Learning Pool

Question Time 2: E-Learning Boogaloo

Rebecca Hall — Thu, 13 Feb 2025 14:29:48 +0000

Time-starved learners? Dwindling attention spans? The clock is ticking on boring e-learning… But what if you could create training so engaging, so valuable, that learners actually want to dive in?

The Death of E-Learning team is back with their latest myth-busting episode: Question Time 2: E-Learning Boogaloo. Join Luke, Stefan, Ana-Clara, Kirill, Graeme, and Saray as they take to the mic to tackle the biggest challenges facing L&D today, from the rise of AI to the fight for learner attention.

Your hosts

Our hosts will also be joined by:

Ana-Clara Burin, Graphic Designer
Kirill Kudrjasonoks
Saray Rodriguez, Animator

Editing & mastering by:

Kevin Drake

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The post Question Time 2: E-Learning Boogaloo appeared first on Learning Pool.

The truth about no-code digital adoption platforms: Are they really no-code?

Allen Garza — Tue, 11 Feb 2025 19:51:14 +0000

With workplace technology evolving quickly, organizations are prioritizing tools that make software adoption easier and more intuitive for employees. Many digital adoption platforms (DAPs) promise a no-code or low-code experience, claiming that anyone can create in-app guidance without technical expertise.

But here’s the reality: many of these platforms don’t fully deliver on that promise.

While they market themselves as no-code, user feedback tells a different story. Buyers often discover that implementing and maintaining these solutions requires technical knowledge, CSS tweaks, or even JavaScript workarounds. The result? Longer implementation times, hidden complexities, and greater dependence on IT teams.

If you’re evaluating a digital adoption platform, it’s important to look beyond marketing claims. Let’s break down why many so-called “no-code” platforms aren’t truly no-code—and why this matters for your business.

The hidden complexity of no-code digital adoption platforms

When buyers hear “no-code,” they expect a tool that anyone—whether a process owner, HR professional, or trainer—can use with ease. But in reality, many platforms require:

CSS or HTML knowledge for branding and customization.
Technical setup to properly tag elements and make guides work across different screens.
Advanced configurations that involve scripting or integrating with other tools.
IT involvement to troubleshoot element identification issues or adjust behavior on dynamic pages.

For teams that don’t have dedicated developers or technical admins, these hidden requirements create roadblocks, slow down deployment, and make ongoing maintenance difficult. Instead of empowering business users, these platforms force organizations to rely on technical specialists, increasing costs and delays.

Long implementation times & dependence on support teams

Another major challenge is implementation speed.

A true no-code tool should allow you to build and launch in-app guidance quickly. However, many platforms require:

Weeks of training before users can confidently create content.
On average 6-8 weeks or longer to fully implement.
Heavy involvement from the vendor’s support team to troubleshoot issues.

This defeats the purpose of a no-code platform. Instead of providing instant value, organizations spend months just getting started—often with extra consulting fees for professional services.

For companies that need to roll out new processes fast, this isn’t sustainable.

Why true no-code matters

If you’re investing in a digital adoption platform, you need a solution that works for your team—not just your IT department. A true no-code platform should:

Allow anyone to create and maintain in-app guidance without touching code.
Enable fast implementation, so teams see results in days, not months.
Reduce bottlenecks, so process owners and business users can manage content without waiting on IT.

Unfortunately, many digital adoption platforms don’t meet these standards.

That’s where OnScreen Guidance is different.

OnScreen Guidance: A truly no-code digital adoption solution

At OnScreen Guidance, we believe in keeping things simple. That’s why our platform is built from the ground up as a true no-code solution—one that delivers on its promise.

With OnScreen Guidance, you can:

Effortlessly create in-app guidance without typing a single line of code.
Get up and running in minutes, not weeks.
Easily maintain and update guides, no IT expertise required.
Empower process owners and business users—not just instructional designers or technical teams.

Unlike other platforms that cater to technical users, OnScreen Guidance is built for those who know the processes best. Our approach democratizes knowledge sharing, eliminates reliance on IT bottlenecks, and ensures that organizations can scale digital adoption efficiently.

When we say no-code, we mean it. No hidden technical hurdles. No surprises. Just an intuitive, powerful tool that works—right out of the box.

Final thoughts

Many digital adoption platforms say they’re no-code. But when you look at real user experiences, it’s clear that many still require technical skills, extended onboarding, and IT intervention.

Before you invest in a DAP, ask yourself:

Can my team actually use this without IT support?
How long will it take to see results?
Will I need to learn coding skills to customize or maintain content?

If the answer isn’t clear, you may be looking at a low-code platform disguised as no-code.

At OnScreen Guidance, we believe no-code should mean exactly that—zero coding required. Get started today and experience true no-code digital adoption.

Want to learn more? Schedule a demo or to see how OnScreen Guidance makes digital adoption effortless—without the technical headaches.

FAQs:

Are all digital adoption platforms truly no-code?
No. Many platforms marketed as “no-code” still require CSS, JavaScript, or technical setup for customization and functionality. This can create hidden complexities and reliance on IT teams.

Why does true no-code matter for my business?
A true no-code solution allows any business user—not just IT—to create, edit, and deploy in-app guidance quickly. This reduces implementation time, eliminates technical bottlenecks, and speeds up user adoption.

How is OnScreen Guidance different from other DAPs?
OnScreen Guidance is a true no-code platform. It enables teams to create and maintain guides without any coding, deploy within minutes, and reduce dependence on IT—delivering real value fast.

The post The truth about no-code digital adoption platforms: Are they really no-code? appeared first on Learning Pool.

New York Retail Worker Safety Act: What compliance professionals need to know

Deborah Mercier — Tue, 04 Feb 2025 20:37:08 +0000

At Learning Pool, we’re always keeping an eye on evolving legal and regulatory trends that impact ethics and compliance training. (What can I say? We’re pretty nerdy about this stuff.) One major trend gaining momentum in the U.S. is workplace violence prevention.

