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Development is a Big
Deal with Big Rewards
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Copyright © 2014 Docebo - All rights reserved.  
Docebo is either a registered trademark or trademark of Docebo S.p.A. Other marks are the property  
of their respective owners. To contact Docebo, please visit: www.docebo.com
A world’s Top 10 ranked SaaS e-Learning solutions provider
• Justratedno.3inworld (of600+)forbestLMSsforB2Bbyindependentanalyst  
• EasytouseLMStomanage,deliverandtrackILTandWBTactivities  
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What makes Docebo unique?
• OptimaluserexperienceUIX;flexiblepricingplans,;only1of4pureSaaSinthe
market(fullyselfprovisioning),leveragesAmazonCloudfrontGlobalDistribution
Network(GDN)tospeedupmultimediaandvideocontentdelivery  
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Gotowww.docebo.comforafree14-daytrial!
4Docebo Product Overview
Presenters
Cindy Pascale
Co-Founder/VP Business Development
Cindy.Pascale@vadoinc.net
!
Kim Egan
Co-founder/VP Development
Kim.Egan@vadoinc.net
Kim
Cindy
Beliefs
Employees want to develop
!
Managers want to:
• Help their employees
develop
• Engage and retain their
employees
Issues
• Don’t know WHAT to do

• Don’t know HOW to apply
Here’s What We’ll Cover
S Why is Development Important
S Difference Between Training & Development
S Here’s What the Research Shows
S Development Best Practices
S How Vado’s Courses are Delivered
Why is 

Development Important
Top 10 on your
CEO’s List
1. Leadership Development
2. Succession Planning
3. Strategy Execution/Alignment
4. Managing/Coping with Change
5. Talent Management
6. Innovation and Creativity
7. Performance Management
8. Knowledge Retention
9. Engagement
10. Coaching
Development is a BIG Deal
Development is a BIG Deal
S Leadership and Development budgets are up 15%
S 15.3 hours of training
S Average $1,169/Learner
S $60B in 2012
S Big $ is being spent on developing employees
BIG Returns if Done Well
S Engagement
S Leadership
Pipeline
S Quality S Market Share
S InnovationS Efficiency
S AgilityS Employee
Retention
Skills Gap?
46% of executives are
concerned their workforce
does not have the skills
needed in the next 1 to 2
years
Big Consequences

Not Fixing the Skill Gap
S 64% face a loss of revenue
S 53% will face a delay in product development
S 59% face eroding customer satisfaction
S 66% anticipate a loss of business to competitors
Jack Welch

Former Chairman & CEO, GE
“An organization’s ability to
learn and translate that
learning into action rapidly is
the ultimate competitive
advantage.”
Difference Between
Training and Development
Training vs. Development
Training Development
Who Manager Employee
What Manager Employee
When Manager Employee
Where Manager Employee
Push vs. Pull
• Companies PUSH Training
!
• Employees PULL Development
Aligned
• Alignment needs to be
shown or communicated to
the learner.

• Learner sees how
developing will lead to
increase personal
performance.
➢ Possess the drive to stand behind ideas,
but prefers amore balanced approach to
managing opposition…Given role
requirements, may need to increase drive
to confront opposition
➢ Tends to be comfortable interacting in a
variety of business settings…Be sure to
approach certain individuals who are less
social in a more focused manner
➢ Independent individual who derives
significant gratification from being a self-
starter…However, given the model for the
role, may need to maintain a more
consistent focus on providing support to
others
➢ Empathic individual who has the ability to
listen effectively and to accurately
understand others’ perspectives…
➢ Possess the drive to stand behind ideas,
but prefers amore balanced approach to
managing opposition…Given role
requirements, may need to increase drive
to confront opposition
➢ Tends to be comfortable interacting in a
variety of business settings…Be sure to
approach certain individuals who are less
social in a more focused manner
➢ Independent individual who derives
significant gratification from being a self-
starter…However, given the model for the
role, may need to maintain a more
consistent focus on providing support to
others
➢ Empathic individual who has the ability to
listen effectively and to accurately
understand others’ perspectives…
Coaching & Mentoring
Self-paced,
Learner
Focused
• Learners need to be able to
access the information
when they need it and
complete it at their own
pace.

