Organizational transformation is crucial if your business wants to remain competitive and adapt to an ever-evolving market. To drive this transformation, you should utilize new technologies and develop your employees to build new skills to meet shifts in customer demand and expectations.

One tool that enables your business to achieve this is a learning management system (LMS). LMSs have a range of features to help you cultivate a culture of learning. Organizational transformation can only succeed when your workforce has the appropriate skills, tools, and mindset — and an LMS helps with all three.

Accordingly, we’ll analyze how you can use your LMS to enable organizational transformation. We’ll explore some of the most important LMS features for organizational transformation and how to align these features with your goals. For more information, download our eBook, The ultimate guide to choosing the right learning platform for your business.

Understanding organizational transformation

Organizational transformation is a business strategy that focuses on getting your organization from where it currently is to where it needs to be to meet its goals. Organizational transformation can be achieved by:

Developing your workforce is at the heart of organizational transformation. You can’t expect transformation to succeed without focusing on employee development and growth. With so many aspects of business constantly changing — including technology and customer demands — it can be difficult to ensure success without organizational transformation.

Given this, implementing a transformational strategy allows your organization to:

Have a happier, more productive, more engaged, and more efficient workforce

When implementing a transformational strategy, you must identify the key LMS features you want to use. We recommend doing this before selecting an LMS provider to ensure the program you choose has all the features you need.

You’ll also want to ensure your LMS will continue to meet your needs as you implement your transformational strategy. For example:

Is your LMS flexible enough to grow with your organization?

Can you effectively manage and author content?

Can you curate skill development pathways?

Can you implement gamification to increase engagement?

Does it integrate with your existing systems?

Is it user-friendly for administrators and learners?

Aligning LMS features with organizational goals

For your LMS to help your organization transform, its features must align with your goals. For example, if part of your strategy is to upskill employees, then personalized learning paths are imperative. Or, if you want to streamline onboarding and reduce the time spent on admin tasks, you’ll need to integrate your LMS with relevant HR systems. 

Your leadership team should play a key role in implementing your LMS. Company-wide LMS buy-in will ensure you have the resources, time, and budget you need for LMS implementation to succeed. 

What are some key LMS features to consider? 

Depending on your transformational goals, some of the LMS features you may want to consider include:

Go1 integrates with a broad range of LMS providers so you can deliver learning content that aligns with your transformation goals

Go1’s comprehensive content library gives you access to industry-leading skill development content that you can use to develop your workforce.

For more information, speak to an expert today to discover how Go1 can support your organizational transformation goals.

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We’ll analyze how you can use your LMS to enable organizational transformation, including the most important LMS features for organizational transformation and how to align these features with your goals.

How to select LMS features that enable organizational transformation

Introducing a learning management system (LMS) to your organization will change how your employees upskill, learn, and develop. Not only that, but an LMS can help streamline processes, making it an exceptional tool for administrators, HR teams, and managers.

However, getting the most out of your LMS requires an initial investment of time, money, and resources, as well as continued development to make it as efficient and effective as possible. You must also ensure your workforce engages with your LMS to optimize its impact. 

Accordingly, you must get buy-in for your LMS from every level of your organization, from entry-level employees to senior leaders and stakeholders.

With this in mind, we'll explore how to get LMS buy-in at your organization, focusing on getting buy-in from stakeholders and key decision-makers. 

Your business only grows when your employees grow. So, to provide employees with the materials, tools, time, and flexibility they need to learn in a busy environment, you must utilize an LMS.

As such, stakeholder buy-in is crucial. A study revealed that more than a quarter of HR managers fail to attain leadership buy-in for L&D initiatives, which will grind employee development to a halt. Without your stakeholders on board, you won’t get the resources and budget you need to make your LMS effective. 

Yes, low-cost options are available, but they don’t offer the functionality or features your business needs to grow. In contrast, the right LMS for your business will align with your unique needs and goals to create a culture of continuous learning. In turn, this helps your business reach its objectives.

Identify key stakeholders and decision-makers

The first step to securing buy-in is identifying key stakeholders and decision-makers. Examples of stakeholders may include:

Many stakeholders will already be familiar with the value of training and development. For others, you may need to demonstrate the benefits of an LMS so they understand why they should buy into using one at your organization.

