With new technological advancements happening every single day, the eLearning landscape is just not what it was even five years ago. Reports suggest that eLearning will be a $37.6 billion market by 2020. The biggest technological change was brought about mobile technology – that used smartphones and other hand-held devices for delivering interactive and engaging content. In the next wave, technologies like Augmented Reality (AR) and Artificial Intelligence (AI) may take eLearning to an entirely different level. These new technologies could dramatically change, and in many ways already are changing, the way learners are learning, consuming content in a more personalized and concise manner.

Technology Trends

The impact that technology has on everyday life is beyond dispute. It is influencing the way we communicate, work, socialize, and learn. In the eLearning game, technology is causing a paradigm shift in the way content has been delivered and consumed. These trends are enabling those creating eLearning to visualize new and innovative content and formulate solutions that blend modern technology with personalized learning experiences. Let’s look at 5 technologies that are sure to have a massive impact on eLearning:

  1. Microlearning: In a world of millennials with short attention spans, the popularity of microlearning is already irrefutable. As learners become more and more finicky and demanding, they expect content to be short, relevant, contextualized, and specific. microlearning offers much value in the eLearning space with its small and context-based learning experiences that allow learners to learn from their own personal environment. Learners can be in control of what content they want to consume and how they want to learn it. By delivering just the right burst of information, microlearning helps learners quickly close a skill gap or meet a specific learning outcome and perform the task at hand with ease. Being learner-centric and easy to use, it is widely accepted and has a positive impact on learning outcomes.
  2. AI: AI provides effective learning solutions for industries with dynamic learning needs. Since every individual processes content and learns from it in different ways and at different speeds, AI can help organizations curate content that fits the individual needs of learners –neither too fast (or too slow) and not too confusing at the same time. Organizations that need to update their courses on a continuous basis can benefit from AI. They can drive efforts in improving content at periodic intervals. eLearning solutions, when equipped with AI can automatically recognize the individual learner’s understanding of a concept and guide them to the next stage of learning depending on the current level of understanding – enabling everyone to absorb content at their own pace.
  3. AR/VR: AR and Virtual Reality (VR) can make eLearning engaging and fun at the same time. According to a report, VR in education is predicted to be a $200 million industry by 2020. By bringing learning closer to the sensory world, AR/VR eLearning solutions provide learners with a hands-on experience, enabling them to feel and experience specific aspects of their daily jobs. This enables trainees to take part in simulations that imitate real-life conditions as opposed to learning in a traditional classroom environment with textbooks and PowerPoint presentations. Using AR/VR, companies can effectively train people across a variety of industries: for eg., flight crews can be trained on how to use cockpit equipment, shop floor workers can be trained on critical equipment, and new doctors can be trained on medical procedures. AR/VR make the learning process more realistic, interesting, engaging, and easier to grasp.
  4. Chatbots: Chatbots interact with learners in a human-like manner and help in creating an interactive learning experience – similar to the one-to-one learning experience with a teacher in a classroom-based environment. They can be trained to provide basic knowledge, assign projects, respond to queries, analyze learner behavior, keep track of their understanding and progress, and aid in enhancing the skills of individual learners. What’s more, chatbots can also send regular reminders and notifications to learners and enable them to complete tasks and assignments in time. Since they can adapt to the speed of individual learners, they can initiate effective workplace interactions to boost employee collaboration and workplace productivity. Chatbots can serve as the perfect platform to drive learners in the right direction.
  5. Analytics: As business and technology evolve, continuous learning is what will help organizations outpace rapid change. Analytics in eLearning can help boost the impact of learning in today’s digitally inclined world. by analyzing data about learners and unearthing actionable insights from individual interactions. Trainers can personalize content, refine learning modules, and improve the efficiency of eLearning programs. As learning gets distributed across several devices and locations, analytics can play a significant role in optimizing learning mechanisms. What’s more, analytics can also gather individual learner performance data and alert trainers in case any learner needs more attention.

Technology Drives eLearning Outcomes

Technology is causing a revolution in the eLearning industry. Although mobile has long been the leading light in the eLearning space, today, several modern technologies like microlearning, AI, AR/VR, chatbots, and analytics look set to become real game changers for the eLearning industry. With the capacity to greatly improve and personalize learning experiences, these technologies are what organizations must focus on to stay relevant in a rapidly changing business environment. Are you ready?

We at eNyota have 11+ years of experience in driving your training and development needs using technologically advanced courses! Reach out to us at contactus@enyotalearning.com or Click Here and one of our executives will get in touch with you shortly on how we could help!!


Gamification and simulation-based courses are what gives eLearning an edge over traditional training methods. There is no doubt about the benefits of integrating audio + visual + interactive elements into a single package (eLearning course) to explain complex topics, which learners may otherwise find difficult to comprehend using traditional training methods.

So what is simulation-based gamified learning? Simulation-based gamified learning is the combination of recreating real-life scenarios through animation or re-enactment, with the ability to play the training course like it’s a game. Basically, learners visualize the intricacies of performing specific tasks and earn badges, points, and levels as they progress through the training.

Traditional training is a two-dimensional activity, consisting of training delivery (most commonly lectures) and a post-training assessment (paper-based). A Brandon Hall survey stated: 95% of companies already use some form of video training, because in today’s times- organizations need an approach that is more than two dimensional. As the complexity of topics increase, training takes on a multidimensional approach. These dimensions consist of simulating real-life situations and environments, audio + video elements, and a hint of gamification to spice up the training.

So how is this really beneficial to specific industries? Well, some industries need expert training on topics that cannot be explained theoretically. It requires the element of visualization. Most of these industries are service-based where some form of human interactions and labor is involved. Others are manufacturing, and some industries use visualization as a form of safety training, where employees usually work in high-risk environments, e.g. fire escape training for oil miners on an oil and gas rig.

Involving gamification and simulation training into the mix presents added dimensions to training, which regular training cannot provide while proving to be highly beneficial to these organizations. Let’s take a look at some industries and how they benefit from these courses.

Manufacturing: A production line can be a complicated and a stressful place to work at. Since it involves production on a large scale, there are production schedules to meet with zero tolerance for error. Adding to the stress of mass-production is the element of an intricate assembly process while maintaining strict safety. Automobile and electronic devices manufacturing are few companies where eLearning courses work wonders. By animating complex assembly tasks, workers get a better understanding of how to assemble components, e.g. Many leading automobile manufacturers use animated videos to explain how a complicated gearbox is assembled. These courses outline and show how every nut, bolt, and screw come together, holding different components in their respective places. Furthermore, using the same animated courses, workers put together a gearbox virtually. The course prompts them to solve (much like a puzzle) the exact positioning and fitting of components, which provides a simulated first-hand experience at assembling the actual thing.