• Learners take more
ownership of their learning
and are more engaged in
the process.
Adoption of
eLearning
With the adoption of eLearning,
companies experience…

• 21% Cost Savings

• 27% Savings in Study Time

• 32% Faster Training
Implementation Time
Modularization
• Organizing an offer into
distinct components to
create greater flexibility

• Business leaders are
demanding modularization
so development is focused
and effective
➢ Possess the drive to stand behind ideas,
but prefers amore balanced approach to
managing opposition…Given role
requirements, may need to increase drive
to confront opposition
➢ Tends to be comfortable interacting in a
variety of business settings…Be sure to
approach certain individuals who are less
social in a more focused manner
➢ Independent individual who derives
significant gratification from being a self-
starter…However, given the model for the
role, may need to maintain a more
consistent focus on providing support to
others
➢ Empathic individual who has the ability to
listen effectively and to accurately
understand others’ perspectives…
➢ Possess the drive to stand behind ideas,
but prefers amore balanced approach to
managing opposition…Given role
requirements, may need to increase drive
to confront opposition
➢ Tends to be comfortable interacting in a
variety of business settings…Be sure to
approach certain individuals who are less
social in a more focused manner
➢ Independent individual who derives
significant gratification from being a self-
starter…However, given the model for the
role, may need to maintain a more
consistent focus on providing support to
others
➢ Empathic individual who has the ability to
listen effectively and to accurately
understand others’ perspectives…
Coaching & Mentoring
80/20 Rule
• 80% of the effects come from
20% of the causes
!
• 80% of the business results
and value comes from 20% 

of the experience or content
What the 

Research Shows about Instructional
Design
Scrap
Learning
• Training and development
successfully delivered, but
not applied on the job

• 50% to 80% of all learning
development is scrap
learning
Scrap Learning
S 2012 Total Learning Investment = $60,000,000,000
0,2
0,8
Scrap $48,000,000,000
Retained $12,000,000,000
Development
Happens in
the Job
• 70% of development
happens on the job
How People
Develop
Formal Training Mentoring and Coaching
On the Job
We learn by
doing
Learning
Retention
10% 

Read
20% Hear
30% What You See
50% See and Hear
70% What You Say & Write
90% WHAT YOU DO
Bridging 

the Gap
• 94% seek to speed up the
application of learning
back into the workplace

• 23% feel they achieve
this
How we take
in information
has changed
!
July 2012
For the first time ever, more
video was watched on the
Internet than on TV
Importance of Video
S Absorb 40%
S Learn 200%
S Retain 38%
S Persuade 43%
S Impact 67%
How to Draw
Videos
Chunked
Learning
• Breaking down information
into bite sized pieces

• Too much information
presented at one time
leads to information
overload
In Learning, Size Matters
S “Microlearning satisfies immediate knowledge needs
to enable performance.”

S “Too much consumption at one time can be painful
and stressful, and the value can be lost.”

S “It is often wasteful. Investments of time and
expense may not satisfy the true need.”
In Learning, Size Matters
S “Facilitates knowledge acquisition.

S “It is just enough.”

S “Enable employees to learn where they are and to
have learning be integrated tightly into their work.”
Miniaturization
The distilling of a learning
experience into smaller, more
easily consumed packages
Miniaturization
S Previously, 1 or 2 day programs
were acceptable
S Shorter and short experiences with
immediate practical application
S 90% agreed they will look to
miniaturize their learning
experiences
Improving
Learning
Outcomes
With a Bite-Sized Strategy
!
!
• Identify pertinent
information

• Break it down into small
pieces

• Deliver to employees “one
bite at a time”
Chunking Information Example
19525456698
1(952) 545-6698
You want to train employees on the area of:

