Growth Mindset in the Workplace: Examples and Strategies That Actually Work

Suresh Kumar DN

When Satya Nadella took over as CEO of Microsoft in 2014, the company was widely described as a “know-it-all” culture — brilliant people who had stopped learning. Within four years, Nadella’s growth mindset transformation had tripled Microsoft’s market value and made growth mindset the foundational pillar of the company’s culture for its 131,000 employees worldwide. That’s not a one-off story. Across industries — telecom, healthcare, pharmaceuticals — organizations are discovering that a growth mindset isn’t just a feel-good HR initiative. It’s a measurable driver of innovation, resilience, and performance. In this article, we’ll break down what growth mindset means in a workplace context, examine real-world examples from companies that have done it successfully, and provide evidence-based strategies you can apply with your own teams. What Is a Growth Mindset? (And Where It Comes From) The concept originates from Stanford psychologist Carol Dweck, who spent decades studying how people’s beliefs about their own abilities shape their behavior and outcomes. In her landmark 2006 book Mindset: The New Psychology of Success, Dweck distinguished between two core beliefs: Fixed mindset: The belief that intelligence, talent, and abilities are static traits — you either have them or you don’t. Growth mindset: The belief that abilities can be developed through dedication, effort, and the right strategies. In a growth mindset, people believe that their most basic abilities can be developed through dedication and hard work — brains and talent are just the starting point. This view creates a love of learning and a resilience that is essential for great accomplishment.” — Carol Dweck In the workplace, a growth mindset translates to something specific and practical: employees who view challenges as opportunities to learn, who seek out feedback rather than avoid it, and who believe their professional capabilities are not fixed but continually expandable. Growth Mindset vs. Fixed Mindset at Work Situation Fixed Mindset Response Growth Mindset Response Receiving critical feedback I’m not good enough. This shows me where to improve. Facing a new, unfamiliar task This isn’t my strength. I’ll learn how to do this. Watching a colleague succeed They’re just more talented. What can I learn from their approach? Experiencing a project failure I should avoid this next time. What did this teach me? Being passed over for a promotion The system is unfair. What skills do I need to develop? What the Research Says: Growth Mindset and Workplace Outcomes The academic evidence for growth mindset in professional settings has grown substantially over the past decade. A 2020 scoping review by Han and Stieha in Human Resource Development Review synthesized findings across global organizations and identified growth mindset effects at three levels: Individual level: Higher work engagement, creativity, task performance, and job satisfaction Dyadic level: Improved supervisor–employee relationships and better conflict resolution Organizational level: Increased organizational citizenship behaviors and stronger collective growth orientation Here are the specific studies and data points that matter most for business leaders: Growth Mindset Drives Innovative Behavior A 2022 study published in Frontiers in Psychology surveyed 244 employees across diverse Chinese organizations and found that growth mindset was positively and significantly correlated with innovative behavior (r = 0.41, p < 0.01). The mechanism? Employees with a growth mindset were more likely to actively use their strengths at work, which in turn fueled innovation. Strengths-based leadership from managers amplified this effect further. Takeaway: Growth-minded employees don’t just work harder — they work more creatively, especially when leaders help them identify and apply their strengths. Leaders’ Behavior Directly Shapes Employee Mindset A 2025 multilevel study published in the Baltic Journal of Management tracked 209 employees over 12 days, generating 2,223 daily responses. The findings were clear: leaders who intellectually stimulate their teams — asking challenging questions, encouraging new approaches, and framing problems as learning opportunities — directly foster a stronger growth mindset in their employees. That growth mindset, in turn, led to more proactive strengths use and measurably higher daily performance. Takeaway: Growth mindset isn’t just an individual trait — it’s a culture that leaders create through their daily interactions. The “Dual-Growth Mindset” Creates Lasting Happiness at Work Research by Justin Berg at Stanford Graduate School of Business (with colleagues at Yale, Wharton, and Google) introduced the concept of a dual-growth mindset: believing that both you can grow and your job can be reshaped. In their first experiment, 149 employees at a Fortune 500 tech company attended career development workshops. The dual-growth mindset group experienced a happiness boost that lasted at least six months — and was visible to coworkers and managers, not just self-reported. A second study of nearly 400 full-time workers confirmed the finding. Participants who adopted a growth mindset about only themselves or only their job did not experience lasting benefits. The combination was essential. “You inevitably end up having to change either yourself or your job to be able to sustain change. If you just view one or the other as flexible, you’re going to bump up to a situation where you’re not going to be able to make the change that might make you happier.” — Justin Berg, Stanford GSB Takeaway: Encourage employees to see both their own abilities and their roles as malleable. The biggest gains come from the intersection. Growth Mindset Amplifies Job Crafting — With Autonomy A two-study investigation (180 participants in an experiment, 236 in a longitudinal survey) found that growth mindset significantly increased job crafting — the proactive way employees redesign their tasks, relationships, and roles. But there was a critical condition: job autonomy. In the high-autonomy condition, the effect of growth mindset on job crafting was large and significant (F(1, 174) = 37.85, p < 0.001). In the low-autonomy condition, the effect disappeared entirely (p = 0.989). Takeaway: Hiring growth-minded people isn’t enough. You must also give them the autonomy to act on that mindset. Growth Mindset Managers Boost Belonging and Retention A 2024 study published in the Journal of Personality and Social Psychology (N = 1,777 across two preregistered experiments, plus N = 300 in a real-world survey) found that managers who endorse a growth mindset significantly increase belonging, job satisfaction, and organizational commitment among employees from working-class backgrounds in white-collar settings. The mechanism: growth-mindset managers reduce identity threat, making employees feel that their potential is recognized regardless of their background. Takeaway: Manager mindset isn’t just about performance — it’s an inclusion and retention lever. Real-World Examples: Four Companies That Built..

