#does salesforce have an lms

[raftlabs]

9 SaaS Apps Solving Real Problems (And What You Can Learn From Them)

So, you’ve got a SaaS idea. Maybe it’s got slick features, AI magic, and a clean UI. But here’s the real question:

Does it solve a real problem?

In a world full of feature-stuffed apps, the SaaS products that win are the ones that make life easier for their users.

Let’s break down 9 standout SaaS applications that have nailed this, and how you can apply their lessons to your own SaaS journey.

1. PDC Remote Care

Industry: Healthcare

PDC is transforming patient care with real-time monitoring and AI-powered health insights. Doctors get live data from patients, plus automated alerts based on patient vitals and medical history.

Why it works:

Proactive care

Reduced costs

Personalization at scale

Takeaway for founders: If your SaaS app can save time and lives—you're onto something.

2. PSi (People Supported Intelligence)

Industry: Enterprise Decision-Making

PSi analyzes massive conversations to provide real-time decision support. Think stakeholder maps, sentiment analysis, and even identifying polarization points in discussions.

Why it works:

Solves the “too many opinions” problem

Speeds up complex decision-making

Helps large orgs work smarter

Founder tip: If you can turn messy data into clarity, you’ve got SaaS gold.

3. Perceptional

Industry: UX & Product Research

AI-led chat interviews that go deep—real deep. Perceptional generates follow-ups on the fly and delivers more valuable user insights in way less time.

Why it works:

Faster than traditional research

More depth than surveys

Scalable qualitative data

What to learn: Replace outdated workflows with speed, smarts, and simplicity.

4. Sekou

Industry: EdTech (Africa-focused)

An all-in-one LMS tailored for French-speaking African schools. It handles everything—attendance, grades, parent-teacher communication, payroll.

Why it works:

Localized desig

Multilingual

Unified admin + education tools

Lesson: Niches make riches. Local solutions = global opportunities.

5. Salesforce

Industry: CRM

You know it. Salesforce is the OG of customer management, now powered by AI. It predicts customer behavior and automates repetitive workflows.

Why it works:

Deep integration

Data-driven decisions

AI-powered engagement

SaaS truth: Automate what matters most to your users.

6. Adobe Creative Cloud

Industry: Design / Creative

Adobe’s cloud suite powers designers, editors, and creatives with AI-driven tools + real-time collaboration.

Why it works:

Seamless team collab

Cloud-first flexibility

AI saves creative time

Insight: Creative industries love SaaS that removes technical friction.

7. Slack

Industry: Workplace Collaboration

Slack organizes communication into searchable channels, slashing email clutter and integrating dozens of tools.

Why it works:

Real-time team messaging

Tons of integrations

Built for async + remote work

Hot tip: Solve everyday team chaos and people will love you for it.

8. Tableau

Industry: Business Intelligence

Tableau visualizes complex data so non-techies can make smart calls fast. Drag, drop, and boom—insights.

Why it works:

Data made human

Interactive dashboards

Real-time analytics

Takeaway: Make the complex simple. Users will thank you.

9. Lark

Industry: Productivity

Lark bundles chat, docs, calendar, and video in one app. No more app switching. No more chaos.

Why it works:

All-in-one workplace

Global features (like real-time translation)

Smart tools built-in

Note to self: Less app clutter = higher productivity.

What These Apps Teach Us

These apps aren’t successful just because of design or features. They win because they:

Solve a specific problem

Deliver a seamless experience

Keep it simple, scalable, and smart

So… what’s your app solving?

How to Validate Your SaaS Idea (Before You Build)

Before you go full send into development, make sure people want what you’re building:

Sketch a prototype. Use tools like Figma to test ideas early.

Build a basic MVP. Include just the must-have features.

Talk to real users. Not just your friends—go find your actual target audience.

Check the competition. See what’s missing in their offerings.

Launch a landing page. Test demand and collect early emails.

Apps like Slack and PSi started small and evolved with feedback. Yours should too.

🚫 Mistakes to Avoid When Validating Your SaaS Idea

Here’s what NOT to do:

❌ Getting emotionally attached to your idea ❌ Only asking people who’ll say “It’s great!” ❌ Ignoring competitors ❌ Trying to build every feature at once

Stay lean. Stay curious. Stay focused.

Need Help Building Your SaaS App?

If you're exploring the SaaS space and need a reliable development partner, RaftLabs can help as a third-party expert. They specialize in building scalable, user-friendly SaaS applications across industries like healthcare, education, and media. Whether you're just validating your idea or already deep in development, RaftLabs brings a blend of technical expertise and product strategy to the table. Their team can support you in creating wireframes, building MVPs, selecting the right tech stack, and ensuring smooth post-launch scaling. As an external partner, they bring fresh perspective, flexibility, and proven experience—making them a solid choice for founders who want to stay focused on vision while the heavy lifting is handled by experts.

Originally posted at Raftlabs

[salesmotivationideas]

Benefits of A/B Testing Your Sales Content

Good sales content can make a world of difference when closing deals. You want your content to be impactful enough to help your salesforce appeal to prospects and succeed. But how do you know that your content is doing enough? How can you ensure it's the best content you can create and use?

That's where A/B testing comes in.

What is A/B Testing?

This form of testing, also known as split or bucket testing, is a way for you to refine your content and find the best winning strategies. The concept is simple: Instead of putting all your hats in one basket, you have two different versions of content. That means two websites, two versions of the same post, two different app screens, etc.

Those two different versions might have subtle changes. Use one version with some prospects and another with others. Then, you can use a sales data analytics platform to compare the efficiency of each variant and settle on the most effective one.

This technique can help you optimize every detail of your sales content. From the copy to the colors of your marketing flyers, it all makes a difference.

The Benefits of A/B Testing

This testing technique comes with many benefits.

One of the biggest is determining what keeps prospects engaged. Not every person you're selling to will respond well to your content. Some might react negatively or feel indifferent towards your strategies.

Of course, the goal is to keep prospects engaged as you move them through the buyer's journey and sales funnel. Using A/B testing, you can figure out what works and what does.