Communication
Communication Components
S Listening
S Non verbal communication
S Delivering clear messages
S Writing effective emails
S Keeping others informed
S Adjusting your message to different audiences
S Team communication
Break these topics
into bite sized
learning modules
Learning is
Delivered
2/3 On-Line Learning
1/3 Instruction 

Led Workshops
OpenSesame 20,000+ courses
IT Training
S Total # of courses: 2,946
S 4.6% are bite sized
Business Soft Skills
S Total # of courses: 5,314
S 11.0% are bite sized
Development Best Practices
1. Aligned to organizational objectives
2. Self-paced and learner focused
3. Embed learning into workflow
4. Granular, bite sized, chunked learning
5. Multi-media approach (video, graphics, audio, text)
Development 

Best Practice #1
!
Aligned to
organizational
goals & share
alignment with
learners
Development 

Best Practice #2
!
Self Paced,
Learner
Focused
Development 

Best Practice #3
!
Embed
learning into
workflow
Development 

Best Practice #4
!
Granular, bite
sized, chunked
learning
Development 

Best Practice #5
!
Multi-media
approach
(video, graphics, audio, text)
Development Best Practices
1. Aligned to organizational objectives
2. Self-paced and learner focused
3. Embed learning into workflow
4. Granular, bite sized, chunked learning
5. Multi-media approach (video, graphics, audio, text)
Vado’s Courses
Chunked, Bite
Sized Modules
!
!
85 Engagement Courses
• 15 Feedback Courses
!
75 Project Management Courses
• 15 Topic Areas
• 5 courses per topic
Short
Instructional
Videos
!
• Creates the WIIFM
• Less than 2 minutes
• High-Definition
• Mobile Ready
Implementation
Guide and

Job Aid
• Step by step

• Application

• Transition from formal
learning
Bill Techau 

Frasca International
“We really liked Vado’s approach to training:  provide brief instruction
in video format along with written materials that can be applied
during real-life situations, not made up, mock events. The action part
of the training, then, occurs concurrently with actual work.
This has a dual benefit: Training occurs and actual profit-making work
gets done at the same time.”
How Vado Courses are Used
S More effective alternative to traditional e-learning
S Mobile Learners
S Blended learning (tools to take action after a workshop)
S Tools to take action on an employee survey or 360 assessment
S “Homework” between coaching sessions
“To learn a new skill, the learner needs
to apply it on the job. Vado’s learning
content contains the tools to apply it.
The power of Vado’s approach is that it
activates formal learning.
If you only have budget for formal
training OR Vado’s courses, choose Vado,
as the courseware provides a guide to
immediate application; resulting in
performance change and productivity
improvement directly embedded in the
workflow.”
Kristin Ford
Chief Effectiveness Officer
Best in Learning


Past President, ASTD-TCC
“To learn a new skill, the learner needs
to apply it on the job. Vado’s learning
content contains the tools to apply it.
The power of Vado’s approach is that it
activates formal learning.
If you only have budget for formal
training OR Vado’s courses, choose Vado,
as the courseware provides a guide to
immediate application; resulting in
performance change and productivity
improvement directly embedded in the
workflow.”
Kristin Ford
Chief Effectiveness Officer
Best in Learning


Past President, ASTD-TCC
“To learn a new skill, the learner needs
to apply it on the job. Vado’s learning
content contains the tools to apply it.
The power of Vado’s approach is that it
activates formal learning.
If you only have budget for formal
training OR Vado’s courses, choose Vado,
as the courseware provides a guide to
immediate application; resulting in
performance change and productivity
improvement directly embedded in the
workflow.”
Kristin Ford
Chief Effectiveness Officer
Best in Learning