LMS vs. Traditional Learning: Which One is Better?

Sreenivas Gurappu

Education and training have come a long way, evolving from old-school chalkboards to digital dashboards. With the rise of Learning Management Systems (LMS), the debate over LMS vs Traditional Learning is hotter than ever or how is LMS different from traditional way of training and learning and which one is better? The truth is—it depends on what you’re looking for! Let’s break it down and compare Traditional Classroom Learning vs Online Learning to see which one wins the battle. The Face-Off: Traditional Learning vs. LMS 1. Flexibility & Convenience – Learning Anytime, Anywhere 🔹 Winner: LMS! Flexibility is key in today’s fast-paced world. 2. Cost – Is It Breaking the Bank? 🔹 Winner: LMS! The benefits of Learning Management Systems include lower costs and greater accessibility. 3. Engagement – Keeping Learners Hooked 🔹 Winner: LMS! One of the advantages of LMS over traditional methods is how it makes learning more fun and engaging. 4. Tracking & Progress Reports – Who’s Really Learning? 🔹 Winner: LMS! Data-driven learning is the future. 5. Scalability – One Course, Thousands of Learners 🔹 Winner: LMS! Digital learning grows with your needs. 6. Security & Compliance – Keeping Data Safe 🔹 Winner: LMS! Security matters, and digital platforms have the upper hand. But Wait—What About Traditional Learning? Before we crown LMS as the ultimate champion, let’s not forget the Traditional Learning Methods vs Modern Learning Systems debate isn’t one-sided. There are some things traditional learning does well: Face-to-face interaction: Nothing beats human connection and live discussions. Immediate feedback: Ask a question, get an answer on the spot. Structured learning: Fixed schedules and discipline can work well for some learners. However, Traditional Education Challenges—like inflexibility, high costs, and lack of accessibility—make it hard to keep up with modern learning demands. eLearning vs Traditional Education: The Verdict? Both have their strengths, but in today’s digital world, LMS wins for accessibility, engagement, and scalability. That doesn’t mean traditional learning is obsolete—blended learning (a mix of both) might just be the perfect solution. Final Takeaway: If you value convenience, cost-effectiveness, and engagement, digital learning vs traditional learning isn’t even a debate—LMS is the future! So, which side are you on? Team LMS or Team Traditional Learning? Let us know in the comments!

