5 STEPS TO DIGITIZE LEARNING

WITHIN YOUR ORGANISATION

Learning Engagement Platform

 LEARNING ENGAGEMENT PLATFORM

Introduction

In a continuously evolving economy where everyone is expected to unceasingly innovate and adapt, digitizing your
training has become a necessity.
Indeed, only a digital training structure has the required agility to turn learning into a competitive advantage.
This is a substantial challenge! Nonetheless, there are many assets: decentralization of vocational schools,
adaptation to a high growth rate or internationalization, multiplication of commitment rates...
The idea is to identify those that will have a greater impact on your company and to establish a shared goal around
it within your organization, so that you may be in a position to convince and lead the decision-making process.
To support you in this venture, we have gathered elements that will help you throughout each step, from building
your project brief to deploying the solution. He’ll give you all the advice you need to turn your digital learning plan
into a genuine success!
 STEP 1

IDENTIFY YOUR MANAGERIAL GOALS

Element 1 : How should you build your sales pitch for each discussion partner?
Understanding the needs of decision-makers will improve your understanding of how to
present your project’s benefits.

STEP 2

FIND THE RIGHT PARTNER

Element 2: How to choose the right platform?
Understanding which LMS platform is the most adapted to your issue.

STEP 3

PRESENT A PLAN WITH FIGURES

Element 3: How can you calculate the ROI of your project?
Show concretely how your plan will meet your business objectives by generating income or
saving money.

STEP 4

BE CONVINCING
Element 4: How to build your presentation and make it convincing?
The best way to convince is to foster open dialog with your managers by showing them
how your plan will meet their issues. After hearing their issues, offer them solutions via a
convincing presentation.

STEP 5

ARE YOU READY?

Element 5: How to successfully set up the platform?
Once these steps have been completed, would you be ready to pitch if your plan was
accepted? Prepare a budget and a specific backward plan of actions to undertake before
attacking your project.

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 STEP 1

How to build your sales pitch

for each discussion partner?

It isn’t always easy to convince decision-making teams of the value of investments made in learning technologies.
For this, it is necessary to understand their priorities and to show how your project will help them answer it.
In order to build a convincing project draft, you must develop your arguments with rigor and structure. You’ll have
to determine a clear and precise vision of what you want to do, along with the positive impacts your plan will have
on the company’s activities.
To help you achieve this, we have identified the issues of the interlocutors you may come to work with and the
arguments you could present them. All you need do now is adapt them to your structure.

TRAINING MANAGER ................................................................................................................... 5

GENERAL DIRECTION .................................................................................................................. 5

CUSTOMER MANAGEMENT ........................................................................................................ 5

I.T. DEPARTMENT .......................................................................................................................... 5

OPERATIONAL MANAGEMENT .................................................................................................. 6

PARTNERSHIPS MANAGEMENT ................................................................................................. 6

SALES MANAGEMENT .................................................................................................................. 6

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TRAINING MANAGER
Issues
• Attract and retain the best talents
• Hire and train internationally
• Keep up with strong growth
• Make people operational fast
GENERAL DIRECTION
Issues
• Reaching financial goals
• Standing out from competitors
• Trigger collaboration and strengthen
corporate culture
• Reduce risks
CUSTOMER MANAGEMENT
Issues
• Onboard customers efficiently
• Increase the customer retention rate
• Increase the average basket of each customer
• Develop customer satisfaction
I.T. DEPARTMENT
Issues
• Ensure I.T. security
• Ensure consistency between the different
technologies used within the company
• Build lasting I.T. infrastructure
Digital training
 Allows career-long skills development
 Same content no matter the location
 Training that effortlessly adapts to volume
increases
 Increases team collaboration and learning
Digital training
 Empowers employees
 Generate commitment and collaboration
between collaborators
 Helps develop a company that is able to
learn and improve itself naturally
 Allows regulatory trainings to be carried-out
quickly
Digital training
 Facilitates and centralizes customer
onboarding
 Track customer activity and notify potential
contract terminations
 Better understand customers to present them
with new offers
 A strong asset in customer relations
Digital training
 Allows the standardization of training via a
secure medium
 Can be integrated to existing tools
 Reduces maintenance costs (if SaaS-based)
 Allows regulatory trainings to be carried-
out quickly
 OPERATIONAL MANAGEMENT
Issues
• Act to allow the structure’s development
• Track and define the budget
• Make decisions based on reliable data
PARTNERSHIPS MANAGEMENT
Issues
• Develop an ecosystem of partners
• Facilitate interaction and sharing of
information with partners
• Identify and exploit new sources of revenue
SALES MANAGEMENT
Issues
• Hire, value and develop potentials
• Quickly onboard recruits
• Find the best resources to sell
• Find collaborators who are committed and
actors of their own learning development
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Digital training
 Easily adapts to growth and level of activity
 Makes it possible to save money and adapts
to budgets
 Allows access to lots of learning follow-up
data for collaborators
Digital training
 Allows the fast and centralized onboarding
of partners
 Follow the activity of partners and explain
their performance
 Create a lasting bond with partners by
continuously training them
Digital training
 Substantially time-saving
 Allows the quick and centralized onboarding
of sales teams
 Hosts a training that is continuous and
constantly updated to meet the needs of
teams
 Develops commitment and learning according
to individual needs
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 STEP 2

How should you

choose your platform?