That might help you increase sales across the board. It can also help your team minimize risks and develop a killer strategy you can standardize as a company-wide sales approach.

Ultimately, A/B testing is about refinement. You can't expect every piece of content to work right out of the gate. Your sales strategies will evolve with time, and A/B testing with a sales data analytics platform ensures that you use the best content you have for every sales scenario.

Read a similar article about LMS for sales here at this page.

[holceeripon]

Adobe captivate 8 retake quiz button 無料ダウンロード.

Adobe captivate 8 retake quiz button 無料ダウンロード.

                                                                          Top-Rated Images.Adobe Community: Message List - Quizzing/LMS

    May 08,  · Hi, I have created a quizz, consisting of single select, multiple choice and matching questions. If the user passes the quizz, it is possible to retake the quizz by using the Retake Quizz button. When the user comes to the first matching question, and Jan 08,  · Adobe Support Community cancel. Turn on suggestions. Auto-suggest helps you quickly narrow down your search results by suggesting possible matches as you type. Showing results for Show only | Search instead for Captivate 8 - Retake button if user failed Channel: Adobe Community: Message List - Quizzing/LMS Viewing all articles Browse latest    

Adobe captivate 8 retake quiz button 無料ダウンロード.Retake Course Instead of Retake Quiz in Your Adobe Captivate Project - eLearning

Channel: Adobe Community: Message List - Quizzing/LMS Viewing all articles Browse latest Jan 08,  · Adobe Support Community cancel. Turn on suggestions. Auto-suggest helps you quickly narrow down your search results by suggesting possible matches as you type. Showing results for Show only | Search instead for Captivate 8 - Retake button if user failed Jul 01,  · Solved: I'm using Captivate 8 and the Retake Quiz button is not displaying when I publish the course. Does anyone know what may be occurring? - Adobe Support Community. cancel. Turn on suggestions. Auto-suggest helps you quickly narrow down your search results by suggesting possible matches as you type         

 In this video tutorial, I show you how you can replace the standard Retake Quiz button with a custom solution that allows you to retake the course. This solution will reset your quiz but also jump to any slide in your course, and not just the first slide of your quiz. This is great if you prefer to have learners retake the entire course instead of just the quiz.

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Set up gamification. Set up internal users. Types of course modules. Virtual classroom trainings. Adobe Connect Mobile. Virtual Conferences. Unified Communications. July 22, Retake Course Instead of Retake Quiz in Your Adobe Captivate Project. Paul Wilson Follow. Paul Wilson. I've been an eLearning designer and developer since In I started my own eLearning design company.

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[cecillewhite]

Podcast 22: Launching a Learning Portal – With DirectEmployers Association

WELCOME TO EPISODE 22 OF THE TALENTED LEARNING SHOW!

To learn more about this podcast series or to see the full collection of episodes visit The Talented Learning Show main page.

  EPISODE 22 – TOPIC SUMMARY AND GUESTS:

How can membership organizations strengthen their market position and drive additional revenue streams by offering professional education?

That was the goal when the DirectEmployers Association (DE) envisioned its new learning portal, DE Academy. But what does it take to move from concept to reality?

Join me as I talk with DE Executive Director, Candee Chambers and VP of Membership Engagement, Jen Bernhardt about how they’ve created a modern learning portal that will grow with their organization’s needs.

  KEY TAKEAWAYS:

Don’t fast-forward through the analysis phase. If you don’t fully understand your audience’s learning needs, preferences and behaviors, your program is at risk.

Remember that information is not instruction. Develop a content strategy that honors the difference.

Choose technology wisely. Think about how to start small, adapt to changing requirements and scale over time.

  Q&A HIGHLIGHTS:

Tell us about the DirectEmployers Association. What’s your mission?

CANDEE:  We’re a nonprofit 501C6 HR consortium with over 900 member companies. About 97% of these member organizations are government contractors that must meet Department of Labor Office of Federal Contract Compliance Programs (OFCCP) requirements.

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We want DirectEmployers Association to be the go-to solution for contractors who need OFCCP compliance and talent acquisition information, resources and support. That’s why we just launched DE Academy, a learning portal that provides digital access to our expertise, on-demand.

So for those who are not familiar with OFCCP, what is that?

CANDEE:  Here’s the Reader’s Digest version. Basically, all organizations with federal government contracts of a certain dollar volume must follow regulations managed by OFCCP.

Also, depending on the size of the contract, there are affirmative action standards for hiring protected veterans and individuals with disabilities.

So we assist members with some of their staffing obligations, like job distribution and listing jobs with state workforce agencies. We also provide outreach resources and help them understand their compliance obligations.

Got it. So could you tell me more about your member companies?

CANDEE:  Government contractors are diverse. For example, they can be defense companies involved with building jets, rockets or military equipment. Or utilities that power federal government buildings. Or organizations that touch agencies like Homeland Security, Cybersecurity or the NSA.

It sounds like your member companies could have many thousands of learners that interact with your Academy, right?

JEN:  Potentially, yes.

And what prompted the idea of the DE Academy learning portal?

JEN:  Well, as recognized experts, both Candee and John Fox, our external legal counsel, are always in demand. So about 18 months ago, we began talking about how we could make all their expertise more broadly available, in a convenient form where members and non-members alike could find it and use it on their time.

That’s easier said than done. How have you made all that content available in digital form?

JEN:  It’s important to understand the difference between information and instruction. We have information in spades. We have webinars, and one-sheets and live presentations that members can attend around the country.

But to move from information to a learning experience, we had to take a step back and analyze things from a learner’s perspective. It’s essential to meet our learners where they’re at.

Great point. How did you do that?

JEN:  That’s where our consultant Carla Downing came in. She’s Air Force veteran with a doctorate in instructional design. She’s worked in academia and in the corporate world, and she has been incredibly helpful guiding us along this path.

What did you learn from Carla?

JEN:  When considering the scope, it’s tempting to leap forward so you can get to the pretty things. But Carla encouraged us to focus 70-80% of our time in upfront analysis and preparation. So by the time design and development started, we were ready to roll instructional design methodologies into our courses and other content.