To maximize your chance of getting stakeholder buy-in, ask yourself a simple question: what pain points do your stakeholders face that an LMS can fix? Speak to stakeholders to understand what issues they want an LMS to address. Then, you can ensure your chosen platform addresses these concerns. 

Perhaps a lack of flexibility, admin frustrations, or too little time for learning is holding your team back. Whatever your needs, addressing specific issues an LMS can help with will make it easier to get stakeholder buy-in.

An LMS is an effective tool to organize and deliver training. However, its value goes far beyond these features. Monitoring employee engagement and creating detailed reports allows you to optimize your L&D strategy. These features offer valuable insights so you can make data-led decisions. With these tools, you can align learning with your organizational goals to increase the ROI of your investment.

When getting LMS buy-in from stakeholders, you’ll invariably face pushback in some capacity. Investing in an LMS requires time, effort, and resources to make it a success. So, naturally, concerns and obstacles will arise. 

Common issues you may encounter from stakeholders include:

Does it have a steep learning curve? Different LMSs have different learning curves, but many are simple to understand and easy to use for admins and learners alike.

Does it integrate with existing systems? Many LMSs integrate with the software you already use. If you’re concerned about integration, involve your IT team early in the buying process to ensure your chosen LMS will be compatible with your existing software. 

Will it offer a return on investment? There are many ways to calculate the ROI of an LMS. An LMS can provide a significant return on investment through upskilling, professional development, and improvements to efficiency and productivity.

Will employees actually use it to develop? Open communication and training incentives, such as gamification, will increase engagement. 

Will data be secure? Many LMSs have strict and robust security measures to ensure data is safely stored.

Is enough relevant training content available? Online training providers, such as Go1, have a huge library of courses covering hundreds of different topics. So, whatever your employees need to upskill in, relevant training is usually just a click away.

Develop a comprehensive implementation plan

Stakeholders want reassurance that implementing the LMS will go as smoothly as possible once you have their approval. Therefore, it’s critical to develop a comprehensive implementation plan to ensure any integrations work, there are no costly delays, and users can start learning as quickly as possible.

Steps you should follow to develop an implementation plan include:

Establish a team to oversee the implementation and assign a project manager.

Establish which systems you want to implement the LMS with.

Evaluate the implementation's success and make improvements where necessary.

Once you have launched your LMS, you’ll need to ensure stakeholders stay on board so you can continue building a learning culture at your organization. To do this, you should regularly demonstrate the impact of your LMS. Below are some key metrics you can use:

Engagement data such as sign-ins, course completion, and average assessment scores

Financial data related to learning activities, such as average order value

When stakeholders see that your workforce has embraced L&D and engaged with learning, it showcases the value of an LMS. However, an LMS is only one part of building a learning culture. To do this, your organization should also strive to:

Offer a diverse catalog of learning materials

Celebrate learning successes across the business

Build learning into employees’ PDPs and objectives

Introduce gamification to increase engagement

Encourage managers to offer additional support when necessary

Go1 offers the world’s most comprehensive learning library, ensuring your entire workforce can learn and develop

At Go1, we provide access to a diverse range of industry-leading content providers so you can upskill your entire workforce.

For more information, speak to an expert to discover how Go1 can support your organization's L&D program.

We'll explore how to get LMS buy-in at your organization, focusing on getting buy-in from stakeholders and key decision-makers.

How to get LMS buy-in across your organization

Which awesome content partners have we added to the platform?

Lynne Cazaly: New Ways of Working for Educators

Lynne Cazaly specialises in guiding individuals and teams to embrace innovative and improved approaches to thinking and working. With a reputation as an esteemed international keynote speaker and a recipient of multiple awards, Lynne also brings extensive experience in personalised mentoring, and comprehensive group and team training in both virtual and in-person settings.
 In this course, Lynne illuminates the global shift occurring across schools towards more effective practices. She underscores the relevance of this shift for educators. By participating in the learning, you will understand how to overcome, overwhelm and overload to become more productive, creative, collaborative, and effective.

