A Learning Management System is meaningless unless it has high-quality training content. Join Open Sesame and Knowledge Anywhere as we discuss how to easily add quality content to your training platform by utilizing off-the-shelf courses and material from within your organization, so you can provide value to learners without reinventing the wheel.
In only 45 minutes, this webinar will help you: Save time and maximize your resources with off-the-shelf content, create a diverse collection of learning options to meet many styles and needs, keep content engaging and interactive, and use off-the-shelf content as a basis for high-quality, personalized learning opportunities.
OpenSesame and Knowledge Anywhere are happy to host this joint webinar. Watch as we prove how you can quickly and effectively transform your training program with high-quality content that is both useful and fun for your learners, saving money and time in the process.
Transcript
Hello, good morning, good afternoon, welcome everybody. Welcome in, we’re going to get started here in about two minutes, we’ll start up one past the hour as folks join in. As you’re joining, if you want to drop your location in the chat, I like to see where people are calling in from. I myself am in Portland, Oregon. A few of us are in the Pacific Northwest and we’re battling a heat wave here. So, if you want to drop your locations in the chat, I’d like to see. Welcome, everybody. Hello, hello, we’ll get started here in just a minute, welcome in. Again, if you want to drop your location in the chat, we’d be happy to see where you’re listening in from, tuning in from. It’s always exciting to see. I’ve had people call in from as far as South Africa all the way up to Canada, all over. Oh, chat has been disabled. Thank you for letting me know that is why no one is responding. Let’s see, get that back up. Here we go, now you guys should have it up and running, should be good. Thank you, Victoria and Mike, for letting me know that. Appreciate that. There we go, Phoenix, we have Phoenix in the house, PDX, Redlands, California, Ohio there, and people are calling in. Alright, we’ll get started here in about 30 seconds, people join in. We won’t complain about the heat to Dave in Phoenix. I was just going to say, now we need to realize that we don’t have it as badly as some people do. Alrighty, so I’ll go ahead and pass it off to Ashley Brown here from Open Sesame to get us started. Ashley? Hi everyone, thank you again so much for joining us today. It’s fun to see everyone’s locations. So good afternoon if you’re located somewhere else where it’s not morning. Charlie and I are very excited to be here with you today to talk about some ways that you can quickly launch or even improve your learning and development program and sustain long-term engagement through high quality and varied content within your learning management system. I will let Charlie introduce himself in just a moment. Just a little bit of an overview of our agenda for this conversation. We are going to ask you to use your imagination a bit and think of a learning management system as like a refrigerator that you want to fill with delicious and nutritious and varied content for your learners. So we’re going to talk about some of the common pitfalls that you see in Learning and Development, which we will think of as, you know, maybe an empty fridge or moldy fridge, and how you can improve and ensure success by some smart shopping, including your staples as well as some treats and snacks. And we’ll also give you a chance to see the integration between Open Sesame, the content provider, and Knowledge Anywhere, an LMS, so that you can see how seamless it is to really bring high quality content to your learners. If you want to just go to the intro slide where you can see an overview of that agenda. I will quickly just introduce myself officially again. My name is Ashley Brown, I am a senior customer success manager at Open Sesame. We are an e-learning content provider. It is my job to make sure that everybody we work with has as much success as possible with Open Sesame content, so I am thrilled to be here today and I will let Charlie introduce himself as well. Great, thank you very much, Ashley. Yeah, this will be great. We did the same seminar earlier in the year and it was received so well that folks said, can we do it again? So that was the reason that this is a good repeat out there. And so I’m Charlie Gillette, I’m founder and president of Knowledge Anywhere, an IEH company, and we provide an Enterprise level LMS. We also help our customers with curating content, thus our relationship with Open Sesame, and also we do custom building of e-learning courses. So very pleased to be on this with Ashley and the Open Sesame team. Great. I see a question from Victoria asking if we will share access to this presentation. We certainly will and also feel free—I’m glad that we have that first question. Charlie and I want this to be as interactive as possible so we’ll leave some time for questions at the end, but that doesn’t mean that we don’t encourage and welcome questions throughout. So if you have questions, comments, you’ll