Training medical staff: Medical staff, physicians, general surgeons, nurse, and doctors have throughout the ages relied on the graphical representations of the human body to learn about its anatomy. The latest eLearning courses allow medical staff to train via a three-dimensional approach. The human anatomy can now be viewed from all angles, and these angles of viewing can be adjusted as per the trainee’s requirement. This is because the courses used here are simulated 3D courses. Situations are also created via simulations, i.e.-  the correct method of treating a bone fracture is visually recreated, the learners get to see exactly how a case should be handled and treated. It readies them to handle such situations in real-time. Instead of relying on theoretical knowledge, these staff receive visual training which goes a long way toward retaining and carrying out complex, intricate tasks.

Furthermore, paramedics, nurses, interns, and first-aid workers benefit significantly from simulation courses that are easily accessible anytime, anywhere. These courses can range from simple to complex, but, when put in a situation where these personnel are required to treat emergency cases, such courses are very handy. From providing visual guidance on how to provide CPR to safely using a defibrillator, everything can be recreated visually.

Hospitality and food-service industry: Large chains benefit significantly from simulating the food preparation process. These courses often outline how their trademark burgers, sandwiches, desserts, and shakes are put together, ensuring the food is standard in its look, taste, and feel globally. The same courses are then used to assess employees. Just like a puzzle employees are required to identify the various ingredients that go into a preparing a dish, e.g.- baking a three-stage cake. These gamified courses are outstanding in explaining the process visually, and retaining the learner’s attention.

On the flipside, F&B service-based industries rely heavily on customer interactions. Often, the biggest reason behind a returning patron is the service being provided. By simulating appropriate customer interactions, employees are trained in the ideal way of interacting with customers, e.g. how to serve a patron. The combinations are unlimited. From creating courses that recreate how a perfect hotel room should look to setting up a perfect dining experience. The food industry has infinite scope for simulation-based eLearning as a staple training activity.

Fashion and retail: Fashion and retail may probably be the most ideal candidate to apply simulation-based courses to their training mix. Not only do fashion brands rely heavily on visuals to sell their products, but, fashion students and trainees take naturally to colors, shapes, designs, and visuals. This industry has very few people who prefer learning via traditional textbooks. From designing new patterns to silhouetting a dress, everything relies heavily on visual cues and technology.

Recreating an intricate sewing style, piecing together different accessories, or mixing and matching colors, all of these activities are easily converted into visual courses which are accessed anytime, anywhere.  Furthermore, fashion brands can use simulation courses to train end-customers in different ways an accessory can be worn or mixed and matched.

Simulation courses are also used to outline a retail outlet’s interiors. Since large brands strive hard to maintain a standardized in-store appearance, most retail stores create digital courses which describe how a store must look at all times. These courses are aimed at increasing the customer’s in-store experience, which is a highly regarded factor in the retail industry.  Just as with the F&B service industry, customer interactions are recreated as eLearning courses to train staff on providing the best in-store experience.

Health and fitness: The fitness industry in itself is a gamified industry. Hard work at the gym is rewarded with a healthier mind and body. The industry is pegged at $30.1 billion. With government backing the fight on obesity in the USA, this industry is pegged at increasing even further. Many fitness coaching companies already rely on applications to train clients remotely. Since physical activities require a certain level of visualizing to understand the correct way to workout, these workout videos are a huge hit!

Fitness coaching companies create their own videos which are used by customers who log into an LMS (learning management system) and record their progress as they progress through these courses. Furthermore, badges points and rewards act as attention retainers, keeping the learners motivated and interested.

Simulation and gamification are definitely futuristic methods of training. As AR and VR make its way into our day to day life, they will soon be the go-to method for an organization to train employees on complex topics. At that point, simulation-based gamified courses will be the primary content fueling training activities. Where safety is an issue, videos and animation courses will always be the staple training format. The benefits of shifting to simulation-based courses are many, and as time passes, these benefits will only continue to increase.

At eNyota we have helped create a host of simulation and gamified eLearning courses used by companies in varying industries worldwide. If you are looking to have an eLearning course created reach out to us at contactus@enyotalearning.com and we could help you finalize your next big animated eLearning course! You can also click here and we will shortly get back to you.


Digital transformation, to various degrees, is driving comprehensive change in the way businesses operate. IDC predicts that spending on digital transformation initiatives will surpass a staggering $2 trillion by 2020. While for some companies, digital transformation applies to outward-facing functions like customer service, for others it is more about driving transformation internally – encouraging employees to work smarter and giving them a sense of belonging, even if they are not working in the same location.

Digital Transformation Across Industries

As more and more companies leverage the power of technology to enhance their business outcomes, the question is no longer about whether they will undergo a digital transformation, but rather how soon. The pressure is to move fast. According to S&P Capital, companies that execute digital strategies boost their profit margin by 57%.

  • In the retail industry, digital transformation is enabling retailers to drive substantial value. Amazon Go, for instance, deploys “the world’s most advanced shopping technology”, allowing consumers to use the Amazon Go app to enter the store, shop for products they need, and leave the store without having to stand at the POS counter. The Just Walk Out Technology automatically detects which products have been bought, sends a receipt to consumers and deducts the amount from their Amazon account.
  • In the healthcare industry, the use of telehealth is a classic example of digital transformation. Doctor on Demand uses advanced telecommunications and virtual technology to deliver care outside traditional healthcare facilities. Chronically ill patients or the elderly can speak to doctors using their mobile phones and receive health care guidance from the comfort of their homes, enabling substantial cost savings and making healthcare more available and affordable to all classes.
  • For the insurance industry, digital transformation is enabling companies to innovate, customize products for specific target segments, offer an omni-channel experience, adopt more advanced risk mitigation techniques, and accelerate the claims process. Insurance major Aviva is setting an example with its digital transformation journey. Automated processes, streamlined back office operations, and the creation of a single customer view is helping them deliver an unparalleled customer experience.