Choosing a learning platform is a critical decision. To avoid mistakes and in order to find the best solution for
your company, you need to see things through step by step.

1. DEFINE YOUR NEEDS ............................................................................................................... 7

2. FIND THE IDEAL PARTNER ...................................................................................................... 8

3. ANTICIPATE BLOCKING POINTS ............................................................................................ 9

1. DEFINE YOUR NEEDS

Precisely defining the issue at hand is a particularly critical moment of the project. Indeed, it is often at this
moment that misunderstandings arise which can cause long negotiations to fail (and make you lose months in the
progress of your project).
So before you ask how to functionally answer your problems, be sure to have defined your needs. It will never be
wasted time! Once this strong basis has been established, you can follow the next step.
Here are a few questions we believe you should ask yourself.

#1 THE PLATFORM’S TARGET

 How many users?
 What geographical distribution?
 What languages do learners speak?

#2 LEARNING CONTENT
 What are your needs when it comes to course content?
 Who will create this content?
 Using which mediums?
 How can these needs be answered after launching the project?
 #3 THE EDUCATIONAL ASPECT
 How do you want your learners to be trained?
 What place will you grant social interactions?
 Do you plan on using ludification mechanisms?

#4 CONCRETE IMPLEMENTATION
 Which kind of platform do you want (SaaS-based vs in-house)?
 What is your budget?
 How long should deployment last?
 Do you need support?
 What are some possible integrations with the platform?

#5 ANALYSIS OF RESULTS
 How will you analyze your project’s results?
 What kind of information about your learners do you need?

Beware: you need to have a clear vision of the evolution of these topics in the years to come. Indeed, you
will need to set up an organization capable of evolving and adapting to market and technology changes.
This type of organization, known as a learning organization, must be based on three pillars: the
decentralization of vocational schools, social interactions and the fact of working in an agile way, always
keeping an eye on data. Make sure that the LMS you have chosen functionally meets these obligations.

2. FIND THE IDEAL PARTNER

Once you have a clear vision of your specifications, it is time to compare the solutions that exist in the market to
select the one that is most suitable.
We advise you to visit the websites of the various platforms, to inform you about their use cases and to read
their publications.
Then, most platforms will enable you to follow a demo module with a sales representative. During this module, you
will be presented with the solution and its assets. These moments of contact are important because they will be
your main source of information and comparison between the different actors. Take the time to ask questions and
dispel any doubts you may have.
Once you have clearly identified the actors that could fit your project, you can move on to the negotiation phase.
 3. ANTICIPATE BLOCKING POINTS

Building a digitization project is an ambitious undertaking that requires deep transformations within the company. In
order to successfully implement the plan you created, it is necessary to anticipate the elements that could prevent it
from coming to fruition.

DANGER 1 : MAKE SURE YOU HAVE A COMPREHENSIVE PLAN

The danger The solution

While it is quick to show its benefits, the transition The right resources to succeed should be an
to digital training requires a substantial initial essential part of the backward plan you will perform.
investment (both regarding costs and time). To
underestimate it is very problematic because it
risks endangering the project and creating big
frustrations in your structure.

DANGER 2 : UNDER-ESTIMATING THE MAGNITUDE OF CHANGE

The danger The solution

As you will have understood, planning is a
fundamental aspect of your training digitization
process. Without a clear, achievable and costed plan,
you run the risk of under-estimating difficulties which
could constitute a blocking point for you.
Do your research and set achievable goals. Then you
just have to build a precise backward plan on the
implementation of digital training in your company.

DANGER 3 : AUDITING PARTNERS INSUFFICIENTLY

The danger The solution

Auditing one’s various partners is often performed Learning platforms are complex tools with many
in a hurry. However, in a project of this magnitude, features. Take the time to build your specifications.
it is essential to avoid the unexpected! At this stage, there’s no point in running, just get to
Engaging with a partner and realizing, during the point!
deployment, that the partner will not be able to
fulfil some of the features on which you relied can
be fatal to the project.

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 STEP 3

How to calculate
the ROI of your project?

A training digitization plan has a direct, positive impact on organizations. Yet, while it is very easy to calculate
the cost, it is not always easy to clearly model all the benefits it can offer.
To help you, we have listed the main categories on which digital training has a direct financial impact. All you
have to do is apply them to your organization and perform an estimate of costs.