Past President, ASTD-TCC
Questions?
Research Sources
S CEOs Top List: iCP4
S Development is a BIG Deal: Bersin & Associates recent report: The Corporate Learning Factbook:
2011 and The Corporate Learning Factbook: 2012 and The Corporate Learning Factbook: 2013
S Big Returns if Done Well: Bersin & Associates “Building a Borderless Workplace: Predictions for 2011
S Scrap Learning: Dr. Robert Brinkenhoff
S Development Happens on the Job: Department of Labor
S Importance of Video: Yankee Group’s Anywhere Enterprise: 2010 US Unified Communications FastView
Survey,
S Chunked Learning: Dr. George A. Miller, the author of “The Magical Number Seven, Plus or Minus Two”
S In Learning, Size Matters: Malcolm Poulin—in the Feb 19 edition of the CLO magazine
S Learning is Delivered: Bersin by Deloitte in an article titled: The Corporate Training Market is
Exploding, January 30, 2013.
S Is the Future of Learning Bite-Sized: May 1, 2013, by Sebastian Bailey, published by CLO Magazine
S Bridging the Gap – Integrating Learning & Work” 2012 Benchmark study conducted by Towards
Maturity
Research Sources
S Skills Gap?: Accenture 2013 Skills and Employment Trends Survey:  Perspectives on Training
S Aligned: The Aberdeen Group study titled: Newbies to New Leaders:  Closing the Critical Skill Gaps
Copyright © 2014 Docebo - All rights reserved.  
Docebo is either a registered trademark or trademark of Docebo S.p.A. Other marks are the property  
of their respective owners. To contact Docebo, please visit: www.docebo.com
Be social with us!
Connect with us @ www.docebo.com
Follow us on Twitter @docebo
LinkedIn User group (Docebo Users) & Company page
Check out our Blog docebo.com/docebo-e-learning-blog/
Like us on facebook.com/Docebo
Thank You!

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Best practices to ensure maximum roi on learning & development