Nice. The instructional designer in me is doing backflips…

JEN:  Yes! Carla says that 1 or 2 hours of front-end analysis can save up to 8 hours of development and design on the back-end. And after building DE Academy with her, I believe it.

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So, what kind of things did you consider in that analysis phase?

JEN:  We started with analyzing the market. What’s already being offered? What are the price points? Who are the vendors? Who’s actually delivering the training? Then we identified gaps.

Next, we profiled potential learners and mapped our existing content to their needs.

Very strategic…

JEN:  So the challenge was really fun. We had to break-down things like affirmative action planning into an easy-to-consume 100-level course for an entry-level professional like a recruiter. But then we also need to offer more advanced content.

How did that process work?

JEN:  We would start by defining objectives and then compile information that supports those objectives. That literally required me to sit down with our experts and record detailed discussions with them.

Then we captured those notes in transcripts, so we could piece together various elements into a flow that is easier for learners to consume. Once we had all the components and the outline, we could start building-out the courses in tools like Storyline or Captivate.

Makes sense…

JEN:  Well, you can probably tell we’re very, very careful to be sure that everything is correct. The compliance marketplace has so much incorrect information. But our reputation is on the line, so won’t do it unless it’s right.

How do you manage that content quality aspect?

JEN:  Well, there’s a detailed back-end in the design and development process. I’m sure most of your listeners are familiar with the ADDIE instructional systems design model. Well, we add an extra evaluation stage before we launch.

So for us, the model is ADDEIE. In other words, we’ll ask one of our subject matter experts to review the course and make comments. We may go through that cycle two or three more times.

That’s great. So what is the final product?

JEN:  We offer courses, lessons and ebooks in a variety of formats. For example, we use Storyline to create courses in SCORM format for our learning management system.

Also, we offer punch lists in PDF format. That’s where we create a matrix that deconstructs a regulation for professionals with different levels of experience.

In addition, we offer traditional elearning courses that look like a PowerPoint deck with voiceovers and assessments and those types of things.

As we grow, we’ll include webinars that branch into in-person training sessions that members can schedule directly within DE Academy.

Excellent…

JEN:  We want to be at the forefront of how learners prefer to consume content. We know it can be difficult for busy professionals to find large chunks of time. And we want to break it down in various ways, so our members have choices.

Sounds great. On the systems side, you mentioned Storyline and Captivate. What other systems are you using for this learning portal?

JEN:  TopClass LMS is the learning management system we chose for DE Academy. WBT Systems makes TopClass, and they’ve been wonderful.

We’ve integrated TopClass with Higher Logic – the platform for our members-only community, DE Connect. So we offer Single Sign-On from Higher Logic into DE Academy. Having only one user name and password is key because ease of access is critical to the success of DE Academy.

Makes sense…

JEN:  And another benefit of TopClass is its ability to offer a second entry point for non-members…

Ah, yes!

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JEN:  When we were sourcing LMSs, we considered launching two completely separate systems – one for members and another for non-members. But financially and logistically, that just wasn’t feasible.

Fortunately, TopClass lets non-members register directly in the LMS. And if one of those companies or individuals become members, it’s an easy transition into the member side of things.

That’s really slick…

JEN:  Plus we hooked Higher Logic to Salesforce, which feeds our member contact information into the DE Connect community platform. Make sense?

You bet. That’s a great ecosystem! So when non-members register they can see content built just for them?

JEN:  Yep, correct. For members of DirectEmployers Association, we include a handful of content with their membership. We’ve repackaged, repurposed and rebranded members-only DE Connect content and relocated it to DE Academy. Plus, we develop and curate additional content that is available at a lower price point for members than non-members.

Excellent. Multi-level pricing is a great idea…

JEN:  Yes. We want this lower price point to be an incentive for non-members to join. Plus, because we’re working with recognized subject matter experts, we need an appropriate price point and marketing model for this content.

What about bulk purchases? Can non-members purchase content for a whole team, or only as individuals?

JEN:  Right now it’s one by one, but we’ve considered that scenario. We’re also considering pre-built learning paths. In other words, if three courses naturally fit together, they can be purchased individually or as a bundle.

There are a lot of options. TopClass is even flexible enough to let us create different groups with different levels of access, and assign a manager to that group.

So let’s say one of our members is at a small utility company that doesn’t have an LMS. But with DE Academy, their employees can purchase courses that an administrator at the utility can manage directly in TopClass. That means we don’t have to do it for them.

That’s helpful.

JEN:  The possibilities are endless with that system, which is why we went with it. You can start very simple out-of-the-box. That’s where we are right now. But our goal is to scale as we grow and expand our product base to accommodate various needs. TopClass has that capability.

Here’s another scenario. What about large organizations with their own LMS? Do you want their employees to come to DE Academy, or would you give them your content?

JEN:  Access is paramount. We’re not going to hold our content hostage. If a member wants to purchase a one-year license, pull out x-number of courses and then plug them into their LMS, great. We’re open to anything and everything that will help people learn…

…FOR MORE QUESTIONS AND COMPLETE ANSWERS, LISTEN TO THE FULL PODCAST NOW!

  WANT TO LEARN MORE? REPLAY OUR WEBINAR:

How to Drive Online Learning at Scale: Corporate Market Strategies for Associations

REPLAY THIS FREE WEBINAR NOW

Selling online learning content to individuals is challenging enough. But selling that same content in bulk through corporate customers or partners can be even more demanding.  The business models are fundamentally different.  Plus, business-to-business relationships require specialized content management functionality.

What does it take to succeed?

Join John Leh, CEO and Lead Analyst at Talented Learning, as he hosts a live virtual panel with experts who have developed and managed profitable B2B online education programs:

William Hold, Chief Development Officer, The National Alliance for Insurance Education and Research

Linda Bowers, CTO, WBT Systems

In this dynamic one-hour roundtable, you’ll learn how to:

Build a viable business model for bulk sales

Develop effective pricing and marketing strategies

Compare tradeoffs of selling through sales reps versus online channels

Delegate content administration, reporting and user provisioning

Integrate core learning systems with CRM platforms and other operational applications

Achieve internal buy-in, drive project momentum and maintain organizational alignment

All live webinar attendees will receive 1 credit toward a Certified Association Executive (CAE) credential application or renewal.

