Virtual reality (VR) has revolutionized the way employees learn and develop new skills. By creating a totally immersive environment, VR training technology can provide employees with a more effective and interactive learning experience than traditional methods of instruction. With its ability to replicate real-world scenarios, VR training can help organizations save time and resources while providing a more comprehensive learning experience for their employees.

The Benefits of VR Training Technology

VR training can provide an immersive learning environment for employees, allowing them to practice real-life scenarios in a safe and controlled setting. It supports personalized and adaptive learning by offering choices, feedback and guidance based on their preferences, performance and progress. VR also has the capability to create a sense of presence and engagement with learners that traditional methods lack. This helps foster better retention of content as learners are completely immersed in the experience, activating multiple senses and different regions of the brain.

Brandon Hall Group’s 2023 Learning and Development Benchmarking Study reveals that only 6% of responding organizations are currently using VR tools in their training. In contrast, respondents to Brandon Hall Group’s Creating and Delivering Highly Engaging Learning for the Hybrid Workforce Study indicate that companies are exploring virtual modalities — 52% were looking at virtual role-plays while 25% were looking at virtual reality as viable options for enhancing their employee training programs.

The gap between these data points is startling and indicates there’s still much room for improvement when it comes to leveraging virtual reality in the workplace. Since VR training can be tailored to each learner’s needs, it makes the learning process more personalized, efficient and effective.

One often-overlooked benefit to leveraging VR experiences has to do with fostering collaboration and communication. This can happen as learners interact with peers, instructors and even virtual characters regardless of their physical location. As work continues to become increasingly globalized, VR environments create a sense of common space for dispersed teams.

Making the Business Case for VR Training

Secure support from key stakeholders in the business by showcasing anticipated performance improvements, realized cost savings over time and organizational productivity improvement. When learning leaders highlight these key components, the business can make informed decisions that lead to transformative and effective learning and development experiences for employees.

Performance improvements resulting from VR training happen because learners can apply new skills in a risk-free environment, which accelerates their improved performance on the job. VR training presents cost-saving opportunities from eliminating expenses for travel and external trainers as well as reducing overall administrative costs. Additional cost savings occur because employees can revisit trainings whenever they need to without the company having to make any additional investment.

What to Look for When Choosing a VR Training Solution

When choosing a virtual reality training solution, there are several important criteria to consider.

• The solution should be compatible with existing hardware and software so that it can be seamlessly integrated into the organization’s existing technology infrastructure.
• Visuals and sound should be realistic enough to create an immersive learning environment for employees.
• Performance should be reliable with minimal technical issues for users to deal with.
• The data collected by the platform should be able to be tracked, analyzed and used to further improve the system.
• The user experience should be intuitive and easy to use for employees of all levels of expertise.
• Along with that idea, ensure there is adequate training provided to increase employee’s confidence in using the technology.

By taking these criteria into account when selecting a VR training solution, organizations can ensure they are making an informed decision about which one best suits their needs. It’s also important to bear in mind that a good VR training platform provider will keep up-to date on trends and technologies available in virtual reality training solutions to provide users with the most current tools and experiences. With this approach, organizations can maximize their investment in virtual reality training while ensuring that their employees have access to a cutting-edge learning platform.

How to Implement VR Training in Your Organization

Virtual reality training offers organizations a unique opportunity to create an immersive learning environment for employees. To ensure successful implementation of VR training, organizations should take the following steps:

1. Identify the areas of your organization that could benefit from virtual reality training. Consider which departments need to be trained on specific skills or concepts that can be taught more effectively in a VR environment. This will help you decide which type of hardware and software is necessary to achieve your goals.
2. Assess the current capabilities and resources of your organization regarding VR technology. Consider what kind of hardware and software is available, as well as any other needs such as content development or user experience design required for successful implementation of VR training.
3. Decide on the right hardware, software and user experience for your organization’s needs. Think about how users will interact with the system, including their comfort level with using headsets and other technologies, as well as how they’ll navigate through the virtual world created by the system. Also consider factors like resolution quality, latency issues and physical disconnection from reality when choosing equipment for your system.
4. Choose a suitable VR training platform provider based on your goals and budget considerations. Be sure to look at features such as data security measures, privacy options, scalability options, cost-effectiveness, customer service support levels and compatibility with existing systems when deciding — all of these factors should play into your choice of provider for optimal results from VR training programs.
5. Develop a strategy to measure the effectiveness of your virtual reality training programs once they are up and running to identify where improvements need to be made or if additional resources are needed for success in this area. Track metrics like completion rates along with feedback from trainees to determine if the program is engaging users or if changes need to be made to improve their experience and ultimately foster better retention rates among learners.

By taking these steps before implementing virtual reality into their training programs, organizations can ensure that they are leveraging this technology in an effective way that provides a high-quality learning experience for employees while also achieving their desired outcomes.

Real-World Examples of Virtual Reality in Learning

Virtual reality is becoming increasingly popular for real-world training purposes across a variety of industries.