Empowering Your Workforce: The Impact of LXP in Corporate Training

Meeta Agarwal

Introduction In this fast-changing world, the shelf life of a skill has shortened drastically compared to what it was a few years back. Even after considerable efforts to train the team, the skills gap refuses to shrink. It is not just about more training. The solution lies in adopting skill-based strategies and continuous training. An effective learning experience platform becomes vital for tailoring this solution and empowering employees for the future. So, what are the key differences between a Learning Management System (LMS) and an LXP? A learner experience platform facilitates personalized learning experiences. It makes the learning more collaborative and customized as compared to the LMS. In an LXP, the learners have more involvement in defining their learning experience. It is more of a collective effort, rather than a top-down approach. Let’s explore some of the benefits of a learning experience platform. Benefits of Learner Experience Platform Learners Engagement The learning experience is not limited to the courses assigned to the learners by the administrator. The learner can choose to peruse content from a library of resources, videos, recommended courses, catalog courses, and so on. Learners can explore the platform to find the learning content they need. KREDO: In addition to the assigned courses and assigned learning paths, KREDO LXP offers open courses and open learning paths that the learners can self-assign. Additionally, learners get access to Content Hub comprising LEAP, External Content, and MOOC Content. LEAP or Learning Essentials Achievement Program, is a set of paid courses, certifications, and specialization tracks that have been identified from Edx, Udemy, Coursera, and many other global content and verification providers. External Content allows the learners to view a list of links to both articles and videos. These are added by an LMS administrator or manager. MOOC Content is a library of free content. Moreover, learners can suggest or request content through discussion forums and webinars; these are built into this learning experience platform. Collaborative Learning An efficient LXP helps the organizations adopt the 70:20:10 approach. 70%:Learning in the flow of work 20%:Social learning 10%:Formal learning While 10% could constitute the assigned courses and resources, the next 20% is about collaborative learning. Webinars and discussion forums promote collaborative learning. KREDO: It has an inbuilt discussion forum and integrations with online video conferencing tools to provide an enriched learning experience. Additionally, learners can raise the request to become trainers. While learning on the job (70% portion), employees can share their experience and knowledge with their colleagues. This enhances the efficiency of the training programs and productivity of the organization. A successful training model requires managers or team leaders to become coaches and not just task managers. KREDO Classrooms help organizations manage online and offline coaching sessions throughout the employee’s life cycle. Personalized Learning Experience A learning experience platform allows learners to choose their content. It also makes personalized recommendations. KREDO: Learners can use the search feature to find the content they want. It could be courses, resources, learning paths, or any other learning asset. Additionally, KREDO has an extensive list of skill sets. When the learner chooses a particular skill, the recommended courses for that skill appear on the dashboard. Skill-based training strategy is the only way to increase the ROI of training programs. Organizations need to build skill sets to grow and sustain their market share. In a nutshell, a learning experience platform helps to: • Provide continuous training. • Accelerate the skill training. • Increase employee engagement. • Enhance productivity and companies’ bottom line. • Solidify the bonding between the colleagues. Conclusion It is ‘Advantage You’ with the LXP stroke. A learning experience platform sets the foundation for a participatory model where the learner’s involvement is integral to reaching the desired learning outcomes. In addition to the assigned courses and resources, the learner can gain knowledge from a wide array of learning assets and peers collaboratively. This makes an LXP a personalized learning environment where each learn depending on their diverse skill sets. This helps to narrow the organization’s skill gap and make them future-ready. KREDO, one of the best LXP platforms, has won accolades and awards in the past 3 years, including the coveted Brandon Hall Group Gold Award 2023 for excellence in “Best Advance in Learning Technology Implementation”. To explore the KREDO Learning management system, book a free demo or write to us at <suresh@tesseractlearning.com>

Transform Your Remote Training with KREDO: The Ultimate Learning and Development Platform

Meeta Agarwal

Introduction Post-pandemic, remote working has been accepted in the corporate world to various degrees. According to WFHResearch report, 12.7% of full-time employees work from home, while 28.2% work in a hybrid model, as of 2023. An Upwork report estimates that 32.6 million Americans will work remotely by 2025. Therefore, corporate training must also aim for the cloud to empower remote employees. Well, not just metaphorically, but literally too, remote training must take the online trajectory to meet the learning goals. A dynamic learning and development (L&D) platform becomes vital for scaffolding remote training. Learning and Development Platform for Remote Workforce A transformative eLearning platform stitches all the processes required for creating an unparalleled learning experience for remote employees. Its role is not limited to the creation and management of users, and user groups, the scheduling of content delivery, and monitoring learning behavior. An efficient eLearning platform drives engagement, a critical factor for increasing the learning quotient amongst remote workforces. In addition to simple administration, KREDO learning platform has an inbuilt authoring tool, Classrooms feature, and various integrations for collaborative learning and learning paths for continuous learning of the workforce spread across various geographies. Let’s see how the KREDO learning and development platform can redefine the training of remote employees. User and User Groups for All To begin with, entire staff can be added as users to KREDO, irrespective of which location they are based out of. They can be clustered into different user groups based on their verticals, departments, professions, seniority levels, and any other differentiators. Scenario: A global food and beverage company with operations in nutrition, and wellness products can create user groups as per verticals, products, and departments to assign specific courses to that group and schedule a series of eLearning courses for each learner (2+ lakhs). Learning Pathways KREDO administrator or training manager can add customized learning pathways for each user and user group across the globe. Courses, webinars, resources, and surveys can be added in different combinations to the various learning pathways. These learning pathways can last the entire life cycle of the employees. It is endless for user groups, where different employees can be added or removed at any time. Scenario: A maritime company providing port services, ship services, and management may create several learning pathways for each of its services. It can add leadership webinars for the crew management team and simultaneously add risk management memory boosters for the risk management middle-level officers. The company has a presence in several ports around the world. Did you know?Every engagement with learning assets gets the learner some points. The greater the number of points, the higher the ranking on the leader board. eLearning Courses for the Moment of Need It is simple to add the SCORM files of online courses to the KREDO learning and development platform. Alternatively, courses and gamified assessments can be created rapidly with the inbuilt authoring tool, which has a palette of 60+ ready-to-use templates.Additionally, learners can enhance their knowledge through LEAP, or the Learning Essentials Achievement Program. It is a set of paid online courses, certifications, and specialization tracks that have been identified from Edx, Udemy, Coursera, and many other global content and verification providers. Supporting reference material can be placed in Resources, MOOC Content, or External Content. Scenario: A manufacturing company can add their previous eLearning courses to KREDO and continue to create more courses using KREDO’s authoring tool. Their learners can access paid courses from other content providers and get certification of course completion. KREDO learning platform offers a unique blend of self-paced and collaborative learning. Collaborative Learning While each remote employee can access both the assigned and open courses at their convenience, they can also learn collaboratively. Collaborative learning is vital for creating a bond amongst remote employees and for deepening engagement. Let’s look at some of the features that drive engagement. Classroom The administrator of the learning and development platform, or the training manager, can manage online and offline coaching sessions. Webinars Meetings, discussions, and training can be held on Zoom, Teams, or Google Meet on the KREDO eLearning platform itself. Discussion Forums Ask your queries, seek clarifications, suggest, or place your request for any eLearning course or asset through discussion forums on KREDO. Scenario: A food delivery company that is also engaged in grocery and courier delivery has lakhs of delivery partners. How can it manage uniform service standards and engagement across such a massive workforce? It can create weekly, monthly, etc. webinars for training and communication. The delivery partners can discuss their concerns and learn from each other’s experiences on discussion forums. Did you know?Any team member can share their knowledge learned on the job by raising the request for being a trainer. Localization eLearning courses built in KREDO can be created in any base language and translated into multiple languages swiftly in which the remote staff communicates both internally and externally. Scenario: A global automotive company has factories in more than one continent, and the shop floor staff speak different languages. The company translated all the SOPs into several languages so that it could maintain uniform quality standards across the organization. It included SOPs like assembly line setup and configuration, engine assembly and testing, material procurement, safety, welding, and metal fabrication, to name a few. Conclusion KREDO is the ultimate learning and development platform for organizations ranging from small companies to big enterprises across all industries and domains. We train our clients on the features and functionality of the KREDO eLearning platform. This includes detailed coverage of the responsibilities of an admin, author, manager, and learner. KREDO has also been recognized as ‘Easiest To Do Business With’ and ‘Fastest Implementation’ in the recent G2 spring reports 2024. KREDO has won accolades and awards in the past 3 years, including the coveted Brandon Hall Group Gold Award 2023 for excellence in “Best Advance in Learning Technology Implementation.” To explore the KREDO Learning management system, book a free demo or write to us at <suresh@tesseractlearning.com>