Many compliance professionals are already aware that California enacted new workplace violence prevention training requirements for employers in early 2024. Later that year, New York followed suit—at least for the retail sector. This isn’t surprising, as both California and New York often lead the way in employee protections and workplace training requirements, with other states frequently adopting similar measures in the years that follow.

Now, with the New York Retail Worker Safety Act (“the Act”) set to take effect on March 3, 2025, compliance professionals must prepare for the new requirements aimed at protecting retail workers from workplace violence. Here’s what you need to know.

Employer Responsibilities Under the Act

Covered employers must develop and implement a comprehensive workplace violence prevention program that includes:

A Written Workplace Violence Prevention Policy

Must outline risk factors, reporting procedures, available remedies for victims, and a commitment to non-retaliation.

Interactive Employee Training

Required for all retail employees upon hiring and annually thereafter.
Must cover key topics such as the Act itself, how employees can protect themselves when faced with customer or coworker violence, de-escalation techniques, active shooter drills, emergency procedures, and the use of security alarms, panic buttons, and other emergency devices.

Role-Specific Supervisor Training

Supervisors must receive additional training on their specific responsibilities in preventing and responding to workplace violence.

Access to Panic Buttons (for Large Employers)

Employers with 500 or more retail employees nationwide must provide access to panic buttons in the workplace by January 1, 2027.

Action Items for Compliance Professionals

Compliance professionals must take proactive steps to ensure their organizations are prepared. Beyond simply meeting legal requirements, this is an opportunity to strengthen workplace safety, enhance employee confidence, and reinforce a culture of compliance. Here’s how you can get ahead of the changes:

Stay Informed

Review the specific requirements of the Act and watch for guidance from the New York Department of Labor, including a model policy and training program expected as the effective date approaches.

Review and Update Policies

Ensure your organization’s workplace violence prevention policy is up to date and meets all required elements. Check that reporting channels are in place and functioning as intended.

Prepare to Deliver Training

If your organization already offers workplace violence prevention training, confirm that it aligns with the Act’s new requirements before rolling it out to New York retail workers.
If you don’t have a program in place, start evaluating learning solutions now to ensure compliance by March 2025.

How Learning Pool Is Helping

We’re developing a new course called Preventing Workplace Violence, launching in March 2025. This course will:

Provide foundational workplace violence prevention training applicable across industries.
Include jurisdiction-specific content for both California and New York to meet legal requirements.
Offer role-specific training for supervisors to ensure they understand their responsibilities.

By proactively addressing these new requirements, employers can create a safer, more supportive workplace while ensuring compliance with evolving regulations.

Deborah Mercier is a licensed attorney with over 13 years of experience in the compliance field, spanning a diverse range of sectors. She is deeply committed to developing engaging and effective ethics and compliance training programs and helping organizations align their business objectives with legal and regulatory requirements.

The post New York Retail Worker Safety Act: What compliance professionals need to know appeared first on Learning Pool.

Simplify your digital transformation with OnScreen Guidance

Allen Garza — Thu, 30 Jan 2025 20:05:23 +0000

In today’s fast-paced digital landscape, organizations are constantly seeking ways to enhance efficiency, streamline processes, and maximize the potential of their workforce. Digital transformation has moved from a nice-to-have to a must-have. However, the complexities of software adoption and implementation often create barriers to success. That’s where a digital adoption platform (DAP) makes all the difference.

Many organizations struggle with traditional approaches to software documentation and software training. Lengthy manuals, static guides, and time-consuming training sessions can frustrate employees and hinder productivity. A more streamlined, intuitive approach is needed. That’s where OnScreen Guidance comes in, providing a simple and effective alternative for your digital adoption needs.

The challenge of digital adoption

The challenge of adopting new software isn’t just about deploying the technology; it’s about ensuring that employees can use it effectively. Common issues include:

Lengthy software implementation: Traditional software rollouts can be complex, expensive, and time-consuming, often requiring extensive IT involvement.
Inefficient employee onboarding: New hires struggle to navigate complex systems, resulting in slow speed to contribution.
Poor change management: Resistance to change and difficulty adapting to new software can disrupt workflows and hinder productivity.
Knowledge gaps: Employees often lack the necessary skills and knowledge to effectively use new software, leading to inefficiencies and errors.
Stagnant process documentation: Static manuals and outdated guides quickly become irrelevant, leaving employees with questions and slowing down their progress.

These challenges are not just frustrating; they can significantly impact an organization’s bottom line. They highlight the need for a digital transformation tool that is not just effective but also simple to implement and use.

OnScreen Guidance: A simple solution for complex challenges

OnScreen Guidance is a powerful yet simple digital adoption platform designed to solve these challenges. It provides in-app guidance that is intuitive, contextual, and easily accessible. Rather than disrupting an employee’s workflow, OnScreen Guidance works within the workflow to support them as they learn, helping them to complete tasks in real-time.

Why leading organizations are choosing us over other vendors

Organizations need a digital adoption solution that is easy to use, cost-effective, and scalable. Here are the key reasons why leading enterprises choose us:

Simplicity and ease of use: OnScreen Guidance is designed for ease of use. Users can quickly create and deploy in-app guidance without extensive training or coding knowledge, eliminating the need for heavy IT involvement.
Cost-effective and transparent pricing: The platform offers all-inclusive pricing with no hidden fees, making it a cost-effective alternative to complex pricing structures. It covers all applications and stages of the software lifecycle for one predictable price.
Dedicated customer support: A dedicated Customer Success Manager ensures personalized support to help your team achieve successful platform adoption. This level of commitment can lead to faster support response times compared to competitors.
Cross-application compatibility: OnScreen Guidance seamlessly integrates with a wide range of web-based apps, ensuring businesses can meet diverse digital adoption needs and deliver consistent in-app guidance no matter which software employees use.
Comprehensive learning portfolio: OnScreen Guidance is part of a complete ecosystem designed to support your organization’s learning goals, not just a standalone tool. Learning Pool is focused on optimizing employee performance with data-driven digital learning, and OnScreen Guidance is part of that effort.