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Need Proven LMS Selection Guidance?

Looking for a learning platform that truly fits your organization’s needs?  We’re here to help!  Submit the form below to schedule a free preliminary consultation at your convenience.

First Name*

Last Name*

Email Address*

Company

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The post Podcast 22: Launching a Learning Portal – With DirectEmployers Association appeared first on Talented Learning.

Podcast 22: Launching a Learning Portal – With DirectEmployers Association original post at Talented Learning

[thesnhuup]

In Defense of the LMS

Originally published on wcetfrontiers.org.

Ah, the much-maligned Learning Management System (LMS), the technology we collectively love to hate. It’s often bulky, either feature-bloated or feature-wanting, and has been created seemingly without hiring any user experience designers. For years we’ve been wanting to get rid of it. No one actually likes it. We put up with it. We collectively sigh and move along with our day.

Instead, we propose innovative solutions beyond the LMS—a future learner-centered technology ecosystem that lies just beyond reach wherein we extend a non-LMS platform through rich interoperability. We dream of deploying best-in-class integrated solutions for all of our learning and teaching needs—from basic assignment and assessment management to social interactions, content curation environments, adaptive learning, Competency-Based Education (CBE) systems and Learning Object Repositories (LOR.) This idealized future has not been largely adopted in higher education, and for good reasons, which we’ll explore later.

Maybe, instead of hating on this category of technology of admittedly legacy origin, we might try to evolve our ecosystems more practically, both within and beyond the LMS. This defense of the LMS is a proposal for a pragmatic path forward.

Realizing the Next Generation Digital Learning Environment (NGDLE)

The Next Generation Digital Learning Environment (NGDLE) vision proposed by Malcolm Brown, Joanne Dehoney, and Nancy Millichap has been the point of reference for most conversations surrounding this improved, learner-centered technology-enabled future. Other versions of this concept have also been proposed. This concept is based on five domains: interoperability and integration, personalization, analytics, advising and learning assessment, collaboration, and accessibility and universal design. These are really good domains. The NGDLE is a solid and innovative framework from which to view a future, more dynamic learning ecosystem.

Many groups have worked to bring this future closer to reality, like EDUCAUSE through thought leadership, IMS Global through the creation of open interoperability standards, WCET by facilitating the conversation, among others. There have been innovative projects like TEx from the University of Texas System, focusing on a user-centered mobile-based experience, the app store at the University of North Carolina campuses, and systems designed exclusively for CBE like Brainstorm by Ellucian (now closed), Sagence Learning and Fidelis’s LRM solution.

There have even arguably been some success stories regarding a post-LMS world. Western Governors University, for example, has eschewed the LMS in favor of an extended Salesforce platform and usage of curated courseware. However, these examples have still been largely isolated in the marketplace, and have not gained significant traction. It remains that most colleges and universities prefer, at least for the moment, to stick with a traditional LMS. It may be cost, it may be the challenge of overcoming inertia and a feeling of LMS-related powerlessness, it may be lack of internal development capacity.

It may be a lot of things, but the practical fact remains—

most colleges and universities utilize LMSs and

most folks who work with them are not particularly enthusiastic about them.

And Another Thing We Learned from MOOCs

One of the things we learned from MOOCs has been that consumer-grade technology can be utilized for learning at scale, for relatively low cost. Even more importantly it can make the learner-as-user experience significantly less painful. The technology should fade into the background. It should support a seamless learning experience wherein the learner takes center stage. Despite the trough of disillusionment that MOOCs are currently experiencing, the fact remains that they are here, they are massive, and learners are voluntarily engaging with them, despite having little skin in the game. The large MOOC engines did hire user experience designers (they arguably should have also hired more instructional designers; a MOOC I am currently taking has immeasurable objectives like “understand”).

Why was this possible? They were freed from the assumptions of legacy systems, and, apart from the cMOOCs (“the originals”) they were largely developed by non-learning specialists who were able to look at the learning environment differently. This is one of the many disruptions of MOOCs, the fallout of which has not yet been fully realized.

Practically Speaking: The Reality on the Ground

Why is there this dissonance between what we in edtech largely agreed was needed decades ago and what has been realized in colleges and universities? Part of this dissonance is a cultural conversation. Engaging in large-scale system changes that involve students and faculty is difficult, time-consuming, and expensive. Many institutions do not have adequate funding to cover the cost of simultaneously running two systems while weaning themselves off of the previous one. Most LMS moves in the past five years have been precipitated by the deprecation of other LMSs like Angel and eCollege. At least a few of these changes have been affected by statewide discounts on specific LMSs or other variables like membership in Unizin.

In many cases, the discussions surrounding the NGDLE underestimate the power of status quo in LMS usage patterns. In institutions where the LMS is an add-on to supplement on-ground courses, or wherein online programs have cropped up on an ad hoc basis, it is hard to make the cultural argument for the rest of the institution that the disruption is worth it. Most online courses and programs are still instructor designed and developed; a one-to-many model is not the norm. And in cases where there is a strong online division within a larger institution, there is still the powerful fear of “first, do no harm,” with the perception of opportunity cost for student success being larger than reality.

So what are we to do?

Pragmatically Speaking: Proposing a Middle Ground for Realizing the NGDLE

I propose that institutions should evolve the LMS from within. As we undergo such an endeavor, it will be paramount to acknowledge that we are not the users. Learners are the primary users. Faculty are secondary users. And the rest of us should support. Often we have no idea what the user experience really is because we don’t test it, or we don’t ask good enough survey questions to get any actionable data that goes beyond surface inquiries. If we do get actionable data, it is rare that action is actually taken. This proposed pragmatic approach relies upon a consistent focus on the learner-as-user.