Honing Talent for Digital Transformation

Digital transformation is not just about technology; it is also about aligning and honing your team and processes to foster innovation. With advances in technology causing organizations to reshape and redesign their business processes, success depends entirely on how people cope and drive digital transformation. McKinsey predicts that by 2030, 375 million workers globally could become redundant, thanks to digitization and automation.  Although technology will help you innovate products and business models, optimizing operations for leaner processes and empowering employees to deliver impact is what will drive substantial change. Since companies are only as good as the people that build them, training talent is key. And when every aspect of the business is being influenced by technology, can training be left far behind? Traditional training methods like classroom training are no longer effective in the new digital paradigm. What is now needed, is for organizations to adopt modern eLearning practices that would suit the digitally transformed organization. In this digitally transformed world, these advances in training are essential for employees and organizations to survive and thrive.

  • Modern eLearning solutions are designed to meet the distinct needs of today’s digital workforce. By identifying key opportunities and skills deficits and leveraging core digital disciplines such as cloud computing and data analytics, these solutions allow each of your departments to proactively address competency gaps, thereby empowering your digital strategy with enhanced capabilities.
  • Mobile learning offers great flexibility enabling trainees to grow their skills across multiple contexts, multiple formats, and multiple devices at their own convenience. Learners can access content from virtually anywhere and also interact with the trainer as needed. Trainers can assess student comprehension and adapt and personalize the teaching to lead successful digital transformation journeys, now and for the future.
  • 75% of the workforce is expected to be made up of millennials. Research suggests that this audience has an average attention span of a mere 90 seconds. In this situation, microlearning offers small and informal context-based learning experiences that enable people to learn from their own personal learning environment – whenever they need it, wherever they need it and using the device of their choice. These small, short-term learning units offer just the right amount of information needed to achieve a specific objective and quickly close a knowledge or skill gap – a requisite for the people who are a part of digitally transformed organizations.
  • As business and technology continue to evolve, a culture of continuous learning needs to be created to keep pace with rapid change. Analytics can help boost learning impact in today’s digitally inclined world. By analyzing data about learners and deciphering trends and patterns from individual interactions, trainers can curate content, optimize modules, and improve the effectiveness of learning programs.

Equipping People with the Right Skills 

The essence of digital transformation lies in the talent within the organization. Talent with the skills to innovate in a way that drives digital outcomes. However, cultivating talent is a grave challenge for many organizations; according to Forrester, only 16% of organizations feel that they have the right talent in place for digital transformation. Digital transformation in training enables participants to address their unique individual challenges and explore new and innovative ways of improving their skills and honing their capabilities. In a digital age, what is needed is for organizations to embrace digital training practices such as eLearning, mobile learning, and micro learning to drive employees to successfully navigate the digital transformation journey.

We at eNyota have helped many customers digitally transform their training and development initiatives to advanced eLearning courses. Reach out to us at contactus@enyotalearning.com or click here if you are interested in transforming your training initiatives and one of our representatives will get in touch with you shortly!


What if we said that, more often than not, organizations are unable to capitalize on their huge talent pool because they focus on creating engagement rather than enablement?  Our point is, enabled employees are sure to be engaged employees.  These employees feel that they have a stake in the game and that what they do matters because the organization gives them every opportunity to perform. They will know that they are contributing to the organization’s success. So, the question really is, what can organizations do to succeed at employee enablement?

Let’s start by first understanding what is employee enablement? Employee enablement is the process of taking the employees beyond the engagement stage and empowering them with the right set of tools and circumstances to deliver quality results. It means providing the employees with the support to continue performing at a high-level while being aligned with the goals and vision of the company. Only enabled employees will be able to deliver exceptional service experiences. Most organizations today have a mobile and distributed workforce. This makes it all the more essential to focus on employee enablement to keep these valuable resources invested in the company. Now, on to the “How” question.

Creating a culture of transparency

Transparency is a critical contributor to employee enablement. When organizations focus on creating a culture of transparency they usually have employees who know why they are doing what they are doing. Transparency provides context. This context drives employees to deliver better results by helping them become more focused as it gives them a clear view of the big picture.

Things like helping employees understand the reason behind initiatives, helping them understand the organizational goals, sharing performance data to keep them objective oriented, having clear, proactive, and effective feedback mechanisms that allow timely self-correction are all things that help in creating this culture of transparency within an organization.

Building the listening culture

Companies working towards effective employee enablement have to necessarily build the ‘listening culture’ within the organization. A large part of employee enablement involves identifying what employees need in order to grow and do their jobs better. This means having your ear to the ground, taking on board all the issues that have been overtly and subtly voiced and, then, taking the right set of actions to show that these have been addressed.

Demonstrating what you’ve done in response to the employee’s needs, having the right processes or forums in place for employees to voice their needs and opinions, and providing a platform for the employees to showcase their work is important to build the listening culture in an organization. This will foster engagement, strengthen links between employees, and make them feel empowered and trusted.

Provide avenues for immediate learning

Today’s fast-paced work environment demands that employees be enabled not only while they are within the four walls of the organization but everywhere their work happens.

We are in the age of the digital native, of people who are technologically proficient and who demand greater flexibility at work. Add the distributed and mobile workforce to that mix and you realize that you are working with a population that not just demands email access to work but also needs access to business information from their smartphones. Organizations thus need to look at their mobility strategies and provide their employees access to information when they need it and where they need it. Whether it is critical business information or learning and development opportunities, if organizations want to drive employee enablement, they have to enable immediate learning. And this means leveraging the power of mobility.

Targeted learning and development initiatives

Learning and development initiatives are a focus area for almost all forward-thinking organizations. However, when you want to cultivate a breed of enabled employees, you need to ensure that these initiatives are targeted and hyper-personalized. The focus, thus, must shift to enabling continuous learning and curating adaptive and engaging learning experiences that are in synch with the needs of the employees. These must, then, be delivered according to the individual’s learning styles.

Faster and more streamlined knowledge dissemination, disbursing training material in small, bite-sized pieces to facilitate better consumption and knowledge retention, using the right parameters to measure training success, and proactively providing help when needed are a few things to look at during the enablement journey.

Analyzing the measure of enablement

Organizations today want employees who can hit the ground running. For this, they need effective learning and development initiatives. They must ensure information access to employees irrespective of their location. The knowledge economy is driven by collaboration. Today it is imperative to have proactive learning processes in place to remove performance barriers. This ensures that your organization is putting people in a better position to succeed and giving them an environment where they ‘can do’ what they ‘want to’ do. To achieve this, organizations need to start asking the right questions and conducting the right diagnostics with the context in mind. And these activities typically go beyond the subject of motivation and take into consideration the overall performance parameters and the factors that influence them.

