Do Better Work: Empower Performance

At Lessonly, it’s our mission to help people do better work so they can live better lives. Our Better Work Method (and the accompanying Better Work Assessment) examines the six essential steps of building a high-performing training program. This blog series offers an inside look at each step and how the Lessonly team applies each one to do better work.

Every Monday, the entire Lessonly team gets together to share department and company updates. During this time, we also take a look at our team’s objectives and goals. It’s an ideal time for all of us to review our performance, celebrate our successes, and have meaningful conversations about how we can do better work.

Over the last five years, we’ve found that when our team members receive thoughtfully prepared training, performance skyrockets. Employees who successfully complete training hit individual KPIs, quotas, and goals—resulting in overall business success. That’s why we developed the Better Work Assessment. This free, online tool helps other executives, managers, and trainers measure the impact and effectiveness of their own training program—and empower their teams to perform like never before.

Enable your organization to continuously improve, deliver, and quantify business results with better training. Evaluate your team’s training with our Better Work Assessment.

From capturing important data to developing a vision for your training program, here’s how to guarantee that your team’s training helps the business—and the people in it—succeed.

Capture qualitative and quantitative metrics

There’s no doubt that tracking team member performance is important. In fact, each Lessonly team member works with their manager quarterly to create a new list of performance objectives that relate to team and company metrics. This process makes it easy for us keep track of performance and provides a snapshot of what is going on within this business. However, pinpointing and measuring metrics that shed light on individual, team, and company performance is easier said than done. While there are plenty of metrics to choose from, it’s important to decide which are the most essential to evaluate team training and performance. Zoe Meinecke, Lessonly’s Director of Services, recommends looking at metrics across four different levels.

Tier 1: These metrics focus on employee learning efforts and include metrics such as learner engagement, training satisfaction scores, and the percentage of employees who complete training.

Tier 2: Once organizations have an idea of how their employees rate training, it’s beneficial to tie training to revenue. Look at metrics that determine how much money is saved and earned as a result of your training program.

Tier 3: Metrics that correlate with what your team and organization gain are extremely beneficial in evaluating performance. By reviewing key skills and efficiencies, organizations can determine what training is effective—and where there are still gaps.

Tier 4: Training is about improving your business’ bottom line. The fourth level of metrics should directly tie team training to your business objectives for maximum impact.

Find meaning at work

While metrics and performance indicators are important for every team and organization, we believe that doing better work is about more than delivering results. It’s also about finding meaning at work. When employees have the chance to learn, practice, and perform, they’re happier, more successful, and more engaged. When people feel confident and capable at work, it positively impacts every aspect of their lives.

Every day, millions of learners log in to Lessonly to learn, grow, and do better work. Whether funding a well in Africa or hiring hundreds of workers in a county plagued by unemployment, Lessonly’s customers embody this vision. World-class organizations provide training that helps employees find meaning at work, succeed, and drive global change.

The best teams restart the cycle

The beauty of the Better Work Method is that it’s all about continuous rapid improvement. Once your team hits the Perform stage, it’s time to use those qualitative and quantitative metrics and begin the next Assess phase. Forward-thinking and high-performing teams continuously revisit their learning plans and gather data during the training process to see how they measure against their goals. This cycle of constant growth and improvement is how we help our customers get superior outcomes, time and time again.

Training is about delivering results. Better performance empowers organizations and teams to continuously improve, maximize strengths, and exceed goals. In the end—we want to help every team have great training and do better work.

Start on the path to high-performance with our free online assessment

At Lessonly, we believe that great training empowers high-performing teams. Our powerfully simple software delivers critical knowledge and skills that sales and customer service reps need to do better work—and live better lives. Take our free Better Work Assessment and start on the path to operational excellence, or take a tour of Lessonly today.

Do Better Work: How to Practice Skills for Better Performance

At Lessonly, it’s our mission to help people do better work so they can live better lives. Our Better Work Method (and the accompanying Better Work Assessment) examines the six essential steps of building a high-performing training program. This blog series offers an inside look at each step and how the Lessonly team applies each one to do better work.

Kelsey and Mallary are two of the many talented members of Lessonly’s Customer Experience and Sales teams. They’re a huge asset to our company and customers. They share best practices, talk about helpful new products, and enable teams to do better work. But they didn’t become experts overnight. They improved their skills and knowledge over time with intentional and proactive practice.

Here at Lessonly, we think practice is about more than perfect—we believe practice also makes permanent. Realistic practice helps employees like Kelsey and Mallary remember what they learn. When paired with thoughtful coaching from managers—it’s a recipe for long-term success. That’s why we focus on deliberate practice that involves rehearsal, refinement, and repetition to achieve peak performance.

We’ve witnessed how impactful practice can be—which is why it’s also part of our Do Better Work Method. Practice enables employees to hone their skills, gain confidence, and deliver a better sales and customer experience. As we developed real-world practice lessons, we learned a few key helpful takeaways that any team can use to do better work.

Does your training program reinforce newly learned information and skills? Examine your team’s training with our Better Work Assessment.

Practice new skills regularly

The Lessonly team lives by the mantra of continuous rapid improvement. Every employee is committed to asking questions, refining their skills, and helping the entire organization succeed. Practicing new skills on a regular basis helps our teams focus on specific initiatives and push us beyond everyday learning.

Regular practice is an effective way to break up learning and reinforce skills—while employees are still processing new information. A regular cadence for dedicated practice, usually weekly, doesn’t overwhelm employees or take too much time from their day-to-day tasks. it is meaningful enough to keep topics relevant and drive iteration of skills and knowledge.  

Earlier this year, the entire Lessonly team was asked to practice pitching our product. First, we took a lesson about key messaging and positioning strategies. Then, each employee recorded a practice pitch as a benchmark for delivery. As time progresses, employees revisit and practice delivering the pitch for improved delivery and consistency. 