KREDO LMS: Travel Your Learning Pathway and Charter Your Success Story

Meeta Agarwal

Intro Summary Axons, body fluids, and journeys- each vital components of life, share a commonality: they all chart a course toward a set goal or destination. Similarly, learning is a continuous journey that needs to be traveled on specific roads for personal and organizational success. In this article, we will focus on how a curated path can give direction, acceleration, and structure to your training program. Introduction If you are walking down the right path and you are willing to keep walking, eventually you will make progress. ~ Barack Obama A pathway in the learning journey serves as a force in the learner’s journey, marked by milestones that lead to a predefined learning outcome. A learning pathway provides structure to the training program and makes it more organized. It sets trajectories and lets the learners track their progression, ensuring sustained motivation and focus To summarize, some of the benefits of a learning pathway are: These learning pathways can be seamlessly created withing a Learning Management System (LMS). As per a recent poll, a LMS learning pathway is vital to deepen learner engagement. It is a potent learning scaffolder. Embark on Excellence, with KREDO LMS Learning Pathways In KREDO, the ability to create users and user groups and assign courses at different intervals is just the beginning. But it is not just courses that can be added as milestones in a learning path. There is much more to it…. KREDO LMS learning pathway can be dotted with virtual meetings, classrooms, surveys, catalogs, resources, assignments, and external content. Simply drag and drop each of them into the learning pathway. Let’s explore each of them…. eLearning Courses KREDO, supports hosting eLearning courses through SCROM files and building rapid courses using its authoring tool, including memory boosters. These courses present on the learning pathway allow you to visit them at your convenience, fostering a self-paced learning environment. Inbuilt Assessments In addition to eLearning courses, KREDO LMS allows the creation of formative and summative assessments. These assessments, strategically placed along the learning pathway, serve to reinforce learning and evaluate knowledge assimilation External Assignments The platform enables the creation of diverse ae assignments- audio, video, PDF, document, Excel, image, etc.- assignable to different users and user groups. Assessments and assignments play an important role in training as they serve as a bridge between the zone of proximal development and the zone of achieved development. Virtual Meetings LMS with integrated video conferencing opens doors to great possibilities. This integration allows the learners to participate in webinars, meetings, Q&A sessions, and sessions with experts to gain and retain knowledge. It supports blended learning, where self-paced courses and virtual instructor-led training (VILT) complement each other. One can schedule virtual meetings through Microsoft Teams, Google Meet, and Zoom. Resources KREDO LMS allows the addition of extra resources in various formats such as PDF, document, excel, PowerPoint, image, audio, video, maps, etc. to cater to learner’s needs. Classroom KREDO LMS Classroom facilitates the management of online and offline instructor-led training to help the learner move to the zone of achieved development. One can schedule sessions, stream them, track attendance, share resources, and conduct assessments all from the same eLearning platform. Even classrooms can be dragged and dropped into the learning pathway. Others Additionally, one can add Massive Open Online Courses (MOOCs), surveys, catalogs, and articles to deepen the learner’s experience and engagement. If the option is enabled by the admin, manager, or author, then the learner can include LEAP courses in the learning pathways. A learning path can be created with multiple learning assets and there can be multiple learning assets of the same type. For example: 3 courses, 2 virtual meets, 2 resources, 3 assignments, etc. If the force navigation is disabled, these assets can be rearranged provided no one from the published list of users has started working on this learning path. When ‘Force Navigation’ is enabled or disabled, once a learning path is published, any of the existing learning assets in the learning path can be deleted, and the course schedule can be edited. From the Learner’s Lens When the learners access their dashboard, they encounter the learning pathway with various milestones. It could include courses, video meetings, classrooms, memory boosters, and resources scheduled for training. While courses and resources provide for self-paced learning, classrooms, and virtual conferences help with collaborative learning. What’s more? It all happens on the same eLearning platform. For example, the learning path in the given image has two courses, a classroom, a resource, and a survey included. Conclusion: Learning is a journey and in the journey of learning, KREDO LMS crafts unique and personalized learning pathways. Loaded with several features and integrations, KREDO, an LMS/LXP, offers an unparalleled learning experience. To know how to transform your employee training environment with the award-winning learning management system KREDO, contact us or write to us at suresh@tesseractlearning.com.