actually have a chance to participate in a poll, but we would love to hear from you throughout the webinar, so please don’t hesitate to ask questions if anything is helpful. Mariah, we can go to the next slide. Again, just a tiny bit of background about Open Sesame and a little bit more about Knowledge Anywhere. We want to make sure that we are being clear about not just our two organizations but the partnership that we have because it’s very valuable. Again, Open Sesame is an e-learning content provider. We are privileged to work with the top publishers across a variety of different content areas. You may see some names that you recognize on this slide, notably Ted. Many people enjoy TED Talks. We’re thrilled to have a partnership with Ted that allows us to bring Ted learning to organizations. We have courses in over 45 languages, 25,000 courses from over 150 publishers. And I’ll let Charlie just give a little bit more background about Knowledge Anywhere before we jump into the content for today. Next slide, Mariah. I don’t know, maybe—yeah, there we go. There we go. You know, so again, as I mentioned earlier, we focus on a learning management system, but the thrust of this discussion today, a learning management system without quality content does no good at all. So we really start the conversation around the content even though we provide a world-class LMS out there. We also have one of the easiest ways of getting content on your LMS is we have a SCORM conversion tool that you can—we call it Scormify—you can Scormify videos, PDFs, you can add quizzes to the videos, and so on. And then, course curation, and that’s truly what we do with Open Sesame, is to help our customers get world-class content from Open Sesame. And then also, we have a learning content distribution center called Conveyor. So again, we focus mostly on the LMS, but every conversation about an LMS very quickly turns to, “What about content?” Great. So, as I mentioned in my role at Open Sesame, I have a chance to work with a variety of organizations. We work with customers in multiple different industries from manufacturing to retail to healthcare. And the one thing that many of these organizations have in common is that they are all dealing with a lot of transformation within the workforce. So Mariah, you can actually throw all the statistics up here on this slide. Yeah, I think there’s just one more in orange after that. Anyone who’s up to date on current events knows that the way we work is changing all the time now, more than ever. People are often feeling overwhelmed or unsatisfied at work. And I’m sure many of us have heard or even had experience with something related to the great resignation where people are leaving more and more for a variety of reasons. And as you can see from all of the data that’s on your screen here, quite a bit of money is lost every year due to employee disengagement—people who are unsatisfied in their role. However, this data also shows that employers can combat some of this loss, both in people and in revenue, by investing in training. Not only does investing in training help save money and impact your bottom line, but it has a positive impact on performance and makes people more satisfied with their role overall. And so a lot of what I do is work with companies to help them find the right training for their employees. L&D teams are often very small. It’s a huge responsibility to come up with and make available training that’s going to meet everyone’s needs. But you can see here that this need is so great. And so one of the best things about using an off-the-shelf provider is that you can really cast a wide net, offer a wide range of options to meet some of the demands of this changing global workforce. We talked in the beginning about thinking of your learning management system as a refrigerator and thinking of your content as the food that goes in the refrigerator. And I love this image here because I think it rings very true. I enjoy bananas as much as the next person, but there are certainly times where I’m looking for something to eat and a banana just isn’t going to cut it. And the same is true for Learning and Development. If your LMS, which again in this analogy is the refrigerator, is limited to only one thing or only one type of training, you’re also really limiting your team’s potential with your learning management system. And Charlie, I know you can speak to this as well. You have an opportunity to feed your employees’ appetite for the skills that they need in their current role but also the skills that they want to be able to plan for the future. And hopefully, that future is with your company. So you don’t want people to dread opening that fridge because either there’s nothing in there or there’s nothing they want because eventually, they’ll stop going there altogether. And like I said, Charlie, I know you have experience with this as well. Yeah, and the key thing is to make sure that you have good stuff in the refrigerator and not just one thing. So when we deploy an LMS to somebody that’s new to having an LMS out there, we really don’t like to see just start with compliance