Facilitate practice online and in-person

Developing a culture where employees practice requires planning and intentionality. Just as employees benefit from different types of learning, they’ll also find various types of practice more helpful than others. Some types of practice are best delivered through software, group role-play, and one-on-one coaching sessions. If a customer service team primarily handles online chat requests and emails, it may be more beneficial to leverage software that offers chat and email composition practice. The best training programs facilitate practice through both online and in-person opportunities to maximize impact and boost learning engagement.

The Lessonly sales team also utilizes both online and in-person practice opportunities. With features like Video Response, Mallory and the rest of her team can easily record practice sales pitches before making actual calls. They also practice similar pitches during one-on-one and group meetings to further demonstrate product knowledge and perfect their skills across various settings, just as they would need to do in the real world. These opportunities have been invaluable. The feedback helps reps handle common objections with excellence and gain confidence to deliver seamless pitches that close more deals.

Feedback fuels improvement

One of Lessonly’s core values is “share before you’re ready.” The basis of this value is that getting work in front of other people, early, makes for better work. So, while practice may help employees display knowledge competency and reinforce skills, effective feedback ultimately propels performance to the next level. Regular feedback gives learners key insights into where they’re excelling and how they can improve. Additionally, it helps managers and leaders promote an open and collaborative culture—which is crucial for team performance.

Constant feedback loops have been valuable to our company. We’ve found that a great way to provide effective feedback is through well-established criteria. If the goal of training is for a customer service rep to solve a customer’s problem in an efficient and friendly manner, they should receive feedback on rapport, professionalism, and problem-solving skills. This type of feedback provides helpful information to learners so they can grow and do the best work possible.

Rehearse, refine, repeat with Lessonly

Doing better work requires more than a training program that only focuses on learning. For knowledge and skills that need to be cultivated and honed over time, practice is irreplaceable. Move your team toward high-performance today with Practice. Or, take a tour of Lessonly today.

Introducing Practice: Power Game-Changing Performance

The idea of practice and feedback has always been a part of our lives. At school we practiced with homework and received grades from our teachers. When learning sports, music, or even how to drive, we spent hours and hours of practice with coaches before any game or performance.  If you want to be good at something, there isn’t a single modern learning theory that touts the idea of doing it just once.

It’s uncanny how simple the idea of practice is—and how ingrained it is in our lives. Want to improve at something? Do it a lot. Want to be better, faster? Practice the right things and get a coach to help. A commitment to practice can help you learn just about anything, both personally and professionally.

It is impossible to get better at your job without practice.

Most of us head into jobs, usually with just onboarding training under our belts, and need to perform at a high level to survive. Companies who are great at developing their employees know the value of ongoing training. But the best companies provide an avenue for their employees to practice important skills and get coaching—right from the beginning.

So today, we’re excited to help our customers provide this experience for their employees with our brand new Practice offering. Practice provides the platform for repetition and feedback that frontline employees need to get better at their jobs. Practice helps to onboard team members more effectively, address employee weaknesses, and deliver more closed deals and higher first-time ticket resolution.

Practice in Lessonly

Teams using Lessonly have access to seven different practice tools in Lessonly:

  • Chat Practice – Offer a realistic chat experience for teams to rehearse their responses before talking to customers.
  • Support Ticket Handling – Practice thoughtful ticket handling—from prioritization to resolution.
  • Email Reply – Respond to customer service tickets and concerns via a simulated email client.
  • Email Composition – Draft mock emails to customers or prospects to refine messaging and maximize impact.
  • Webcam Recording – Rehearse pitches or customer interactions on video and receive helpful feedback from managers.
  • Screen Recording – Capture all or part of your screen, along with audio, to hone product walkthroughs or other skills.

Create realistic practice scenarios about topics employees will face in their jobs every day. Whether it’s product demos, dealing with angry customers, negotiating with prospects, or the multitude of other scenarios your team encounters—use Lessonly to practice it.

Our outbound sales team uses webcam recording, screen recording, and email composition consistently to supplement practice sessions with our Director of Sales Enablement. Our inbound team makes more use of chat reply, because that’s where they work the most. Focusing on the practice scenarios that are most relevant to your team’s daily work is the key.

Separating Practice and Learning

Creating separate Practice lessons is an effective way to bring practice into training experiences. Especially when utilizing learning paths, break up learning with practice sessions to reinforce skills and track how the learner is processing the material. We’ve found this to be extremely effective with our onboarding at Lessonly. Separating learning and practice into different lessons keeps the experience simple for learners—they know what to expect each step of the way. Keeping the learner experience in mind like this is an easy way to boost engagement in a training program.

Coach for Success

Managers can also provide guidance and feedback by using new Custom Feedback Criteria. Add guidance to practice questions in Lessonly in the form of traits or characteristics that you’ll use to evaluate responses. In the example below, the trainer has identified presentation, trust and urgency as the key criteria—and has also offered specific feedback.

We suggest choosing feedback criteria that’s relevant your team—picking areas of strength to hone or areas that could use some more improvement. Managers and trainers can evaluate on a 5-star rating system for each trait—with written comments for detailed feedback for team members.

Start Practicing Today

Investing in team performance is about more than just giving employees information. It’s about providing them with the tools to be successful and empowered in their jobs. Team members develop confidence through repetition and feedback—which eventually leads to real skill. Move you team toward high-performance today, with Practice.

Take a tour of Lessonly to see Practice in action—or learn more about how your team can use Practice to do better work.

Do Better Work: Maximizing Learning Impact

At Lessonly, it’s our mission to help people do better work so they can live better lives. Our Better Work Method (and the accompanying Better Work Assessment) examines the six essential steps of building a high-performing training program. This blog series offers an inside look at each step and how the Lessonly team applies each one to do better work.

