Interview with Donna Wells, CEO of Mindflash.com from Econsultancy.com (9/17/10)
New Online Training Tool Makes Employee Training Simple and Affordable
I have a love/hate relationship with training videos. On the one hand I love how engaging video can be for demonstrating complex concepts or processes. On the other, I hate the cringe-worthy corporate training videos we’ve all endured in the past. You know the ones I’m talking about. They’re over-produced - replete with unrealistic scenarios, quasi-aspirational music, and distracting animation effects. I think the following parody does a hilarious job of poking fun at these qualities.
We have a big milestone to announce: Mindflash.com online training will launch on September 28.
I stumbled upon a great article in this month's Psychology Today magazine that really got me thinking about my training audience. Most of us are primarily introverts or extroverts. If you’re primarily an extrovert you’re outgoing, gregarious, friendly, and talkative - but you tend to bore easily. If you’re primarily an introvert, you’re less outwardly expressive and more likely to process your emotions and thoughts internally. You tend to embrace critical-thinking and you do more listening than talking - but your introspective ways may leave you feeling awkward in social or group settings.
Supplier of online training platform opts for better integration with Salesforce CRM
“Instead of trying to outspend, outsell, or outsponsor competitors, try to out-teach them.”
Think about it this way: There will always be a competitor with more money for advertising, marketing, and expensive client dinners. But if your competitor is in that mindset, what are the chances they are thinking about building their clients by educating them on how to do their jobs better, how to be more organized, or how to save $100 per month by using this special type of light bulb over that one?
Training teams are somewhat notorious for their focus on feedback. Between user test groups, program pilots, smile sheets and evaluations, we’re a bunch of feedback junkies. Where I think we fall short is in how we seek and interpret negative feedback. All too often we focus on asking trainees for superficial feedback and then dismiss negative feedback as “venting” or an “isolated incident.” In some cases that may be true, but what about the times when the trainee has a good point and we’re too put-off by their language to acknowledge it?