  • 1. Development is a Big Deal with Big Rewards Presented by
  • 2. Copyright © 2014 Docebo - All rights reserved.   Docebo is either a registered trademark or trademark of Docebo S.p.A. Other marks are the property   of their respective owners. To contact Docebo, please visit: www.docebo.com 2 Insert your questions here
  • 3. Copyright © 2014 Docebo - All rights reserved.   Docebo is either a registered trademark or trademark of Docebo S.p.A. Other marks are the property   of their respective owners. To contact Docebo, please visit: www.docebo.com 1MILLION   ONLINE END USERS Docebo Overview 4 Offices NORTH AMERICA Athens, GA (USA) EUROPE Milan Naples (ITALY) MIDDLE EAST Dubai (UAE) 40   EMPLOYEE BREAKDOWN
 700   CUSTOMERS
 70 COUNTRIES (North America: 27%, South America 7%, EMEA 60%, Asia and Pacific 6%) CUSTOMER BREAKDOWN PER REGION IN % :
  • 4. Copyright © 2014 Docebo - All rights reserved.   Docebo is either a registered trademark or trademark of Docebo S.p.A. Other marks are the property   of their respective owners. To contact Docebo, please visit: www.docebo.com A world’s Top 10 ranked SaaS e-Learning solutions provider • Justratedno.3inworld (of600+)forbestLMSsforB2Bbyindependentanalyst   • EasytouseLMStomanage,deliverandtrackILTandWBTactivities   • Robustandextendable,andavailableinmorethan30languages   • Mobile-ready,off-the-shelfandfullyintegratedsolutionthatisscalable   • OptiontoactivateanEnterpriseCloudSolution(ECS)AppwhichallowstheLMSto runonadedicatedCloudinstance
 What makes Docebo unique? • OptimaluserexperienceUIX;flexiblepricingplans,;only1of4pureSaaSinthe market(fullyselfprovisioning),leveragesAmazonCloudfrontGlobalDistribution Network(GDN)tospeedupmultimediaandvideocontentdelivery   ! Gotowww.docebo.comforafree14-daytrial! 4Docebo Product Overview
  • 5. Presenters Cindy Pascale Co-Founder/VP Business Development Cindy.Pascale@vadoinc.net ! Kim Egan Co-founder/VP Development Kim.Egan@vadoinc.net Kim Cindy
  • 6. Beliefs Employees want to develop ! Managers want to: • Help their employees develop • Engage and retain their employees
  • 7. Issues • Don’t know WHAT to do
 • Don’t know HOW to apply
  • 8. Here’s What We’ll Cover S Why is Development Important S Difference Between Training & Development S Here’s What the Research Shows S Development Best Practices S How Vado’s Courses are Delivered
  • 10. Top 10 on your CEO’s List 1. Leadership Development 2. Succession Planning 3. Strategy Execution/Alignment 4. Managing/Coping with Change 5. Talent Management 6. Innovation and Creativity 7. Performance Management 8. Knowledge Retention 9. Engagement 10. Coaching
  • 11. Development is a BIG Deal
  • 12. Development is a BIG Deal S Leadership and Development budgets are up 15% S 15.3 hours of training S Average $1,169/Learner S $60B in 2012 S Big $ is being spent on developing employees
  • 13. BIG Returns if Done Well S Engagement S Leadership Pipeline S Quality S Market Share S InnovationS Efficiency S AgilityS Employee Retention
  • 14. Skills Gap? 46% of executives are concerned their workforce does not have the skills needed in the next 1 to 2 years
  • 15. Big Consequences
 Not Fixing the Skill Gap S 64% face a loss of revenue S 53% will face a delay in product development S 59% face eroding customer satisfaction S 66% anticipate a loss of business to competitors
  • 16. Jack Welch
 Former Chairman & CEO, GE “An organization’s ability to learn and translate that learning into action rapidly is the ultimate competitive advantage.”
  • 18. Training vs. Development Training Development Who Manager Employee What Manager Employee When Manager Employee Where Manager Employee
  • 19. Push vs. Pull • Companies PUSH Training ! • Employees PULL Development
  • 20. Aligned • Alignment needs to be shown or communicated to the learner.
 • Learner sees how developing will lead to increase personal performance.
  • 21. ➢ Possess the drive to stand behind ideas, but prefers amore balanced approach to managing opposition…Given role requirements, may need to increase drive to confront opposition ➢ Tends to be comfortable interacting in a variety of business settings…Be sure to approach certain individuals who are less social in a more focused manner ➢ Independent individual who derives significant gratification from being a self- starter…However, given the model for the role, may need to maintain a more consistent focus on providing support to others ➢ Empathic individual who has the ability to listen effectively and to accurately understand others’ perspectives… ➢ Possess the drive to stand behind ideas, but prefers amore balanced approach to managing opposition…Given role requirements, may need to increase drive to confront opposition ➢ Tends to be comfortable interacting in a variety of business settings…Be sure to approach certain individuals who are less social in a more focused manner ➢ Independent individual who derives significant gratification from being a self- starter…However, given the model for the role, may need to maintain a more consistent focus on providing support to others ➢ Empathic individual who has the ability to listen effectively and to accurately understand others’ perspectives… Coaching & Mentoring
