August 26th, 2010 by Robin Green

Annual performance review time is often an unpleasant and dreaded date on the calendar. Why is this the case? Oftentimes, it has to do with training.

If you know your annual performance review is approaching, it might be a good time to review your LMS training experience with your employer, point out any extra courses you’ve taken to enhance your professional skills, or discuss plans to enroll in outside training courses.  

After all, a performance review is meant to provide a space not only for your manager to give you feedback on your performance, but for you to reflect on the year of work and get to the root of the reasons you might not be working to the best of your ability. Your manager will appreciate your proactive plans and your desire to improve your skills.

Furthermore, he or she may empathize when you relate the challenges you’ve faced in your job and during training. Management training, after all, is one area with a serious deficit.

From the highest executives and downward, one of the most common complaints about job training is its inadequacy or even the lack thereof. According to the 2010 IRS Line Manager Training Survey, areas like staff development, absence management, recruiting and retention, and grievance handling are just a few in which management training is reported as inadequate.

One hundred and twenty-three HR professionals were surveyed. Nearly two-thirds (60%) of those polled reported that their management training was encumbered by poor organizational backing (53%), financial limitations (50%), and poor attendance (45%). Eight in 10 of the managers polled advocated training and believed it should be compulsory.

Author of the report Charlotte Wolff said: “Line managers are increasingly expected to take on more responsibility in some crucial areas of people management, yet it appears that the training is not evolving at the same pace.”

With higher quality and greater accessibility of job training offered online, as well as increasingly internet-savvy employees in the business world, more and more companies are opting to include cost-effective and customizable LMS instruction in their training. However, you yourself may or may not have had a robust training experience.

Perhaps your training course was dry and uninteresting, non-compulsory, or maybe it was too fast or rushed through. Any of these factors are bound to have an enormous impact on employee performance long-term. As Wolff noted, “In areas such as absence management, where good practice can directly help the organization save on costs, I would have thought that investment in the relevant training would be clearly worthwhile.”

Even if effective training was lacking as part of the introduction to your current job, and perhaps this lack is reflected in your performance review, this is a good time to show your employer that you are proactive and search for LMS training that will enhance your professional skills.

Coggno is now offering a free trial for management training program creators on its learning management system. Create an online course for free, whether it be for internal use, for inclusion in Coggno’s E-learning Marketplace, or for outside syndication on hundreds of websites.

August 4th, 2010 by Robin Green

Simple and effective LMS training on both managerial roles and staff mentoring strategies are a huge asset to organizations. Mentoring helps to naturalize the kind of staff communication and dialogue which will ultimately benefit your organization’s bottom line.

The Kaizen philosophy of continuous improvement relates not only to your entire organization and relations between managers and staff, but it also applies to your employees themselves. One important managerial duty is to aid in the professional development of your staff. As a manager and/or LMS training administrator, how can you aid staff development?

One idea is to match your staff with senior staff members, and create a time and space for dialogue. Call a meeting or simply send an email letting staff know that mentoring is being offered. Inform them that they will be matched with an in-house mentor who will meet with them to help them plan to reach their career goals. Encourage employees to consider what they would like to develop, and remind senior staff members that they can also benefit from the mentoring relationship from the introduction to new ideas which are often stimulated by a junior colleague’s fresh outlook and approach.

The meetings can be informal dialogues over lunch or coffee. These provide a space for senior and junior staff members to exchange past experiences and future goals, generating the flow of a fresh exchange of ideas. It doesn’t matter how long or often the meetings take place, but that both parties learn something from the other and dialogue is opened up.

LMS training on mentoring practices may be a great asset to your organization. Senior staff mentoring can strengthen communication, generate new ideas, and promote a more satisfying and positive work environment.

Coggno is now offering a free trial for management training program creators on its learning management system. Create an online course for free, whether it be for internal use, for inclusion in Coggno’s E-learning Marketplace, or for outside syndication on hundreds of websites.

July 29th, 2010 by Robin Green

How can training work to benefit your organization’s bottom line? Powerful LMS managerial training for new managers, whether they are new to your staff or not, could be the force that jump starts not only your manager’s new role but also your organization as a whole.