Key benefits of OnScreen Guidance

The benefits of OnScreen Guidance extend beyond just ease of use. The platform helps you to:

Improve efficiency and productivity: By providing real-time guidance, OnScreen Guidance enables employees to quickly learn new processes and workflows, reducing errors and increasing productivity. This helps to improve efficiency and overall business operations.
Enhance employee onboarding: OnScreen Guidance streamlines the employee onboarding process by providing new hires with the guidance they need to quickly become productive. The in-app guidance enables employees to learn while completing tasks.
Enable continuous workforce enablement: The platform facilitates continuous workforce enablement through ongoing support and training. It helps organizations ensure that their employees have the skills and knowledge they need to stay up-to-date with the latest software and technologies.
Streamline software implementation: By simplifying the learning process, OnScreen Guidance makes software implementation smoother, faster, and more cost-effective.
Drive digital innovation and transformation: The platform enables organizations to embrace digital innovation by ensuring that employees can effectively use new technologies to their full potential. By helping employees use new software to its full capacity, OnScreen Guidance supports broader digital transformation initiatives.
Optimize operations: With improved efficiency and productivity, you will see a positive impact on your business operations as your workforce operates with greater knowledge and confidence.
Improve employee reskilling: By facilitating ongoing access to guidance and learning, you can ensure your workforce can adapt to changes in the business environment, making employee reskilling a smoother process.
Automate workflows: Workflow automation becomes easier to implement with clear, step-by-step guidance, resulting in more streamlined business processes

Final thoughts

In a world of complex technology, simplicity is often the key to success. OnScreen Guidance offers a straightforward, effective way to enhance your organization’s digital adoption strategy. With its simple design, easy implementation, and comprehensive support, it’s the ideal solution for businesses looking to maximize employee performance and achieve their digital transformation goals.

Remember, the goal is to optimize employee performance with data-driven digital learning, which is what Learning Pool is focused on. OnScreen Guidance is a tool that allows you to do just that.

Are you ready to simplify software adoption? Let’s talk.

FAQs:

How does OnScreen Guidance compare to other digital adoption platforms?
Unlike complex, IT-heavy solutions, OnScreen Guidance is designed for simplicity. Users can create and deploy in-app guidance quickly without coding or extensive training. Plus, our transparent pricing model ensures there are no hidden costs, making it a cost-effective choice for organizations of all sizes.

What makes OnScreen Guidance a better investment than competitors?
Beyond its ease of use, OnScreen Guidance provides dedicated customer success support, ensuring smooth adoption and faster ROI. Additionally, it works with a wide range of web-based applications, delivering in-app guidance wherever employees need it.

How does OnScreen Guidance support digital transformation?
By providing real-time, in-app guidance, OnScreen Guidance helps employees quickly adopt new processes and technologies, reducing errors and boosting productivity. This accelerates digital transformation by ensuring software investments are fully utilized and delivering continuous workforce enablement.

The post Simplify your digital transformation with OnScreen Guidance appeared first on Learning Pool.

Data Privacy Week 2025: Adapting to evolving roles, AI risks, and proactive strategies

Deborah Mercier — Wed, 29 Jan 2025 17:30:50 +0000

Data Privacy Week is here, offering an important opportunity to evaluate how your organization is addressing the ever-changing challenges in data privacy and cybersecurity. As technology advances, so do the risks, making it critical to remain proactive in protecting sensitive information.

2025: A transformative year for compliance professionals

This year marks a significant shift for compliance officers, particularly those who serve as Data Privacy Officers (DPOs) and similar roles. Professionals in these positions are increasingly being tasked with overseeing artificial intelligence (AI) systems and other emerging technologies. These new responsibilities demand scalable strategies, deeper expertise, and robust training programs to keep pace with evolving risks and regulations.

One of the key developments driving this transformation is the EU’s AI Act, with critical provisions taking effect on February 2, 2025. The Act introduces outright bans on AI systems deemed to pose “unacceptable risk,” such as social scoring, biometric categorization, and untargeted scraping of facial recognition data. These new rules reflect a global trend toward stricter oversight of AI technologies to safeguard privacy and fundamental rights.

Global themes for data privacy week

Privacy organizations worldwide are emphasizing the importance of empowerment and foresight this year.

The European Data Protection Supervisor highlights privacy as a cornerstone of democracy.
Canada’s Privacy Commissioner urges organizations to “Put Privacy First” by prioritizing privacy during the design phase of new initiatives.
The National Cybersecurity Alliance calls for individuals and organizations to “Take Control of Your Data,” a reminder for businesses to prioritize safeguarding sensitive information.

With these themes in mind, organizations must not only empower individuals to control their data but also prepare to meet growing demands for transparency and accountability from individuals, and regulatory and enforcement bodies.

Adapting to evolving demands

How can your organization stay ahead in this rapidly shifting landscape? Here are three critical strategies:

Train your people. Awareness is your first line of defense. Ensure your teams are well-versed in data privacy principles, AI regulations, and emerging risks as they apply to their roles at your organization. Include training on how to safely, effectively, and ethically use AI to foster a culture of responsible innovation.
Evaluate your tools. Regularly assess the technologies your employees rely on. Are those tools secure by design? Do they comply with the new legal requirements rolling out in 2025? Conduct audits of tools—especially AI platforms—to ensure they align with both regulatory standards and your organization’s privacy goals.
Embrace a culture of accountability. Data privacy is everyone’s responsibility, from the C-suite to frontline employees. Develop policies and practices that empower all team members to prioritize privacy and security in their roles, not just those in dedicated technology or information security positions.