There are various functional groupings that are present in the learner-experience first. I will not address here the invisible systems that support the student experience. Within the learning experience itself there are categories like gradebook management, assignment submission, testing and quizzing, Content Management Systems (CMS,) or preferably Learning Object Repositories (LORs), and content authoring tools. Social engagement tools are needed, as are content curation and collaboration spaces. Outside of the immediate learning environment there are needs such as advising support systems and apps, enrollment activities and bookstore purchasing and provisioning.

All of these functional groupings can be plotted in reference to whether the LMS has those native features or whether the system would need to be extended to support them, and whether the LMS supports that functional grouping in a shallow or deep way. Institutional needs will vary on both spectrums, and conceptualizing of building the NGDLE on an LMS in this way is practical; it has the added benefit of being able to get a better learning environment to learners sooner.

Institutions would then be able to both evaluate LMSs, or other systems, with their needs in mind. If there are functional groupings that a given institution knows they want to use in a deep capacity, that institution may want to look for an LMS that has more of that functionality native to the system in a deeper manner. Likewise if there is lightweight usage, having that feature as a native functionality is a bonus because it is then not necessary to extend it. For needs that may be deeper, and which the LMS does not support natively well, that is where the system would intentionally be extended, preferably through standards-based, plug-and-play integrations, but also through more custom APIs if necessary (quantity and quality of data being both necessary.)  Institutions should then avoid like the plague extending their LMS to get shallow functionality, particularly that which is rarely used.

Some institutions still largely utilize their LMS as a document repository and for grades; for online courses this usage expands to the deathly hallows of the discussion boards, for assignment submission and for formative and in some cases summative objective assessments. This relatively shallow usage does not dictate a robust ecosystem, rather it requires a more user-friendly experience. This is a more culturally and fiscally pragmatic approach with which to analyze appropriate systems.

The Future: LMS as a Platform

But we still want to get to our ultimate goal—a highly interoperable ecosystem with a best-in-class, learner-as-user experience. Given our current, collective limitations, what are we to do? Instead of searching out alternative platforms, we might partner with LMSs to reconceptualize the LMS as a platform. In many ways, the LMS is already beginning to evolve in this direction. Canvas has their App Store, which is a more individual faculty-driven model. John Baker of D2L recently utilized the oft-referenced Lego analogy. LMSs in general are moving away from individual building blocks or custom integrations towards open standards like LTI, but the robustness of that interoperability is still inconsistent across what version of LTI their product meets. LMSs are integrating more seamless synchronous video functionality – both Canvas and Brightspace have synchronous tools built on Big Blue Button.

An LMS will never out-Twitter Twitter, or out-Facebook Facebook, or indeed even come close to a functional version of those types of social platforms. And they shouldn’t try to. Rather we should work towards interoperability—even of these consumer tools—and do our level best (and more) to respect student data privacy. Putting the selection of input streams and publishing streams into the hands of learners will facilitate the robust nature of the learner-as-user experience. It will also embed within the educational experience the expectation of a partnership between learning institution and learner, enabling a relationship that will persist beyond graduation and alumni activities as we move to a world where continual education is necessary.

This is just the beginning of that evolution. No one likes the walled garden, but there’s not a plausible open playground yet. For many, if not most learners, we need to Chipotle the LMS. We need a core product with flavor options selected by the institution, the faculty or the learner, dependent on institutional model, in an easy-to-use format. (This analogy ignores the recent food contamination issues, though in some cases that might actually be an appropriate analogy in and of itself.)

What Can You Do to Help

Standards, standards, standards. Though Caliper, an open standard for measuring learning activity through IMS Global, was released a year and a half ago, there has been limited adoption, most of which can be attributed to the chicken or egg scenario. Those of us who work at higher education institutions need to be the incubators. We need to stand collectively together and, with loud and insistent voices, demand that learning resource vendors and tool providers adhere to more complex standards. We need to ask the same thing of our LMSs. We need to collectively spend our money to make that happen. RFPs need to require adherence to open standards, and the most recent versions of those standards. With purchasing power we can accelerate the development of interoperability.

This interoperability is the critical piece of the NGDLE puzzle.  But each institution, depending upon their models for online education, need to evaluate both LMSs and extensible products based on their particular needs and culture. Adoption depends upon culture.

Our options are to either evolve what we have or continue to wait on a future that has not materialized in the years since it was conceptualized. And we can evolve, intentionally, now. An evolution, without the blood of a revolution, can have revolutionary effects for learners.  Let’s put our money on that.

Originally published on wcetfrontiers.org.

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How Do You Find an LMS That Nails Extended Enterprise Learning?

No doubt about it. If employees are the only learning audience you serve, it’s easy to find an LMS that will meet your needs. For decades, corporate training programs have focused on employee compliance training and skills development. So naturally, learning systems embraced an employees-only mentality. But that insular worldview is fading fast.

Now, companies large and small are extending education programs to customers, channel partners and others outside traditional corporate boundaries. In fact, many organizations are proving that a “big tent” learning strategy is actually a profitable business move.

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Regardless, it’s no picnic for buyers who must find an LMS that fits unique extended enterprise needs. With more than 800 systems available, what’s the best way to narrow the field?

We recommend a thoughtful, structured selection process. It may not be the fastest path. But as a consultant who’s been down this road more than 60 times in the past few years, I guarantee that it’s worth the effort.

Want to see for yourself? Let’s walk through a real-world case together…

How to Find an LMS: Inside One Example

Assume for a moment that you’re the decision-maker at one of our client companies. Imagine this:

Your Business Profile

You work for a rapidly growing B2B software-as-a-service (SaaS) company, based in the U.S.A.

Your company develops operations management solutions for manufacturers of all sizes.

Organizations worldwide purchase your software through a direct sales force.

Revenues come from annual software fees, based on the number of users in customer organizations and the products they license.

Customers use your software at one site or many locations, depending on their organizational size and structure.

You train customers as well as your own employees.

Your Learning Programs

Customer Training

Your company serves 3,000 customers around the world.

The potential customer learner base is 300,000 – expected to grow to 500,000 in a few years.