It’s Joe’s second week at Lessonly. As a new sales development representative, he has a lot of information to learn and skills to develop, but he’s up for the task. In addition to completing his onboarding training, he has the opportunity to learn about the topics of his choosing each day. Today, Joe chooses to learn more about Lessonly’s integrations. He logs into his Lessonly account, searches ‘integrations,’ and is served a variety of content with important information about how Lessonly integrates with other software.

When we think of learning, most of us think of something very different than Joe’s experience. We often envision teachers lecturing in front of a blackboard, delivering dense information to a group of disengaged students. But training doesn’t have to be like this. As employee preferences change, the mode of training delivery is more important than ever. Employees like Joe want to easily access training—anytime, anywhere. That’s why our Better Work Method highlights the importance of pushing training content to teammates—so they can effectively solve problems and do better work.

Does your training program make your team more productive? Evaluate your team’s training with our Better Work Assessment.

So, how can your team maximize learning impact and deliver training that fuels performance?

Encourage adoption with engaging content

Providing learning content is only part of the training equation. Organizations must ensure that employees apply what they learn to their day-to-day work. By designing and delivering engaging training content, employees are more likely to find learning beneficial—rather than burdensome. In fact, a study by CEB found 55% of employees believe learning is hard to consume. We recommend adding media—such as images and video—to break up text, add context to content, and explain something in more detail.   

When Joe accessed training about Lessonly’s integrations, his lessons included text, videos, and images. For example, the lesson about Lessonly for Chrome features screenshots of our Chrome extension and a video of how to discuss it during a demo. These elements are more engaging—and more helpful—than lengthy paragraphs of text.

Tip: Training that doesn’t get completed doesn’t drive results. Look for ways to incorporate interactive and engaging content that also encourages information retention and adoption. Just remember to use content that is relevant to your training’s topic and objectives. 

Knowledge when employees need it

While engaging content increases the likelihood of knowledge retention and application, it’s important to give employees ongoing access to learning materials. On-demand access is extremely beneficial for employees during moments of need—such as answering a question from a customer. From reviewing a specific process to recalling information about a product, on-demand access to learning increases employee performance. In short, it offers employees critical knowledge—right when they need it most.

Joe’s first review of Lessonly’s integrations will not be the last time he accesses that learning content. If he’s on a call or demo where a prospect asks a question about the integration, he can quickly search for the answer in the moment to ensure he correctly answers the question. This equips Joe with the knowledge to confidently stay on task, focus on closing the deal, and deliver more value to prospective customers.

Tip: The average worker spends nearly 20% of their work week looking for internal knowledge. Lessonly for Chrome intelligently serves your team the information they need.

Build a searchable content hub

Just as Google serves up answers instantly, Joe was able to quickly locate relevant content through a simple search. CEB found that the rise of the digital age has transformed employee learning preferences. Now, 57% of employees state that their learning materials are too hard to locate. They prefer to have answers and solutions right at their fingertips. By providing learners with searchable content, their first instinct is to turn to their training program, rather than their colleagues, for answers.

Lessonly’s Learning Library is a single hub for all of our team knowledge. The library, which is topically organized and easily searchable, enables employees like Joe to find and access learning content. This means he spends less time searching for answers and more time calling prospects, scheduling demos, and closing deals. In his downtime, Joe can search the library to learn more about products and processes—enabling him to increasingly do better work.

Tip: Building a searchable content hub promotes self-sufficiency among teams. Instead, of turning to a manager or supervisor with questions, promote this knowledge hub as the go-to source of truth for key information.

Meet learners where they are with Lessonly

Sales and customer service teams across the world use Lessonly to create the most effective learning programs. Meet your employees where they are with engaging and relevant content that answers their questions—so they can spend more time closing more deals and delivering superior support. Take a tour of Lessonly today.

Do Better Work: Build an Effective Training Program

At Lessonly, it’s our mission to help people do better work so they can live better lives. Our Better Work Method (and the accompanying Better Work Assessment) examines the six essential steps of building a high-performing training program. This blog series offers an inside look at each step and how the Lessonly team applies each one to do better work.

Meet Nicole. She works on the Lessonly Services team. Every day, Nicole helps our customers transform their outdated PowerPoint presentations, lengthy documents, and routine emails into streamlined, effective training that enables their teams to do better work.

We know how daunting it can be to transfer endless amounts of information into easy-to-digest training. Here at Lessonly, we have plenty of experience building training content that takes performance to the next level. That’s why one of the six steps of our Better Work Method is Build. Here are three tips that any organization can take to quickly and effortlessly build training content that their employees love.

Want to build training that drives business results? Get started with the Better Work Assessment.

Engage learners with bite-sized content

First and foremost, training should actually help your team do better work. Instead of handing every employee a binder full of information, focus on building a training program that’s engaging and effective. The most practical training programs focus on only the most essential ideas and break-up large pieces of information into smaller, bite-sized chunks of learning. This format results in 50% more engagement as it’s easier for employees to digest, understand, and retain information.

If you ask any Lessonly team member about our training, they’ll tell you it’s simple, easy to understand, and quick to complete. While we have a lot of information to learn, we break it down into manageable portions so it isn’t overwhelming. While every team member receives the same company-wide training, we also receive custom learning paths that are built to help each of us succeed. Job-specific training makes us more engaged in learning, effective at our jobs, and productive in the long-run.

Tip: Documents, emails, and lectures are ineffective learning methods for the modern employee. With Lessonly’s online training software, create streamlined lessons that can be easily completed in 15 minutes.

Create and update high-priority content—often

Training plays a pivotal role in keeping pace with the speed of business. As products, features, and promotions quickly evolve, it’s important to deliver training that supports these changes. The ability to quickly launch content—and change it instantly at scale—maximizes training impact. It’s important to build a training program that promotes rapid content turnaround.