Looking ahead

As the regulatory landscape evolves, organizations must invest in ethics, compliance, and robust training programs to stay ahead. Data Privacy Week is the perfect time to reflect on these priorities and recommit to safeguarding what matters most: trust, integrity, and the security of personal information.

Ready to future-proof your compliance program?

As compliance professionals, staying ahead in today’s digital age is essential. Dive deeper into building a strategic and resilient compliance program by joining our upcoming webinar: Building a Culture of Compliance in the Digital Age.

You’ll learn how to align your compliance strategy with organizational goals, personalize training with data-driven insights, empower managers, and maintain year-round engagement.

The post Data Privacy Week 2025: Adapting to evolving roles, AI risks, and proactive strategies appeared first on Learning Pool.

CCOs: You’re not a “yes” person—and you’re also not the “Department of No”

Harper Wells — Thu, 23 Jan 2025 14:48:07 +0000

Working in compliance isn’t for the faint of heart. It’s a role that requires a blend of empathy, grit, and a healthy dose of curiosity. Compliance officers are the tightrope walkers of the business world, carefully navigating the space between “yes” and “no,” between trusted advisor and enforcer. We’re tasked with ensuring that businesses act ethically and responsibly, enabling them to achieve their objectives and generate profit while maintaining the highest standards of integrity. We’re also responsible for building relationships that inspire trust and foster collaboration across the organization. It’s no wonder so many of us occasionally feel the weight of the role pressing down.

What exactly makes a great compliance officer excel in this role? In my experience, the most effective CCOs I’ve had the pleasure of working with share these key characteristics. Here are the top five traits that, in my opinion, set them apart.

Empathy

Empathy might not be the first quality you think of when it comes to compliance, but it’s one of the most important. Effective compliance officers must understand the pressures and realities employees face at all levels of the business. This isn’t about excusing unethical behavior—it’s about creating policies and programs that acknowledge the human side of decision-making.

When you approach others with empathy, you create a space where people feel safe to ask questions, raise concerns, and even admit mistakes. And that space is critical for building the kind of culture where compliance is a shared responsibility.

Inquisitiveness

Curiosity is a compliance officer’s most powerful tool. Great compliance officers ask questions—lots of them. They don’t accept “because that’s the way we’ve always done it” as an answer. They dig into processes, examine the nitty-gritty details, and strive to understand how the business really works.

This inquisitive nature allows us to identify risks that might otherwise go unnoticed and ensure that the rules we implement make sense in the real world. It’s not enough to sit behind a desk and push out policies. To make a meaningful impact, you have to get out there, listen to employees, and understand how things operate on the ground.

Directness

One of the most challenging aspects of being a compliance officer is having the courage to speak up, especially when it’s uncomfortable. A few years ago, I attended a session led by Justin Paperny, who recounted his journey from a successful stockbroker at Bear Stearns and UBS to serving time in Taft Federal Prison Camp. He shared a pivotal reflection about his compliance manager—a “yes” person he was able to manipulate with ease. Paperny put it bluntly: “If you are a people pleaser, get out of compliance. You’ll be exploited just as I exploited my compliance manager.”

Those words have stayed with me ever since. As compliance officers, we must be willing to hold the line, even when it means challenging senior leadership or delivering difficult truths. Directness doesn’t mean being confrontational—it means being clear, confident, and unwavering in our principles. Avoiding tough conversations might feel easier in the moment, but it risks letting small problems grow into major crises. In this role, candor and courage are non-negotiable.

Resilience

Let’s be real: compliance is tough work. You may feel like the perpetual bearer of bad news or the person constantly reminding others what can’t be done. It’s exhausting. And it can be lonely.

But resilience is what keeps us going. It’s what allows us to bounce back after a difficult conversation, dig into the next challenge, and keep advocating for what’s right. Resilience isn’t about being unshakable—it’s about showing up, even when the work feels overwhelming.

Courage

Courage ties all these characteristics together. Being empathetic, inquisitive, and direct takes bravery—especially in an environment where you may feel outnumbered or underappreciated. Sometimes, this courage may even mean facing potential retaliation or exclusion for speaking truth to power. In some cases, it might even mean recognizing when a situation is beyond repair and having the courage to walk away from a role or organization that is no longer aligned with your own ethical compass. But courage is what allows us to stay true to our values, make difficult decisions, and push for change in the face of resistance.

Courage doesn’t mean you won’t feel fear or doubt. It means acting in spite of them. And as compliance officers, our courage is often what inspires others to step up and do the same.

Recognizing the challenges and celebrating the work

If you’re reading this and nodding along, you know this isn’t easy work. Being a compliance officer means balancing competing priorities, managing complex risks, and making decisions that aren’t always popular. But it also means being part of something bigger—helping to build a culture of integrity that benefits everyone.

So, to all my peers in compliance: You’re seen. You’re doing work that matters. And while the road may not always be smooth, the impact you’re making is profound.

Keep asking questions. Keep having the hard conversations. Keep showing up. Because that’s what great compliance officers do.

The post CCOs: You’re not a “yes” person—and you’re also not the “Department of No” appeared first on Learning Pool.

Don’t let Quitter’s Day derail your compliance goals

Harper Wells — Wed, 15 Jan 2025 14:28:00 +0000

It’s that time of year again—Quitter’s Day. The day when the gym empties, the planners gather dust, and the excitement of new beginnings starts to fizzle out. That’s right; we’ve made it past the second Friday in January when most people abandon their New Year’s resolutions, so if you’re feeling over 2025 already, you’re not alone.

Now, I’ll admit, I’ve had my fair share of abandoned resolutions—like that year I swore I’d learn Italian but only made it as far as memorizing how to order gelato. (Important, but hardly fluent!) Resolutions are hard because they often require sustained energy, focus, and action long after the initial enthusiasm fades.