  • 22. Self-paced, Learner Focused • Learners need to be able to access the information when they need it and complete it at their own pace.
 • Learners take more ownership of their learning and are more engaged in the process.
  • 23. Adoption of eLearning With the adoption of eLearning, companies experience…
 • 21% Cost Savings
 • 27% Savings in Study Time
 • 32% Faster Training Implementation Time
  • 24. Modularization • Organizing an offer into distinct components to create greater flexibility
 • Business leaders are demanding modularization so development is focused and effective
  • 25. ➢ Possess the drive to stand behind ideas, but prefers amore balanced approach to managing opposition…Given role requirements, may need to increase drive to confront opposition ➢ Tends to be comfortable interacting in a variety of business settings…Be sure to approach certain individuals who are less social in a more focused manner ➢ Independent individual who derives significant gratification from being a self- starter…However, given the model for the role, may need to maintain a more consistent focus on providing support to others ➢ Empathic individual who has the ability to listen effectively and to accurately understand others’ perspectives… ➢ Possess the drive to stand behind ideas, but prefers amore balanced approach to managing opposition…Given role requirements, may need to increase drive to confront opposition ➢ Tends to be comfortable interacting in a variety of business settings…Be sure to approach certain individuals who are less social in a more focused manner ➢ Independent individual who derives significant gratification from being a self- starter…However, given the model for the role, may need to maintain a more consistent focus on providing support to others ➢ Empathic individual who has the ability to listen effectively and to accurately understand others’ perspectives… Coaching & Mentoring
  • 26. 80/20 Rule • 80% of the effects come from 20% of the causes ! • 80% of the business results and value comes from 20% 
 of the experience or content
  • 27. What the 
 Research Shows about Instructional Design
  • 28. Scrap Learning • Training and development successfully delivered, but not applied on the job
 • 50% to 80% of all learning development is scrap learning
  • 29. Scrap Learning S 2012 Total Learning Investment = $60,000,000,000 0,2 0,8 Scrap $48,000,000,000 Retained $12,000,000,000
  • 30. Development Happens in the Job • 70% of development happens on the job
  • 31. How People Develop Formal Training Mentoring and Coaching On the Job
  • 33. Learning Retention 10% 
 Read 20% Hear 30% What You See 50% See and Hear 70% What You Say & Write 90% WHAT YOU DO
  • 34. Bridging 
 the Gap • 94% seek to speed up the application of learning back into the workplace
 • 23% feel they achieve this
  • 35. How we take in information has changed ! July 2012 For the first time ever, more video was watched on the Internet than on TV
  • 36. Importance of Video S Absorb 40% S Learn 200% S Retain 38% S Persuade 43% S Impact 67%
  • 38. Chunked Learning • Breaking down information into bite sized pieces
 • Too much information presented at one time leads to information overload
  • 39. In Learning, Size Matters S “Microlearning satisfies immediate knowledge needs to enable performance.”
 S “Too much consumption at one time can be painful and stressful, and the value can be lost.”
 S “It is often wasteful. Investments of time and expense may not satisfy the true need.”
  • 40. In Learning, Size Matters S “Facilitates knowledge acquisition.
 S “It is just enough.”
 S “Enable employees to learn where they are and to have learning be integrated tightly into their work.”
  • 41. Miniaturization The distilling of a learning experience into smaller, more easily consumed packages
  • 42. Miniaturization S Previously, 1 or 2 day programs were acceptable S Shorter and short experiences with immediate practical application S 90% agreed they will look to miniaturize their learning experiences
  • 43. Improving Learning Outcomes With a Bite-Sized Strategy ! ! • Identify pertinent information
 • Break it down into small pieces
 • Deliver to employees “one bite at a time”
  • 45. You want to train employees on the area of:
 Communication Communication Components S Listening S Non verbal communication S Delivering clear messages S Writing effective emails S Keeping others informed S Adjusting your message to different audiences S Team communication Break these topics into bite sized learning modules
  • 46. Learning is Delivered 2/3 On-Line Learning 1/3 Instruction 
 Led Workshops
  • 47. OpenSesame 20,000+ courses IT Training S Total # of courses: 2,946 S 4.6% are bite sized Business Soft Skills S Total # of courses: 5,314 S 11.0% are bite sized
  • 48. Development Best Practices 1. Aligned to organizational objectives 2. Self-paced and learner focused 3. Embed learning into workflow 4. Granular, bite sized, chunked learning 5. Multi-media approach (video, graphics, audio, text)
