Learning Center

If your job description includes “building a modern workforce,” you’ve come to the right place. Here, you’ll find articles, case studies, white papers, and webinars designed to help you stay up on the latest trends in corporate training and e-learning. (Because e-learning by osmosis isn’t a thing.)

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Case Study

Foundation Center & Bridge

Advancing Knowledge About Philanthropy

Foundation Center offers research, education, and training programs to people everywhere who want to change the world through philanthropy. Its website and five library/learning centers in New York City, Atlanta, Cleveland, San Francisco, and Washington, DC—as well as 450 Funding Information Network locations worldwide—provide access to information resources and educational programs for thousands of people every day. This includes free and low-fee online courses and tutorials that teach learners how to research potential funding sources, write grant proposals, and more.

The Objective

Recognizing the potential for growth in online learning, especially for international learners, Foundation Center set out to overhaul its e-learning program. In 2013, it consulted e-learning experts from Fielding Graduate University who recommended upgrading to a new learning platform that could provide:

  • Mobile access and potential for social learning
  • Easy course creation and user management
  • A clean, intuitive interface

According to Foundation Center Instructional Design Manager Caroline Herbert, the Center’s legacy learning platform was “frozen in time.” It was so complicated that after 11 years of use, Center staff were unable to update course content or access any but the most basic user data.

In order to better serve users with an expanded online curriculum—while also increasing online course revenue—Foundation Center needed a modern, easy-to-use learning platform. For Herbert, this meant “a low learning curve for course designers as well as users.”

The Solution

Based on specific recommendations from e-learning consultants, as well as affordability, Foundation Center chose Bridge in 2015. To ensure a smooth transition for users, the Center upgraded to the Bridge Premium Implementation Package, which provides on-site consulting, planning, training, and adoption services.

Following the on-site visit by Bridge consultants, Center staff were equipped with a detailed project plan to roll out Bridge in only seven weeks.

“Having Bridge representatives on-site for four days was invaluable,” said Herbert. “We were really able to fast-track our learning curve around Bridge, and they brought up issues and raised questions about our processes that may have never occurred to us. Most importantly, their presence generated buzz throughout the organization and gave our department and this project more visibility.”

In addition to making it easy for Foundation Center course designers to create, update, and edit multimedia-rich courses, Bridge also provides access to robust data about their learners, including user progress, completion rates, scores, and time spent in a course.

Since its initial Bridge launch, Foundation Center has offered two free and one fee-based course on the platform. So far, enrollment in both courses has increased and staff have received fewer user complaints and requests for help. According to Herbert, these initial results put Foundation Center on track to meet its goals for increased users and revenue.

In 2016, the Center will begin adding new courses to its online curriculum. Additionally, Herbert said she hopes to begin experimenting with blended courses, as well as opportunities for synchronous, collaborative learning.

Case Study

William Pitt and Julie B. Fee Sotheby’s International Realty & Bridge

Making the Best Investments in Dispersed-Workforce Training

The late William H. Pitt opened his first real estate office in 1949 with just $6, a telephone, and his vision to build a full-service, upscale realty company serving Fairfield County, Connecticut. Today, William Pitt and Julia B. Fee Sotheby’s International Realty serves Connecticut, Massachusetts, and New York with 28 brokerages and more than 1,000 sales associates. As the largest affiliate of the Sotheby’s International Realty® brand, it leverages the extensive Sotheby’s network of more than 760 offices on six continents.
Learn more at www.williampitt.com.

The Objective

When Lance Pendleton joined William Pitt and Julia B. Fee Sotheby’s International Realty as the director of education and training in 2015, less than 15 percent of the company’s agents and employees participated in existing training programs. Low participation was due in part to the company’s inability to mandate training for agents working as independent contractors. But even if more of these external agents opted to participate, training opportunities were limited by the ability of one trainer to reach 1,200 people in 28 offices across three states. To improve the quality, quantity, and flexibility of training programs—and to increase voluntary adoption by external agents—Pendleton’s first priority was to find a corporate learning management system (LMS) that could provide:

  • A simple, intuitive interface that wouldn’t require its own user training program
  • Mobile access, which would enable agents to complete training on the fly
  • The ability to track course completion rates for individual users

After months of what he described as a “horrific experience evaluating complicated and clunky learning platforms,” Pendleton finally found “the game changer.”