New managerial blood in an organization is a good time to inject fresh ideas into projects, develop better ways to guide leaders using LMS tools, and boost staff satisfaction in the workplace.

However, one common problem with those who are new to an organization in a managerial position is that they may feel the need to impress. The result is that they talk more than they listen. If this trend goes unchecked, it almost always causes problems within an organization. An LMS course on skills for new managers can prevent these problems from arising in the first place.

Nurturing a healthy relationship between all staff–especially between employees and their manager–is all about sincere and open ears on the managerial end. It’s related to the Kaizen Japanese business practice I’ve written about before: a philosophy that includes all employees, from the CEO down. It involves a company-wide practice of making changes and monitoring results, which allows adaptations in the company’s policies and processes as new improvements are suggested.

A simple rule of thumb for new managers: Listen more, talk less. With a little bit of training and practice, a new manager can learn to become someone that employees can approach comfortable, admire and respect. Listening builds trust and conveys openness to employees’ concerns and new ideas. Good listeners are viewed not only as being caring, but also wise.

Coggno is now offering a free trial for management training program creators on its learning management system. Create an online course for free, whether it be for internal use, for inclusion in Coggno’s E-learning Marketplace, or for outside syndication on hundreds of websites.

July 22nd, 2010 by Robin Green

Are you a new manager? Starting your new position may prove more difficult than you imagined. Suddenly you have new responsibilities to the people around you, and you must learn how to strike critical balances in your work policies and interpersonal relations. An LMS course can help, but so can some simple practices.

Practice tolerance and think outside the box. One mistake that new managers often make is to try to change everything. Remember, just because the way someone does something isn’t the way you’d do it, doesn’t mean it’s wrong. Decide what is worth changing and what is just different.

This leads into a second good practice for new managers; avoid showing everyone who is in charge. If you may have just been promoted to manager, you might feel that you know everything there is to know about your area. However, you still must learn how to manage other people, so be sure to listen to those in your group and ask for the input when you need it.

Third, take time to get to know the people you are managing. Even if you have worked beside these people for years, that doesn’t necessarily mean you really know them. Find out what’s exciting or interesting for them, how to motivate them, and what concerns they may have. If you get to know them as individuals, you will be able to more effectively manage them.

One recent poll showed that over half of new managers received absolutely no formal training before beginning the job. If you’re a new manager, be proactive in your own training and transition process. Pick up a course on an online learning platform like Coggno. Free courses include a Sample Negotiation Presentation, Conflict in Workplaces, and L19-Influence. For new managers there are courses such as 6 Steps to a Successful Start as a New Manager, which offers practical tips and strategies to help new managers successfully move into their new leadership role.

Coggno’s LMS combines state-of-the-art tools with quality content to provide managers and all students a memorable and effective learning experience. Coggno is now offering a free trial for management training program creators on its learning management system. Create an online course for free, whether it be for internal use, for inclusion in Coggno’s E-learning Marketplace, or for outside syndication on hundreds of websites.

May 19th, 2010 by Robin Green

What kind of content should you include in your LMS language course podcast? Choosing interesting material is a subjective task, since everyone has a different concept of what’s actually interesting. However, it’s the way in which you present the information that makes or breaks your podcast. Here are four texture-lending tips.

First, keep in mind that interesting audio information–especially for language podcasts–is that which varies in texture and tone. Speak slowly, and keep the tone light and fun.

Second, intersperse music, pieces of interviews, sound bites, etc. throughout your podcast. This is a great way to lend it texture and continuity.

Third, use conversational dialogue. Your listener should feel like the podcaster is speaking directly to him or her rather than reading from a script.

Fourth, you can also record interviews and discussions, or include clips of these kinds of dialogues.

Podcasts are easy to create, produce, and share, and listeners don’t need any special hardware to listen to them. Since normally podcasts are in the form of mp3 files, they are accessible to all learners.

Ready to try creating your own podcast? Creating a podcast is simple using Apple’s Podcast Producer, a simple and automatic audio editing program. Coggno is one LMS which includes the Apple Podcast Producer as part of its pack of user-friendly tools.