Sound familiar? As compliance professionals, we’re no strangers to this challenge. At the start of the year, we might set ambitious goals: revamping training programs, enhancing reporting mechanisms, or strengthening risk assessments. But somewhere between January and March, our inboxes fill up, competing priorities emerge, and those resolutions can quietly slip away.

Here’s the thing: in our line of work, quitting isn’t just a personal disappointment—it can have real consequences for the business, the employees, and even our own credibility. So how can we beat the Quitter’s Day slump? By reconnecting with the why behind our work and taking actionable steps to stay engaged.

Get out from behind your desk

One of the most effective ways to reignite your motivation is to leave your desk. Seriously. Shut the laptop, grab your notebook, and head out to the factory floor, the call center, or wherever your business actually operates. Talk to employees. Ask them about their challenges and their wins. Listen to their stories.

For those working remotely or in a hybrid setup, this still applies. Schedule a video call or hop on a phone call with employees in different roles and locations. Join virtual team meetings or host informal coffee chats over Zoom. The goal is to connect authentically and understand the day-to-day realities of your colleagues, no matter where they are.

When we step out of the compliance bubble, we gain invaluable insights into how policies, procedures, and training are actually being used. That’s when compliance stops feeling like a theoretical exercise and starts becoming something real and impactful. Plus, those conversations can often spark ideas for improvements that you’d never come up with while sitting at your desk.

Talk with employees at all levels

One of my favorite parts of the job is hearing from employees at all levels of the business. Frontline workers, managers, new hires, and veterans—everyone has a unique perspective.

For example, you might discover that a seasoned employee has developed a clever workaround to an overly complex policy (a potential risk, but also a learning opportunity). Or maybe a new hire shares that they’re confused by the training materials—an easy fix you wouldn’t have caught otherwise.

These conversations not only help us understand the practical realities of compliance but also build trust. When employees see that we care about their experiences and value their input, they’re more likely to view compliance as a partnership, not a policing function.

Understand the business at a tactical Level

Let’s be honest: compliance can sometimes feel like it’s a step removed from the day-to-day operations of the business. But to be truly effective, we need to understand what the business does at a tactical level.

Do you know how your products are made or your services are delivered? Can you explain the biggest challenges your sales team faces or the risks your logistics team manages? When you take the time to learn these details, you’re better equipped to craft policies, controls, and training that are practical, relevant, and aligned with the business’s needs.

It’s OK to reset

If you’re reading this and thinking, “I’ve already fallen behind on my compliance goals,” don’t worry. Quitter’s Day doesn’t have to be the end. It’s just a reminder to pause, reflect, and reset.

Start small. Choose one goal you’re passionate about and take one concrete step toward it. Schedule a walk-and-talk with a department you’ve been meaning to connect with. Spend an hour shadowing a team to learn more about their daily tasks. Revisit a training program with fresh eyes and ask yourself, “How can this better serve our employees?”

Remember your why

At the end of the day, compliance isn’t about checking boxes or avoiding penalties. It’s about creating an ethical, transparent, and supportive environment where everyone can thrive. It’s about protecting the business and its people—and that’s work worth showing up for, even on the toughest days.

So, let’s make a pact: no more quitting. Let’s recommit to our goals, connect with our people, and keep moving forward. Together, we’ll turn those resolutions into lasting impact.

The post Don’t let Quitter’s Day derail your compliance goals appeared first on Learning Pool.

Why we prioritize minimal video in Adaptive Learning

Carly Chasin — Fri, 20 Dec 2024 17:08:44 +0000

When organizations evaluate training solutions, it’s natural to consider engaging formats like video. After all, video can be visually compelling and memorable. However, when it comes to driving behavior change and measurable learning outcomes, passive video consumption often falls short. That’s why we design our adaptive learning courses with minimal video content, prioritizing active, learner-driven approaches instead.

Here’s a closer look at why we take this approach and how it aligns with building a stronger business case for meaningful learning outcomes.

Active vs. passive learning: Why “doing” beats “watching”

Imagine you’re learning to drive a car. You could watch countless hours of videos about driving techniques or read detailed manuals about road safety. While these resources might prepare you intellectually, they won’t make you a confident driver. The real learning happens when you sit behind the wheel, navigate down roads and through intersections, and make decisions in real time. This hands-on experience is where you truly internalize the skills and build the confidence to drive safely.

The same principle applies to training. Passive learning, like watching videos or reading materials, is a one-way transfer of information. While it might hold learners’ attention momentarily, it often falls short in fostering retention or the ability to apply knowledge in real-world situations.

Active learning, on the other hand, is like getting behind the wheel. It engages learners through hands-on, interactive experiences that challenge them to think critically, make decisions, and solve problems in realistic contexts. This approach not only builds muscle memory, which enhances retention, but also promotes meaningful behavior change.

Our adaptive compliance courses are built around this philosophy of “learning by doing.” Instead of passively consuming content, learners actively engage with simulations, scenarios, and decision-making tasks tailored to mirror their job responsibilities. By practicing in a safe, controlled environment, they’re better equipped to handle real-world challenges with confidence and skill.

Active learning isn’t just a method—it’s the key to impactful, effective training.

Why we prioritize minimal video in adapting learning

Faster Time-to-Proficiency: Video can slow the learning process by requiring learners to consume content at a fixed pace. Limiting video promotes self-directed learning, where learners can move through courses at their own pace. Our adaptive approach dynamically adjusts to each learner’s knowledge level, focusing time and effort where it’s needed most. This targeted approach reduces seat time while ensuring learners build real proficiency.
Realistic Decision-Making: Instead of passively watching an example, learners engage directly with scenarios that challenge them to think critically and make choices. This active engagement builds confidence and prepares them for real-world decision-making in their daily work.
Feedback and Remediation: Active learning enables real-time feedback. When learners make incorrect decisions, they receive immediate coaching and an equivalent scenario to demonstrate proficiency. This iterative process ensures understanding—something passive video alone cannot achieve.
Behavioral Data Insights: Interactive, scenario-based training generates robust behavioral data, revealing how learners make decisions, identifying knowledge gaps, and pinpointing areas of risk. In contrast, video-based training typically offers limited insights beyond completion rates.
Scalability and Relevance: Videos are static, requiring costly updates or re-recordings to reflect new regulations, policies, or company needs. Adaptive courses, however, are dynamic, allowing for easy updates and customized content without the logistical burden of video production.

