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A Learning Experience Platform has been in the market for a few years now and organizations are exploring new opportunities to leverage the greatest impact. Our past blogs have explored in detail how LXP can improve organizational performance, drive engagement and be an ally for overall business growth. We have also addressed blogs on how a LXP can help teams specifically – Simplifying onboarding, Sales Enablement training and drive Customer Success too. However, the underlying fact is that to leverage maximum impact, a robust training infrastructure is key. In this blog, let us explore more on how critical it is to establish a reliable training infrastructure, to help you achieve business success at every stage.
A training infrastructure is a training framework with numerous components that are established to ensure superior learning outcomes. A training infrastructure establishes the organization’s learning culture and is aligned to its business objectives. The framework is a guide of sorts to help organizations define training needs of the organization – what, when, where, why, to whom and how content needs to be created and delivered to the defined ecosystem of learners. What goals are we looking to achieve? With the derived data, what kind of content do we want to create? When training is designed to address the above, learning becomes cohesive and delivers impact at every stage, leading to superior outcomes and greater alignment to business goals and objectives.
A reliable training infrastructure also sets up a pathway in providing seamless training, delivered at the time-of-need. This is where a Learning Experience Platform is indispensable. A mobile-first LXP makes training easy, accessible and boosts learner engagement. A legacy system here fails to make the cut.
An intrinsic step while creating your training infrastructure is to define your audience. Who are the stakeholders that are part of this learning ecosystem? It becomes the organization’s responsibility to equip this ecosystem with the relevant knowledge and skill; based on demand, need and requirement. Knowledge is power, and this will drive and enable learners to achieve desired results. The learner ecosystem can be broadly split into two – internal learners and external learners. The internal learners are your employees, while external learners are the extended enterprise comprising vendors, partners and customers. Your internal learner group could be further subcategorized based on their job role and function – product engineers, technology architects, sales and marketing managers, administration, and so on.
Apart from the learner, the ecosystem also includes trainers and employers who drive training. Based on the organization’s training strategy, content partners could also be deployed; external content providers also then form a part of this ecosystem.
Each individual in this ecosystem has varied training needs and learning requirements.
You can read an article here, published by the Association for Talent Development, about the Learning Ecosystem.
One of the fundamental reasons for designing a training infrastructure is to ensure relevant training is available and accessible to your learner; training that supports incremental knowledge and skill. For instance, the training needs of your product engineers will be vastly different to that of your Sales and Marketing team members. However, there will be a certain overlap for the two groups when you are addressing something specific like Product Training. The training needs of the learners will depend largely on the criticality of the job role and how their role fits in the big picture – realizing business objectives. When you define training needs of each of your learners, you are sequentially led to the frequency, and also the determination of the specific times (situation, occasion) when training is required; an essential part of delivering an effective learning experience. You can read an article here on the secrets of a Training Need Analysis.
A Learning Experience Platform is the platform to truly draw the best, and see the training infrastructure in-action. In this section, we will explore the different avenues a LXP presents to address training needs for each learner, how an organization benefits, and what the key takeaways are.
(a) For employees – As a generic overview, a Learning Experience Platform provides an avenue to create custom learning paths for each learner. The path can start right from the beginning, i.e., employee onboarding. In this bundle, an employee can find various resources to make his/her onboarding a simplified process. From introduction to organization culture, various teams and team members, compliance training; the whole nine yards. This entire bundle becomes available for the employee to explore and complete at his/her pace.
Next, based on the job role or knowledge and skill, another learning path can be created. For instance, if the employee is a Sales Manager, specific resources related to Sales Enablement could be made accessible to him. Apart from In-depth product training, and product features and specifications, quick and real-time product updates and best features straight from the product engineers could be delivered to him that will equip in making a convincing presentation to the client. When content is created in an engaging multiformat, knowledge retention is stupendous for enhanced application. The key takeaway is the crucial time saved, which would otherwise be lost to conduct a physical training program by the product engineers to the sales force. Engineers also get to focus on their core passion and skill of product development, rather than being pulled away for training the diverse audiences. Product information flows seamlessly from the engineers to the sales force, who are equipped to exhibit their tremendous knowledge and skill. Such a real-time flow of vital information is critical in creating a compelling go-to-market strategy. When you establish such a powerful training infrastructure, your salesforce becomes an invaluable solution-provider to your clients that sets him up for sales conversions.