1. DEPLOYMENT COSTS............................................................................................................... 10

2. ONBOARDING AND TALENT RETENTION............................................................................ 11

3. GAINS IN TRAINING EFFICIENCY.......................................................................................... 11

4. NEW REVENUE SOURCES....................................................................................................... 11

1. DEPLOYMENT COSTS

This is the major cost you’ll have to consider in this study. At this stage, it is important that you properly model and
understand all the costs you will have to face.
Especially:
• Cost of infrastructure
• Cost of content creation
• Cost of deployment
• Cost of support

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 2. ONBOARDING AND TALENT RETENTION

Onboarding is a very costly process for the company. Digital training will have a highly positive impact on it. Once
the training has been created, all collaborators can train and become familiar with their own profession without the
need for training teams to intervene.
Digital training is also a way to develop talents and thus decrease turnover within your company. This is a priority
for HR teams!
You’ll then need to work with HR teams to model the costs induced by these elements and determine the extent
to which you can cut them down.

3. GAINS IN TRAINING EFFICIENCY

A digital structure will allow you to make your training department much more efficient and free up time to
embark on ever more ambitious projects.
Depending on your organization, there are plenty of sources of revenue here:
• Trainer and learner travel costs
• The costs incurred by the company for lack of collaborator or partner training (unavailability of training resources).
• Physical costs of delivering the training (documentation, brochures…)
• Opportunity costs (projects that are not launched by lack of resources).

4. NEW REVENUES

Developing a digital training structure can also allow you to grow your income by acting on many functions of
the company.
Here’s a list of elements that could be affected:
• Customer retention rate
• An increase of partner and franchisee efficiency
• Sale of contents
• Increased team efficiency
• New contracts secured thanks to a digital training offer
• Sale of training support to your customers

Once you have listed and costed all these elements, it is quite simple to model the digital training
transition’s return on investment. This is a key asset to give credibility to your action and show how a
learning organization can help all the company’s collaborators to fulfil their objectives.

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 STEP 4

How to build
a convincing presentation?

You now have a clearer vision of your project and the impact it will have on your organization. It is time to share it and
build a presentation to win the support of decision makers.
This phase is crucial. Indeed, it is often on the basis of this presentation that the decision will be made to allocate a
budget to your project.
This guide is intended to help you build a compelling presentation and answer most of the objections you may encounter.

1. KNOW YOUR PROJECT PITCH BY HEART............................................................................. 12

2. AIM SIMPLICITY......................................................................................................................... 12

3. DO YOUR RESEARCH............................................................................................................... 12

4. ARM YOURSELF AGAINST OBJECTIONS.............................................................................. 12

5. REPEAT OVER AND OVER AGAIN.......................................................................................... 12

6. STRUCTURE PROPOSAL.......................................................................................................... 13

7. POSSIBLE OBJECTIONS........................................................................................................... 13

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 1. KNOW YOUR PROJECT PITCH BY HEART

In sheet 3 we gave you a list of elements to consider when studying the costs and benefits of your project. Not
only these indicators will allow you to demonstrate the financial interest of your project for the company, they will
also allow you to quantify it precisely and to support the solidity of your draft.

2. AIM SIMPLICITY

While a transformation plan is an ambitious and complex enterprise, it is paramount that you are able to present
it simply.
Only keep the most important elements. You’ll have to identify the moments when it is necessary to delve into
detail and those when it is not if you want to keep your audience’s attention.

3. DO YOUR RESEARCH

Your discussion partners will not hesitate to ask you to support your claims with solid evidence. To be convincing you
will need to have accurate data and to be able to justify use cases on the subject.
Here are some sources that could help you in your research:
• Whitepapers
• Expert reports
• Specialized websites
• Testimonies and practical deployment cases of the LMS you intend to work with
We also invite you to visit the resources page of our site and our blog where you can find case studies and detailed
white papers on the issues of digital training.

4. ARM YOURSELF AGAINST OBJECTIONS

Transforming learning in your company is an ambitious undertaking. Any change brought to the company will come
with its lot of reluctance. Be aware of this, and arm yourself accordingly by preparing to answer such objections
expressed by your interlocutors.

5. REPEAT OVER AND OVER AGAIN

Your presentation is ready and the hardest is behind you-but you’re not quite ready yet.
Indeed, even the best content in the world has no chance to convince its audience if the presenter’s performance
is not up to par. So, prepare yourself! Feel free to learn by heart and prepare your effects to make your plan shine
with your performance.
 6. STRUCTURE PROPOSAL

SLIDE 1-5
These slides are the most important and must show how necessary it is to digitize training in your company.
They will be decisive to establish the credibility and merits of your project.