Strategic video use for maximum impact

We often turn to video platforms like YouTube to learn something new—like how to bake a soufflé, fix a leaky faucet, or build a deck—because we’re immediately applying what we see. Video works well in real-time, task-specific scenarios where it supports hands-on action. But in training environments where learners need to absorb, practice, and retain skills over the long term, video alone isn’t enough.

That’s why we advocate for thoughtful, strategic use of video to enhance the learning experience. A short clip can deliver an inspiring message from the CEO, set expectations for a training session, or present a scenario that leads directly into hands-on, learn-by-doing activities. Used this way, video provides valuable context without letting learners disengage or multitask.

Over-reliance on video, however, risks frustrating learners—especially when they’re forced to re-watch content repeatedly. By pairing strategic video use with adaptive, interactive training, we create engaging, effective learning experiences that respect learners’ time and focus on meaningful outcomes.

Building a business case for change

Investing in adaptive learning with strategic video use supports your organization’s goals for efficiency, effectiveness, and measurable impact. Here’s how:

Stronger ROI: Adaptive learning reduces seat time and enhances knowledge retention, cutting costs associated with ineffective training and repetitive retraining.
Measurable Outcomes: Behavioral data provides clear, actionable insights into training’s impact on employee performance and compliance readiness, allowing you to track improvement year over year.
Flexibility for Growth: Adaptive learning evolves with your organization, accommodating new regulations, roles, and risk areas without the time and expense of frequent video updates.
Empowered Employees: Engaging, hands-on training equips learners to make informed decisions with confidence, reducing errors and fostering accountability.

Final thoughts

Choosing adaptive learning with strategic video use isn’t just a design choice—it’s a commitment to creating effective, engaging, and impactful training that meets the needs of today’s workforce. By emphasizing active, hands-on learning while incorporating video thoughtfully, your organization can drive meaningful behavior change, gain actionable insights, and foster a more confident, capable workforce ready to tackle real-world challenges.

Curious about how our approach can transform your training program? Let’s start the conversation.

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“Analytics” vs. real insights: How adaptive learning transforms compliance training

Carly Chasin — Thu, 19 Dec 2024 09:57:23 +0000

Analytics has become a buzzword in compliance—a term often overused but essential for teams aiming to evolve their programs by leveraging data. Compliance training, as one of the most substantial touchpoints organizations have with employees, holds untapped potential for meaningful insights. Unfortunately, much of the “data” from traditional training platforms, such as completions and quiz scores, falls short of providing the depth compliance teams need in today’s regulatory environment.

To truly measure program effectiveness—and align with evolving DOJ guidance—behavioral data is essential. The DOJ emphasizes this by referencing “effective,” “effectively,” and “effectiveness” 58 times in its September 2024 version of the Evaluation of Corporate Compliance Programs. This focus is echoed by regulators and enforcement agencies worldwide, who are increasingly challenging companies to demonstrate how they measure the real impact of their compliance programs. For compliance teams, this raises a critical question: How do you know if your training is truly influencing behavior?

Not all analytics are created equal

While many training providers tout their analytics capabilities, the difference between traditional “quiz data” and adaptive behavioral insights is vast. Let’s break it down:

Quiz question “analytics”	Adaptive behavioral insight
What it is: Static quiz outputs where all learners receive the same questions.	What it is: A dynamic platform that adjusts scenarios in real time based on each learner’s demonstrated proficiency.
What it shows: How many attempts it took to get the question right—often through guessing.	What it shows: Behavioral data that reveals how learners make decisions within realistic, job-specific scenarios.
Bias: High—questions are theoretical and offer no remediation for incorrect answers.	Bias: Low—realistic simulations—with challenging wrong answers—require application, not guesswork.
Statistical Validity: Low—questions and answer choices don’t change; learners guess through elimination.	Statistical Validity: High—alternate scenarios ensure learners demonstrate proficiency before progressing.
Proficiency Building: Low—learners can brute-force their way through the course.	Proficiency Building: High—coaching builds proficiency, making the learning journey transparent and meaningful.
Actionability: Low—limited insight to address risk areas or tailor remediation.	Actionability: High—provides actionable insights to identify risk hotspots and target further guidance.
Coaching and Feedback: Generic feedback (e.g., “That’s correct!” or “Sorry, that’s incorrect. Try again.”)	Coaching and Feedback: Tailored feedback that clearly explains why an answer is correct or incorrect, reinforcing the desired behaviors and outcomes.

As you can see, quiz data doesn’t go far enough. It provides surface-level information, while adaptive learning offers behavioral insights that empower compliance teams to address knowledge gaps, track progress, and target high-risk areas.

How adaptive learning works

To extract the best data, you need to deploy the best training. Adaptive learning dynamically adjusts in real-time to each learner’s proficiency, offering a personalized experience:

Learners navigate situational simulations that mirror real gray-area workplace scenarios.
The course adapts based on correct and incorrect responses, increasing or decreasing difficulty.
All learners receive immediate feedback and, if a learner answers incorrectly, they receive remediative coaching and an alternate scenario to demonstrate proficiency before moving on.

This tailored approach ensures that Learner A and Learner B have different journeys, each tailored to their individual knowledge. Experienced employees may complete training up to 50% faster, while others benefit from additional coaching that helps them master key concepts.

