Case Study Training Development

Keeping a staff of experts up to date on complex and expanding technical product architecture is no small challenge on its own. Doing so while the organization rapidly grows requires determination, creativity — and as much support as your tools can provide.

Trusted as the experts in visualizing big data, this fast-growing analytics and business intelligence software company has found the support it needs to maintain and expand its industry-leading team of developers in another visualization tool: video.

Today, with a little support from Panopto, video has become an essential part of how this organization shares information. Learn how a leading software company uses video training to solve four common learning & development challenges in the case study below. You can also download the case study here.

How Video Can Solve 4 Learning & Development Challenges

1. Formal Internal Technical Product Training

The first contribution of video training to the company’s developer training process was the most straightforward. In order to ensure every member of the development team is fully up to speed on the company’s offerings, the team had already been holding a regularly scheduled 2-day all-hands conference to review product architecture.

These product architecture discussions bring together all the company’s developers to explain to each other in full exactly how everything in the company’s products worked. The course makes it easier to understand the intricacies of the software — assuming, of course, an employee can attend. In the past, those who had to miss the event for any reason could only wait for the next one — and hope they didn’t miss too much regarding anything new.

With Panopto, the company was able to record and share those classes, ensuring that employees could still experience the class even if they missed a session — and that they could go back and rewatch a session later should a question arise.

“Sharing our knowledge via on-demand video in Panopto gives our people the power to access the team’s expertise whenever and wherever they need it,” said a member of the employee training team. “For example, I had a very senior engineer in my group that wanted to start watching our Panopto videos immediately. On day two, he was watching our product architecture conference videos so he could learn about all the backend components of our product.”

Other employees instead rely on the videos as guides they can access on-demand whenever they have a question. “As they watch the videos, people often like to follow along in the product, reading the code that’s being discussed. Panopto helps speed up the product knowledge acquisition process immensely.”

2. Informal, Social Learning

To complement its formal training, the company also uses video for social, peer-to-peer knowledge transfer. As part of launching new or revised product features, the developer who created the new architecture is asked to record a walkthrough of the details and rationale behind their work.

“Recently one of our developers was asked by a new hire how to perform a specific task,” recalled a member of the training team. “A light bulb seemed to go off in his head and he said, ‘Why don’t I make a video?’ And so, that is what he did. Using Panopto he demonstrated the process step-by-step in a very short recording. Now we have that information ready for anyone else to view and learn from at any time.”

These individual videos are then stored in the organization’s video library, where teammates can search for and reference them when working on those components at a later date. In a short time, this practice has built an extensive library of internal expertise – all readily available at the click of a mouse, so that the developer’s knowledge can be shared on-demand, even if they aren’t available to answer questions in person.

3. On-Demand Cross-Departmental Training

Today the company has rolled out Panopto to all functional groups including Marketing and Sales, ensuring everyone in the organization can share information and trade expertise. As the development team leverages Panopto for training, teams all across the company make use of the knowledge stored there.

“Every time a new version is shipped, new features are there,” notes one of the company’s leaders. “All these new features need to be shared with our customers. And so, we use Panopto videos to train customer support and salespeople on these additions, so that they can then effectively communicate them to our end users.”

As a provider of exceptionally technical data analytics software, it’s no surprise that the company has an almost constant stream of questions on how the tools work — both from new prospects working to integrate the tools into their own systems and from long-time customers seeking to better utilize the product suite. That means everyone, including sales and customer service, must be up to speed on the details of how the product works.

To make sure they are, the company leverages Panopto to share its internal expertise with those key stakeholders. Managers watch for trends in common product or technical questions, and when those arise, quickly share the relevant video from the development team to ensure everyone has the right answer at hand.

“Our customer support people, as well as our new developers and those working in offices outside the US, all have access to information about the feature well before that feature makes it to our customers. The videos are an invaluable part of our overall communication strategy.