We work hard to launch new Lessonly products and features every month to help our customers do better work. But that means our enablement content must change quickly too. Instead of sending out a mass email to every employee, our product team creates or edits training content that we can review as needed. This makes Lessonly the primary source of truth in our company and keeps us all on the same page.

Tip: Training content needs intentional care. Once you assess and plan your team’s training program, build and launch high-priority content within a month—if not sooner. Then, as your team creates more training, set a cadence for reviewing and updating the lesson or information; We suggest revisiting at least once a quarter.

Collaborate with team members

The best work happens when it’s a team effort—and training is no exception. In order to successfully build an effective training program, it’s important to collaborate with other trainers, managers, and subject matter experts. This process of democratized learning taps into the knowledge and skills a team already possesses in order to develop training materials. The benefits of working with other team members to build content are two-fold. First, content is more likely to be created and updated on a consistent basis. Additionally, this process fosters employee engagement and learning as they play a larger role in the training process.

Our driven and talented team members are the heart of Lessonly—that’s why we promote democratized learning. Recently, our Director of Sales Enablement decided it was time to update existing training content about negotiation. He turned to one of our account executives and subject matter experts, Mike, to update the lesson and share best practices with the rest of the team. We’ve found that this type of team learning makes all of us better and results in better work across the company.

Tip: Be sure to identify and involve key team members before the building process. They may be able to provide key insights and feedback into how your training program could be more effective.

Build a better learning experience with Lessonly

Forward-thinking companies around the world use Lessonly to build effective training programs that ensure tangible business outcomes. Our Better Work Assessment provides the framework needed to capture and distribute the knowledge and skills needed for high performance. Take a tour today.

Do Better Work: 3 Steps to Plan your Training Program

At Lessonly, it’s our mission to help people do better work so they can live better lives. Our Better Work Method (and the accompanying Better Work Assessment) examines the six essential steps of building a high-performing training program. This blog series offers an inside look at each step and how the Lessonly team applies each one to do better work.

Kyle has two new reps joining his sales team. As a sales leader, he wants to ensure the newest teammates start on the path to productivity from day one. In order to do so, Kyle needs to plan an employee training program that delivers important knowledge, teaches essential skills, and reinforces best practices that reps need to succeed.

While the thought of bringing new hires up to speed may seem overwhelming, our team uses a thoughtful process to identify essential objectives and outcomes. This helps us make easy decisions about what training content to prioritize so we can set milestones for creation and delivery. It’s saved our team hours of fruitless work and can help your team too. Here are three steps to planning a great training program:

Want to see how your team’s training program stacks up? Take the Better Work Assessment.

Involve more people, make better decisions

As seen in the first step of the Better Work Method, it’s important to involve a variety of team members when planning your training program. Once you’ve assessed your training program, share this information with trainers, managers, leaders, and frontline employees for additional feedback. This feedback identifies key opportunities for impact and what competencies or skills are needed to achieve them. By establishing top priorities and objectives, it’s much easier to craft a plan for content creation.

Recently, Lessonly’s sales team determined that account executives should self-source more opportunities. The team was hitting important milestones and goals, but we saw this as a great opportunity for each account executive to exceed personal quotas each quarter. As a high-priority objective, our management team planned and built a training campaign to equip each employee with the skills they needed to successfully self-source more deals, beat their quota, and positively impact the company’s bottom line.

Focus on onboarding and ongoing learning

While many companies realize the importance of onboarding and training, few focus on continuous and ongoing learning. All too often, organizations onboard new employees and propel them into their roles without revisiting training. Leading companies, however, plan out both onboarding and ongoing learning opportunities. Zoe Meineke, Lessonly’s Director of Services, notes “Onboarding is the initial piece of the learning puzzle that builds a good foundation for training. Companies need to plan and develop the second level, continuous learning, for maximum impact.”

Lessonly offers every employee a robust onboarding program that is paired with ongoing learning opportunities. With a constant flow of new roles, products, features, and processes, there’s plenty of knowledge that needs to be shared at any given time. While most of this information is included in our onboarding, we’ve found that the supplemental training boosts performance, increases employee satisfaction, and expands knowledge and skills. That’s why we put as much planning and intentionality into continuous training as we do onboarding.

Onboarding and ongoing learning should focus on company information, functional skills, products, services, and more. Our free employee training plan builder identifies these learning opportunities to help you create a detailed training plan.

Reinforce training across channels

Just as there is no one-size-fits-all training program, there is not just one channel for training delivery. The best training programs include in-person training, self-guided online training, regular coaching, and deliberate practice. Purposeful planning helps leaders pinpoint which pieces of training would be most effectively delivered online, in group meetings, or one-on-one. Training via multiple channels accommodates different learning styles, increases retention, and boosts learning engagement.

We’ve found that reinforcing training across channels decreases ramp time to productivity and drives employee performance. Therefore, we try to stick with a 50/30/20 mix—50% of training is self-directed, 30% includes one-on-one meetings, and the final 20% features classroom-style learning. For example, once a new sales rep joins the Lessonly team, they take a lesson that features the fundamentals of being a great sales development representative. This knowledge is reinforced through in-person shadowing, role-play scenarios, and coaching sessions. Our sales managers map out and plan every part of training to include a variety of learning methods and ensure training success.

Planning a training program is no small feat. Taking time to plan ensures that you prioritize essential objectives and create a training that drives results and enables employees to grow. In fact, that’s what Better Work is all about.

Fuel business success with a great training program

We designed the Better Work Method to help your team training succeed. Want to radically improve your training program? Save hours of ineffective training with our free assessment, or take a tour of Lessonly today.

Do Better Work: How to Assess your Training Program

At Lessonly, it’s our mission to help people do better work so they can live better lives. Our Better Work Method (and the accompanying Better Work Assessment) examines the six essential steps of building a high-performing training program. This blog series offers an inside look at each step and how the Lessonly team applies each one to do better work.