Unlike branching technology, which adjusts content based on demographics (e.g., role, location), adaptive learning responds dynamically to individual performance—providing deeper insights into decision-making and areas of risk.

Garbage in, Garbage out

Your analytics are only as good as the data they’re based on. Traditional quiz-based training forces all learners into a one-size-fits-all approach. Learners guess their way through content, often selecting the correct answer through elimination rather than understanding. The result? Inflated completion data and superficial insights.

Adaptive learning, on the other hand, produces meaningful data that compliance teams can act on:

True personalization: Learners engage with content tailored to their performance.
Continuous optimization: Proficiency is assessed and remediated in real time.
Actionable insights: Behavioral data identifies knowledge gaps, predicts risks, and informs continuous program improvement.

Learning Pool’s adaptive learning advantage

At Learning Pool, we combine proprietary adaptive learning technology with flexible customization options to create tailored, dynamic training experiences. Our Behavioral Insights reports provide deep analysis of how learners apply knowledge in realistic scenarios—giving you the tools to make data-driven decisions and strengthen your compliance culture.

Bottom line

If you’re satisfied with static training that counts completions, traditional quiz data may suffice. But if you’re ready for transformational compliance training—training that generates meaningful behavioral insights and measurable impact—ask the hard questions:

Is the data actionable?
Is the training dynamic and personalized?
Does it coach employees to proficiency?

Compliance programs evolve when training evolves. Adaptive learning is the key to ensuring your program doesn’t just check the box but drives real, measurable change.

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From 2024 to 2025: Key regulatory insights for compliance leaders

Deborah Mercier — Tue, 17 Dec 2024 17:49:01 +0000

The end of the year is a natural time to reflect on key developments and plan for what’s ahead. In that spirit, we’ve rounded up some of 2024’s most notable regulatory compliance highlights and shared a preview of what’s on the horizon for 2025.

2024: A year of regulatory shifts

AI legislation gains momentum

AI regulation picked up around the world in 2024, reflecting the exponential development of the technology itself. The standout development was the EU AI Act, which became law in July. As the most comprehensive legal framework around AI to date, it follows a risk-based approach that will shape organizations’ use of AI in the EU and beyond. The Act entered into force in August, and it will follow a rolling timeline of specific provisions taking effect and related enforcement from 2025 into 2030.

Cybersecurity risks exposed

The CrowdStrike cybersecurity failure in July sent shockwaves through industries, highlighting the risks of overreliance on a single vendor. This incident served as a powerful reminder of the need for robust contingency planning and diversified cybersecurity strategies to maintain operational continuity.

Regulatory pauses create uncertainty

In the US, new regulatory requirements hit a few roadblocks:

The FinCEN beneficial ownership information (BOI) reporting requirements under the Corporate Transparency Act (CTA) were paused, leaving organizations unsure of when and how to comply. Companies should continue preparing, as these requirements are expected to return.
The FTC’s proposed ban on noncompete agreements appears unlikely to move forward, but businesses must remain alert to further developments.

SEC cracks down on off-channel communications

The SEC intensified enforcement against off-channel communications—business communications made on personal devices, social media, or unapproved messaging apps. These actions resulted in significant fines, underscoring the importance of implementing and enforcing robust communication policies to ensure compliance with legal recordkeeping requirements. Notably, organizations that self-reported received lower penalties, highlighting the benefits of proactively identifying issues and self-reporting to minimize consequences.

2025: What’s ahead for compliance

Shifting US regulatory priorities

A new presidential administration often brings changes to regulatory enforcement priorities. While specific focuses may shift, history shows enforcement rarely disappears altogether. Noncompliance remains costly, so organizations with strong compliance programs who prioritize ethical practices will be best positioned to adapt and maintain their reputations.

Evolving DEIB and ESG Expectations

Attention to Diversity, Equity, Inclusion, and Belonging (DEIB) and Environmental, Social, and Governance (ESG) initiatives will remain critical on the global stage. International markets, investors, and regulatory bodies will continue to demand measurable commitments. Organizations that proactively align with evolving global ESG standards will not only mitigate risks but also position themselves to meet stakeholder expectations and seize new opportunities.

Operational resilience takes center stage

Global regulators are placing a stronger emphasis on operational resilience:

In Canada, the Office of the Superintendent of Financial Institutions (OSFI) introduced new resilience standards, with adherence to Section 4 expected by September 2025 and full adherence expected by September 2026.
In the EU, the Digital Operational Resilience Act (DORA) will come into force in January, enhancing cybersecurity and operational standards for financial entities.

Financial institutions in these regions must act now to meet these new standards, and organizations in other sectors should pay attention to similar trends.

AI regulation expands globally

Following the EU AI Act, other regions are expected to introduce or begin developing their own AI regulatory frameworks in 2025. Companies leveraging AI will need to monitor these developments closely, ensuring compliance while maintaining growth and innovation.

Final thoughts

As we reflect on 2024 and prepare for 2025, it’s clear the regulatory landscape will continue to evolve at a rapid pace. Staying ahead of these changes requires vigilance, adaptability, and a strong commitment to doing the right thing.

We wish you all a wonderful holiday season and a successful, compliance-ready start to the new year!

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Safeguarding adults in everyday situations

Lauren McLaughlin — Mon, 16 Dec 2024 15:03:28 +0000

Have you ever had that niggling feeling that something just wasn’t quite right during an interaction with someone? In 2023, data collected by the APS (Adult Protection Services) indicated that only 1 in 24 cases of elder or vulnerable adult abuse were brought to authorities’ attention. That’s only 4% of cases.

It’s an experience that can highlight how we may encounter vulnerable adults in our day-to-day lives and work – whether we’re working in retail, delivery workers, someone’s neighbor or just passing through. These could be adults struggling with age, disabilities, health conditions or other care and support needs. While simply needing assistance doesn’t make someone inherently “vulnerable,” it can increase their risk of experiencing abuse, neglect or inability to keep themselves safe without some support.

