For corporate sales trainers, one consistent challenge is finding cost-effective and creative ways to train their global sales team. Some organizations are addressing the challenge by moving away from classroom-based training and moving toward strategies that leverage informal video learning.
If you are hesitant to launch a program using enterprise video, consider these statistics:
- In a report entitled “Enterprise Video: Top 5 Insights from Cisco IBSG Horizons Study” Cisco Internet Business Solution Group’s found that the most popular use of one-way video is for education and training, listed among the top three preferences by 48 percent of executives.
- For leading business executives, the report also found that the most important feature for video is “the ability to view, access, and manage video from any Internet-enabled device, regardless of where the video was captured or recorded.”
Video training may seem like a routine activity for salespeople now, but there are many critical points to consider before adopting this type of informal learning across your organization.
For those training executives looking to implement a video learning program with presentation software, consider the following strategies and tactics to provide on-demand video training capabilities to your local or global staff.
Get key executive’s buy-in before launching the program. Upgrading your training program from lengthy paper product manuals to video-only content has high costs to implement. To succeed there must be a willingness for your C-level executives to invest in the new training methodologies and tools. If your organization decides to implement this new content learning program, make sure that you have the necessary staff and resources to gauge its effectiveness over time.
Make your video offerings simple and effective. The ideal number of videos to launch should be no more than 25 to 50 videos. You want to create enough desktop-based content to train the user effectively, and short three- to five-minute video content for tablets and smartphone screens. At the conclusion of each video should be a reminder to take a short test or download a quiz or engage in asimple activity to reinforce the concepts presented in the video.
Don’t cram too much information into your videos. It might be tempting to squeeze three to four hours of training into a 30-minute video. Instead, create a short 10- to 15-minute video series that will keep your staff interested. When creating videos for mobile content, it is important to get your point across quickly, in three- to five-minutes. In fact, video for small screens should be image-dependent and focus on a few key points – instead of presenting lengthy and overwhelming training information.
Solicit feedback from users – and improve your video content accordingly. After one year of implementing your new video training program, it is important to look at key metrics to determine its impact on your bottom line. Identify users who complete the training modules and incorporate their feedback into the production of your new video content. Your staff will engage with your content more, knowing that you listened to their opinions and are making changes to improve the training program.
Courtesy of KZO Innovations