Historically, you delivered customer training in-person at your location. But recently, up to 50% of new customer training is delivered digitally via webinars and online product portals.

The source of learner record is Salesforce CRM platform.

Employee Training

1000 employees – expected to grow to 1500 employees within the next few years.

You rely on an inexpensive cloud LMS for employee onboarding and compliance training.

Source of learner record is Workday HCM platform.

Key Learning Systems Issues

Several challenges are prompting you to find an LMS that will serve your growing business:

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Customer Training Challenges

Current live training events are costly and don’t scale well, compared with migration to a fully digital approach.

Individual training activity isn’t tracked. Data reveals which customer organizations access training sessions, but not who attends these sessions. This lack of person-specific data has several negative implications:

You’re unable to offer individual or customer certifications, personalized content recommendations or role-based learning assignments.

It’s impossible to gauge training effectiveness and business impact.

The power of Salesforce CRM integration is minimized.

Lack of LMS integration with your organization’s customer IT ecosystem exposes multiple issues:

It negatively affects customer learning experience.

It requires more manual administrative intervention.

Content duplication occurs when developing learning for customers and customer-facing employees.

Weak reporting and analytics capabilities make ROI measurement difficult.

Employee Training Challenges

Your existing LMS poses administrative and usability issues – too many clicks, too much irrelevant content and overly complex workflow.

Because you lack Salesforce CRM integration, you can’t automatically create accounts or assign learner roles.

Two Paths: Which Would You Pick?

There are two apparent solutions:

1) An all-in-one extended enterprise learning system 2) A pure customer-focused learning system

Which would work best for in this scenario? Consider these pros and cons:

1) All-in-One Extended Enterprise LMS

This approach could reasonably address both customer and employee learning needs. But it also raises concerns:

Positives

These solutions are purpose-built to support multiple scenarios – customer-only, employee-only or a combination of audiences. Also, many of these vendors are highly experienced in addressing extended enterprise needs.

You’ll enjoy the convenience of a single-vendor relationship – only one contract to negotiate and one point-of-contact for support.

With only one content database, you’ll eliminate the need to create, track and maintain multiple versions of the same content, and avoid the need for a separate SCORM cloud or course container solution.

With a single system to learn, configure, deploy and manage, you’re likely to operate more efficiently and reduce your administrative burden.

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Negatives

Your employee LMS is not broken. It needs improvement, but any new system could require just as much effort to optimize.

Although customer education is your priority, an all-in-one platform may require you to settle for less-than-ideal customer learning functionality.

The default settings in all-in-one systems tend to emphasize employee learning. To reflect a customer mindset, you may need to rework interface language and logic on a regular basis.

Because your vendor’s core competency is likely to be employee training, you may need to educate the project team about customer education needs and issues.

All-in-one vendors offer broader suites – including things like talent management and performance management. These capabilities are forever out-of-scope for your organization, yet they compete for a vendor’s thoughts, priorities and investment in research and development.

These platforms are typically priced higher than customer-only solutions. The most common license model is named-user licensing. But with 300x more potential customer learners than employees, you should prefer volume licensing based on customer location or actual usage.

2) Pure Customer-Focused Learning System

This choice means that your organization will need to manage two specialized solutions – one for employees and another for customer learning. Under what conditions does it make sense to add a second LMS, rather than choose a replacement?

If each audience has highly specific needs, an all-purpose solution may be only marginally effective, at best. Why settle for one platform that doesn’t serve either audience particularly well, when best-of-need options are within your reach?

On the other hand, it’s important to respect the limits of specialized systems. For example, some excellent employee-focused systems would be a terrible foundation for customer education. And conversely, some phenomenal customer-oriented learning systems would be useless as employee training platforms.

Positives

Your business serves 300x more customer learners than employees.

Customer education directly affects many metrics that help your business remain competitive – including customer acquisition, time-to-value, churn rate, product satisfaction, subscription renewals and account expansion.

Pure customer LMS vendors focus 100% of their attention and development effort on features and enhancements that address customer education.

Customer LMS staff (including executives, sales, R&D, product development and customer service reps) offer significant domain expertise to help advance your mission.

These vendors recognize that CRM integration and automation with sales channel platforms is essential.

Additionally, customer LMS platforms offer a broader API toolset for integration with your company’s software and other business systems – including ecommerce, marketing automation and customer service platforms.

You won’t need to reconfigure or rework an interface that was designed for employees.

Negatives

Licensing two systems may cost more than increasing user count in an all-in-one platform.

There’s potential for duplication of courses and other content. A SCORM cloud would help resolve this issue and also let you deploy content on your customers’ LMS platforms.

Your IT teams may have extra work. For instance, one solution may use REST APIs while the other may use SOAP APIs.

For some users, both systems may need to record completion of a course. The transcript will need to be transferred from one system to the other, or the course will need to be completed twice.

Your support personnel will need to develop expertise with two systems.

You’ll need to be involved with both vendors over time – following updates about both platforms and attending events such as user meetings and conferences.

The software selection process is likely to take longer – requiring separate research and evaluation cycles for each type of platform.

What’s the Best Path? Consider Strategic Goals

Above all, your organization’s future depends on stronger customer relationships. You must find an LMS that will support this goal with customer education driven by meaningful metrics.

On the other hand, you don’t want to lose sight of employee training needs. But you’re unsure if adding employees to this buying equation will dilute the results. Let’s take a closer look at your goals:

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Customer-Oriented Goals

Increase customer success rates and reduce onboarding time in a scalable manner.

Increase customer satisfaction and renewal rates.

Drive stronger customer retention and account expansion.

Encourage customer self-sufficiency by developing deeper product knowledge across customer organizations.

Integrate relevant learning content into your software to facilitate just-in-time customer learning.

Increase product usage by involving customers in ongoing learning opportunities.

Promote higher standards of professional development by introducing customer certifications.

Gain deeper, more timely customer insights by integrating learning data with Salesforce CRM.

Drive new sales by offering professional development as a competitive differentiator.

Employee-Oriented Goals

Improve usability for administrators and employees.