• Learning that has high complexity: Virtual Reality (VR) is an excellent tool for training in complex scenarios that are difficult to replicate in the real world. For instance, VR can be used to train astronauts, saving costs and overcoming challenges associated with real-world training.
• Preserving institutional knowledge: VR enables the capture and transfer of institutional knowledge by preserving the expertise of retiring employees. Companies can use VR to retain valuable knowledge and even educate customers on effective product usage.
• Healthcare: VR works well in use cases of training for high risk scenarios in the healthcare industry, where learners can be exposed to potentially dangerous situations. For example, doctors can practice complex surgeries in VR without putting patients at risk.
• Manufacturing and automotive: Given the complexity of modern manufacturing environments, even minor errors in worker judgment can have severe consequences, such as brand damage and financial losses. VR can train factory workers, automotive assembly-line workers and component installers, equipping them with industry best practices.
• Aviation: VR is proving to be a valuable training aid in the aviation industry due to the high stakes involved in air travel. Pilots can practice flying in realistic flight simulations, honing their skills in lifelike situations. Service staff, both on-ground and in-flight, can also learn and practice in VR-simulated high-stress, customer-centric scenarios.
• Human skills training: VR is also effective for developing soft skills by simulating real-life scenarios with facial expressions and body language. Employees can practice and enhance skills like active listening, conflict resolution and negotiation in a safe and realistic virtual environment. VR-based soft skills training can foster enhanced empathy among employees by exposing them to immersive scenarios that would otherwise be inaccessible.
• Safety training: Workplace accidents can result in loss of life and damage to reputation. VR provides a safe training environment for professionals like utility workers to acquire the necessary skills to prevent accidents and improve safety records.

Final Thoughts

VR can revolutionize learning and training, especially in today’s AI/Machine Learning era. Integrating AI with VR enhances content customization and the delivery of personalized experiences. The increasing use of virtual reality in training, promises highly enabled workplaces, improved learning and innovative productivity strategies. A future of enhanced employee experiences awaits.

For even more insight into leveraging AI in training, visit EI Powered by MPS.

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The recent events at OpenAI, culminating in the firing and subsequent reinstatement of CEO Sam Altman, have sent shockwaves through the AI community and beyond. While the specific reasons for Altman’s initial dismissal remain unclear, the episode has served as a stark reminder of the challenges and complexities of leadership, particularly in the dynamic and rapidly evolving world of AI.

The Power of Transparency and Communication

At the heart of the OpenAI saga lies a critical lesson in transparency and communication. The board’s abrupt decision to fire Altman without consulting with employees or the broader AI community created a climate of fear, uncertainty, and distrust. This lack of transparency eroded confidence in the company’s leadership and decision-making processes.

Effective leadership hinges on the ability to communicate openly, honestly, and proactively. When decisions are made without proper consultation or explanation, it breeds suspicion and undermines the ability to foster a cohesive and motivated workforce.

The lack of agreement on key behaviors valued in a great leader is a prescription for disaster for employers who need leaders to drive business outcomes. However, most organizations report that they lack widespread agreement on the critical attributes and competencies of great leaders and how to develop them, according to the Brandon Hall Group study, Great Leaders: How Do We Develop More?

The Importance of Cultural Alignment

The OpenAI saga also highlights the significance of cultural alignment between leaders and their organizations. A strong company culture is built on shared values, mutual respect, and a sense of shared purpose. When leaders’ actions and decisions deviate from these core principles, it creates dissonance and disrupts the delicate balance of a company’s culture.

In the case of OpenAI, the board’s actions appeared to contradict the company’s stated values of transparency, collaboration, and responsible AI development. This disconnect between leadership and culture contributed to the turmoil that ensued.

Culture is often hard to define, but it is one thing that makes a company an employer of choice. It also has a huge impact on how things get done. No one-size-fits-all culture works because each industry, company and location have unique values. Using broad definitions, organizations are spread across four basic culture types — Collaborative, Creating, Controlling or Competing.

Percentages for each culture type are based on averages of all Brandon Hall Group studies conducted over the past five years, according to our paper, Employee Engagement: A Framework for Success. About 8% of organizations indicated their cultures did not fit any of the definitions. Culture is a key ingredient in your approach to employee engagement and should be reflected in each key process.

The Path Forward: Embracing Transparency, Fostering Trust

Moving forward, OpenAI must prioritize transparency and trust-building measures to restore confidence and unity within the organization. This includes:

• Open and transparent communication: Leaders should proactively communicate decisions, providing clear explanations and rationale for their actions.
• Employee engagement and feedback: Actively seek employee input and feedback to ensure that decisions align with the company’s values and the aspirations of its workforce.
• Reinforcement of shared values: Regularly emphasize and reinforce the company’s core values, ensuring that they are reflected in decision-making and everyday actions.

OpenAI must be intentional about building and maintaining a collaborative and supportive culture. This single element consistently ranks highest among attributes that contribute to a positive employee experience, according to the Brandon Hall Group study, Culture Eats Strategy: Is Your Employee Experience What You Intended?

Ensuring a culture remains collaborative and supportive requires intention on the part of all involved. It begins with clearly defining organizational expectations around a collaborative work environment — what it looks like in the specific context of your company and how it plays out in daily work. Once you set those expectations, holding leaders accountable to behave in alignment to those expectations becomes critical.