courses because believe it or not, a lot of employees like, don’t tell me it’s another compliance course. But truly have compliance courses mixed in with how to use products mixed in with things to help them develop their skill sets. And so on, we’re talking mostly about training your customers, but the same concept exists if you’re training your customers. Quality content is absolutely key. It’s probably more important on making sure you have quality content if you’re training your external audience because they potentially have the choice of using the training or not. But you know, both you know, making sure there’s not an empty refrigerator and folks sort of wonder why as an LMS provider, do we focus so much on making sure there’s content? You know, sometimes people say, why do you guys care? Well, the last thing he wants is somebody to deploy an LMS and not have any content on there because at some point, they’re making an investment with Knowledge Anywhere, they’re not using it. You know, their satisfaction as a customer won’t be as high because they’re going to say, I love the LMS, but nobody used it. Usually, because there was no content on there. So that’s why we focus so much on making sure there’s quality content on the LMS. You know, for our longevity of our customers who are here with us forever and also making sure we have satisfied customers out there. Thanks, Charlie. I really appreciate that comment because we’ve talked about this together in our work. Owning a refrigerator without food doesn’t really make a lot of sense, and owning an LMS without content is also a bit of a futile exercise. We’ve—I’ve heard many LMS employees just like Charlie said—talk about the fact that it, in order for your LMS to be relevant, you have to have things in there that are going to draw people to take the content. And companies, more and more, are relying on external providers to give that content that’s going to be relevant. It’s, you can see here on your screen, more than two-thirds of companies are now purchasing off-the-shelf content because, as I mentioned before, it’s not always possible for you to make all the content you need on your own. Certainly, I work with many organizations where they need to build some custom content that is relevant to their industry or very niche, something that isn’t possible to purchase off the shelf. But more often than not, there is some benefit that can come from off the shelf that’s going to allow you to fill your LMS or fill your fridge with things that are interesting and appealing and also going, you’re taking the pressure off of your team. So things like compliance training or very technical training that you need to have, some of those staples that take hours and hours to put together on your own, going off the shelf for those things can be really useful because not only are you then able to fill your fridge with all the food that you need, but you’re freeing up your team to allow the people who do need to make custom content to focus on those things that really their expertise is needed and not have to spend all of their time creating things that isn’t—that’s outside of their wheelhouse and taking them away from where their energy would best be used. So nobody wants to open their fridge and see something that is not appealing. As a customer success manager, my job is to make sure that from those 25,000 courses that we have available in Open Sesame, our customers find the right content because no one is able to review that many choices, but also to build and sustain engagement with the courses once they’ve been chosen and once they’ve been put into the LMS. And so one of the things that I try to reinforce time and time again with organizations that I work with is that choosing courses should not just be a one-time exercise. This image really resonates with me because you can tell that at one time, those strawberries were beautiful and appetizing. However, you can also tell that that time has come and gone. And the same is often true with Learning and Development. There are many just-in-time options that might align really well with a current initiative or a time of year or even a moment that your organization is having or that’s happening in the world at large. For example, maybe Women’s History Month or the launch of a mentorship program or a lean initiative. However, you don’t want to always leave those options in your LMS for so long that they become obsolete and that people expect when they go there’s going to be something old or expired because, as Charlie already mentioned, it just means that what’s going to happen is that you won’t actually get people coming to your learning management system because they know that what is there isn’t going to be relevant for what it is that they need. And you can see here on the slide that companies that have a comprehensive, so to me that means a very well-rounded training program with options that are that are frequently changed or supplemented have more than double an income per employee than those without one. And I think this is a really interesting statistic. Charlie, do you have any, any thoughts on, on why that