Creating an enabling environment means ensuring that employees have the right skills to contribute to their job roles. Training and learning and development initiatives thus, cannot be looked at as a one-time event, that employees attend during their onboarding or while changing roles. In the new world of employee enablement, training has to be an ongoing process since organizational goals and objectives keep evolving rapidly. Ensuring that the employees’ skills stay current and in tune with changing work demands, helping employees gain clarity on the battles they must win, and tying recognition programs to broader organizational objectives helps in creating a cadre of enabled employees who are primed to succeed.

Reach out to us at contactus@enyotalearning.com and find out how we at eNyota help you enable your workforce with eLearning courses curated to meet your ambitious workforces needs. Or Sign Up Here and we’ll get back to you.


~Your customer doesn’t care how much you know until they know how much you care – Damon Richards, Customer Care Expert.

In a customer-centric world, it’s hardly surprising that everything starts and ends with the customer: from your product or service idea to the markets you serve, down to the marketing channels you use, and, especially, the customer service you offer. Now think of United violently dragging a passenger out of an overbooked flight or Starbucks’ getting involved in a highly criticized racial scandal – in this social media age, the outcome of such scandals is not just a public backlash but also a loss of customer trust – something businesses just cannot risk.

The Importance of Good Customer Service

It’s a competitive market. It takes months to find a customer, but only seconds to lose one. Aberdeen reports that companies that deploy a well-crafted customer service approach enjoy retention rates of over 92%! It is well-acknowledged that customer service is an indispensable part of any business, and more so in the service industry. Since there is no time gap between production and consumption, quality becomes paramount. One shoddy service experience may be remembered lifelong! Today, word of online (replacing word of mouth) can spell doom if there is negative feedback. But the inverse is also truer! Take for instance Southwest Air, who consider customer service as their core pillar. “We like to think of ourselves as a Customer Service company that happens to fly airplanes (on schedule, with personality and perks along the way)”. Or Amazon. “We see our customers as invited guests to a party, and we are the hosts. It’s our job every day to make every important aspect of the customer experience a little bit better”.  Or Apple. “You’ve got to start with the customer experience and work back toward the technology — not the other way around.”

The Benefits of Training

Most customers’ express loyalty as a result of good customer service by recommending brands. That, and almost half of those customers stay loyal to those recommended brands. How is this loyalty earned? And how can consistently good service be ensured? Well, through training! Since the service industry relies heavily on its people, well-trained staff forms the backbone of the service industry. People may forget what you said, forget what you did, but never how you made them feel. If you want to create a niche for yourself in the service industry, focus on recruiting the right staff and training them so they can perform their tasks brilliantly. A few tips on how:

  1. E-learning: 24/7 is the buzz-word today. Bring it to your training! E-learning courses can be made available to learners at any time and in any place; they can be accessed when needed – without any constraint on training room availability, trainer availability or time. Your staff can learn and train at their own pace and in the environment of their choice. In addition to enabling teams from various geographies to collaborate on problem-solving challenges in real-time, e-learning also offers other advantages like instant connectivity to mentors and subject matter experts, regardless of where they are located.
  2. Mobile learning: In a digital age, the mobile is in! And hence, it is critical your staff be trained via their mobile devices. Mobile learning solutions can offer high responsiveness and on-the-go learning for your geographically distributed staff. It gives your staff great flexibility in what they learn and when they learn it – on a device they are comfortable using and that’s always with them. Push notifications can alert and update learners to take an upcoming course, intuitive user interfaces can enable greater engagement and interaction, and location-specific modules can offer a deeply contextual learning experience.
  3. Custom learning: Each industry and each organization has to be exceptional in its own way. And indeed, so is each individual. Custom learning solutions, specific to your situation, needs, and learners help you manage your training workflows across devices and operating systems and support your distinct training needs and goals. From learning portals to customized learning management systems, classroom training systems to assessment frameworks – custom learning is a great way to equip your staff with exactly the skills and capabilities they need to serve your customers in the best possible manner.

Improve Customer Service

No matter what industry you belong to, all your products, services, and experiences must be supported by highly effective customer services teams. The way they interact with your customers can mean the difference between retaining or losing a customer or boosting or ruining your company’s reputation. Do you know? Think Jar reported that acquiring a new customer costs around 6 times more than keeping an existing one. And for customer service to be exceptional, you need to educate and train your staff at the right place, at the right time, using the right tools. By incorporating a comprehensive e-learning, m-learning, and custom learning strategy, you can ensure your customer service interactions impact your bottom line in the right way and your company is perceived in the right manner.

Relish having the spotlight on you, make a difference, show your customers you care: all with the best training of your staff! Entrepreneur Jim Rohn said, “If you make a sale, you can make a living. If you make an investment of time and good service, you can make a fortune” We suggest that it’s time to make that fortune yours.

To know how we can safeguard your organization against any untoward incidents, reach out to us at contactus@enyotalearning.com


A mobile sales team is often essential to meet sales targets. These sales pros not only make meaningful actions on-the-go but also always stay on top of fast-moving deals with the liberal use of real-time updates and dashboards. These road-warriors can enjoy working from anywhere and anytime while ensuring productivity – it’s easy to see why mobile sales teams have never fallen out of fashion. In fact, IDC suggests that mobile employees will account for 72% of the total workforce by 2020.

Top Challenges

Mobile teams do enjoy the freedom to work from anywhere they choose, have easy access to relevant information, and can drive more natural customer relationships through dynamic and real-time insights. That said, leading a mobile sales team isn’t easy. When your pros work from different locations, you’re not just managing individuals, but also different time zones and communication hurdles, all while trying to keep your team engaged and empowered.

Let’s look at 5 of the biggest challenges of leading a mobile sales team-

Challenge 1: Communication

As a leader, it’s your job to keep all your employees informed. While it’s simple to effectively communicate with staff members you meet face-to-face every day, the same can’t be applied to mobile employees who are out on the road most of the time. According to a study by Zogby Analytics, 38% of mobile sales staff report the lack of information from management and the timely availability of that information as the biggest obstacles to working remotely.