KREDO Classroom: Scaffolding Learning – Part 2

Meeta Agarwal

Introduction Summary Simplifying complexity is an art, and in Part 2 of KREDO Classroom: Scaffolding Learning, we’ll delve into how anyone, including Anna, can efficiently manage both offline and online instructor-led participation through KREDO eLearning platform. Introduction Recalling Anna’s objective of organizing Diversity, Equity, and Inclusivity (DEI) training sessions for employees across five countries with four trainers in the first month. Let’s explore the straightforward steps to coordinate it all seamlessly from a single touch point, i.e., the KREDO LMS. Create Users and User Groups Anna logs into her KREDO account, effortlessly adding users individually or in bulk. She categorizes them into user groups on departments, teams, levels, and includer’s the trainer’s names. Create Assessments Moving forward, Anna creates pre- and post-session assessments to measure learning outcomes. These assessments offer insights into whether users have progressed from zone of achieved development from the zone of proximal development. Within the course section of KREDO, users can easily create assessments using the platform’s inbuilt authoring tool with a wide range of course and assessment templates. Note: Anna creates assessments, user groups, and classrooms exclusively, all from the KREDO learning management system. Create Classroom From the Menu section, Anna accesses the Classroom screen. She populates the following fields: *The sessions can be online and/or offline. The location can be chosen, and the frequency of repetition can be predetermined. KREDO learning management system has integrated Google Meet, Teams, and Zoom for online sessions. Yes, you or Anna need not go to a separate platform to stream the sessions. Add Resources and Surveys Anna enhances the KREDO Classroom with supporting resources and surveys designed to gather learner feedback on their session/webinar experience. Track Attendance Do you need a separate software to track attendance? NO! You can track attendance through a QR scan code in KREDO Classroom for convenient attendance recording.. Add Sessions Anna can add sessions dynamically between the start and end dates. She effortlessly selects target learners, assigns pre- and post-assessments and finally publishes the Classroom. The learners receive the message of Classroom creation both in the email and the KREDO learning management system. Simple and all-inclusive. In this era of the hybrid workplace, KREDO Classroom brings the best of online training: both self-paced and instructor-led learning. Scheduling sessions, streaming them, tracking attendance, sharing resources, and conducting assessments are all made possible by the same eLearning platform. Classroom can also be added to the KREDO learning management system learning paths as milestones. This is an integral for continuous learning. In Part 1 of KREDO Classroom, we saw how Anna managed instructor-led webinars through different platforms in a most complex manner. Now, she manages her Classrooms seamlessly by KREDO LMS. She is present. Are you present? Conclusion The future of your training is in this Classroom. KREDO learning management system is powered by wide integrations and inbuilt capacities. KREDO LMS is charting roads less traveled in defining learning transformations. It has won accolades and awards in the past 2 years, including the coveted Brandon Hall Group Gold Award 2023 for excellence in “Best Advance in Learning Technology Implementation”. To explore the KREDO learning management system, contact us or write to us at suresh@tesseractlearning.com