might be? I have some, but I’m curious to see what you have as well. Yeah, I think, um, I think that’s accurate. It might be how that question—well, at least the participants know we didn’t set up the poll to go our direction. But yeah, so, uh, yeah, I think, you know, I think it’s probably the best way of getting quality content, you know, maybe folks, you know, connect quality content with developing it themselves. So, um, you know, so interesting. And then we had a question, and actually, I’ll answer the question after we go over the second question in the poll. Perfect. It looks like—I mean, well, all of the above was the second most popular answer. So this is the one where I was saying this might be difficult to choose just one challenge because I think, and I see this with my, in my work all the time, sometimes people think if you build it, they will come, that that saying is true in L&D, and it really isn’t. So it’s not enough to just have the LMS available, it’s not even enough to just have the content available. You do have to do things to market and, and get people excited about the content. But I think that all of these elements here are key. You know, I just spoke to the communication, making sure people know what’s available. It always helps to have support from leadership. You’ll see in a moment the integration between Open Sesame and Knowledge Anywhere, which, which makes things much easier when it comes to bringing the content to the learner. And but then the lack of quality content, that’s, it’s a challenge that I see repeatedly. And again, this is where I think going with a provider that has relationships with the subject matter experts who can do that work of developing the content for you in the language you need with the res—with the company resources or job aids or engagement elements that people are looking for can really help make it easier to launch an LMS. Great. Mike had a good question here. Just the difference um of an LMS for a customer and an LMS for employees out there. So, see if I understand the question right. We have a lot of our customers use the LMS for both internal audiences and external audiences. If it’s external audience like you’re training your customers, you’re usually training them about a product of your customer. You might be training them on customer service, other things. Obviously, if it’s employees, you’re going to have compliance training in there, out there. Many of our customers, you know, have the same content for their external audience as their internal audience, but then add the compliance courses for their internal audience. So it’s just how it’s being used, and with—with most leading LMSs, you can easily segment who sees what. So obviously, you would not want your customers to see internal training um out there. And then also you segment between, between your customers that, depending on what type of customers, is they’ll see different content. Um, Mike, you can chat back if I answered your question. Perfect, and in the meantime, we can go—yeah, yep, good point, Mike. Thank you. Yeah, thank you so much. This really relates to that second question. There are so many ways to get quality content. You can develop your own courses for the things that your team has the expertise on, as Charlie mentioned when he was talking about Knowledge Anywhere. You can Scormify content and use SCORM conversion tools. Instructor-led—I’ve been excited when I’m working with organizations that Open Sesame partners with to see the return of some instructor-led courses. I think many organizations had to take a break from that during the pandemic for obvious reasons, but now as things are opening back up, you can bring in some instructor-led training. And I think there are some topics where it is really great to be able to be in the room with others and collaborate and have that dynamic experience that comes when you have an instructor leading people in an area where they have expertise. And then, of course, off-the-shelf courses. And I think, in my experience, the most successful organizations are ones that find a way to use all of these areas to bring content to their learners. And that may seem overwhelming and even expensive, but I think that is the benefit of partnerships like the one that we have with Open Sesame and Knowledge Anywhere, because when you go with a learning management system that allows you to integrate with an off-the-shelf provider to bring content in, you’re often paying a very reasonable amount per learner, which gives you access to so many other courses. And then we work with a lot of organizations to then pair some of the off-the-shelf things that they’ve chosen with instructor-led courses. Maybe they do a microlearning course at the beginning or end of an instructor-led class, or maybe they have their custom content that they’re creating, but they have some pre- or post-work with some off-the-shelf e-learning. And so, Charlie, I think you probably agree as well. It’s really, in a perfect world, you’re able to do all of these options in some way. Maybe not all at the same time, but I think a hybrid approach really breeds a lot of