills 

Though the millennial generation comes with the largest number of college degrees, Gen Z prefers to have colleagues who know how to collaborate and work together. They prefer someone at work who would partner with them and bring out the best at work rather than someone who works equally hard as they do. 

This is also an opportunity for the employers to take note of this collaborative revolution and offer them the tools and technologies that facilitate this kind of environment at work. 

• They prefer to embrace and adopt new technologies 

As they grew up in a digital environment, they always feel the need to be exposed to a stream of constant feedback in the form of likes, comments, and shares. 

This also implies they demand much lesser opportunities for engagement. And these opportunities could go well beyond the modern intranets or instant messaging platforms. Hence, the future of workplace might include VR, robotics or wearables. 

• They always like to be transparent 

With Gen Z, it is critically important that the organizations reflect their transparency more than anything else. This implies they will not put up a picture that they are perfect even when they are not. They will talk about their shortcomings and upcoming plans to work on improving their products or processes if there are any issues cropping up. 

• They demand greater personalization 

With Gen Z, it is critical that their career journeys are personalized and they are not offered something off-the-shelf. In fact to attract this generation, the employers must offer a robust training curriculum or programs that have a tangible focus on diversity. The employers could also consider offering them an internship program and then match them with a suitable role within the organization. 

Conclusion 

Gen Z is at the forefront of change and totally making an impact on the way the world does business. 

Robin Sharma, the renowned author of several bestsellers, said, “ The best in business spend far more time in learning than in leisure.” When talking about value and collaboration, a reliable Learning Management System (LMS) can make your journey totally meaningful. 

Book a call today to get a full-blown demo of the Totara LMS. [/vc_column_text][/vc_column][/vc_row]

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For anyone who’s had their head stuck in the sand over the last few decades, you may not be aware of the 70:20:10 training model. A team of researchers in the 1980s (McCall, Lombardo and Eichinger) studied a group of successful managers to see if they had any learning and development experiences in common. What they found led to this training model, which is now becoming widely adopted.

70% – On the Job / Informal

Not having heard something is not as good as having heard it; having heard it is not as good as having seen it; having seen it is not as good as knowing it; knowing it is not as good as putting it into practice. (Xun Kuang, Confucian philosopher, 818AD)

Nearly two-thirds of knowledge and skills should be acquired through hands-on training. Allowing people to learn through experience helps them retain more and gives them the opportunity to develop and refine key skills. Through decision-making and overcoming challenges, employees have opportunities to practice critical thinking – a crucial skill for any manager worth his/her dollar.

Learning on the job doesn’t mean letting an employee work autonomously; a mentor or real-life coach should be assigned. An effective mentor shouldn’t suffocate the trainee. Micromanaging should be kept to a minimum, ie only when it’s clear that intervention is necessary. Mentoring also allows for continuous feedback and appraisal, which is much more effective than an annual review.

In addition to practical training, it’s essential that workers have a bank of knowledge on tap that they can access when and where required. Concise chunks of learning can be effectively delivered through interactive video. As 65% of people are visual learners (Social Science Research Network) learning content that consists mainly of video and infographics will have more impact than text alone. Video content could involve real-life scenarios and actual personnel, to make the experience more relevant to the individual trainee. Interactive elements could include quizzes and CTAs.

20% – Social Learning

This type of learning is unstructured and ad hoc. Collaborating with peers can generate encouragement and feedback, both of which should motivate the learner and get him/her to continuously reassess goals and set into motion plans to achieve them. Interacting with colleagues and a mentor can modify the employee’s behavior to more closely fit the desirable attributes for the role. Even connecting on social media and forums can be an opportunity for social learning. Multi-player games can help to practise or develop skills and logical thinking. Incentives in games such as awarding points and reaching new levels are excellent motivating devices, which is why game-based learning and gamification elements are big buzzwords in training.

10% – Formal Learning

While the majority of academic educators may recoil in horror at this small percentage, the model maintains that 10% of structured, formal learning is adequate to produce a successful manager (in conjunction with on-the-job training and social learning of course). Where no knowledge exists, there has to be a starting point. A solid foundation of learning must be established, along with some form of assessment structure to ensure the minimum attainment is met. Regulatory compliance training, for instance, is more suited to a structured program, particularly if these are government-set requirements. So despite the small ratio, the formal learning component of training is every bit as important as the 70 and the 20. While doing may lead to the greatest retention and understanding, without the initial backbone of prescriptive learning, it’s unlikely HR’s goals will be met.

It’s worth noting that according to a recent survey, 40% of employees who don’t receive adequate training leave their jobs. The Millennial generation and later expect a lot from life and are keen to climb the career ladder as quickly as possible. A lifelong learning mindset expects excellent training, enabling them to reach their goals. Organizations who are keen to recruit and retain productive workers should take a good, hard look at their training models.[/vc_column_text][/vc_column][/vc_row]

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