Over the last year, the Lessonly sales team has grown significantly. In the midst of our growth, we quickly learned that an employee training plan can set new reps up for healthy success—or frustrating failure. A well-designed training plan improves employee engagement and retention rates, decreases ramp time to productivity, and more. That’s why we continually assess our training program to ensure that it equips reps with the knowledge and skills they need to be successful.

Thoughtfully assessing our learning efforts helps us—and many of our customers—make educated decisions about our team training. Our process examines training program strengths and weaknesses, gauges learning needs, and is the crucial first step to doing better work. Here are three ways to start assessing your team’s training program:

Want to see how your team’s training program stacks up? Take the Better Work Assessment.

Listen to your team

One of the easiest ways to gather information about your team’s current training program and learning needs is to ask team members. When asking your team for input, it’s important to not generalize. Rather than focusing on training for every employee, learn one role at a time to discover what employees need and want. Zoe Meinecke, Lessonly’s Director of Services, also recommends gathering feedback from supervisors, managers, and employees during this phase. The more information you gather, the easier it will be to see what your team finds valuable and what training they still need to do better work.

The Lessonly sales team champions this process when they assess their training program. Instead of evaluating training for the entire team, our sales directors assess the needs of sales development representatives and account executives separately. This laser-focus makes it easier to identify trends in feedback and gaps in learning for each role, rather than creating generic, non-specific training.

Tip: Design your training to elicit feedback and actionable insights. At Lessonly, we give every employee the chance to ask questions and provide feedback at the end of every lesson. Teams can also gather feedback through anonymous surveys, one-on-one meetings, and performance reviews.

Gather the data that matters

Forward-thinking leaders also use data to map, maximize, and measure their team’s training program. There are a variety of possible data inputs to consider when gathering information—including business objectives, department goals, past performance, industry benchmarks, market factors, and more. While all of these are important to consider, team leaders and trainers should determine and prioritize the insights that are the most valuable and essential to assess training. It’s important to know which pieces of data are signals, and which are just noise.

At Lessonly we look at industry, company, team, and employee data inputs. From reviewing learning engagement and satisfaction scores to measuring individual and business KPIs, we strive to gather insights from as many sources as possible. We also reflect on upcoming organizational changes such as hiring plans and product releases to ensure we assess training through a wide-angle lens about how it impacts our business.

Tip: The more data inputs you evaluate, the better the final product will be. For example, if you only asked the sales team for input, but not the product team, you might not consider creating enablement training content for the company’s upcoming product releases.

Identify successes and challenges

Once you receive feedback from your team and review data insights, it will be easier to pinpoint your training program’s successes and challenges. Zoe notes, “Teams need to identify key processes and employee performance expectations—then assess their training against each.” If a team consistently meets certain performance objectives, such as outbound sales calls, but fails to achieve their scheduled demo quota, it’s likely they need additional training on a convincing sales pitch.

The Lessonly team experienced a very similar situation late last year. While our sales team was successfully delivering sales pitches to prospects, they hit snags during the demos. The team saw this an opportunity to provide more in-depth training that enabled reps to ace the demo process and move the conversation to the next stage of the sales cycle. If the team hadn’t identified successes and challenges, they would not have created the training that empowers reps to be successful.

Tip: Quarterly review is the Goldilocks of training—not too long, not too frequent—just right. Lessonly creates and reviews new objectives on a quarterly basis, which means it’s also a perfect time to assess our training program. This ensures every employee is enabled with the skills and knowledge they need to work towards and achieve objectives—quarter after quarter.

Assess and improve your training program with Lessonly

Hundreds of teams use Lessonly to do better work. Our free Better Work Assessment identifies key areas for training improvement so your sales reps develop essential skills, deliver flawless demos, and close more deals. See how your training stacks up, or take a tour today.

5 Reasons to Get Your Better Work Score

Annie is talented, young leader at a Fortune 500 company. She and her team are responsible for enabling and training frontline employees—from sales to customer service—on new product releases and process changes. Keeping thousands of people on the same page is no easy task—and even small changes applied at scale could impact millions of dollars of revenue.

Annie needs an easy way to evaluate the health and effectiveness of her training program.

We developed the Better Work Assessment for leaders like Annie. Executives, project owners, and trainers are constantly looking to measure the impact and effectiveness of training. This 8-minute quiz examines six key phases of a successful training program: Assess, Plan, Build, Learn, Practice, Perform. Take the Better Work Assessment.


Hundreds of teams are using their Better Work Scores to improve their training programs. Here are five reasons to get yours today:

Reason #1: Benchmark your team

Author and CEO Max DuPree once noted that, “The first responsibility of a leader is to define reality.” For those looking to do better work, the first step is knowledge. Perhaps you’re not sure how your training program compares to other companies. Or maybe you just need an honest evaluation of your learning efforts. The Better Work Assessment provides an easy-to-understand, 100-point score to help you objectively evaluate your team training.

Reason #2: Identify opportunities for growth

Sometimes, constructive feedback can sting: Nobody likes knowing that their training program is struggling. But clearly identifying what areas need attention is invaluable—it’s a roadmap for improvement. For example, my team needs some work on the planning stage. We’re great at creating lessons, but need to be a bit more intentional about strategic planning and prioritization. Our low Better Work Score highlighted a weakness—and now we’re intentionally working to address it.

Reason #3: Focus on maximizing strengths

It’s easy to focus time and effort on what’s failing. While knowing where your training program falls short is helpful—it’s equally as valuable to know when it’s thriving. For example, if your team received a high score on the Build phase, you’re probably churning out useful learning content. Why not celebrate that strength and capitalize on it to develop some practice scenarios to increase retention? Appreciating and doubling down on your team’s strengths is just another way to fuel training improvement and growth.