success. Yep, absolutely. And just for clarification on the instructor-led, that also obviously includes virtual instructor-led. So the idea that you can just, uh, do the virtual instructor-led. The key thing is that it all should come, you know, through your LMS out there. And out there. So, what’s the very first thing we ask are new customers is, you know, what do you have for content? And sometimes they say they have a whole bunch of, uh, you know, SCORM courses they developed themselves. Sometimes they have videos. Sometimes they have PowerPoint. Usually, every organization has some type of training already, and it’s our goal is, you know, how can you get that on the LMS as quickly as possible? And then how can you make sure you have the content from, like, Open Sesame to be able to fill in all the other elements that are critical? So because a lot of times, people have—you know, making a decision on an LMS is not—it’s not a—you know, for us, from a selling perspective, we wish it was a shorter process, but sometimes people have taken a year to make a decision and then a couple of months to um, a couple of months to get content going. Well, leadership sometimes will get tired of, you know, how long we’ve been working on this LMS, and nobody told them that we have to get—we have to get content on the LMS, you know, out there. So this next slide is one of my favorite things to talk about, and it’s definitely one of my favorite ways to support the organizations that Open Sesame partners with, our customers. And that is making things fun with treats and snacks and things that your learners are really going to enjoy. And from my experience working with organizations, no matter the industry, I’ve seen that one of the key ways to keep learners happy is with variety. Just like with food, not everyone is going to like the same types of things, and sometimes you’re in the mood for one thing one day and something completely different the next day. And so at Open Sesame, because our subscription catalog is so robust, we spend quite a bit of time getting to know the learner styles and preferences of our customers and then we curate course offerings for them that are going to meet their needs with things like interactive features if that’s something that’s important, or gamification, or courses in multiple languages, or even things that we call—even outside of this analogy and this webinar with the food analogy—snackable, microlearning, things like short TED Talks that may align well with an initiative. And building a library like this within your LMS gives you such a great return on your investment. It also allows you to meet a wide range of learner needs quickly and easily so that as soon as you launch, you are able—no matter what people’s needs and interests are—you’re able to have content that meets them. It’s also important, however, to take pay attention to the staples. And if we’re continuing with that food analogy, those are the things, your black beans, your rice and pasta, the things that are there so that when you need them, you have them. When we think about Learning and Development, these are going to be areas like your harassment training, which is often necessary for all of your employees to take, your general technology courses, and any type of compliance, maybe it’s an Ethics training, maybe it’s a workplace safety training. And these things, I’ve mentioned this before, but I think it’s worth repeating, they are often very time-consuming, not just to create, but also to keep up to date. Technology certainly is always changing, and right now I’m even working with a lot of organizations who are trying to keep up to date with changes in harassment regulations. So it costs quite a bit to, to create these trainings, and then let alone the cost and the risk that comes with making sure they’re up to date is often something that isn’t really worth it for organizations to, to assume. And so going off the shelf for a lot of these staples allows you to make sure that they’re there, make sure that you’re in compliance, and, and keep your employees safe and your organizations—your organization protected. So Charlie, I think now we’re going to do a quick demo to show the integration between Open Sesame and Knowledge Anywhere. You see my screen? Yes, I can. So I’m logged in as a learner already. And so you can see here what we call Action buttons, things that are past due, in progress, completed, badges earned, badges available, and if they use continuing education credits, or, to Ashley’s point, you can make these learning points along the way. You know, it is seamless that the Open Sesame courses are blended in with the other courses. So if I go to my Directed Learning, and I can see that I have a—this happens to be a SCORM, this happens to be something that’s past due. Here’s my Open Sesame, you can see, you know, the Open Sesame. All these, all these come, get pulled directly over from Open Sesame. I can launch that seamlessly, um, and, and go ahead and launch the course. The key thing is, is they’re not jumping over someplace else. They’re able to just, you know, look at their learning path and see that they have