Expand employee development content options.

Eliminate content duplication and unnecessary maintenance.

What Do These Goals Tell Us?

Whew. With all these factors and goals, what’s the best answer? One system or two? Perhaps even three? It depends on the answer to even more questions.

Which audience is more important to your company? Which audience is underserved – and at what cost to your broader business objectives? How can you serve both audiences without jeopardizing learning quality for either?

Keep thinking. Which approach will deliver the biggest net positive effect? Is efficiency more important than results? Is moving the needle on customer success more important than leadership development? Or are both achievable?

When answering these questions, two key takeaways emerge:

The need for stronger customer education touches every aspect of this business, from new client acquisition to global long-term growth.

At this time, improving employee learning is more of a nice-to-have than a mission-critical goal.

Our Final Recommendation

Although the top priorities were clearer, we still weren’t convinced that one type of platform would outperform the other. So we recommended a “best-of-both-worlds” approach.

First, we documented LMS requirements and developed an RFP mapped to those requirements. Then we contacted highly qualified vendors in both categories:

Stellar employee-oriented extended enterprise LMS platforms that include viable customer learning capabilities.

Highly innovative customer learning platforms that aren’t built to support employee training.

Our Rationale

With this approach, the buyer could weigh the incremental value of a specialized customer-focused solution on its own merits. This freed decision-makers from muddying the process with concerns about employee compliance, skills development and talent management.

After all, even if the client selected an all-in-one system to serve immediate customer needs, roll-out plans for employee improvements weren’t expected for several years. By then, who knows what kind of solutions will be available for employees?

However, by including strong all-in-one vendors, we covered all the bases, in case specialized pure customer learning solutions couldn’t demonstrate enough value to outweigh the headaches and inefficiencies of managing multiple systems.

What Did This Client Actually Choose?

In the end, a pure customer-centered learning platform won the day. But the decision could have just as easily gone in the other direction.

Either way, our client wouldn’t have been wrong. That’s what makes these LMS decisions so tough. There is no guaranteed road to success. No silver bullet. No straight line.

With this kind of uncertain terrain, your best path is to identify key business issues, goals and related requirements. Then evaluate the importance of these factors, so your decision truly reflects your priorities.

And of course, if you need guidance to find an LMS, I’m always at your service.

Thanks for reading!

  Want more LMS insights? Replay our on-demand webinar:

How to Succeed at Extended Enterprise Education: Strategies for Learning Engagement

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Convincing employees to engage in training is hard enough. So what happens when you want to educate customers, channel partners and others across your extended enterprise? Relevant content is a start, but it is not enough.

What else does it take to succeed?

Join John Leh, CEO and Lead Analyst at Talented Learning, and Kevin Hanegan, VP of Knowledge and Learning at Qlik, as they explore learning strategies that win extended enterprise hearts and minds. They discuss:

Innovative marketing techniques to attract external audiences

Methods for improving content quality and contextual relevance

How to motivate learners with contests and rewards

Creative ways to leverage video for stronger engagement

What custom mobile apps can do to drive continuous learning

How to measure, analyze and improve your impact, over time

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Need Proven LMS Selection Guidance?

Looking for a learning platform that truly fits your organization’s needs?  We’re here to help!  Submit the form below to schedule a free preliminary consultation at your convenience.

First Name*

Last Name*

Email Address*

Company

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How Do You Find an LMS That Nails Extended Enterprise Learning? original post at Talented Learning

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It’s Showtime! How to Enhance Conference Learning With Online Video

After a decade of explosive market growth, online video has reached critical mass and there’s no turning back. Countless research reports confirm that video is changing our lives profoundly at home and at work. Consider these statistics:

Online video consumption will represent more than 80% of all internet traffic by the end of this year. (Cisco)

68% of people prefer to learn about a product or service by watching a short video. (Wyzowl)

62% of people say they “pay close attention” to video – more than any other type of content. (HubSpot)

Employees are 75% more likely to watch a video than read documents, web pages or email at work. (Forrester)

54% of consumers want to see more video content from a brand or business they support. (HubSpot)

You get the picture. To engage and educate audiences at scale, you can’t beat the power and reach of online video.

Okay. So how exactly can this work for associations hoping to enhance and extend conference learning? Video may be everywhere we look these days, but effective educational footage doesn’t just appear out of thin air.

Fortunately, you don’t need Steven Spielberg’s talent or the budget of a Hollywood blockbuster. But you do need to invest in some thoughtful planning and production. Here are 10 ideas to get your creative juices flowing…

Educational Online Video – Before, During and After an Event

BEFORE

Does online video have a role in your event planning and promotional outreach? If not, consider ideas like these to improve your educational programming while injecting more personality into your conference marketing:

1) Crowdsource Your Agenda

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For conference content that resonates with members, why not solicit video suggestions from your community? You can kickstart the process by creating a discussion forum on your website. Then publicly invite members to post clips describing issues and ideas that matter most to them.

Through open dialogue, you can put these submissions at the center of a co-creation process that gives members a stake in your conference success. This may take more time than a private, top-down approach. But imagine the excitement and support you’ll generate as you prioritize topics and build-out session tracks.

2) Showcase Members As Your Video “Stars”

Leverage the most compelling agenda submissions by featuring sound bites from their videos in your conference communications. Then embed calls-to-action on your website, in event-related blog posts, in email newsletters and on social channels. The sky’s the limit.

This is an easy way to put a “face” on your association, while creating interest in the event and highlighting the educational benefits of attending. It’s also a natural way to humanize your organization’s brand and clarify its value proposition.

3) Add Sizzle With Time-Lapse Video

Want an easy, inexpensive way to create cool video content that you can use to attract attention and interest before, during and after any conference? You can’t go wrong with time-lapse video.

As Keith Johnston of Plannerwire explains, for less than $20 you can turn your smartphone into a powerful time-lapse tool. The results can be compelling. Want to see for yourself? The Employee Ownership Association built a photo montage of conference attendees in this short, simple example:

Or, for a more sophisticated approach, check out this TED Conference pop-up theater build in Vancouver. Fascinating!