Reason #4: Get tactical tips

Sometimes, we just need a little inspiration. After completing the Better Work Assessment, we offer 18 tangible tips for improving your training program—and your Better Work Score. These best practices are based on insights from over a million learners at 500+ companies. Knowing the key tenets of training success could inspire you and your team to try something different or develop a new training initiative.

Reason #5: Do Better Work

The heart of the Better Work Assessment is, you guessed it, helping teams do better work. At Lessonly, we believe that great training empowers teams to succeed at their jobs. When people feel confident and capable at work, it positively impacts every aspect of their lives. Our hope is that the Better Work Method and Assessment will help teams across the globe achieve operational excellence that leads from better work to better lives. 

Take the free online assessment today

The Better Work Assessment is entirely free. Whether you’re a Lessonly customer or you use another training platform—this tool exists to help you and your team succeed. Click here to get started and feel free to reach out if you’d like to discuss your score!

Science as a Service: How to Transform Learning

We’ve all heard of Software as a Service. But at ADVISA, we’re redefining SaaS to Science as a Service. And when we say science, we’re talking about the science of behavior.

Just like a software application that makes life easier, we believe behavioral science can help leaders understand the learning styles of their team to accelerate learning potential. And next, it empowers them to transform that learning into meaningful behavior change.

At ADVISA, we believe that we haven’t learned if we haven’t changed—and behavior change is evidence of learning. Let’s look at Lessonly’s Learn, Practice, Perform model for 3 ways behavioral science makes learning transformational:

People are complex. Behavioral science explains how different people learn.

Behavioral science tells us how people are motivated differently. When our inherent motivating needs are met and reinforced, we gain confidence|

Behavioral science gives managers real-time insights into how to best manage performance. Remember the golden rule, “Treat others the way you want to be treated?” Behavioral science tells us to treat and coach people the way they want to be treated in order to yield confidence, and perform at a higher level.

So, how do we get started?

Behavior change starts with self-evaluation

Everyone learns differently—some through doing, some through observing, some through information, and others with a process. Unlocking this puzzle begins with self-awareness. Assessments like the Predictive Index Behavioral Assessment reveal inherent motivating needs. As adult learners, then, we can self-manage to ensure that our motivating needs are met throughout the learning journey. For instance, some of us need clarity and structure.  Others need freedom and flexibility. Learners empowered with insights from self-knowledge are empowered to ask for what they need and proactively manage expectations with their leaders and peers.

Self-management in the learning process is where our power resides.  When our inherent motivating needs are met, we feel confident and start to close the “knowing-doing” gap with new mindsets and behaviors. Understanding our native behaviors (i.e. the ones that flow naturally when our motivating needs are met) and making smart choices about behavioral adaptations improves our relationships with other people.  This matters a great deal. Business results are achieved more quickly and profitably when people effectively engage with one another.

Let’s look at a few examples of how understanding the science of behavior helps employees Learn, Practice, and Perform at the optimal level:


Making a great first impression on new employees and accelerating their learning depends largely on the manager’s ability to understand and meet their inherent motivating needs. Remember, confidence and productivity increase when our inherent motivating needs are met.

Imagine that you have personality data on a new hire that shows they need more control in their environment. Giving that employee some independence right away will activate their native problem-solving and analytical behaviors. Perhaps there is another employee who joins the company the same day and has a strong need for familiarity. By allowing this individual uninterrupted time to get familiar with people and processes, they will likely activate their native ability to organize and sequence information.

Successful onboarding encourages natural and instinctive behaviors from day one. Leaders who embrace differences among team members create psychological safety and build employee confidence—dramatically accelerating learning potential.

Sales and product training

As technology continues to rapidly evolve, many organizations need to rapidly enable employees on new products or processes. The faster salespeople adopt new sales behaviors and product positioning, the more agile and competitive the company will be.  Predictive Index gives sales leaders insight into four different learning quadrants that correlate with the needs and drives of their team members. While some individuals learn through trial and error, others learn “by the book.”

Navigating the unique learning styles of your team accelerates new product adoption, decreases time to close, and increases deal size. Individual learning tips built into assessment software also allow employees to better self-manage as they translate new information into sales behaviors out in the field.

Click here to download the Predictive Index Learning Quadrants.

Change Management

In the midst of organizational change, behavioral science helps leaders accelerate adoption and collaboration among teams. When leaders consider the personalities of every team member they are more likely to analyze group dynamics and trends, which is key to performance.  

A team with high drives for familiarity and stability will likely resist being hurried into something new and different. On the other hand, a team with a high-collective drive for impact might dive right into something new without adequate preparation. Mapping all the personalities on the team at once helps managers and leaders understand how to strategically plan for change— and reduce the disruption and organizational costs of change. It also enables them to reduce the stress that change often creates.

The work of learning and development is too important to leave to chance. If you’re already using a behavioral tool, leverage the data and to uncover the learning styles of your team members. If you’re looking for a tool that unlocks learning styles, connect with us. Like our pals at Lessonly, we’re passionate about helping leaders engage and develop their people to do better work. And, as the bar for “better” continues to rise, we know that transformational learning is what it’s going to take to stay competitive and retain top talent. Let us show you how Science as a Service can give you the competitive edge you’ve been missing in your own Learn, Practice, Perform journey.

More about ADVISA

Leadership lives and people thrive with ADVISA. We believe that if you grow your leaders, you’ll grow your organization. Their tools, resources, and programs drive customer loyalty—and leaders and managers are important catalysts in employee engagement. Learn more here.

Introducing the Better Work Assessment

Our mission at Lessonly is simple. We help people do better work so they can live better lives. That idea of doing better work has inspired us this year as we continue to build online training software that empowers millions of people to learn, practice, and perform at work.

The average adult spends 60% of their life working—and we want every single team, whether they use Lessonly or not, to have the opportunity to thrive at what they do. That’s why we created the Better Work Assessment.