Since employees collaborate best when they have personal connections with each other, having a reliable communication medium is essential for sales teams to virtually connect with one another as well as other teams or departments. In a study by Salesforce, 73% of sales teams said that collaborating across departments was absolutely critical or very important to their overall sales process. Efficient processes and tools like shared storage and cloud-based project management software could help a scattered mobile sales team work together efficiently.

Challenge 2: Sales training

With so many smartphones and software solutions in the market, effectively delivering training to the mobile workforce through a dedicated mobile environment is a must. But challenges persist because of device complexity, course effectiveness, and usability issues.

With some estimates that mLearning is expected to become a $70 billion industry by 2020, sales training courses that can be used from any device and from anywhere in the world are the way to go. Courses with easy-to-use interfaces and rich visuals are imperative to fill knowledge gaps, for they include all levels of information about the latest sales techniques, product information, customers, promotions and more. The mobile must let the mobile sales pros access just the training they need, right when they need it -no more.

Challenge 3: Sales Enablement

Empowering mobile sales staff with the skills needed to sell requires one-to-one coaching, which is more difficult to achieve with a remote team. As the very nature of the mobile sales team demands employees to travel and not stay in the same place for extended periods, the potential for coaching is naturally curtailed. With personalized eLearning courses, mobile sales staff can get one-to-one coaching through their remote computer, tablet, or smartphone from anywhere in the world. Personalized e-learning courses are designed to deliver tailored knowledge and specific learning for sales professionals at all levels and make sales enablement more efficient.

Challenge 4: Keeping up with change

In the business world, change is the only constant: organizational cultures evolve, consumer behavior changes with time, and products and services have to adapt to changing market dynamics. Mobile sales team have to be equipped to accept change to survive, and if the company is unable to communicate the latest information as soon as possible, sales teams will be found wanting where it matters, in the field. Providing training through mLearning courses can help mobile sales teams stay updated in real-time. A Burrus Research study revealed that 72% of companies found that by embracing mLearning, they had become more responsive to market changes. Since training and resources can be instantly updated and changed to suit the needs of the role and the market, such training can be made efficient and flexible. Teams can simply take out their smartphone and complete the most recent and relevant training module and get all the information they need for quick closure.

Challenge 5: Tracking productivity

When leaders don’t physically see their mobile sales teams every day, tracking the amount of work they complete can be difficult. While many remote workers are motivated self-starters, there are others who might take advantage of the fact that there’s no one looking over their shoulder. Tracking the productivity of mobile workers is always a challenge. With a productivity tracking app, you can track a remote worker’s productivity just as you would with the rest of your team; since such apps have established metrics and goals, they highlight exactly the impact each mobile sales employee has delivered and the contribution he/she has made.

Although the benefits of having a mobile sales team are many, leading and managing sales employees is easier said than done. Offering an enabling ecosystem with regular and timely learning, and personalized training ensures that the mobile sales staff is always updated on new products, promotional campaigns, customer needs, and market trends. Effective mLearning and eLearning courses allow sales teams to get all the information they need immediately. This allows them to spend more time focusing on pursuing opportunities and achieving more sales. And isn’t that their primary role?

If you would like help with enabling your high-performing mobile sales team, please do drop us a line at contact@enyotalearning.com or fill a form our Sales Team will get back to you!


2017– 2018 has been a period marked by significant ups and downs in the pharma and healthcare industries. From marking the end of the Hepatitis-C treatment era, which was a significant contributor to the industry’s growth rate from 2014– 2016, to the greater impact of expiring patents and the introduction of Biosimilars, the year has been quite phenomenal. While the industry is still trying to come to terms with these new developments, the market that was once pegged at a growth rate of 9% annually in 2014-2016, owing to the increase in cancer and Hepatitis-C related treatments, has now dropped to just 6% with the hope of eventual recovery by 2022. On the other side of things, where the maintenance of standards, manufacturing conditions, and equipment quality is concerned, pharma and medical devices manufacturers have a whole new ball game to contemplate. The 2018 GMP (good manufacturing practices) regulations are geared to take big steps towards many companies falling behind on maintaining standards as dictated by the US Food and Drug Administration, and more companies stand the chance of being included in this list as audits commence for the year 2018-2019.

Meanwhile, the Regulatory Affairs Body for the pharma and medical devices industry, which focuses on maintaining standards of distribution, marketing, promotions, and assesses the quality of training provided to medical staff (doctors, nurses, physicians), is also playing a major role in governing the ethical promotions and marketing activities of what companies claim their products can and cannot do. The focus, however, is more on ensuring that drugs and medical devices are not misrepresented, especially when it comes to side effects involved with using them.

Through all of these disruptions, there has been a certain window which has opened up for the industry, allowing companies to utilize eLearning and it various auxiliary arms as gripping mechanisms, which hold on to the guard rails of compliance, safety, training, and development to safely make it through this topsy-turvy ride of new innovations, sluggish markets, regulatory bodies and their demands.

This article looks at a few disruptions that occurred in the period of 2014-2018 whose effects organizations are increasingly dampening using various eLearning approaches.

Increasing costs and its effects on traditional training: A study conducted by a renowned university concluded that if a drug gains an FDA approval, the combined direct and indirect costs are enormous. The actual cost of bringing a new drug to the current market is $2.56 billion. This is directly impacting the activities of allocating budgets for training, especially when it comes to compliance training being provided to employees, who are in-charge of maintaining standards. This is quite evident given that the FDA has identified an increase in organizations who are not adhering to the set standards.

Increasing costs of introducing a drug into the market can never be a reason for manufacturers to take a back seat on compliance and standards training. More so, international pharmaceuticals who are major exporters to the US pharma market, which alone accounts for 45% of the global market share, are increasingly getting caught up in the crosshairs of the FDA. Major organizations which were quick in adapting to eLearning technologies around 2013-2014 are facing fewer disruptions with their training and compliance activities since the investment into eLearning has resulted in them spending considerably less on training and compliance, when compared to traditional training activities. This has also resulted in FDA providing more of these companies with a clean sheet

With the increasing costs and reduced expenditure on medicines projected till 2022, the only way to ensure economic employee training activities is by adapting to eLearning and its auxiliary branches.