(b) For partners – An organization’s partners that include vendors also, are like a combination of your client and salesforce. Their role is important as they take your product to the market, they also connect with the eventual user and play a key role in driving product adoption and customer success. Like your internal sales team, delivering real-time product information is vital for them to perform their role to meet business objectives. Partners provide a substantial business benefit and hence it becomes that much more important to continuously provide them access to the latest information on the product. Delays caused due to providing physical training sessions will prove catastrophic. A Learning Experience Platform through its cloud-based application ensures timely delivery of relevant content that is easy to access, and can be used to stay abreast with any changes from the product engineers’ team. All the pros of deploying a LXP to realize your training infrastructure can be truly witnessed here in all its glory – capitalize on multiformat content delivery, ready reckoner guides on features and installation, provide a channel of communication, engage in collaborative learning and problem solving, and so much more.
(c) For customers – How does a training infrastructure and LXP help to drive customer success? How can we push for reduced trial conversions and improve customer retention? Did you know that trained customers use your product better? In this case, how can we ensure better and compelling training for our customers? Subsequently, a customer can realize the true potential of your product and that makes a strong case for retention. If training your customer with relevant content is one side of the coin; easy access and delivery of the personalized content is the other side. One solution – LXP. Identify customer preferences and deliver actionable notifications straight to the customer. Engage your customer with consequential content and drive home the true value of your product.
(d) For employers / trainers: Apart from benefitting the learners, establishing a training infrastructure adds immense value to the trainer/employer as well. While learners benefit from learning content that will equip him/her to perform the job role to the best abilities, the training infrastructure deployed on the LXP provides valuable analytics for the trainer/employer. Analytics help organizations to narrow-down what content engages learners; which would eventually help them to drive an effective content strategy, and design a sound training framework that addresses knowledge and skill. It becomes a tool for measuring training and effectiveness among others.
The LXP also becomes a content-integrating platform, if an organization chooses to use external content providers. Effectively, the organization is providing a complete package, a wholesome learning experience to the team. An indispensable, one-stop training solution provider is an ally for improved business performance and overall metrics.
As we have explored above, training infrastructure and LXP go hand-in-hand in ensuring business impact and success at every step. The potential impact is measurable and will reflect in business metrics.
Savings in time, cost, driving product adoption and improved revenue metrics are only the tip of the iceberg. There are many more takeaways including enhancement in learner engagement and knowledge retention. It makes your training scalable and sustainable in the long run, ready to meet new evolving demands.
Origin Learning’s award-winning Learning Experience Platform Fractal LXP has established itself in the capacity to create and deliver a training infrastructure that is best suited as per individual organization needs. Most recently, a training solution was created and deployed for a leading AI software company. The client company was in need of a comprehensive training model for its new product. Product training and the frequent product updates needed to be delivered across the ecosystem swiftly and in real-time, without blocking up the Product Engineers’ time. Accuracy, speed and personalization were critical for an effective go-to-market strategy to drive product adoption for this growth-stage company.
Origin Learning proposed an end-to-end solution that included designing and developing a role-based curriculum, consisting of microlearning units in varied formats, and deploying them on our learning experience platform, Fractal. On-demand personalized learning was delivered on Fractal LXP, providing a consumer grade UX on an enterprise grade platform. The client company moved from a predominantly classroom-based training paradigm to an online training model – quickly and efficiently, while checking all their boxes. For more information on this original solution delivered to the client, our video here gives a visual snapshot.
For more information, you could view Fractal LXP’s Solutions page.
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