KREDO Classroom: Scaffolding Learning – Part 1

Meeta Agarwal

Introduction Summary Learning management systems serve as invaluable tools for scaffolding learning in both corporate and educational sphere. In this article, we will turn the spotlight on one of the features of KREDO Learning Platform, which is Classroom. This platform seamlessly integrates virtual instructional-led training (both online and offline), meeting platforms, pre-and post-assessments, surveys, and more. Part one of this exploration is presented here, with a follow-up article to come. Introduction In 2022, Alice Macharia Njuguna and Gikandi Joyce, published a research paper titled “Using Learning Management Systems to Scaffold Collaborative and Interactive Teaching and Learning” in The Journal of Social Media for Learning. The study highlights the significance of LMS tools as crucial scaffolds for collaborative and interactive learning. When used correctly , they can improve learning outcomes in both synchronous and asynchronous situations The faculty must be assisted in selecting the right tools and ensuring that the right training will be provided. The faculty could be an SME, a peer, a team leader, or anyone else. Instructional scaffolding is a method that allows students to learn with the help of a more informed individual. Soviet psychologist Lev Vygotsky developed the concept known as the zone of proximal development. In this zone, the learner does not have a certain set of skills but can learn them with help and guidance. “A teacher affects eternity; he can never tell where his influence stops.” – Henry Adams KREDO Classroom So, what is it? KREDO LMS Classroom helps you manage online and offline instructor-led participation to help the learner move from the zone of proximal development to the zone of achieved development. Let’s look at a scenario. Anna organized a series of training sessions on Diversity, Equity, and Inclusivity (DEI) for all middle-level employees across 5 countries. She has zeroed in on 4 trainers for the first month. Here are some steps she followed in the process. She schedules a live stream from one of the meeting platforms for each of them. Then she creates a sheet to manually mark the attendance. Each time, she creates different groups to share the meeting link. The emails will be resent with resources and assessments. She plans to send the survey forms too. Well! This is a long, arduous path. The tasks are being managed separately on different platforms. What if there was a way to streamline all these tasks within one learning platform? In Classroom, you can: Within KREDO learning management system: While using Classroom, all of these functionalities are consolidated in one place, fostering an unparalleled learning experience. Employees, customers, and distribution channels can all connect from around the world to learn in collaboration. What’s more? Classrooms can be added as milestones in the learning path, just like courses, resources, memory boosters, and meetings. “The future of the world is in my classroom today.” ~ Ivan Welton Fitzwater So how can Anna easily manage instructor-led sessions through the Classroom of KREDO learning management system? The process unfolds in the next article. Stay tuned. Conclusion KREDO LMS is a rapid-learning management system that helps you manage your instructor-led training from one window. This is made possible because of its extensive integrations and inbuilt capabilities. You can create and manage content assessments with its inbuilt authoring tool, which comprises a repository of 70+ templates for interactivity, gamified elements, assessments, etc. You can create and manage users, user groups, and live-stream sessions. With Classroom, you can do all of it together. KREDO Learning Platform is redefining the trajectory of technological evolution in the learning industry. It has won accolades and awards in the past 3 years, including the coveted Brandon Hall Group Gold Award 2023 for excellence in “Best Advance in Learning Technology Implementation”. To explore the KREDO Learning management system, book a free demo or write to suresh@tesseractlearning.com, and we will take it from there.

LMS With Integrated Video Conferencing – Expand the Bandwidth of Training Program’s Success

Meeta Agarwal

Intro Summary Video Conferencing solutions have successfully broadened access to various services including health care, training, and education, etc. with positive outcomes. But what if these platforms are integrated into your learning management system (LMS)? Can this integration enhance the effectiveness of your training programs? In this article, we will explore how an LMS with integrated video conferencing has the potential to transform online learning landscape in education and corporate training. Introduction Let’s consider a scenario – a conversation between two learning and development (L&D) team members. James: Hi, Sarah, can you tell me how many SME webinars have we conducted for our employees last month, and the response from different departments and employees? Sarah: I can check the number from my Excel sheet, but it will be difficult to comment on the response. We can manage and schedule courses on an LMS, but how do we do the same for webinars and instructor led training? James: What if we schedule these webinars and virtual meetings through an LMS? Sarah: Well! Tell me more about it…. James: An LMS with video conferencing integration not only manages and schedules virtual meetings but also monitors the learner’s behavior vis-à-vis these online sessions, similar ti what we do with the courses. Let’s look at the benefits of an LMS with integrated video conferencing. Advantages of Learning Management System with Video Conferencing A learning management system and video conferencing solutions have been used separately and successfully for learning outcomes. But when they come together, they create powerful possibilities! Supports Blended Learning LMS with integrated video conferencing opens possibilities for quite a few convergences. Firstly, it allows for an assortment of mediums, providing a healthy mix of abstract and concrete learning experiences. “Audiovisual materials furnish one especially effective way to extend the range of our vicarious experience.” ~ Edgar Dale As per ‘Cone of Learning’ by Edgar Dale, videos provide a more concrete experience than mere icons, text, or visuals. The learner can participate in meetings, Q&A sessions, and converse with experts to assimilate the knowledge and retain it more efficiently. Secondly, video conferencing through an LMS facilitates virtual instructor-led training (VILT), creating an environment for blended learning. The learning paths in such a learning management system can include not only courses and resources, but also meetings, webinars, Q&A sessions, and other live training events. It allows the creation of a healthy balance – guidance from instructors and the freedom to go through the courses at a convenient time. Thirdly, both the courses and the video meetings can be scheduled and managed from the same platform, which is the LMS. Monitor, Manage, Measure Similar to courses, video-based training events can be scheduled and monitored through an LMS The effectiveness of these sessions is measurable through learner’s feedback on live events! Additionally, all the resources shared during the meeting can be added seamlessly to the learning path in the LMS. Automate Admin Tasks An LMS with video conferencing automates several administrative tasks such as attendance, training reminders, etc . This allows the learning and development team to focus on creation of engaging learning experiences using content, design, and user interface. The learning management system already has the users and user groups added. The video conferencing integration will obviate the extra effort and time to manually schedule the meetings for the learners. The user groups can be created to include members of any department, team, or any other set of learners. Streamlined Processes The client review processes can be efficiently managed when video conferencing is inbuilt in the LMS. The number of iterations and file versions can be tracked easily based on the review dates. The training processes across geographical boundaries can be managed effectively, as the video conferencing feature in the LMS can help scale the training program across the globe. The dialogue between James and Sarah sets the context for the appraisal of the benefits of an LMS with the feature of video conferencing. The scope of integrated video conferencing in an LMS includes: Video conferencing integration in LMS helps to scale training programs across the globe. It increases the chances of team collaboration, productivity, and engagement. Conclusion Learning Management System with Video Conferencing integration facilitates real-time interactions and promotes active learner engagement. Our LMS, KREDO is a learning management system which has integrated three video conferencing platforms: Microsoft Teams, Google Meet, and Zoom. KREDO – Simple to Create, Smart to Express, Effortless to Learn. It is a confluence of technology and communication, creativity and simplicity, purpose and fun, individual empowerment, and corporate excellence. You can activate various web conferencing tools from the ‘Marketplace’, and they will be reflected in ’Virtual Meetings’. Connect with any of these tools on the same platform and schedule a meeting in just a few steps. The users can view the meetings’ schedule in KREDO as well as get a notification via mail. The scheduled meetings can be added to the learning path through a simple drag-and-drop interactivity. The recorded meetings can be shared and stored in the LMS as resources for future reference. It is amazing how the convergence of LMS and video conferencing frees up your time while making your training program more efficient. Video conferencing, engaging templates, and lots more. If you wish to explore our LMS, authoring tool -Prodient, and eLearning creation services, contact me or leave a comment below and we will take it forward from there.

