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How Schneider Electric delivers sticky learning experiences with Klaxoon x MS Teams

By Charles, January 15, 2021
In the face of greater uncertainty organizations have had to rethink internal rituals and processes while still staying focused on business objectives and outcomes. Making sure learning remains a key component in improving performance has been reshaped greatly in recent months. Combining the use of your best tools, like Klaxoon and MS Teams, has heightened the ability to adapt how we work, allowing greater agility and delivery of impactful all-digital learning experiences.
Online training with Klaxoon

Schneider Electric is a multinational company providing energy and automation digital solutions for efficiency and sustainability. A very technology-oriented organization with operations in over 100 countries and employing +135,000 people, they entered 2020 intending to drastically accelerate digital learning across the organization. A focus that extended to all operations including employees, supply chain, and GTM with their customers. 

Over 5 years, they effectively increased digital learning from 16% to close to 45% of all learning experiences. To boost digital adoption even further a specific aim was to concentrate on learning consumed digitally versus those conducted in classroom-type settings. An adoption helped by focusing on making sure learners had access to the right content when they were available and willing to learn, backed by loads of easy to consume user-generated content. All of it coupled with a strong effort on capability building for trainers around the world who had been facilitating face-to-face sessions and forced to make the move to all-virtual. A shift aided by the ease of use and scalability of Klaxoon activities helping Schneider Electric exceed expectations by year’s end with over 80% of learning consumed digitally. To maximize the advantages brought on by going all-digital a focus was also made on making learning more relevant and sticky. 

number of digital learning with Klaxoon at Schneider Electric

How do you make learning sticky?

We chatted with Alban Jacquin, Learning Experience Global leader Schneider Electric, to better understand how they were able to make such a rapid and smooth transition to all-digital while still incorporating sticky learning experiences. Traditional learning experiences were good at getting people to complete modules without pinpointing if real long-term learning was being cultivated. Alban and his team based their sticky learning experience on neuroscience and the AGES model (Attention, Generation, Emotion, Spacing). Adding changes like starting by asking the “why” in a more design thinking approach followed by the application of the AGES model to make experiences sticky and easier in measuring impact.

The ability to empower the business side while still using an internal framework that was to the point, sticky, and allowed people to do it on their own helped reduce the time to availability. In the past, it would probably take 3-6 months to create an e-learning. As the pace of change has increased it became paramount to deliver the most needed content quickly to avoid it becoming obsolete before it could be shipped.

The need for speed in the new normal has led them naturally to increase the number of Klaxoon activities created, with over 10,000 designed and shipped by year’s end by users and trainers alike. As they were built for business impact they found meaningful ROI. Alban estimated the use of Klaxoon had an ROI of over $1.5 million for the year

The ROI of using Klaxoon is obvious! It allows teams to work more effectively during meetings, helping to make better decisions, but also enabling them to create sticky learning experiences in a slick, intuitive, gamified, and mobile-friendly way.
Alban Jacquin, Learning Experience Global leader, Schneider Electric

Using MS Teams and Klaxoon to boost learning impact and agility

To facilitate how they deliver learning internally, Alban’s team combined the use of MS Teams and Klaxoon together to effect change and drive impact. During the transition to all-virtual, trainers created channels in MS Teams to centralize communication and documents. They then incorporated highly engaging Klaxoon activities (Board, Quizzes, Capsules, Mission, Adventure) in communication channels. Connecting both in this way boosted collaboration allowing interactivity to flourish both synchronous and asynchronously. Having the learning experience reside where work was naturally occurring reduced the time to spend searching for what learners needed, inciting greater learning opportunity frequency. 

Klaxoon and MS Team also become central parts of their project management. Doing so enabled a simple way to incorporate agile work methods into the life of projects. During a meeting or workshop, Klaxoon activities are done directly within MS Teams. From running a Klaxoon icebreaker at the start of a session to concluding sprints or delivery of backlog of tasks with a Retrospective using a Klaxoon Template, Agile methods have permeated daily rituals.  As a highly participative team, they’ll look at what they want to do more or less of, what to improve or stop. This has led to continuous improvement within the team but also offered the project manager, workshop or meeting facilitator the possibility to pick if moments should be done synchronously and asynchronously when stakeholders are missing. 

MS Teams x Klaxoon together are my go-to tools to make my life easier. and make my life more playful as well.
Alban Jacquin, Learning Experience Global leader, Schneider Electric
Online training with Klaxoon and Teams interoperability

How to fight the forgetting curve?

As part of our highly connected, always-on work-life the average worker is interrupted between 20-30 times per hour. In addition to hindering worker productivity, the constant stream of interruptions can be a huge obstacle when tied to a sticky learning experience model. How do you keep everyone’s attention? Sticky learning is the opposite of just browsing at content in an unfocused blur or racing through a module by rapid-fire clicking of boxes in the hopes of getting to the end as quickly as possible. Those bad habits are clear signs that very little learning is going on and the forgetting curve isn’t being addressed. 

Fighting the forgetting curve can be difficult to overcome especially as many learning experiences aren’t designed to battle the effects. As we forget 60% of what we learn in the first 9 hours and 80% after 5 days it becomes crucial to influence the forgetting effects by craft learning with stickiness and spacing to augment retention. Alban and his team maximize the retention of learners by designing experiences to be part of the natural flow of work and life. Using Klaxoon and MS Teams together allows them to simplify the experience while building programs that are hyper-personalized. Greater personalization to make sure they have what they need when they are most ready to learn. By focusing on the persona journey they have gotten away from top-down personalizations to instead cater to what adds real value to each individual person helping them apply what they have learned.  

Use the following, to fight the forgetting curve:

  • Nudges reminders in MS Teams chat or Klaxoon Questions
  • Test the knowledge of learners with Klaxoon Adventures or Missions during and after the workshop
  • Use in Teams x Klaxoon Board to create social synchronous interaction to boost collaborative learning 
  • Carve out time in everyone’s busy schedule with calendar block-outs
Sticky digital Learning with Klaxoon

Learn more about Alban and his use of Klaxoon by viewing his dedicated Klaxoon Live

To use Icebreaker and Retrospective Klaxoon templates, discover the Template Library

Make learning experiences sticky, try Klaxoon for Free today! 

Charles
By Charles, Head of International Marketing
Charles Kergaravat is head of international marketing at Klaxoon, an award-winning company that is changing the way businesses harness the power of teams with solutions designed to make meetings more efficient and work practices more collaborative. He has conducted multiple studies to measure how new ways of working are affecting and changing work habits at the intersection of people, places, and technology.