Besides listening to podcasts, language students can watch videos, simulations and screen recordings through Coggno’s LMS. They can complete comprehensive tests and assessments interacting with a simple interface.

Coggno is now offering a free trial for online course creators on its learning management system. Create an online course for free, either for internal use, Coggno’s E-learning Marketplace, or for outside syndication on hundreds of websites.

December 30th, 2009 by Robin Green

Between convenient LMS training and more disability-friendly jobs, it’s becoming easier for adults with disabilities to find work.  Ergonomics, the science of designing technology according to human needs, has led to useful and exciting developments–not only for people with disabilities, but for everyone.

Of the 17 million disabled people who are of working age in the U.S., 12 million are unemployed. Most of these people–about 80%–report a desire to work. However, many obstacles stand in their way–including the disability itself, which can lead to a feeling of helplessness or depression. Too often, negative experiences of rejection in applying for jobs as well as other factors lead people with disabilities to focus on what they can’t do, rather than what they can. 

If you are someone with a disability looking for a job, consider a few tips. First, don’t be discouraged. Remember that especially during times like these, all job-seekers are having a tough time of it.

Assess your abilities. What activities are you good at, and what are you able to do without interference from your disability? Create a list of job possibilities based on your own unique abilities. 

When seeking a job, some employers will require an interview. Take advantage of these to gain valuable interview practice–even if you’re not very interested in the position. 

Look for the “Positive about disabled people” icon on job ads to ensure that your work environment will be well-equipped and wheelchair accessible, and/or willing to make reasonable adjustments to accommodate disabled persons. 

Contact government agencies that serve people with disabilities. There is a great deal of assistance available out there–both financial and practical. If you are in the U.S., contact a state employment office or an office of the Department of Vocational Rehabilitation to assist you with your job hunt and placement. 

Unfortunately, sometimes people with disabilities do not seek employment for fear of losing their financial assistance. To overcome this trap, try volunteering or working part-time. Gaining below a certain level of income will not affect your disability benefits. When you feel confident enough to take the next step, you can increase your hours, become full-time, and let go of your financial assistance.

Lastly, you may consider furthering your education or training. Although most disabled people have many abilities, many haven’t received formal training or education in a job skill. Therefore, employers are less likely to consider them as job candidates. 

An increasing number of schools and vocational training courses offer LMS online and other special programs for people with disabilities. As the world becomes more technologically advanced, education and employment available for people with disabilities are multiplying. Furthermore, for many of these positions and training programs, disabilities are viewed in a new light–as advantages. 

A recent MSNBC article by contributor Chris Tachibana touched on precisely this topic. 

“A new movement helps hone unique traits of disorder into valuable skills,” says Tachibana. He writes about Ron Brix, a man with Asperger Syndrome (a form of autism) whose success as a computer system developer was linked directly to his disability. His job required intense attention to detail, single-minded focus, and a willingness to work on something until it was perfect.

Online job and vocational training programs are also convenient for people with disabilities. Using an LMS or LCMS to customize a company’s or institution’s training program, the possibilities are endless in catering to a wide range of needs and learning styles. 

December 9th, 2009 by Robin Green

For organizations seeking business development training, not just any LMS will be the right fit. Every LMS or LCMS offers its own training development toolkit and courses to cover a wide spectrum of organizational needs. Organizations often require training for managers and staff for new business development strategies.

For example, Lean Six Sigma is a business development strategy that doesn’t necessarily run on its own; it requires training and preparation to effectively help organizations achieve their production goals. 

Coggno’s E-Learning Marketplace includes a range of business training modules, including courses for business development strategies and certification programs. QuantumSix, the business training giant responsible for Lean Six Sigma, uses Coggno’s LMS to deploy its online training. 

What exactly is Six Sigma? Originally developed by Motorola, many businesses use it today as their business management strategy. According to Jiju Antony (”Pros and cons of Six Sigma: an academic perspective”, May 2008) the objective of Six Sigma is to improve the quality of process outputs by identifying and removing the causes of defects (errors) and minimizing variability in manufacturing and business processes. Six Sigma uses statistical and other quality management methods to create a special infrastructure of experts (Black Belts, Green Belts, etc.) within the organization. Each Six Sigma project employed by an organization includes a defined sequence of steps and includes quantified targets.