Who are vulnerable adults?

Adults with care and support needs could be older people, those with disabilities, long-term health conditions like dementia, mental health needs, or carers themselves. Millions of people in the UK will require extra practical, financial or emotional support at some point to live independently. Having these needs doesn’t automatically make someone vulnerable, but if proper care isn’t available, it increases their risk of abuse or neglect.

‘I’m not a social worker, what can I do?’

While we don’t all work directly with vulnerable or at risk people, it’s important to know that we all have a role to play in safeguarding adults from these forms of mistreatment. Don’t ignore signs that could indicate an adult is experiencing abuse or serious risk.

Abuse can take many forms – physical, financial, emotional, sexual, discriminatory, or neglect of an adult’s basic needs. It could involve domestic violence, modern slavery, or failures by care providers. Signs can range from unexplained bruising to an older person being unreasonably denied access to their own money. Self-neglect, like severe hoarding that impacts someone’s wellbeing, is also a concern.

If you suspect safeguarding issues, have a calm conversation to understand the person’s perspective. Make it clear you want to help them stay safe and get appropriate support. For example: “I’m worried you can’t easily exit your cluttered home if there’s an emergency. Please let me explore ways we can address this.”

Unless there are capacity issues, the adult should be involved in decisions about their safety as much as possible. However, if serious risks of harm exist and they can’t make decisions, you may need to raise concerns with the appropriate channels.

‘How to do I seek help?’

In non-emergency situations, explain your concerns to your manager or contact the local authority adult safeguarding team where the person lives. For immediate, life-threatening situations, contact emergency services.

You don’t need to directly witness abuse. Just documenting risks like unsafe living conditions, potential financial exploitation, or someone expressing thoughts of self-harm can allow professionals to further assess and assist.

While safeguarding is primarily led by councils, police and NHS workers, we can all play a part just by being alert during everyday encounters. A concerned call could protect someone from significant harm.

Imagine delivering a package or visiting a neighbor and discovering the person’s home is in an increasingly hazardous state, with fire risks and excess clutter creating fall hazards. Raising this issue, despite potential pushback, could prompt a wellness visit and needs assessment. Safeguarding adults is about improving their quality of life, not policing or forcing change. But sometimes, raising an alarm is the first step toward getting someone the support they desperately need.

What is Learning Pool doing to help?

At Learning Pool, we’re committed to supporting your safeguarding initiatives. We’ve added a dedicated eLearning course on Safeguard for All: Adults, to our Safeguarding Collection. Written by Richard Powley, an expert in Safeguarding, this course is now available in your tenant if you’re already using the collection.

If you don’t yet have access to these collections but are interested in rolling out this valuable content to your organisation, feel free to reach out to your CAE for more information or get in touch here. We’re here to help.

Additional resources:

Action on Elder Abuse helpline: 0808 808 8141
National Domestic Abuse Helpline: 0808 2000 247.
Supporting safeguarding adults guidance (SCIE)

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Learning Pool Certified as Smartchoice® Preferred Provider by Brandon Hall Group

Shannon Layton — Fri, 13 Dec 2024 10:33:17 +0000

Michael Rochelle, Chief Strategy Officer of Brandon Hall Group, stated:

“Learning Pool exemplifies the qualities we seek in a Smartchoice® Preferred Provider. Their commitment to delivering innovative, scalable, and data-driven solutions is unmatched. By aligning learning with measurable business outcomes, Learning Pool not only enhances workforce performance but also drives organizational success.”

The analyst team at Brandon Hall Group has spent a considerable amount of time understanding Learning Pool as well as the markets in which they operate. The team has conducted in depth briefings and a thorough evaluation of Learning Pool’s product value proposition. Brandon Hall Group’s Smartchoice® Preferred Provider Program provides a world-class membership center for knowledge, resources and advisory support to the entire Learning Pool organization to ensure our certification is a reflection of the highest standards a Provider can attain in the market.

Benoit de la Tour, CEO of Learning Pool, commented:

“At Learning Pool, we are driven by a passion to create meaningful learning experiences that make a real-world impact. Being recognized as a Smartchoice® Preferred Provider by Brandon Hall Group reflects our dedication to delivering innovative solutions and achieving exceptional results for our customers. This recognition underscores the hard work of our team and our commitment to innovation, customer success, and measurable business outcomes.”

Brandon Hall Group has consistently been the leading independent analyst firm and confirms that Learning Pool offerings measurably benefit the organizations they work with.

About Brandon Hall Group Inc.

Brandon Hall Group is the only professional development company that offers data, research, insights and certification to Learning and Talent executives and organizations. The best minds in Human Capital Management (HCM) choose Brandon Hall Group to help them create future proof employee development plans for the new era.

For over 27 years, we have empowered, recognized and certified excellence in organizations around the world influencing the development of over 10,000,000 employees and executives. Our HCM Excellence Awards was the first to recognize organizations for learning and talent and is the gold standard, known as the “Academy Awards of Human Capital Management.”

Our cloud-based platform delivers evidence-based insights in the areas of Learning and Development, Talent Management, Leadership Development, Diversity and Inclusion, Talent Acquisition and HR/Workforce Management for corporate organizations and HCM solution Providers.

To learn more visit brandonhall.com

About Learning Pool

Learning Pool is a leading provider of intelligent, scalable learning solutions that empower organizations to align learning strategies with business goals. With an integrated platform combining learning solutions with skills development and digital adoption capabilities, Learning Pool delivers personalized and data-driven learning experiences that drive measurable impact.

Trusted by global organizations across industries, Learning Pool’s award-winning solutions enable businesses to improve engagement, enhance compliance, and boost workforce productivity. Learn more at learningpool.com.

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