  • 49. Development 
 Best Practice #1 ! Aligned to organizational goals & share alignment with learners
  • 50. Development 
 Best Practice #2 ! Self Paced, Learner Focused
  • 51. Development 
 Best Practice #3 ! Embed learning into workflow
  • 52. Development 
 Best Practice #4 ! Granular, bite sized, chunked learning
  • 53. Development 
 Best Practice #5 ! Multi-media approach (video, graphics, audio, text)
  • 54. Development Best Practices 1. Aligned to organizational objectives 2. Self-paced and learner focused 3. Embed learning into workflow 4. Granular, bite sized, chunked learning 5. Multi-media approach (video, graphics, audio, text)
  • 56. Chunked, Bite Sized Modules ! ! 85 Engagement Courses • 15 Feedback Courses ! 75 Project Management Courses • 15 Topic Areas • 5 courses per topic
  • 57. Short Instructional Videos ! • Creates the WIIFM • Less than 2 minutes • High-Definition • Mobile Ready
  • 58. Implementation Guide and
 Job Aid • Step by step
 • Application
 • Transition from formal learning
  • 59. Bill Techau 
 Frasca International “We really liked Vado’s approach to training:  provide brief instruction in video format along with written materials that can be applied during real-life situations, not made up, mock events. The action part of the training, then, occurs concurrently with actual work. This has a dual benefit: Training occurs and actual profit-making work gets done at the same time.”
  • 60. How Vado Courses are Used S More effective alternative to traditional e-learning S Mobile Learners S Blended learning (tools to take action after a workshop) S Tools to take action on an employee survey or 360 assessment S “Homework” between coaching sessions
  • 61. “To learn a new skill, the learner needs to apply it on the job. Vado’s learning content contains the tools to apply it. The power of Vado’s approach is that it activates formal learning. If you only have budget for formal training OR Vado’s courses, choose Vado, as the courseware provides a guide to immediate application; resulting in performance change and productivity improvement directly embedded in the workflow.” Kristin Ford Chief Effectiveness Officer Best in Learning 
 Past President, ASTD-TCC
  • 62. “To learn a new skill, the learner needs to apply it on the job. Vado’s learning content contains the tools to apply it. The power of Vado’s approach is that it activates formal learning. If you only have budget for formal training OR Vado’s courses, choose Vado, as the courseware provides a guide to immediate application; resulting in performance change and productivity improvement directly embedded in the workflow.” Kristin Ford Chief Effectiveness Officer Best in Learning 
 Past President, ASTD-TCC
  • 63. “To learn a new skill, the learner needs to apply it on the job. Vado’s learning content contains the tools to apply it. The power of Vado’s approach is that it activates formal learning. If you only have budget for formal training OR Vado’s courses, choose Vado, as the courseware provides a guide to immediate application; resulting in performance change and productivity improvement directly embedded in the workflow.” Kristin Ford Chief Effectiveness Officer Best in Learning 
 Past President, ASTD-TCC
  • 65. Research Sources S CEOs Top List: iCP4 S Development is a BIG Deal: Bersin & Associates recent report: The Corporate Learning Factbook: 2011 and The Corporate Learning Factbook: 2012 and The Corporate Learning Factbook: 2013 S Big Returns if Done Well: Bersin & Associates “Building a Borderless Workplace: Predictions for 2011 S Scrap Learning: Dr. Robert Brinkenhoff S Development Happens on the Job: Department of Labor S Importance of Video: Yankee Group’s Anywhere Enterprise: 2010 US Unified Communications FastView Survey, S Chunked Learning: Dr. George A. Miller, the author of “The Magical Number Seven, Plus or Minus Two” S In Learning, Size Matters: Malcolm Poulin—in the Feb 19 edition of the CLO magazine S Learning is Delivered: Bersin by Deloitte in an article titled: The Corporate Training Market is Exploding, January 30, 2013. S Is the Future of Learning Bite-Sized: May 1, 2013, by Sebastian Bailey, published by CLO Magazine S Bridging the Gap – Integrating Learning & Work” 2012 Benchmark study conducted by Towards Maturity
  • 66. Research Sources S Skills Gap?: Accenture 2013 Skills and Employment Trends Survey:  Perspectives on Training S Aligned: The Aberdeen Group study titled: Newbies to New Leaders:  Closing the Critical Skill Gaps
  • 67. Copyright © 2014 Docebo - All rights reserved.   Docebo is either a registered trademark or trademark of Docebo S.p.A. Other marks are the property   of their respective owners. To contact Docebo, please visit: www.docebo.com Be social with us! Connect with us @ www.docebo.com Follow us on Twitter @docebo LinkedIn User group (Docebo Users) & Company page Check out our Blog docebo.com/docebo-e-learning-blog/ Like us on facebook.com/Docebo