This 22-question quiz enables any person—on a team of five or five thousand—to examine the health of their training program. The assessment walks through the six essential steps of building a high-performing training program. After a few multiple-choice questions, assessment-takers will get a Better Work Score out of 100. The higher your score, the better your training program.

We didn’t make up this assessment out of thin air. For the past 5 years, we’ve helped some of the world’s largest companies develop award-winning training programs. What we found was that the same six steps continued to appear when training uber-successful customer service and sales teams. We now call this the Better Work Method.

Want to know the six steps? Take the assessment now, or read on.

Here’s a brief overview of each of the six steps of the Better Work Method:

ASSESS | Gather Needs and Inputs

Excellent assessment is about listening to your people, data, and the market. The goal of this phase is to identify successes and challenges in training and accurately gauge your team’s learning needs. Inputs might include CRM data, surveys, company/department goals, thought leadership, etc. The point is: Your team needs the right data and information to make educated decisions about training.

PLAN | Prioritize for Impact

Superior planning identifies your team’s most essential objectives and outcomes. Based on the inputs from the Assess step, begin to make decisions about what training content should be a priority. Then, intentionally set milestones for creation and delivery. Great planning can save your team hours of fruitless doing.

BUILD | Create Quickly and Collaboratively

Now it’s time to start building your training program. Transferring information isn’t helpful if it’s difficult to digest and put into action. When leaders work with front-line teammates to build and iterate bite-sized content—magic starts to happen.

LEARN | Meet Learners Where They Are

When we think of learning, we often think of teachers lecturing in front of a blackboard, but training doesn’t have to be like this. Employee preferences are changing, and now the mode of delivery (online, mobile, easy-to-consume) is more important than ever. Learning isn’t just employees consuming content, but pushing training content to teammates—anywhere, anytime—so they can quickly solve problems in their moment of need. That type of contextual learning is game-changing for a customer service or sales team.

PRACTICE | Rehearse, Refine, Repeat

The best teams practice—just ask any winning sports team. The same applies to training at work. First-rate practice reinforces recently learned skills and information with realistic practice scenarios and coaching. A regular cadence of practice ensures consistent feedback so that reps can continue to hone their skills.

PERFORM | Do Better Work

In the end, training is about delivering results. Better performance begins by empowering the organization to continuously improve, deliver, and quantify results. Your training program must help your team accomplish and exceed their goals—that’s a key piece of doing better work!

Want to see how your team’s training stacks up? Get your Better Work Score.

The beauty of the Better Work Method is that it’s all about continuous rapid improvement. Once your team hits the Perform stage, it’s time to start using those successful metrics to inform your next Assess phase. This cycle of constant growth and improvement is how we help our customers get superior results time and time again.

In the end—we want to help every team on Earth have great training. That’s why the Better Work Assessment is free to anyone, anywhere. Just click here to get your Better Work Score.

We hope you will—because the first step to better lives is better work.

How AI Will Impact Training

Sam works as a customer service representative for a large national bank. He receives a notification from the company’s chatbot about an interaction with a long-time customer, Linda. Sam immediately notices that Linda visited a branch to inquire about a new credit card and applied for one through their website last night.

Sam takes over the interaction after the chatbot confirms Linda’s account information. As he anticipated, Linda wants to check on the status of her application. She mentions that she has a big trip coming up and would like to have her new credit card in time. As Sam navigates through their software, he also notices that Linda’s birthday is coming up. After a few seconds, Sam quickly confirms that her application has been approved and that she’ll receive her new credit card by the end of the week. When they reach the end of the chat interaction, Sam wishes her a happy early birthday. Linda, already thrilled by the quick and helpful service, thanks Sam and mentions that the upcoming trip is indeed for her birthday. She is blown away by the personal and friendly conversation and leaves great remarks in a customer service survey.

Sam has access to all of this information through the power of artificial intelligence. His company recently implemented a chatbot that initiates simple conversations and software that provides a 360-degree snapshot of Linda’s customer profile. At first, his customer service team was skeptical of the technology, fearing it would be too difficult to navigate—and might make their jobs obsolete. Now that the team has received ample training, they can’t imagine their jobs without it.

AI integration is skyrocketing

Many leaders, like Sam’s boss, expect artificial intelligence to dramatically change the way their companies do business. According to a survey by Accenture, nearly all of the 1,200 participants say they plan to use intelligent tools to enhance employee capabilities. Another 74% expect to automate a “large extent” of tasks with AI over the next three years. The rise of AI in the workplace is so dramatic that global spending on cognitive and AI systems increased by nearly 60% in the last year—and it’s just getting started.

Human-Machine collaboration

The integration of intelligent platforms into everyday work means that jobs for humans are changing. The most significant impact of AI won’t be on the number of skilled workers, but rather on the tasks and responsibilities of those workers. Accenture found that nearly 61% of business leaders expect roles that collaborate with AI to increase by 2020. For customer service roles like Sam’s, the integration of a chatbot that handles simple interactions means that he’ll focus on more project-based work. He’ll also collaborate with AI to access helpful customer information. While this human-machine collaboration has the potential to boost revenue and customer service performance, success will ultimately depend on how effectively humans and AI work together.

Training drives success

While most workers are excited about working with AI, only 34% of Accenture’s survey respondents feel confident about their current technology skills. Approximately 67% of workers say that they want to learn technology skills in order to succeed in a new era of work. Business leaders also recognize skill shortages as a key challenge to implementing new technology. Despite these realities, just 3% of executives intend to increase investments in training and reskilling programs that focus on AI. Without a deep commitment to training, companies will be hard-pressed to effectively deploy and use emerging technologies at scale.

While many companies want to innovate with AI, they also must innovate in training to fill new and reconfigured job roles.

In order to improve productivity and growth, business leaders should take steps to train and re-skill employees for the future. Here are a few steps to consider:

Prioritize skills for development

In order to successfully work with AI, employees need a few key skills. Accenture found that business leaders believe the five most important skills include resource management, leadership, communication, problem-solving, and decision-making.