Little Earthies: Teaching Integral Ecology in the Classroom

Little Earthies passionately empowers individuals and groups to implement ecologically sustainable practices in schools, homes, and communities, fostering positive environmental impacts at local levels. Their inclusive approach builds capacity for responsible resource management and sustainable productivity while inspiring connections with the natural world. Their online course delves into Pope Francis’ Laudato Si’ encyclical, which highlights the imperative of addressing ecological crises. Gain insights into integral ecology for personal and professional growth and access practical resources to drive change within your school and community.

Lisa, a dynamic author, educator, and consultant, collaborates with schools to enhance literacy practices, drawing from extensive experience with students and teachers worldwide. Her love of storytelling, exemplified by her own TV series and radio program, underpins her belief in the power of narrative to foster empathy and community. The Writer’s Notebook identifies the transformative potential of creative exploration and idea generation and provides practical strategies to integrate into your teaching repertoire. 

Which great content partners are coming soon to EC Premium?

TeachThought is driven by a mission to revolutionise education by fostering the development of forward-thinking educators. Dedicated to pioneering innovation within K-12 education, TeachThought functions as both an idea and a brand. This mission is actively pursued by promoting advanced pedagogical approaches and global collaboration with various organisations. Their upcoming course centres on project-based learning, exemplifying their commitment to progressive teaching methodologies.

Our Featured Playlists are included in all schools’ Learning Hubs and are a great way to see a variety of high-quality content from different providers, all with just one click.

In our schools, we collectively bear the responsibility of cultivating a workplace that exudes warmth, efficiency, and enthusiasm. An environment where collaborating with individuals who share the pursuit of personal and professional excellence serves as a catalyst for reaching greater heights. School Workplace Skills for Everyone is a playlist designed to embolden your career journey. Whether you’re delving into strategic planning, refining interpersonal abilities, optimising meeting management, honing software proficiency, or mastering time management, there’s a resource included that is tailored to your needs. 

Rutherford Technology High School can be found in the city of Maitland in New South Wales, Australia’s Hunter Region. With around 1,200 enrolled students, the school is dedicated to helping each student realise their full potential, emphasising values like Respect, Responsibility, and Commitment. Rutherford is our newest addition to the EC Premium platform, and they’re rolling up their sleeves to develop pathways for staff development through EC Premium that’ll support targeted learning when and where it’s needed the most. So, a big shoutout and a warm welcome to EC Premium Rutherford Tech!  

Joe is an Account Executive at EC by Go1. Having been with Go1 for over five years, Joe has a strong understanding of the product with effective experience in aligning with the needs of our schools and partners. He has worked across various teams at Go1 and brings a wealth of knowledge in the education sector. Joe holds a degree in Business Management and his favourite subject at school was geography. Fun fact: Joe is the undisputed table tennis champion in the office! 

For more insights, subscribe to the Go1 newsletter to stay on top of all the latest L&D trends. Or, you can book a demo today to find out how Go1 can help with your team’s learning needs. 

In the August edition of the EC Premium Content Insider, we'll take you through some  awesome new content partners and shine a  spotlight on Rutherford Technology High School.

The EC Premium Content Insider – August 2023 edition

In the August edition of the EC Premium Content Insider, we'll take you through some  awesome new content partners and shine a  spotlight on Rutherford Technology High School. 

Choosing a learning platform, finding content, and designing a new learning program are all fantastic steps toward building a learning culture at your company – but your work doesn't end after your learning program has been created. Once you have a new learning program in place, you’ll need to support employees as they start using it. Luckily, we’ve gathered some tips from Go1 customer Orbus Software on how to help employees adapt to a new learning program. 

Orbus Software partnered with Go1 to create a brand-new onboarding program for their team. However, rather than requiring employees to learn an entirely new system, Orbus launched their onboarding content within the learning platform they already used. “We integrated Go1 into our LMS to make the transition to utilizing Go1 content easier for our team,” said Penny Simpson, Global Head of Learning and Enablement at Orbus. 

If your company is already using a learning platform, adding new content directly to this platform can save time, reduce stress, and minimize the learning curve for employees. A seamless integration reduces friction for your L&D team and drives learner engagement via easy content consumption. 

Speaking of ease of use, Orbus ensured their team had the training they needed to confidently navigate the onboarding program. “We created a 30-day and 90-day tailored training for account managers and SDRs with clear objectives, role alignment, and capstone projects for performance management,” Penny said. 