SLIDE 6-7
After outlining your vision, you need to base it on a quantified assessment of the benefits it will bring to the business.
You will have to present a solid case because it is often at this moment that objections are the most numerous.

SLIDE 8-13
These slides will show you how the partner you have chosen is the right one. Do not hesitate to use practical
cases-on our website and blog, we have many success stories that could inspire you.

7. POSSIBLE OBJECTIONS

OBJECTION 1

The objection The answer

“We already have an LMS!”
Your company may already have an in-house LMS to host its training
content. While these have been an excellent solution in the past,
they are no longer able to guarantee the development of a learning
organization. Especially because they no longer offer social functions.
Furthermore, in choosing a SaaS-based solution, you’ll save money all
the while bonding with a scalable tool that always guarantees your up-
to-datedness with cutting-edge technology. Indeed, the market’s most
advanced tools can easily be integrated into your HR suite.

OBJECTION 2

The objection The answer

“Why spend more money on Requesting a larger budget is often risky. To meet financial objections,
this tool?” it is essential that you have a very clear vision of your project’s
quantified impact to demonstrate a positive return on investment.
OBJECTION 3
The objection
“Deployment will be a long
process, and this transition will
have a negative impact on the
company”
OBJECTION 4
The objection
“We didn’t receive a return on
our investment in the former
system. Why would things be
any different this time?”
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The answer
Unexpected scenarios are often a source of costs and inefficiency for
the company. Therefore, deployment will be monitored vigilantly by
your discussion partners. Fortunately, companies that have chosen the
SaaS-based model allow fast deployment while opening up new learning
opportunities. For example, 360Learning offers a mobile application so
that your employees may be trained remotely.
The answer
Training ROI is rarely calculated in companies. This is an opportunity for
you! If you’re able to present a compelling analysis and a clear vision of
the indicators that you will follow, then you will be in a position to sway
the decision.
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 STEP 5

How to successfully set up

the platform?

Well done! Your plan has been accepted and you are ready to start transforming your business into a learning
organization!
After intense negotiations internally and the construction of an ambitious project, this step may seem secondary, but
it is particularly strategic.
This sheet will allow you to have a clearer vision of the steps and the time needed to successfully implement
your LMS.

WEEK 1 KICKOFF MEETING

This is the first meeting with the Customer Success teams of the LMS you have chosen. This will allow you
to clarify your educational ambitions and build an implementation plan that will allow you to reach them.

WEEK 2 HANDLING THE SOLUTION

As a project leader in your company, it is essential that you have a thorough knowledge of your LMS to fully
leverage all the solution’s features. Make sure this is the case before moving to the next step.

WEEK 3-4 DEPLOYMENT OF TRAININGS

Once you perfectly master the solution, it means it’s time to create the first training modules.
In the case of 360Learning, you can use the training content you already have (the platform is
compatible with the SCORM format), or create it quickly using the integrated authoring tool.

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 WEEK 4-6 MAKING THE TOOL AVAILABLE

This step is particularly important because it is at this point that your employees will make their first
impression of the tool you have chosen to use. It is often at this moment that the company’s employees
decide whether or not they should adopt the LMS.
This is why is it paramount that you control this first contact with the platform. At 360Learning,
Customer Success teams regularly help our customers build internal communication plans to ensure
high utilization rates within the first few weeks. Your LMS cannot succeed without strong commitment
and interaction. Indeed, without the latter, it is impossible to build a learning organization.

WEEK 6-10 BUILDING VOCATIONAL SCHOOLS

In a learning organization, learning is shared concern. Indeed, in this type of structure, all collaborators
must be able to share new techniques and elements that can improve their knowledge of their own
profession in the company.
This decentralization of content production cannot be done overnight, we must be able to set up clear
processes and ensure that they are adopted by and applied to the company. Your role will be to ensure
the quality of the content and allow the experts to make the teaching techniques their own, which is
necessary for adequate knowledge transfer.

WEEK
20-30-40...
ANALYZE THE RESULTS AND ADAPT

This last step is fundamental and should be repeated regularly. It consists of following and analyzing
the data collected on your LMS such as the rate of commitment, completion or interactions between
members.
Indeed, we can compare a learning organization to a living and independent organism. Like a biologist
or a doctor, the trainer must work to understand it and allow its growth. You will, therefore, have two
objectives here: the development of interactions between learners and the constant improvement of
training content quality.
This agile state of mind, made of tests and constant adjustments, is an increasing necessity. It is through
this mechanism that you will learn, improve and develop your learning organization, month after month.

It is urgent that you transform learning in your company. Indeed, in a growing knowledge economy, one has to
learn constantly to be able to innovate and develop oneself. The best way to do this is to transform your business
into a learning organization that will naturally create and disseminate knowledge among its members.
This involves the decentralization of vocational schools, the development of social interactions at the heart of
training and the willingness to work flexibly-this is where digital training comes in.

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