Vado’s Learning Content is unique because:
1. Short bite sized learning content: Some call it granular, others call it chunked. They mean the same thing—learners want short learning courses. Study after study shows that taking in information in small bite sized chunks leads to increased learner retention. The market has been recognizing this trend of shorter and shorter learning courses, and providers have shortened e-learning courses from 4 hours to 1 hour to 30 minutes. Our learning content takes this trend to the next step to meet the demands of learners.
2. Development happens on the job: Research shows that 70 – 80% of learning happens on the job. Our learning courses leverage the natural way people learn. The combination of short instructional videos followed by downloadable step by step on-the-job Implementation Guides helps the learner put into practice the instruction they just completed. Since development happens on the job and Vado’s courses come with a step by step Implementation Guide, organizational leaders have confidence that the transition from learning to implementation on-the-job will happen.
3. Self paced, learner focused: Because our content is delivered in bite sized modules, learners have “just the right amount of information” when they want it. Additionally, learners have choices. First, they can choose what to develop and then can choose from 5 courses for each development area.
4. Optimized for the mobile learner: Mobile means two things: technology and the learner experience. Our learning content is optimized for both meanings. From a technology standpoint, our content is viewable from all hand held devices. From a learner experience perspective, small bite sized videos fit the mobile learners’ requirement of not having to watch long videos on their hand held device.
We offer courses in four content areas, and on a complimentary basis offer Mapping as a Service. We can map our learning courses to an organization’s learning objectives, including competency models such as Lominger’s or DDI’s competency model, an engagement assessment including Q12, a 360 assessment, or any other assessment or survey.
Content areas include (click on title for list of courses):
Research shows that 70 to 80% of development happens on-the-job. The Competency Development Toolkit contains on-the-job development actions leveraging the natural way leaders develop. Our standard Competency Development Toolkit contains learning content for 20 of the most common competencies.
25 actions designed to onboard, socialize and build the relationship between the new hire, manager and team to increase performance and eliminate the common reasons for new employees to disengage and leave. Companies benefit with increased new hire engagement, shorter time to contribution and increased new hire retention.
The standard Engagement and Retention Toolkit contains actions for the top 17 engagement and retention drivers with five actions for each survey item. Benefits for the client include detailed actions teams can take eliminating the number one reason teams don’t take action on survey results—they don’t know what to do.
Actions for individual contributors and managers to help identify career options and create a development plan to accomplish future career goals and aspirations. Benefits for the client are employees taking the initiative to develop their career while managers provide guidance and support.
The project management toolkit is built for individuals in any functional area from HR, Finance, Marketing, Engineering, Operations, IT, etc. who are asked to manage a project from beginning to end. It also contains courses for the employee asked to be a contributing member of a team.