Managers at Orbus are also trained to help direct reports use the learning program, track their employees’ progress, and have regular check-ins. Providing managers with training on a new learning program means employees aren’t left to figure out how to use the new program on their own. Instead, they have someone they can reach out to for help with any issues that arise. This also allows managers to be directly involved in their employees’ growth and development. 

“This structure helped prepare our managers for the new onboarding program but also ensures that managers are hands-on during the preboarding stages,” said Penny.  

“The program provides them with checklists, touchpoint emails, and a timetable for course completion throughout the 30- or 90-day program.” 

New hires at Orbus are set up for success, too, as the business automatically enrolls all new employees in the learning program. Automatic enrollment makes the learning process even more accessible, as employees don’t have to search for a sign-up link or the name of the learning program or platform – they receive all this information as soon as they join the company. “This allows for a self-service approach, which drives scalability internally,” Penny noted. 

Although Orbus offers a simple self-service path to learning, they also created a learning enablement team that meets with new employees to answer their questions about the onboarding program. Orbus ensures every learner has a path to success, no matter how much or how little help they need with the learning program. 

Orbus put a lot of effort into launching their new learning program – and the good news is, their efforts paid off. “Since launching the onboarding program with Go1, we have achieved an 82% completion rate for compliance-related content. Not only that, but people are commenting that the compliance training is interesting,” said Penny. “Employees now also feel they understand company values, mission, and role expectations and have reported a strong sense of belonging. This has also been a time saver for middle managers and has helped them focus on coaching and team development.” 

The new learning program has been such a success that Orbus is now working on expanding it. “We have received requests for employees to continue their learning journey, which is invaluable,” Penny said. “With this feedback, we plan to expand the onboarding program beyond account executives and SDRs, as well as beyond the first 90 days of employment.” 

Your new learning program is ready to launch – but how will you help employees adapt? Check out these insights from a Go1 customer.

Insights from the industry: How to help employees adapt to a new learning program

If you want to stay ahead of competitors and ride the waves of market change, investing in employee growth and development is vital. Equipping your employees with the knowledge and skills to navigate challenges in your organization can help you stay ahead of the curve for long-term business growth. In fact, 93% of employees would stay at their company longer if it invested in their careers, making development key for employee retention.

Getting your team on board with professional development can feel challenging. As such, building a business case that demonstrates the value of continuous learning is critical. 

In this post, we’ll explore how to write a business case to win over your key stakeholders, focussing on the importance of professional development, building a business case, and best practices. 

Understanding the importance of professional development

Professional development is crucial in the workplace for several reasons, including: 

Career progression: Promoting professional development shows your employees they have a long career ahead of them in your business. They’ll be able to learn the skills and knowledge needed to progress and will remain loyal to your organization as a result. 

Relevancy: Personal development training ensures your employees’ knowledge is up-to-date. They’ll be in the know with best practices, industry changes, and advancements in their field.

Customer experience: Professional development training ensures your employees have the knowledge and skills to deliver the best service to your clients. 

Employees’ confidence: The more expertise and knowledge an employee has, the more confident they’ll feel. Professional development can ensure employees have the skills they need to thrive in your industry. 

Now you know the value of professional development in the workplace, you’ll need to get everyone on board. Presenting a business case can establish goals and put your ideas into context. But what business case structure should you follow?

Below, we’ll cover how to write a business case, step by step:

1. Align professional development with business goals

Your stakeholders will focus on how investing in professional development can help meet their business goals. 

As such, you should keep your business’ vision in mind when explaining the benefits of employee training, so stakeholders know exactly where money is going and what the return on investment will be. 

Outline how the training will equip employees to do better in their roles and how their growth will benefit not only the team’s performance but the growth of the business as a whole.

For more information, check out our blog on aligning your employee learning program with your overall business strategy.

To work out the ROI of investing in training for employees, you can use a traditional ROI formula. This is the total benefits (net profit) minus the training costs, divided by the program costs. This formula should tell you the dollar amount returned as a benefit for the money spent on training. If you need this figure as a percentage, multiply it by 100.

ROI = (total benefits - total costs) / cost of learning * 100

So, if you expect your training to generate $7,000 in revenue, and the training would cost $4,000, you would calculate:

You could therefore work out that the ROI was 75%.