Never Give Up! Remediation in Learning Management System KREDO

Meeta Agarwal

Intro Summary One who keeps trying never fails. Learning a new concept requires practice, practice, and practice. An effective learning management system (LMS) allows the learners to take the assessment repeatedly after going through the content till they become proficient at it. This blog will focus on the ‘Remediation’ feature in the learning management system KREDO. Introduction People mostly fail only when they give up. KREDO never says there is no failure, and possibly just when you think there is now way, we show you a way. Let’s see why. KREDO is one of the fastest learning management systems (LMS) with an inbuilt authoring tool developed on the foundation of flexible learning. One can create formative and summative questions with the remediation feature. So, what is remediation? Remediation in eLearning allows the learner to revisit the content if they fail a knowledge check. Having revisited the content and grasped the relevant and requisite knowledge, the learner can reattempt the assignment again. This will help them understand and apply the actual knowledge in real-life work situations than what they perceived it to be. Learner: “Oh! I could have got it right in the next attempt.” Multiple Attempts There are several ways to check the understanding of the learner in the eLearning environment. The feedback with the correct answer can be displayed right after the first attempt. However, a learning management system can let the learner make repeated attempts. A feature to lock the question so that the learner cannot proceed till they have completed the assessment is significant. One can also define the number of times the eLearning course can be taken by any learner. And to make it even more robust, you may also set the number of attempts even for an assessment. Learner: “But, I don’t know the answer. I have not understood the concept. Do I need to take the course all over again to understand the concepts and pass all tests?” Remediation Remediation in KREDO allows a learner to revisit the content in question to understand the concept and then apply the learning to pass the quiz. They do not need to take the eLearning course all over again to successfully take the assignments. The ‘Remediation’ feature has three options. The author of an eLearning course can direct the learner to a web link, a PDF, or a page in the course itself, all to replenish their memory of what the learnt prior to getting to a question or an entire assessment For the third option, there is a dropdown menu that lists all the created pages of the course. Remediation can be set to any page in the course, which obviously is the page we’d like a learner to go back to, to refresh his/her learning. If the author has locked the question, then along with the feedback for the wrong answer, there will be the option to ‘Relearn’ and retry the question or even questions. An assessment can have a minimum of one question, or a maximum of ‘n’ number of questions and remediation is unique to each question not for the overall assessment that comprises questions. Now, who can be the author of eLearning courses in KREDO? The answer is, anyone! It could be managers, quality analysts, business developers, SMEs or anyone from the organization’s various departments who has access to a laptop or a desktop. The use of the remediation feature highlights the fact that the corporate training program is learner-centric and empathetic. The inclusion of a human-centric approach also shows that the management is supportive and wants the team to grow with the company. Every learner has a different grasping power and learning style. The remediation feature in the learning management system takes cognizance of this fact. You can use this feature to make your eLearning course engaging with all your employees irrespective of their learning capabilities. Remediation works well, both with an expert and a novice. Whether it is how to identify hazards, filling out a risk assessment form, planogram technique, safety procedure, customer management, sales tips, policies, etc., if you haven’t got it right the first time, it’s fine. Revisit the content and complete the assessments. No more feedback via email, no more length discussions to assess what went wrong, and no more long meetings to dissect an assessment outcome. Conclusion You can create courses on the go and roll out mandatory programs with smaller teams. This will help reduce the custom eLearning course lifecycle. Loaded with several features and integrations, KREDO, an LMS/LXP offers an unparalleled learning experience. To know how to metamorphose your employee training environment with the award-winning learning management system KREDO, write to us at suresh@tesseractlearning.com.