Forklift Best Practices and, and look at the downloads and, and so on. So, and then, and then it shows up on their transcript of what they’ve completed, whether it be, again, a self-study, a virtual instructor-led, the Open Sesame courses, what’s been assigned, and, and so on. And then, and same thing, you can put, you know, badges to the Open Sesame courses or have a blend of badges. So I have a badge of my onboarding badge, which includes Open Sesame courses for anti-harassment, supervisory skills, and then company-specific type element. So it’s, it’s seamless for the learner when they’re launching the Open Sesame courses. And then for the administrator—and, and we have a demo that we can send everybody. Coco thrifts relatively fast—for the administrator, I’ll go to the Admin View. Content, and so here, if I just want to—I can add a new course, I can copy a course, I can—here’s my content tools, but then here’s where you add Open Sesame courses. And so I can just add the Forklift Safety to a course set, um, you know, Rough Terrain, and so on. So I can just—all this gets pulled over directly, you know, from Open Sesame and, um, then you can add them to a learning path or assign them to various groups, customers, and so on. To begin with, what you do is go to your Open Sesame integration link. And so you will see, um, you get this from Open Sesame, and you can either run a daily sync or, or do a full sync and make that active. And again, these are elements you get from Open Sesame when you set up the integration. And it’s truly—it’s truly that easy to, you know, get that set up out there. So this is truly why we love the relationship we have with Open Sesame, is a customer can be up and going with quality content, um, you know, a week, you know, so, um, out there. Again, it depends on where they are with, um, if they have to get Active Directory set up or SSO set up, or, or, you know, other elements along the way. And then they can assign them to various—Mike, you know, microsites. So it is, it is really—it doesn’t—it’s very easy. And Open Sesame and Knowledge Anyway work together on the deployments, and so it’s, it’s—it’s as easy as getting those codes from Open Sesame, um, out there. And then, or, or you get—or you can get the codes from Knowledge Anywhere, and then we put that on, you know, in into the LMS. I’m not a technical person myself, but I can say that it—Charlie is telling the truth, it is very easy. I’ve seen customers get up and running. The technical setup call is less than an hour, and then you can start syncing courses over immediately. And so I cannot emphasize enough—maybe even especially as a non-technical person—how, how easy it is. So Mariah, I think we just have a slider to left, and um, the—the last slide here is this beautiful—you can go back one more—that that beautiful fully stocked fridge. This is our goal. This is the purpose behind the partnership is to give you not just the system that you need, but the content that’s going to to satisfy all of your learners and keep them coming back for more. So if you go to the next slide, this is just very quickly an overview at a glance, our key focus areas in Open Sesame. Again, we’ll be sharing these slides with all of the participants. I would say the key takeaway here is that at our catalog, it has a lot of depth and breadth in terms of its coverage. So you, we’ve got technical skills, compliance training, safety training, business skills. And you get with this partnership, you get your your LMS experts to help you make sure that your your system looks exactly the way you want it to look for your learners, and then you also get the curation assistance. It’s even rare that you need technical supports, but you you get it from both sides. And so we really appreciate the opportunity to present with everyone today. As we mentioned, we will share—we’ll be on to answer any questions um and we hope that we will be able to begin working with with some of you in the future because we would love to continue this conversation more. We’ve got a few resources here. Um, you will get the slides. You will also get these resources um as a thank you and follow-up from your attendance in today’s webinar. Charlie, I don’t know if there are any any parting words that you have for our audience. Again, while we’re waiting for questions to come in, but we are very grateful that you took the time to be with us this morning and we we hope to work with some of you soon. And hopefully, you’re not too tired of our analogy to the refrigerator either. You’re going to be starving or you want to go clean out your fridge. That’s true. Um, I see—do you want to talk a little bit—I can too—about about Badges and certificates? I see that in the chat. I know that from a customer success side, those are things that that not only can make it fun, but also are—they’re very valuable to learners because being able to show that they’ve invested their time and now have expertise in something through a certificate program. So one example that I work with people all the time on is project management, getting that PMI certification, or even sometimes your your SHRM or HRCI credits