Estimating ROI is just one way to demonstrate the value of professional development. There are several ways you can use data to support your business case. 

You can use data to support the problem statement of your business case, such as employees having limited industry knowledge. Using data can make your problem statement convincing and accurate. You can use business data to show the frequency or severity of the problem you’re describing. Data can also help you set SMART (specific, measurable, achievable, relevant, and time-bound) objectives for your proposed solution - investing in professional development. 

Anticipating and addressing potential objections from your stakeholders can help you feel prepared. Here are some common objections you may hear in response to your business case:

Limited resources, such as not having the budget for professional development

Limited buy-in, such as having to check with several decision-makers before deciding on your business case

Wrong timing, such as stakeholders saying your ideas aren’t a priority at the moment

By anticipating objections beforehand, you can prepare responses for them. Ensure you have the research, data, and case studies to prove that professional development will make a difference to your employees and the growth of the business. 

Check out our blog on how to motivate your team to invest in professional development for more tips and tricks.

Implementing professional development: best practices

Once you’ve got the go-ahead from key stakeholders, you can start implementing professional development into your business.

Choose the right professional development programs

What skills do your employees need to develop? Perhaps they want to develop new skills or stay up-to-date on industry trends. To ensure your business investment is worthwhile, you’ll need to choose the right professional development programs for your organization. Ask your employees what interests them and what their professional goals are so you can invest in the right training programs. 

Some courses may be designed for entry-level employees who are just starting in the business world, while others will be targeted at senior managers looking to work their way up the career ladder. 

To ensure your employees’ training meets the goals outlined in your business case, you’ll need to measure the impact and effectiveness of investing in professional development.

Want to see how much employees have learned? You can ask how engaged they were with the training through surveys. Additionally, you can look at course completion rates or test scores (if a course requires an exam for completion). The more data you collect, the easier it will be to measure employee satisfaction and ROI.

Learn how to use professional development for organizational transformation today

Now you know how to build a solid business case for professional development, it’s time to start upskilling your employees. At Go1, we have an extensive selection of online training courses that integrate with hundreds of LMS', making learning and development a breeze.

For more information, download our eBook covering 50 tips for increasing L&D business value. Or, you can speak to one of our experts to find out how Go1 can help you upskill your workforce.

Build a business case for professional development to showcase the value of investing in employee growth and development.

How to build a business case for professional development

In today’s competitive business world, investing in employee growth and development is essential. When researching different approaches to professional development, you’ve likely come across several professional development models. So, which one is the right fit for your workforce?

We’ll explore the importance of professional development in the workplace and the benefits and pitfalls of different professional development models. Accordingly, you can identify the best approaches to professional development for your organization.

Understanding professional development models

Professional development is all about building knowledge and skills in your field. People learn differently, so what works for one employee may not suit another due to different levels of experience and expertise. With this in mind, many different teaching and learning styles are available, known as professional development models.

The importance of professional development

There are several ways your employees can work towards professional development, from skill-based training to increased responsibility in the workplace. 

But why is professional development so important? Here are some benefits of professional development for you to consider:

Enables your employees to stay up-to-date with the latest trends and advancements in their field, which can give your business a competitive edge.

Can improve employees’ confidence and credibility, which can help your business maintain its reputation.

Can help employees achieve promotions and raises and take on new responsibilities.

Can unlock new business revenue and sales opportunities as staff learn new skills, which can boost business growth.

Ambitious employees will want the opportunity to grow their careers, so investing in training materials can increase job satisfaction and morale among your team.

Some professional development models you could introduce to your organization include:

Continuing education: Employees could enroll in formal degree programs, workshops, or courses to develop their knowledge. In doing so, they can achieve certificates, accreditations, or other credentials to boost their credibility.

Events: Attending local, regional, national, or internal meetings, conferences, and workshops. Not only are events a great learning tool, but they also offer networking opportunities for employees to meet like-minded professionals, grow their confidence, and promote your business. 

Research: Another form of professional development is conducting research. An employee might spend time researching a particular topic or carrying out customer research to improve your service. They could then present their findings for others to learn from.