Of course, getting this right requires careful advance planning and preparation, as well as post-production editing. But once you lock-in a video that captures the essence of your conference in motion, you’ll have a highly accessible “evergreen” brand asset.

DURING

To make the most of conference-related video for educational purposes, focus on creating an environment that lets 1000 flowers bloom. You’ll want to capture each moment as it happens, from as many corners of the event as your budget and resources allow. But whatever you do, don’t let those moments pass. Associations invest too much time and effort in conferences to ignore video’s power and reach.

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Just how valuable is video, anyway? According to Digitell, 20-40% of those who live-stream an event will attend in-person the next year. This upsell effect is just one reason why smart conference planners cast a broad online video net and think creatively about how to recombine video DNA. Here are some methods that work:

1) Live-Stream All Sessions

Live video is a natural way to leverage educational content for any conference. Organizations large and small are seeing significant results, as these cases illustrate:

•  In 2016, more than 1,000 advertising, marketing and media leaders gathered to share ideas and insights at the 4As Transformation Conference. But that was just the beginning. 16,600 more professionals tuned-in via live stream, and another 25,000 attended on-demand. Thanks to innovative video technology, the total audience ballooned 41x.

•  Also in 2016, more than 170,000 people traveled to San Francisco to attend Dreamforce – the annual conference devoted to empowering the global Salesforce community. But thanks to live-streaming and on-demand video, session attendance actually totaled a whopping 15 million, worldwide.

Of course, live-streaming access, alone, doesn’t guarantee learning. Passively watching informational video isn’t nearly as effective as a virtual experience that connects with you at an emotional level. As event strategy consultant, Dave Lutz says, it’s important to shift the focus from mindless content “delivery” to meaningful content “discovery.”

2) Ask Ambassadors to Share Their View

Every community has its own influencers – industry observers, respected professional experts and valued association members with unique qualifications. Tap into these trusted sources by asking them to post impromptu video blogs – capturing educational experiences as they happen and offering their own take on the topic. For instance, SHRM does a great job of weaving HR “thought leader” commentary into its annual conference presence on the web and across social channels.

3) Talk With the “Man on the Street”

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Deploy roving reporters to capture short interview clips throughout the conference – asking attendees what they’ve learned from their favorite sessions, how they plan to apply those ideas and which topics they want to explore more deeply.

You can share these clips on social media to generate real-time buzz. Plus, you can use this valuable feedback when developing additional learning resources and programming for future conferences.

4) Capture Candid Thoughts in a Video Booth

Building on the popularity of photo booths, invite attendees to share conference insights in “private” unscripted video snippets that everyone can share on social media. To focus the content, it helps to structure comments with guidelines like this: “In 60 seconds or less, tell us the most useful thing you’ve learned at the conference, and how you plan to apply it professionally.”

5) Let a Hashtag Be Your Calling Card

Don’t forget to create a “virtual water cooler” on social media by establishing a conference-specific hashtag and promoting its use early and often. By teaching your community to use this identifier before, during and after the conference, you’ll energize social channels with diverse conversations that transcend event space and time constraints.

Want examples? Check the latest Twitter posts for #HIMSS or #ATD2019 or #SXSW. The beat goes on all year long.

For conference hashtag best practices, I recommend reading advice from David Kelly, EVP at The eLearning Guild. David has inspired backchannel activities and content curation for countless learning industry events.

AFTER

The moment your closing session ends, all the video footage you’ve captured can become an educational goldmine – but only if you repackage it thoughtfully. Be prepared to compile, curate, edit, and recombine that video DNA in ways that are useful for your members and your broader community. Consider these ideas:

1) Tie-In Videos with Existing Online Courses

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Enhance your existing LMS content catalog by adding on-demand conference sessions as standalone courses or integrating them into learning paths as companion resources.

2) Create a “Best of…” Event Video Collection

Develop a special library of short-form videos, based on excerpts from conference sessions. Promote these “top takeaway” clips as bite-sized educational content that anyone can view individually or as a series.

You can also leverage these short-form clips by featuring them in promotions for full recorded sessions, embedding them in related narrative blogs and offering them to session attendees as searchable “refresher” clips for on-demand learning reinforcement.

3) Time-Lapse Video

This is where my recommendations come full-circle. If you move forward with any of the ideas I’ve suggested, you’re bound to have more than enough footage to create the kind of time-lapse event video I outlined in the “BEFORE” section.

I’m repeating this idea as an “AFTER” action because it’s also a great way to remind participants of your event’s impact long after other conference memories fade. Think of this as an ongoing source of pride that will have timeless appeal for members and others you want to attract.

Conclusion

Video-related tools and technologies are advancing at breakneck speed, thanks in part to phenomenal market demand. In this kind of environment, the possibilities for video-based learning experiences seem endless.

This list of ideas only scratches the surface. So I’m curious – how have you used video to enhance educational experiences before, during or after a conference? What has worked for you? What hasn’t? And what would you like to try next?

Tell me about your ideas and experiences. I look forward to hearing from you, so I can write a follow-up post focused on lessons you’ve learned and fresh ideas you want to explore.

Thanks for reading!

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Next-Level Live Online Events: Strategies From Successful Associations

You know about the convenience and immediacy of live online events. But are you ready to take real-time events to a whole new level? What strategies and techniques make these digital experiences even more dynamic, relevant and memorable?

Learn from association professionals who are leading the way!

Join John Leh, Lead Analyst and CEO at Talented Learning, as he hosts a panel of experts from North Carolina Association of CPAs (NCAPA), Public Responsibility in Medicine and Research (PRIM&R) and Community Brands. You’ll discover:

Strategies for developing a compelling theme and programming

How to choose delivery methods that fit your audience

Factors that drive effective content selection and creation

How to showcase timely topics, while serving long-term interests

Tips for selecting the right tools and technology

NOTE: Attendees at the live webinar qualify for 1 CAE credit. And even if you miss the live event, we’ll send you a link to the recording.

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First Name*

Last Name*

Email Address*

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