Compliance and GMP: With the FDA’s standard audits commencing for the year of 2018, it has become imperative for organizations to maintain ethical practices and standards. The GMP is aimed to regulate standards at all levels of manufacturing, from the sourcing of raw materials to the finished products. Generally, companies that rely on vendors for semi-finished products need to take greater care, ensuring enough training is being provided to vendors on good manufacturing practices. The EU-GMP and the US-FDA standards are already perceived as much stricter when compared to the WHO-GMP standards, which is why European and US-based organizations sourcing semi-finished products from countries like India and China are focusing on increased training programs being provided to these vendors. Since the costs of traditional training on a global scale are steep, and ensuring vendor compliance is even tougher, an increasing number of organizations are relying on remote eLearning as a method of effective training and assessing compliance. Training delivered through custom compliance, manufacturing standards, and product safety eLearning courses, have time and time again proved themselves to be a cost-effective method of reaching out to geographically dispersed vendors and keeping track of their compliance activities. Learning management systems (LMS) managed by a centralized training and compliance department, play prominent roles.

Standards of advertising and promotions (Regulatory Affairs): The regulatory affairs body for pharma and medical devices industry is one of the more recent authoritative figures on the scene; however, it is quickly setting the expectations straight when it comes to companies following ethical advertising and promotions activities of their products. This mostly pertains to advertising the actual benefits of using a drug, the side effects associated with it and ensuring that it is promoted accurately via distributors and pharmacies at the bottom of the chain.

eLearning has become a standard for manufacturers training their distributors, doctors, and marketers to accurately and effectively promote a drug. Healthcare systems have implemented eLearning courses as a primary method for medical staff to get trained on a range of drugs and services, which change regularly. Furthermore, these courses are also used as guidelines when treating patients using a specific drug or setting up alternate therapeutic approaches to particular ailments using these drugs.

The reason eLearning is a better approach to training on products, its uses, benefits, and side effects is due to the ease of accessing information. With thousands of products and devices being introduced every year, it is essential for the distributors and users to understand them adequately. eLearning has also found favor with companies using them as a medium to train direct customers.

Shortage of staff and trainers in the healthcare system: On a micro level, healthcare providers feel the direct impact of frequently launching new products by pharma companies. Healthcare systems are sending their medical staff for extended periods of training to understand these new products and its usages. The expenses borne by these companies range from the cost of employees traveling to the costs incurred as a result of lack of staff available when training.

The training being provided here is imperative, and healthcare companies cannot afford missing out on the training being presented, but enormous costs and the shortage of staff are definite deterrents. The advantage of including eLearning into the mix has to do more with reducing costs and time spent by medical staff away on traveling and training. Some healthcare companies were regularly sending their medical staff on three-week long training initiatives, with massive costs of facilitating the traveling staff. These three-week long training activities are now reduced to 1.5 weeks of eLearning courses from the comfort of their homes, and the remaining 1.5 weeks traveling. Such is the power of eLearning; in an industry where the strong presence of trained staff is a mandatory requirement, eLearning is currently playing a pivotal role.

We are in a time where pharma and medical devices are increasingly dependent on technology to meet its growing needs. The reality is quite astonishing; there are hundreds of drugs and medical devices released each year. There are even more regulations falling into place. The pressure on this industry is spread evenly on doctors, nurses, and physicians to the actual manufacturers and drug developers themselves. eLearning and its supporting arms are providing a damping cushion to organizations accepting it. At least this holds true when it comes to training on compliance, standards, distribution, and marketing. It is best recommended for an organization to include some form of eLearning into their current mix, gradually turning the entire process of cost-intensive traditional training activities into a cost-effective eLearning program.

Contact us to understand how we at eNyota learning help pharma and healthcare companies improve their training.


Every aspect of our lives, from the way we communicate with each other, shop, bank, to the way businesses are run, there is hardly an aspect of life that remains untouched by the mobile revolution. With the number of mobile-connected devices on the planet exceeding the number of people, the mobile revolution continues to grow.  Gartner predicted that by 2020 more than 45% of businesses will have a BYOD policy in place and with mobile devices already surpassing desktop unit sales figures, it is hardly a surprise that corporate L&D teams have jumped on the mobile bandwagon as well. Mobile learning or mLearning seeks to address the new age challenges of a global, technologically savvy and mobile dependent workforce. mLearning may well be the future of corporate learning.

mLearning – What it is Not and Why it Matters

Contrary to the obvious definition, mLearning is not eLearning on a mobile device. mLearning involves self-paced, on-demand learning that is delivered in bite-size pieces across contexts. Owing to the impact that mLearning has shown in the effectiveness of content delivery in a convenient and flexible manner, it is expected that mLearning will account for almost 57% of learning technologies. But why has mobile learning become so popular among L&D heads? Here’s why.

Flexibility Meets Convenience

By some estimate, more than 37.2% of the global workforce is mobile because of the nature of their jobs. mLearning gives this workforce the flexibility to consume learning modules at the convenience of their own time. The content delivered in mLearning is done in smaller, bite-sized nuggets, making it easier to comprehend and learn. Even those employees who are not mobile prefer to access learning information while on the go. mLearning helps training and learning and development programs become more accessible and continuous and available to a wider audience (think geographically distributed teams, or frontline workers with less time to spend in classrooms etc.) mLearning also gives the learner the convenience of setting their individual training schedules around their travels.

On-Demand Learning

mLearning facilitates on-demand learning especially for employees stationed in locations with poor computing infrastructure. Be it the sales force who is always on the go or employees who are stationed in, mLearning can easily fit into these dynamic schedules. With the power to learn anytime-anywhere, mLearning puts the power of learning right into the hands of the professionals.

Better Information Delivery

It is expected that the millennials will comprise 50% of the global workforce by 2020. mLearning fits in naturally with the needs of this millennial workforce who are proficient and more comfortable in communicating and working on their smartphones. Surveys reveal that 58% of the workforce would be more likely to use an organization’s training tools if the content was broken down into short, easily-accessible, micro sessions. mLearning dispenses information in bite-sized nuggets using strong scripting assets that make the learning module more relevant, and available. With such microlearning, professionals also gain the advantage of setting their individual learning goals and allow L&D teams to make their learning initiatives more targeted, contextual and personalized.

Better Learning Outcomes

Unlike traditional learning modules that depend on large and voluminous learning or training content, mLearning makes information absorption easier by making the content easier to consume. Research suggests that smartphone users finished courses 45% faster on an average.