Online learning: Online learning allows employees to learn from anywhere in the world at any time. There’s no limit to the topics you can explore through online courses. Online training is more cost-effective than employees attending in-person classes and can easily integrate into your LMS. Check out the benefits of online training for more information.

Increased responsibilities: Assigning employees new projects, tasks, or assignments to develop their skills.

Evaluating the effectiveness of your chosen model

Once you’ve chosen a professional development model, you’ll need to decide how to measure its success. 

One way to measure its effectiveness is to review an employee’s Personal Development Goals (PDGs) and whether the chosen professional development model has helped them reach their goals. Perhaps an employee wanted to improve their presentation skills, so they attended a workshop on public speaking to increase their self-confidence. 

Another evaluation method is asking your employees for feedback on your professional development structure. Did they learn what they expected? Would they have preferred a different approach? You could even ask managers for feedback about their employees’ performance post-training to assess its effectiveness. 

Assigning key performance indicators (KPIs) for your training and development can help you analyze the effectiveness of your professional development models. They also serve as evidence should stakeholders ask if professional development is worth investing in. 

Some KPIs you could use to measure the success of your training and development efforts include:

Choosing the right professional development model for your organization

The professional development model you choose for your employees should suit their learning style, background, and career goals. You can then analyze the pros and cons of each training method to suit their needs.

Here are some factors to keep in mind when choosing a professional development model:

Skills gap: Conduct a skills gap analysis. What training do your employees need? Analyze the knowledge and skills they will require to excel in their roles. 

Types of learners: We all learn differently. To ensure your team’s professional development is effective, you’ll need to choose training that suits each individual’s learning style. Some employees may be auditory learners, meaning they learn best by listening through methods like lectures and conferences. Others may be visual learners who digest information best through diagrams or pictures. 

Methods: Would your employees suit in-person training, or would online courses appeal to them more? In-person training is ideal for hands-on skills that require group work and interaction, whereas online learning is more flexible, allowing employees to learn in an environment that suits them.

Implementing your chosen professional development model

Once you’ve chosen the right professional development model for your business, you can decide how to implement employee training. 

Creating a business case for professional development can help demonstrate its value to your stakeholders by outlining how professional development will benefit both your employees and the business. 

For example, if your chosen professional development model is online learning, you’ll need to choose courses that will benefit your employees the most. Courses are available to suit all levels and abilities, from entry-level employees looking to learn the ropes to senior managers striving for a promotion.

You won’t know if your chosen training model is effective without measuring its impact. You can assess the effectiveness of training through various methods, such as employee surveys, completion rates, productivity, performance, and test scores. From this data, you’ll have evidence to prove professional development’s power and ROI. Be sure to measure the effectiveness of professional development against your goals and KPIs to ensure it’s a good return on investment. 

Learn how professional development can transform your business today

Once you’ve decided on the most effective professional development model for your organization, you’ll be ready to upskill your employees. We have an extensive selection of online training courses at Go1. Integrating learning and development into your business’ culture has never been easier.

For more information, check out our ebook on the 5 new thinking habits for a smarter, stronger L&D. Or, you can speak to one of our experts to find out how Go1 can help you upskill your workforce.

Craft the perfect professional development model for your organization and find the right fit to enhance the skills, knowledge, and abilities of your employees.

Which professional development model best suits your organizational structure?

Amy Wheldon has many skills and interests. She’s a wife, a mom of three, a dog mom of one, a baker, a quilter, a backpacker, a Master Gardener – and she’s the head of customer success at Go1. 

Amy’s multifaceted talents are a great match for the fast-paced and versatile world of startups. In fact, Amy has worked in tech startups for the last 15 years. She grew up in the Bay Area on the cusp of Silicon Valley, went to school at The Ohio State University, where she studied accounting and business, and eventually returned to the tech scene. 

Her wide-ranging experience has given Amy a solid understanding of customer success and how it has changed over time. “I've done marketing, SaaS, EdTech, HealthTech, and FinTech,” Amy said. “I have a pretty robust knowledge of SaaS-based businesses as a whole. Customer success has evolved the last 15 years that I've been doing this – it's really dynamically shifted.” 

So, what does customer success look like today, and what does a Customer Success Manager (CSM) do? 