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Ensure Seamless Learning And Efficient Training To Your Employees Using A Learning Platform

Suresh Kumar DN

Introduction Summary You need a group of adaptive, skilled, and proactive employees to propel your business forward in today’s competitive market. Providing timely and continuous training to your employees using a learning platform can make the job easier for you. This article will look at how you can achieve employee training goals with an intuitive learning platform. Introduction An online learning platform helps to manage training materials, create courses/programs, and assign courses/programs to your employees and business groups. A learning platform for employee training manages the complete training delivery process, tracks the learner’s progress, and provides analytics and reports that are learner-specific and company-centric. Your employees can access training content and additional learning collaterals and complete assessments or tests. The company can review the overall performance of all employees through reports/analytics. In today’s modern era, a learning platform is always designed to work with smartphones, tablets, and laptops. It offers every essential feature you need to accelerate the training needs and achieve the training goals of your employees in the present mobile-friendly professional world. A learning platform helps deliver continuous learning to beat the forgetting curve and optimize the employee’s performance at work. You can easily build continuous learning journeys for various business verticals in your company and train employees no matter where they are. Employees get instant access to courses created in the learning platform and courses from global content aggregators. Also, companies get great value at reasonable prices. Now, let us look at how the learning platform helps you to achieve your employee training goals. Effective Use of Learning Platforms Learning Platforms Provide Organized Learning Content for Easy Access Due to limited attention spans, modern corporate learners often process information in small chunks. If you have organized content and additional supportive information, you can produce effective microlearning modules and nano learning and eLearning modules. This is why we offer mobile learning courses in small and easily digestible bites, making it easier for your employees to understand and remember the learning content. With the help of a learning platform, you can control developing and customizing the course content. You can even organize the learning modules based on specific job roles, business groups, topic relevance and importance, and the requirement of more or less content. Learning platforms allow you to save all your learning resources in a centralized, safe location on a server with a configurable option to download the same. Your employees can access the materials when they want at any time. Learning Platforms Allow to Offer Personalized Learning A good learning platform offers personalized learning paths with hybrid or blended learning approaches. The learning paths align the training per individual aspirations and organizational needs. Your employees learn at their own pace as well as at the moment of their need. You can create specific learning paths or pathways for different needs like new joinee onboarding, new business processes, or compliance training. Moreover, you can easily configure learning paths and deliver personalized learning content to your employees based on their roles and responsibilities. Learning Platforms Promote Comprehensive Learning A good learning platform allows scenario-based learning and gamification to make the courses more engaging and intuitive. Mandatory training offered through a learning platform help to build awareness about standard procedures, processes, protocols, and practices. A good learning platform allows for training in functional aspects, technical knowledge, and soft skills for career development. Remediation actions and reinforcement strategies help to fill the learning gap identified in employees, overcome the forgetting curve, and equip the employees to be more competent at work. Learning Platforms Offer Advanced Features With the powerful technical framework leading to AI-based outcomes, a learning platform engages your employees by connecting them to the relevant information, also based on employee skills and competencies, whenever and wherever they need it. The learning platform also contains several features that simplify course creation. You can seamlessly integrate the learning platform with other human resource management (HRM) systems, information management systems, and business intelligence tools to provide holistic training to your employees as per your organization’s individual training needs and strategic business goals. Conclusion A dynamic and effective learning platform is essential for achieving the employee training goals of your organization. You can enrich the solutions in your corporate training strategy using a learning platform like KREDO. Build a culture of learning in your organization by creating dynamic courses for an unparalleled learning experience with this solution. KREDO offers multiple benefits—simple to create courses/programs, smart to express, and effortless to learn. KREDO learning platform by Tesseract Learning makes delivering employee training programs effective and easy. Today, it is a guide, a support system, and an integrator for many organizations. Our creation went beyond saving costs, working on profit margins, and managing teams. A learning platform making a profound impact across business verticals and industries is essential. This platform is an evolving intervention that keeps shifting gears in a manner that makes your journey sustainable. It confluences technology and communication, creativity and simplicity, purpose and fun, individual empowerment, and corporate excellence. When you make the right training decisions and choose the right learning platform, your business, both locally and worldwide, will enjoy the real benefits through a workforce that can work from home or work from the office and still keep upskilling. If creating a culture of learning in your organization is your priority, write to us at suresh@tesseractlearning.com

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