The Solution

“I was psyched to see Bridge,” said Pendleton. “My first priority was to find a training platform that was simple to use and versatile. When I presented Bridge to our CEO, COO, and a roomful of managers, they all applauded. They’d been looking for a training solution for 15 years, and there it was.”

Almost immediately, Pendleton began using Bridge to create online courses. He said it was so easy, “it felt like Moses had just parted the Red Sea for me.”

In addition to developing the company’s first onboarding program for employees, he created a learning path for new agents. This series of online courses will free office administrators from the painstaking process of explaining company policies and procedures to each new agent. More importantly, it will provide a formal yet flexible way to enable knowledge transfer, which will get agents up to speed faster and make them more accountable.

Pendleton estimates the company’s new online training program will save 40–60 hours of annual training time for each agent. To further maximize his time during one-on-one and in-class sessions, he plans to implement a blended learning approach—using Bridge to create online course sections for learners to complete in advance.

According to Pendleton, “Our goal is to have our adoption rate at 30 percent by the end of 2016. Unlike most other corporate training structures, we can’t mandate training. We can only offer it and hope they take it. With Bridge, we can offer it, track it, and most importantly, adapt it to meet the different needs of each office—something we couldn’t do with competing systems.”

Case Study

Larry H. Miller Group & Bridge

One training solution for many business entities—and thousands of dispersed employees

The Larry H. Miller Group employs 11,000 people and encompasses multiple entities, including car dealerships, major- and minor-league sports teams, multiplex movie theaters, retail stores, a radio station, and more. A cornerstone of Utah’s economy, the company has been in business for 30 years, tirelessly pursuing its vision of being the best place in town to work and the best place in town to do business.

The Objective

With so many business entities and so many remote employees operating under its umbrella, Larry H. Miller Group faces a unique challenge when it comes to training: How can the company impart its overarching core values and mission while allowing each entity to retain its own brand and meet its own respective training needs? How can this extended enterprise give its entire dispersed workforce of 11,000 employees access to e-learning? And how can it adopt a new learning management system (LMS) without jamming up operations somewhere within its network?

Ben Lowell, Director of E-Learning for Larry H. Miller Sports and Entertainment, says he began by looking for a solution that:

  • Offered admin flexibility for meeting the needs of distinct entities
  • Was simple for admin, managers, and employees to use
  • Provided easy access to data and reporting

“Our last LMS wasn’t very intuitive,” Lowell said. “It was clunky. For a first-time user, something as simple as publishing and posting a course was very difficult. It used to take me about 30 minutes to publish a course, and if I didn’t use it very often I’d have to relearn it all over again.”

Lowell also wanted to work with an LMS team that would offer exceptional customer service and act as a business partner with LHM Group. “We were quite serious about this, because the last company was very slow at support,” Lowell stated. “We felt that excellent support was more important than having every feature on our list. Having tons of features is no good if you can’t get answers and solutions when you need them.”

The Solution

Randy Rowley, Director of Learning and Performance for Larry H. Miller Dealerships, had arranged a demo with Bridge. He and Lowell were immediately interested in the platform. Bridge’s user-friendly design and commitment to stellar customer service made an impression, and LHM Group began implementing Bridge in the summer of 2015. So far, LHM Group’s numerous entities are using the platform for various purposes—LHM Dealerships for e-learning; the Utah Jazz for onboarding, leadership training, and sales training; Megaplex Theaters for onboarding; Fanzz for onboarding and regular skill development; and the head of arena security for compliance training. Lowell’s goal is to have every new employee onboarding via Bridge by the end of 2016 and every full-time employee using the platform regularly soon afterward.

Since the organization’s entities differ greatly in size, location, and services offered, Bridge’s Sub Accounts feature has been a lifesaver. Sub Accounts allows each entity to implement its own branding and manage its own training content—entities can function autonomously when it comes to more specific training, but high-level training remains streamlined, as a central HR team is able to administer company-wide courses and communications. The feature also makes reporting much more valuable and insightful, Lowell noted, by allowing admin to track users’ progress within a more relevant context.

Lowell is pleased with Bridge’s intuitive UX, as well. “I can show managers how to post something and know they’ll get it done quickly,” he said. “From an admin standpoint, it’s very easy to make Bridge do what I want it to do. For example, I recently finished authoring a course that teaches employees how the metal detectors at the arena entrances function. I edited some video in an external software, uploaded the videos, and then added some additional content slides and about eight questions. It took me less than three hours to author the entire 10-15 minute course. Using another authoring tool, I estimate it would have taken me twice as long.”