The basic goal of the Six Sigma methodology is the implementation of a measurement-based strategy. This strategy focuses on improving processes through the application of  Six Sigma improvement projects.

Quantum Six (Q6) is a niche global firm that offers expertise in Business Process Management and Procurement. Its services include consulting, training development, and writing support. Q6 helps companies streamline processes and drive their financial savings.

Organizations can find quality tools in Coggno’s LMS for developing project initiation and prioritization, change management skills, financial validation of project benefits, and executive sponsorship and responsibilities.

How does Quantum Six help organizations use Lean Six Sigma? Quantum Six helps organizations who want to deploy Lean Six Sigma but aren’t sure how to do it or where to start, or who have attempted Lean Six Sigma deployment within their organization but are not achieving expected results. Another reason an organization might use Q6 is that they have established a Lean Six Sigma program that is now in need of revitalization or a boost to a new performance level. 

Q6 is just one of many business training developers that use Coggno’s LMS to upload course content for free and publicize it on Coggno’s marketplace. Course developers also have the option to syndicate their modules, thereby reaching a broader audience and having a better chance at selling their online training. 

Coggno provides course creators with all the tools necessary to create a unique and customized course, including an easy-to-use text editor, assessment, quiz and video tools, screen recording and interactive, Flash-based applications. Using Coggno’s LMS, course developers maintain control over both the creation and deployment of their training modules. 

October 21st, 2009 by Robin Green

Coggno’s LMS Training Marketplace has just become a more interactive and convenient place to visit. Visiting the site, one first notices that the layout of the Marketplace has been completely redesigned. Does layout matter? you may ask. 

When searching for just about anything worth purchasing, layout can be a deciding factor in whether or not customers can find what they are looking for.

For example, say you’re in the market for a new pair of shoes. A shoe store that offers a wide variety of shoes and a simple way of browsing its selection will be more successful than a store whose shoes are piled on a sales rack, or a store lacking in sales representatives, or without a very good shoe selection in the first place.

In the same way, an LMS course provider that lists available learning content in a way that is clear, convenient and easy to browse will be likelier to facilitate connections between courseware authors and individuals seeking courseware.

With this goal of effecting more connections in mind, Coggno has recently announced the launching of its newly redesigned Training Marketplace. Coggno’s new Training Marketplace will highlight courses and enhance their presence and optimization on the web, as well as display graphics for each course.

In the new Marketplace, each learning content creator (Author) can create a short video describing the course, themselves and their expertise. In addition, on the main page of the Marketplace will be a featured video of a particular instructor. These new features on the Marketplace will allow browsers to better understand course content and determine whether or not the course is the right fit for their needs. It will also give Authors a chance to reach out to users, giving them a space to introduce potential learners to their course content; which is the product of their expertise.

As I mentioned, the layout itself of the Training Marketplace has also changed. Once upon a time, Coggno’s former Marketplace page displayed course titles and a short description in order according to their date of uploading.

However, on Coggno’s new Training Marketplace, visitors can browse the available courses and training modules by category. The new Marketplace is designed to be more intuitive, user-friendly, and convenient for users. 

The greater ease in searching for courses combined with more opportunities for Authors to be seen and heard make the new Marketplace an exciting improvement on the Coggno site. 

For those who aren’t familiar with the idea of a courseware marketplace, Coggno’s Training Marketplace is basically a meeting point for creators of learning content and those who wish to acquire it. The Marketplace showcases courses covering a range of training topics, including those created by top e-learning authors like SilkWeb. 

Coggno’s LMS allows users to create and deliver customized training solutions. Users can make training their own, with the option to display their logo as well as a unique color scheme.  Course authors are also able to upload and deliver training for in-house purposes or syndicate their learning content for a wider audience.

And since Coggno uses a pay-per-use business model, it is easy to load and reload learning content as required for relevant, up-to-date training. The model allows organizations and individuals to gain the skills and knowledge they desire when they need it, within a period of time that they themselves determine.

With Coggno’s new Training Marketplace up and running, learners and content Authors are able to leverage robust LMS tools combined with a smartly designed meeting place for the transfer of online courses.