“I think businesses see [customer success] more as a support role,” Amy said, “but really our job is to enable people [to be] successful with our software to help them reach their desired outcomes. Being a customer success manager or leading a customer success team lets us really dig deep into, ‘What are the challenges that our customers are facing?’ And then build solutions to help them have really, really good outcomes.” 

Go1’s CSMs are “the face of all things Go1 to the customer,” according to Amy, and they act as guides to customers who are navigating Go1’s content library. “We need Sherpas to take us up Mount Everest,” Amy said. “Well, Go1 has this [ecosystem] of content, and we're a guide.” 

A CSM’s typical day begins with them checking Gainsight, a customer success tool that gathers information about Go1 customers. It lets CSMs know whether customers have tickets open, how they're using the product, how often we're communicating with them, when their contracts are scheduled to renew, and other useful information. These insights prompt the CSM to take action. For example, if a customer hasn’t logged into Go1 in the past month, the CSM might reach out and see if they have any issues or need help accessing the product. 

CSMs also spend time in meetings with customers, where they help customers launch the Go1 product and curate content for their organizations. The remainder of their time is spent solving tickets, sending resources to customers, and engaging in other activities to provide support. 

A key part of Amy’s role as the head of customer success involves finding out what customers need and then building solutions to help them succeed. “My job is to help L&D professionals step back and say... ‘What are the learning outcomes that I'm trying to drive inside my company? What are the objectives that I want to get out of this?’”  

If, for instance, a customer wants to inspire a culture of radical honesty in their organization, Amy and her team will help them ensure everyone at their company has access to training on topics like emotional intelligence, giving and receiving feedback, and the value of transparency. 

“Helping customers reach their desired outcomes is like leveling up institutional knowledge,” Amy said. “It's identifying where there might be places for improvement and then helping them find what's in our library that supports their goals.” 

Amy also played a pivotal role in advocating to change the Go1 product to better meet customer needs. Four years ago, Amy noticed that many customers were asking for a way to use Go1’s content within their existing learning platforms. She and another coworker wrote up a business case regarding this request, flew to Australia, and presented the case to the Go1 team. As a result of these meetings, Go1’s standalone content library was created. 

“I just love that Go1 pivoted and built something that our customers truly needed,” Amy said. “Listening to customers and hearing what they need and then being part of building that for them has been incredibly fun. I'm proud of the work that we do, and it keeps me coming back day after day." 

For Amy, the best part of her work at Go1 is that it’s impactful. “Training can change lives, and we are delivering something that helps people help themselves,” she said. “We're doing revolutionary work. AI and VR training and all the things that customers are asking for – we're continually bringing those onto our platform. The fact that we're always seeking out what's latest and greatest in training and the science behind it is super cool.” 

In addition to the work itself, Amy also loves collaborating with her colleagues. "The people that I work with at Go1 make this place just phenomenal,” she said. “This is the best team I have worked with in my entire career.” 

And it’s not just her coworkers that Amy loves working with – she also loves working alongside Go1’s customers. “The customers that we work with are so incredible,” Amy said. “They are the people at organizations that are deeply invested in seeing their internal employees grow and develop professionally, so for me, it's incredibly powerful to be connecting with people that genuinely care about their employees.” 

Through her role at Go1, Amy gets to help people find success every day, which is exactly what she loves to do. “I’m really passionate about this,” she said. “I know it sounds super cheesy, but I've loved every minute of what we're building here.” 

Meet our Head of Customer Success and find out more about the work our Customer Success Managers do.

Meet the team: Amy Wheldon

Gamification is a fantastic way to increase engagement in your learning and development program. To do this, many learning management systems (LMSs) have the option to incorporate gamification, introducing a new, exciting, and competitive way for employees to learn.

The good news is LMS gamification is simple to implement and has many benefits, including increasing engagement rates.

Accordingly, we’ll explore how you can use LMS gamification to improve workforce development, including how to implement gamification to increase engagement.

Gamification means introducing game-like elements to bring a more interactive, fun, and competitive element to online learning. As a result, gamification encourages users to engage more with learning materials, thereby increasing retention and building a culture of learning.

There are various ways gamification adds value and interactivity to learning, including through:

We’ll explore how you can use LMS gamification to improve workforce development, including how to implement gamification to increase engagement.