In addition to a reduction in course production time, Lowell has seen cost savings on logistical training costs, faster efficiency for new employees, and increased revenue. For example, it would cost a fortune to travel to 20 different states and train the employees in 115 different Fanzz retail stores. Bridge allows admin to create content and standardize onboarding and training for every location remotely. And the training is working: HQ notified Fanzz via email to start placing orders online and shipping them to guests for free when an item wasn’t in stock in the store. A few stores complied, but the results were disappointing. The Fanzz training team decided to roll out a five-minute training on Bridge and asked for all stores to complete it within seven days. By the end of the month, online sales originating from stores had increased by 300%.

And that all-important customer support? “Working with the Bridge customer support team has been excellent,” Lowell said. “They’re my favorite people! It’s not about problems coming up, but how quickly your support team responds, and within seconds on a chat, I've got a response and a resolution. If they don't have the answer, they set clear expectations for when they’ll get back to me. Ultimately, Bridge is a product and a company we can be a partner with.”

Case Study

Cardon Outreach & Bridge

Empowering Subject Matter Experts, Creating Efficiencies

With 1,300 employees in 44 states, Cardon Outreach is a leading national provider of revenue cycle management services. The company has been in business for more than 20 years, delivering health-care finance solutions to more than 650 hospitals through their integrated-service lines, single-technology platform, and patient-centered advocacy.

The Objective

Cardon Outreach, a MedData company, was on a mission to bring standardized, consistent training solutions to its geographically dispersed workforce. Stephen Evans, Director of Training and Development, was tasked with implementing these solutions in a timely manner while staying up to date on the organization’s ever-changing needs.

Evans’ team was using an LMS they’d inherited and with which they were extremely unhappy. As the end of their contract with this LMS grew near, they began researching alternatives online. Evans says they wanted an LMS that was “modern, powerfully simple, and easy to use, from a learner’s perspective as well as an administrator's.” They also had a few features in mind, including:

  • Intuitive course-authoring tools
  • Simple reporting tools
  • Simple content delivery
  • A responsive platform

Cardon Outreach demoed several learning management systems, but all signs pointed to Bridge. “A course authoring tool was extremely important to us,” says Evans. “We utilize a subject-matter-expert (SME) model of training delivery, meaning we rely heavily on SMEs to create and deliver training materials. Bridge offered the most convenient and easy-to-use authoring solution for our SMEs.” The administrative and reporting tools also resonated with Cardon Outreach’s “powerfully simple” mantra, and the pricetag agreed with the organization’s training and development budget.

The Solution

Cardon Outreach began implementing Bridge in April of 2016. Several of the organization’s SMEs were able to come to the Bridge office for hands-on training, and Evans reports that “implementation has been fabulous. This isn’t the first LMS I’ve worked on, and this has been by far the easiest implementation I’ve experienced. The Bridge team has been a great support.”

While Bridge is still fairly new to Cardon Outreach, several benefits have already presented themselves. For one, prior to Bridge, Evans and two instructional designers were creating all the courses required to train 1,300 employees. The courses covered everything from state-specific operating guidelines and insurance basics to internal processes and proprietary software to customer service skills and HR compliance. Thanks to Bridge’s easy course authoring, 15+ SMEs are now able to create and distribute courses, freeing up tons of time for Evans to focus on other areas, including overall learning-experience improvement, career development, knowledge management, and social collaboration.

Evans has also found that course creators are able to develop and deliver training much more quickly, which reduces the project backlog significantly. Cardon Outreach is on track to save hundreds of hours a year on course development. They also anticipate saving time on administrative issues such as password resets—for basic compliance training, Evans was previously spending about half of his work week just trying to get people into the system. In terms of system costs alone, Cardon Outreach anticipates saving approximately $30K over the next three years.

Other clear benefits are the reporting efficiencies and clear, digestible dashboard. “It used to take hours to get data out of our previous system. Now I can get that same data instantaneously,” Evans says. He’s also hopeful that the platform will help reduce turnover—more training materials mean more employees have the tools to succeed, and managers can now create simple, quick assessments and send them out to employees to gauge information retention. Additionally, Evans predicts that the organization’s training approach will shift to a more mobile-friendly environment. Cardon Outreach is already focusing on simple training approaches such as three- to four-minute videos supplemented with text and images, and Bridge’s device-agnostic platform will ensure that employees have access to learning materials whenever they need them, wherever they are.

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