The flexibility to learn anytime, anywhere in a device agnostic manner also serves as an incentive to complete learning programs. mLearning also helps in diversifying learning by allowing L&D teams to curate courses designed to address different learning styles of the users – be it the use of gamification, video content, face-to-face workshops, webinars etc. learning needs can be customized easily for delivery in the mLearning format thereby leading to better learning outcomes.

Since mLearning transcends the formal learning space by enabling learning on-the-go, it empowers the learners to take charge of their own learning goals and thereby proves to be more effective than more formal learning. Research also shows that mobile learners typically study for 40 minutes longer than students using a desktop or tablet

Meeting the Next Frontier of Personalized Learning

Personalization has been one of the great benefits of mLearning. With technological advancements, mLearning has paved the way for competency-based learning, the next frontier for personalization. Competency-based learning empowers the users to self-pace learning and build professional competency using videos and simulators. This learning method leverages data to assess student progress and focuses on continuous improvement in a proactive manner.

Collaboration

In the age where social media interactions sometimes overtake personal interactions, mLearning gives L&D teams the opportunity to integrate social networking into their learning modules. This works well since today’s mobile workforce is connected to their social networks also through the mobile. This integration helps in boosting collaboration as the users can then create groups and events to discuss, brainstorm and share knowledge across social platforms. This social integration assists in crafting more engaging learning experiences that also contribute to better learning outcomes.

It’s fair to claim that mLearning gives organizations the clear opportunity to focus heavily on employee enablement and create an ecosystem where the learning and development needs of the individual can be addressed proactively to coach them for success. And most acknowledge that engaged employees contribute positively to the organization’s bottom line. And it works. A survey conducted by CSE Software, Inc., shows that more than 70% of organizations that implemented mobile learning strategies reported greater adaptiveness to market changes than before. Over 75% of these organizations witnessed business growth and more than half reported improved business outcomes after implementing mobile learning strategies. Given all the benefits of mobile learning, it is hardly a surprise that L&D heads and the mobile are new BFF’s.

Drop us a line at contactus@enyotalearning.com if you would like to know how mLearning can become your BFF too!


The recent incident at Starbucks, which involved two African American customers, has created quite a storm. This article doesn’t focus on the controversy around whether it was racial bias or unconscious bias. But from a business perspective, we try and understand actions which an organization must take to avoid such situations and manage their risks.

Perceived discrimination could happen anywhere –  at work, the park, or even on the train. The only difference is the manner in which your employees deal with customers. This reflects as an experience they have with your brand, and an isolated incident has a snowball effect in the age of social media. The best question to ask yourself when looking to avoid such incidents is – are you as an organization doing enough to train your employees?

Not too long ago, a regular at a GAP store, an African American man was forced to prove the clothing he was wearing was not stolen. In reality, he had purchased the clothing from the same store a month prior to the incident. The bigger problem may be out of racial prejudice, or a case of unconscious bias. But the key here is policy training, anti-discrimination policy training, and even getting employees to be aware of biases that may creep into their day-to-day interaction with customers. The way the employees at the store dealt with the customer caused emotions of shame, rage, and guilt. And not to mention a public furor. At no point along a buyer’s journey would a customer want to feel these emotions, and employees need to be better trained to ensure that the experience they deliver to customers reflects the brand’s ethos and values.

Problems like these require regular training, interventions, and assessments from HR, L&D, and Compliance Training departments. The fact that Starbucks shut their store for a day indicates that the cost of not training their staff was a bigger risk to their brand than shutting down their stores. An ideal mix of blended learning is the key to sustainable ongoing training instead of resorting to emergency training activities which last for a day. An ideal mix of training on these matters could be:

Module Format
Why anti-discrimination and a policy statement A short 2-3 minute video on the company policy, and how it’s aligned with the company values. This could contain a short statement from the CEO/Head of People as well.
The policy A simple Level 1 or 2 eLearning course to explain the policy, the do’s and don’ts, what the law says, and what the roles are with respect to the responsibilities of employees and managers.
Scenario-based training This could be conducted in the stores/on location or delivered via a Level 3 eLearning course as well.
Face-to-face intervention  An ideal mix would comprise of a face-to-face workshop and Q&A led by a manager (who is trained on how to conduct such sessions) and answer questions which the employees may have. This would be an advanced situational training to provide context in the presence of the manager.

Although Starbucks decided on training their employees for a day, it doesn’t take into account new employees who would join the organization post the one-day training. Typically, the food & beverage, and restaurant industry sees a lot of attrition. This is ideally why organizations choose an LMS as it facilitates easy training that needs to be repeated.

Where sexual harassment once plagued organizations, the action taken by corporates leading to sexual harassment becoming a Compliance-Based Training Program for all employees, saw a drastic drop in the number of reported cases. The idea behind it is simple – build online courses that use a mix of company policy training and scenarios depicting actions which are deemed as possibly being sexual, and the best ways to avoid them. This can be followed by an assessment where learners are asked to make a decision on what they’d do in a certain situation with instant remedial feedback.

In a service-based industry, where staff interactions with people is inevitable, wouldn’t e-learning courses and compliance-based training make sense? There is no doubt about how much costs, time, energy, and human resources can be saved if these integral training programs are made mandatory compliance-based training for old and new staff. Not to forget the PR damage, apologies, and loss of customers the organization can avoid.

A few ways in which industries can integrate eLearning as a solution to train their staff are:

  1. Instead of handouts or just reading a policy document, converting such material into mandatory compliance eLearning is a better option. All staff must attend or take the online course and successfully pass these trainings, perhaps as part of their induction program. eLearning makes training more impactful with the use of audio, video, and other forms of media.
  2. Introduce a mix of simulation-based courses, especially in work environments where visualizing appropriate customer-employee interactions will help the employees better manage situations. You can shoot videos at your store with actors, or even employees willing to play the part. Seeing situations from a third-party perspective will help your employees retain the content more effectively.
  3. End your training with an assessment. Ensure employees are quizzed on various scenarios and policies that are a part of the organization. This assessment will test how much of the training is actually retained. Create a strong assessment question bank with randomization, and set the passing percentage high, this ensures all employees get every policy based question correct. Good LMSs with reporting mechanisms are adequate to track these scores and completions.
  4. Training should be a regular affair. eLearning facilitates this practice. Training courses once created can be made regularly available to old and new employees using an LMS.

Make it mandatory for learners to retake the training after specific, regular intervals. You can do this by setting an expiry date on the original certificates. This way, employees are continuously trained in the policies and procedures specific to your organization.