for for those professionals. So being able to have that as a benefit of employment that you can go to your LMS and get credentials for things that are going to help you not just in your role but in your career at large is is a very meaningful tool. Charlie, what do you think? Yeah, I would probably say on the—first, folks want the certificate, you know, because you can just download a PDF certificate. Um, the administrator can—you do the, um, the certificates. So the certificates are—you know, heavily used. Um, everybody from, uh, everybody from a selling perspective really loves the idea of badges. Folks don’t use them heavily. You know, everybody, you know, as an LMS provider—oh yeah, badges, that’s great. And then we look, and they’re not heavily used. And I’m not sure if that’s from an education perspective or, you know, or just, you know, folks gotten tired of badges, uh, with with their Fitbit. I’m not sure. So, yeah, and actually, I’ll let you answer the second one there. For researching islands—oh no, this, I’m sorry, I was reading a comment. Does off-the-shelf content auto-update? Yes, that is—I am so glad you asked. At least via Open Sesame, you are taking the course through your LMS, but what is actually pushed, um, through the integration is a pointer file. So that on the back end, the learner doesn’t see this, but on the back end, they’re actually taking the course from the publisher hosted site, which means that anytime the publisher makes an update to their course, whether maybe Excel has a new feature or maybe there’s a change in harassment regulations, your learner is automatically launching the most up-to-date version with no action needed on your side, which is a great benefit of going with off-the-shelf content and working with an LMS provider like Knowledge Anywhere, where the courses, that pointer file is just pushed right into the LMS, and then your learner, even though they don’t realize that they’re going to the public site, that’s where the content is coming from, so that you don’t have that burden of making sure that you’re always updating the courses. It happens automatically. I noticed Charlie in the chat, um, making sure people are—are not taking too much time but still getting their work done. I’ve seen a lot of organizations be very creative with how they encourage people to take time for learning. So whether that’s making use of the lunch hour and doing some lunch and learns or carving out time. I work with an organization that does 10 Minute Tuesdays, so they have everybody blocks 10 minutes on Tuesdays. Or even at Open Sesame, with our—with our internal Learning and Development program, if you complete all of your training courses while still meeting your goals for what you have to do in your day-to-day job, you’re actually rewarded with a week of PTO at the end of each year to to really acknowledge the effort that it takes to keep up with your learning but also keep up with your job responsibility. So I think the organizations that I’ve seen have the most success are The ones that embrace the idea that Learning and Development can actually be part of what you do because it’s going to help you be more efficient and more effective in your role—it’s not something that’s going to take away from what you have to do but something that’s really going to supplement your skills and abilities. Yeah, and I would probably just add to that there is a caution, especially for a more mature organization if there are lots of departments that say, for example, Legal says you need to take this training, IT says you need to take a security training, HR says you need to take this and the product team chimes up. So, there is a little bit of caution needed to make sure that you don’t start stacking stuff on the employees or you stagger it out so that it’s not all due in December. Also, look at the length of the training—most of the Open Sesame publishers have gone the way of breaking stuff into bite-size elements. So, if somebody says you need to take a three-hour training on cybersecurity, unless you’re an IT person, I doubt you really need to have three hours of that. You need to find a course that is a cybersecurity for the masses that Open Sesame has a whole bunch of them that are 15 minutes long. There is some caution there that you need to watch out for making sure the employee just doesn’t get training stacked on them without any sensitivity to how long the training is, when the training is due, and appropriateness for their job. That’s actually something we can help with on the Open Sesame side as well. We even have some sample training calendars to help you stagger the training. We’ve got one for safety, we’ve got one for compliance, we’ve got one for leadership skills, so you can use them exactly as they are, or you can use it as a reference and customize it to meet your needs and we can help with that as well because that’s a very valid point that you mentioned, Charlie, that you don’t want to just pile things on at one point so that the learner is then buried in training, but there are ways that we can help organize the training that needs to be taken in a way that’s manageable.