However, this is not a one-size-fits-all skillset. It’s important for leaders to offer training based on the specific type of AI each employee will use. Customer service reps like Sam should receive training about how to utilize AI in their day-to-day work or interact with a customer who didn’t receive great service from a chatbot.

Identify key skills for training employees with our free training plan builder.

Target training for skill levels

Training for AI should also be tailored to suit an employee’s skill level. While an overwhelming majority of workers are willing to learn, their confidence to work with AI varies by age. Accenture found that Generation Z and Millennial workers feel twice as confident in their technical skills and abilities than Baby Boomers and Generation X. Companies must tailor training efforts and learning paths accordingly.

Overall, 62% of workers in Accenture’s study think AI will positively impact their work. However, the motivation to learn new skills varies by age. Unlike Millennials, who want to learn new skills to advance their careers, baby boomers are more motivated to learn in order to keep their jobs. Leaders should consider what motivates their workforce and provide training that employees find most beneficial.

Create innovative learning experiences

As the future moves toward an AI-enabled workforce, antiquated training methods—like classroom lectures—should be a thing of the past. Instead, companies need to adopt modern learning methods that help workers master new tasks and skills. Online training platforms empower employees and provide them with the competencies needed to keep up with the rise of artificial intelligence.

Online technology also helps to democratize learning. Training materials— focused on specific teams or workers—can be curated by experts across the company. By creating custom training materials based on specific roles, workers are more likely to be engaged. Furthermore, online training is able to combine learning with hands-on practice in order to create an immersive learning experience.

AI is redefining the workplace across every industry. Forward-thinking organizations will achieve success if they help their teammates embrace emerging technologies. By providing custom- tailored learning experiences that focus on the core skills needed to work with AI, organizations will empower employees for future success.

Create engaging and innovative training with Lessonly

World-class customer service and sales teams use Lessonly to provide their employees with relevant training—so they can do better work. With intuitive tools like Lessonly for Chrome, teams learn, practice, and perform like never before. Take a tour today and see how Lessonly drives powerfully simple team training.

Integrating Employee Training Software into your Business

Since we began our journey in 2012, we’ve held fast to the belief that training should be a priority for every business—when employees have the right information to succeed at their jobs, everyone wins. We still wholeheartedly believe this, and hundreds of successful customers have helped us fine-tune how we solve the issue of training for modern businesses.

We’ll also be the first to admit that when employees get busy, training tends to be one of the first things thrown out the window. We know this because it happens to us every day. Whether it’s our sales team working with prospects or our amazing support team helping our customers do their best work—the day can get hectic—and training can get put on the backburner.

Modern training has to be proactive. It can’t wait for that elusive moment of opportunity when employees have time—it needs to seek them out in their moment of need. This is why we believe in integrating training into an employee’s daily workflow is a necessity, not an added feature. It’s also why we invest a lot of time and hard work into integrating Lessonly with other software partners.

Integrating training into an existing tech stack helps employees engage with training on a daily basis. Rather than putting training in its own silo, here are just a few examples of how we’re creating a unified vision of training.

Salesforce for service and sales

Teams who use the Service and Sales Clouds live in them. It’s where they run a large portion of their business. Integrating with Salesforce makes training easily accessible and connects data between the two systems to create insightful reports. These reports provide a 360-degree view of the organization’s training efforts and how they’re affecting team performance. This type of integration benefits reps day-to-day workflow, as well as managers insight into how training is influencing their performance.

P.S. We’re excited to launch a refreshed Salesforce Integration soon—stay tuned!

Better team communication through Slack

Convenience and easy access are important for any tool implemented in a business. Slack makes it easy to access team conversations and connect with other team members.. It’s become the hub of communication for thousands of companies. If employees are spending a lot of time in Slack, then it should also be a place to access important information about their job.

Our integration includes an easy Slack search command, /lessonly [search term], which allows the user to search Lessonly—just like they would in the app. If a salesperson is having a slack conversation with a colleague about creating a proposal, they can quickly type “/lessonly proposal” into their Slack chat and review the lesson about contracts.

Game-changing customer service with Zendesk

Our newest partner provides customer service teams with an entire suite of products. We’ve paired Lessonly with Zendesk to provide access to training directly within the Zendesk platform. So if a customer service rep needs information while writing a reply on a customer service ticket, they can get it without leaving the ticket. Integrating with the tools customer service reps use constantly is the best way to increase rep engagement and ensure that training has the information they’re looking for. Coming through with answers during a rep’s moment of need is one of the best ways to make training more top-of-mind.

Find out how Ibotta pairs Lessonly and Zendesk to deliver superior customer service.

Manage team members with Namely

An HRIS system is the hub of all employee information. This makes it the perfect partner for employee training. Integrating training software with an HRIS system provides an easy and accurate way to store and update user information. Our powerful integration with Namely also records key updates to departments, individual employees, and role.  Furthermore, adding Lessonly helps onboard new hires—and provide seamless and effective ongoing training for current team members.

Share knowledge in Chrome

Integrating with web browsers is a great way to create proactive training that meets employees where they are. Lessonly for Chrome allows managers to identify web pages and populate related training content to those pages. From how-to lessons for web apps to competitive intelligence on competitors’ websites, providing critical content and knowledge to reps enables better work—when and where they need it.

P.P.S—We’re also working on an exciting update with new features for Lessonly for Chrome!

Integration is a no-brainer

These are just a few of the partners we work with to make training more accessible, relevant, and impactful. Companies who want training to make a deep impact on performance should leverage their training content across multiple channels to increase engagement. The byproduct? Greater productivity and better work.

Take training to the next level with Lessonly’s integrations

Lessonly’s powerful training software drives performance for sales and customer service teams around the world. Elevate your training and do better work with Lessonly. Take a tour today.