It starts small, but eventually, regular training and development in your organization is very important. We at eNyota Learning have experience in designing custom built compliance-based training across a variety of policies. Talk to our team of experts to know how we can help your organization create and implement successful compliance-based training courses that are effective and impactful.


eLearning has gradually evolved to a large-scale industry over the last few years. 2017 witnessed reinvention of various learning technologies and allocation of more budget and investments in eLearning programs, learning management systems, and various educational tools for training employees.

A similar shift was observed in the learning and development departments of various organizations in 2017. Trends like mobile learning, social learning, microlearning, etc., are expected to continue evolving eLearning experiences for learners in 2018. Organizations will also explore new opportunities and approaches such as artificial intelligence, interactive video-based learning, etc.

Learning Trends in 2018

In this blog, we will talk about the top custom learning trends to look out for in 2018.

  1. Augmented Reality (AR) and Virtual Reality (VR)

In 2017, AR and VR were quite popular as training implementation modes. Although virtual reality has been out in the market for some time now, augmented reality and mixed reality are expected to bring new possibilities in creating deeply engaging learning content. Traditionally used for gaming and movie experiences, AR and VR can bring about a paradigm shift in the way learning takes place. While VR can be effective in teaching skills and risk-management tasks, and performing complicated actions, AR can be a game changer in providing just-in-time learning. These scenarios will be helpful for learners who want to learn more about tools, technology, or devices. Scanning a QR code can give them instant access to the desired piece of information.

Both VR and AR will contribute towards the betterment of training and development, and simplify onboarding processes, thus resulting in easier collaboration among teams and remotely based employees.

The reducing costs of wearable technology will be an added advantage for organizations who wish to explore AR and VR possibilities for immersive learning for their employees and learners. We may also see various other applications of AR and VR throughout the year.

  1. Gamification and Game-Based Learning

Gamification is one of the biggest trends in the eLearning industry today. It is becoming a quick and easy way to engage learners, get them on board, and help them reach their goals faster. Learners can practice real situations and challenges in online environments to develop skills. In 2018, organizations will continue to invest in developing gamified training courses to keep their learners engaged and retain interest in learning with fun. Gamification has set new standards of delivering learning experiences that are smoother and more relevant to learners.

  1. Artificial Intelligence

The use of Artificial Intelligence in improving the learning experiences of learners is an interesting wave to watch out for in 2018! With iPhone bringing Siri (chatbot) to assist its users, people are keener to see and interact with more chatbots and intelligent assistants. 2018 will be an interesting year where chatbot conversations may become ‘real’ with evolving applications of artificial intelligence in the eLearning and training space.

  1. Microlearning

2018 is expected to be the year of content that can be readily consumed within a regular working day. Bite-sized learning will ensure delivery of training with a targeted approach that is more objective-specific and does not demand a long commitment from the learners. Microlearning encompasses a range of learning techniques such as short games, videos, quizzes, or interactive infographics. It is now expected to become a mainstream method for corporate training, instead of remaining just a supportive learning solution to eLearning. In 2018, microlearning can be seen as a potential training delivery method that will blend with a focused approach on experience-based learning and performance support in corporate organizations.

  1. Digital Learning—Webinars

Webinars have been in play since the past couple of years. However, what has changed is the way organizations are utilizing webinars to train their employees for an in-depth understanding of their products and services. Conducting demos to educate teams, clients, and end-customers through multiple batches or sessions of webinars will be a good trend to watch out for in 2018.

  1. Social Learning

In 2018, social learning will continue to be an add-on for keeping learners engaged via interactive and sharable learning content. Features in Learning Management Systems like digital badges, leaderboards, course management, learner performance tracking, advanced analytics and reports, etc., will provide meaningful data for customization and personalization of training based on learner-needs. Providing learners with the ability to interact and compete with other learners on training will boost learner engagement and keep them motivated to hit their training goals on time.

  1. Content Curation

Delivering the right content to the right learner in the right format is the key to effective training. Content curation will be as powerful in 2018 as it was in 2017. It is here to stay, to give learners the right learning experience through custom and responsive learning solutions. Curating content is an integral part of any learning and development strategy to build a strong learning culture across the organization. Content libraries augmented to ensure learners have everything they need to know at one place will lead to knowledge sharing, better collaborations, and innovation across teams within the organization.

  1. Interactive Video-Based Learning

More engagement, more involvement, and more learning is what 2018 will witness through interactive video-based learning. Involving learners in learning videos and engaging them on internal sites and networks with video content is an effective way to make learning happen. With the increasing consumption of video content, we can expect more video sharing activities among employees. Live streaming through video platforms can also be a good aid for training in 2018.

  1. Workforce Enablement

Organizations are now more concerned about employee productivity and are exploring methods beyond automation. Workforce enablement is a crucial focus area. It will drive organizations to bring in employee engagement and training programs to keep them motivated and to build a learning culture at the workplace. Short attention span has been impacting knowledge retention among employees, thereby hampering their productivity. So, it is important to constantly motivate employees through regular interactive training sessions in the form of discussion forums, group chat sessions, etc. Constant learning interventions for workforce enablement will be a strong trend to keep track of in 2018.

  1. Open Platforms (LMSes)

LMSes and open platforms are expected to evolve in 2018 and become more flexible. LMSes are expected to facilitate easy integration with other systems and support the niche learning-delivery requirements of an organization. High-level customization to support specific needs of learners is a trend that we must look out for in 2018. Personalized learning will become easier with surveys and advanced analytics providing detailed insights about learner behavior.

  1. Performance Support

Development of learning aids based on conclusions drawn from analytics and reports of learner performances from an LMS will stand out in 2018.  Providing and managing training on the job for employees will be improved through performance support. Extending the formal training to employees while on the job will become easier through performance support. Creating a backup of employee knowledge and skills and using it for effective formal training to achieve job goals will be yet another trend to watch in 2018. Learning and performance support tools like Knowledge Reinforcement Tools, Sales Enablement Platforms, etc., will flourish. These will enable employees to perform tasks without any help from external resources, especially during the absence of formal training for new hires, thereby reducing the overall training time.

Over the years, eLearning has gained popularity with the advent of new training techniques and methods. Online learning has a promising future in 2018, as portrayed by the custom learning trends that we have mentioned above. These will drive new concepts and methods of training and development in organizations.

What other trends do you think will flourish in 2018? We’d love to hear your views in the comments below!

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