4. Formal Knowledge Sharing that Connects Developers to the Company

Technology teams in almost any organization can sometimes feel a certain disconnect with business teams — too often finding themselves in the role of order-taker, with little if any communication shared about customer feedback or product strategy. To bridge this divide, the company uses video to help its teams connect throughout product development.

This starts with the kickoff meeting — when stakeholders across the company come together to define new feature requirements. The internal employee training team records these presentations, sharing them with every member of the new feature’s working team so as to tell the whole story of that feature, including who came up with the original idea, what data points led to it being included in the new version and more.

“With Panopto, our developers can record their demo videos for others very quickly,” the team notes. “We keep track of the story of each feature from the beginning of the process of including it in a release. Then, after it’s finished, it’s really satisfying for us to go back and watch how all that played out.”

These videos also become a key part of the launch of the new feature, shining a spotlight on the creators and giving the team the opportunity to share their perspective on the importance of the feature — connecting their work to the company as a whole.


Find Out How The Company Has Found A Way to Massively Scale Employee Training On-Demand — In Our Newest Case Study!

See how this cutting edge organization found a single solution to four opportunities to enhance employee training and enable the organization to grow. Download your copy of our newest case study today!

Implementing an employee development training program within an entire organization can be a daunting task. Especially in recent years when we’ve all been asked to do more with less. Instructor led training is now more challenging due to travel restrictions, budgets, and global workforces. There is constant demand for immediate business results. And sometimes those that need the training the most, employees on the frontline, can’t take a whole day off for training purposes.

So what is a company to do when they need to implement a robust program throughout multiple countries to thousands of people? They need to address issues such as interpersonal communication, building trust, creativity, and problem solving and making decisions, or even basic skills such as customer service. Time is of the essence, and all of this needs to happen in a rapidly over a short period of time.

Sound familiar? These are circumstances that we all face daily. No matter the industry, the country, or the quantity of people- coordinating an entire training program is a challenging endeavor to undertake.

And yet, we are tasked with making it happen. So how do you do it?

One place to start is to examine success stories from other people. As we know, learning by example offers techniques and perspectives that can be applied and tailored to our own circumstances. Emergenetics has worked with hundreds of companies ranging from small startups with five staff members to major global organizations with thousands of employees. Because of the Emergenetics Profile’s easy to understand nature and immediate applicability, Emergenetics can work to address any challenge your company faces.

One of our most recent success stories is the work we’ve done with Diane Lujan, Senior Manager of Global Learning and Development at Western Union.

Western Union began working with Emergenetics in 2006 when they transitioned from their parent company, and initiated a program as an aid for team formation with senior leaders to help expedite the decision making process occurring from the transition. The results from the leadership training were positive, and quickly led to individual business units implementing Emergenetics as a tool for communication and problem solving during strategy and summit meetings.

Two years ago, Diane led an initiative to provide a dedicated Employee Development Training Program targeting individual contributors spread across the world. The group was a dispersed employee population, ranging from sales representatives to call center employees to legal staff on retainer- all with limited time for traditional training. The program goal was to have web-based training delivered in small bits (about 15 minutes at a time) featuring quick-hits of impactful information aimed at self-discovery and resulting in immediate ROI for the company.

Emergenetics was implemented via a customized system of Assessments, eLearning programs, online development tools and metrics. And the amazing thing? 95% of employees said they developed new knowledge and skills via Emergenetics E-Learning modules. 98% said they would recommend the program to other Western Union employees.

What can you learn from their experience that directly applies to your company?

Diane Lujan came to the Emergenetics office to discuss the program in detail. We are proud to introduce a multi-part video case study featuring Diane as she discusses the ins and outs of creating a global training program of such a large and complex scale. Stay tuned over the next few weeks as we dive into what it looks like to conduct training on a global scale, using a blended learning approach, and utilizing social media to make it stick. All along the way Diane will point out key learnings and tips to help make implementing a training program just a little bit easier.

The full video series is available on the Emergenetics YouTube Channel.

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