The future of OpenAI hinges on its ability to learn from these recent events and emerge stronger, wiser, and more united. By embracing transparency, fostering trust, and aligning leadership with its core values, OpenAI can navigate the challenges ahead and continue to make meaningful contributions to the field of AI.

The Sam Altman saga serves as a valuable case study in leadership, communication, and culture. OpenAI has an opportunity to transform this crisis into a catalyst for positive change, demonstrating how effective leadership can navigate turbulent times and emerge stronger, more resilient, and better equipped to fulfill its mission.

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Demand is increasing for external learning consultants and L&D staff to assist internal learning teams that struggle to manage increased expectations on flat or decreasing budgets, according to the Brandon Hall Group Learning Benchmarking Study 2023.

More than one-third of L&D teams rank a lack of staffing among their greatest challenges, the study shows. This creates an increasing need to hire the right consultant and L&D staff to plan, develop and deliver employee training and development programs.

AllenComm, a Brandon Hall Group Smartchoice® Preferred Provider, offers clients consultants and staff with domain expertise in learning experience design and the expertise to develop engaging, effective content. Learn more here.

The best L&D staffing services understand that every industry and organization is different. You need a provider that can quickly understand your needs and provide experienced professionals to scale your learning in alignment with your established workflow. Between 20% and 33% of organizations are outsourcing one or more of these L&D team functions:

Here are some important considerations as you seek the right learning consultant or L&D staff to keep your operation thriving:

• Learning consultants and teams must have relevant expertise to design and deliver services in your industry. Consider their track records, qualifications, certifications and references to ensure they have a solid reputation and can meet your organization’s unique requirements.
• Ensure the training consultant or L&D team can customize their approach to align with your organization’s culture, values and specific needs.
• Assess the training methodologies and techniques the consultant or L&D team employs. Determine if they align with your company’s learning preferences and the needs of your employees.
• Clearly define the objectives and expected outcomes of the training programs. The consultant or L&D staff should be able to design and deliver employee training and development that align with these goals, assess the effectiveness of the training and track the progress of learners.
• Evaluate the ability to provide long-term support. Providers should offer ongoing evaluation, continuous improvement and the transfer of knowledge and skills to the employees and internal trainers, if needed.
• Effective communication and collaboration between your organization and the training consultant or team are crucial. Establish regular channels for feedback and progress updates to maintain a strong partnership throughout the training process.
• Research the reputation of the training consultant or team by checking their client testimonials, case studies, or online reviews. Request references from their previous clients and contact them for insights into their experiences and the success of the training initiatives.

“Providing L&D teams with staff personnel from a group of experienced professionals with knowledge directly relevant to their industry can be a game changer,” said AllenComm CEO Ron Zamir. “Many teams are understaffed and overutilized. Our clients choose AllenComm for our domain expertise, tailored approach to meet their needs and transformational solutions.”

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The two greatest challenges facing corporate Learning functions in 2023, Brandon Hall Group research shows, are upskilling employees at the speed of business and the inability to measure it effectively.

Unfortunately, the two go hand-in-hand. How do you know if you are developing skills to make your workforce future-ready if you can’t prove workers can apply new skills on the job?

That’s why Schoox, a Brandon Hall Group Smartchoice® Preferred Provider, has solutions specifically designed to upskill and reskill employees and measure the results. Schoox can help improve the business impact of employers’ skills development. That’s important because only 10% of organizations believe their Learning function supports demonstration of skill proficiency to a high or very high extent, our research shows.

The benefits of effectively developing new skills — both for new hires and current employees — go far beyond improving their performance and preparing them for new challenges. Skill development attacks two other critical challenges that people function wrestle with: talent retention and engagement.

By making your workforce future-ready, you improve the odds your talent will stick around long enough for you to reap the benefits of having improved their skills. Here are just a few examples of the impact:

• Sense of belonging. When employees can improve their skills and their career opportunities, trust and appreciation for the employer — beyond the paycheck — increases. Your talent is more likely to stay, which makes it easier for you to build a pipeline of skilled workers.
• Job satisfaction. When employees feel supported in enhancing their skills, they’re more engaged and satisfied with their jobs. This leads to higher levels of commitment and discretionary effort, which often leads to greater loyalty, which leads to lower turnover.
• Increased employee productivity and innovation. Skill development improves your employees’ ability to perform effectively and efficiently. Skilled workers are often more confident, innovative and adaptable, enabling them to tackle complex challenges.
• Talent attraction. Organizations that prioritize skill development — and can prove their commitment and success — are more likely to attract the best talent.
• Employee agility. Industries are constantly evolving, driven by technological advancements, market shifts and changing customer preferences. Effective skill development programs help your talent stay current with trends and improve capabilities in alignment with emerging demands.
• Succession planning. As experienced employees retire or move on, you can increase the chances for a smooth transition in key roles by having employees prepared for higher-level roles. Most organizations struggle with their talent pipeline and succession planning — which has gained importance in the wake of The Great Resignation — helps maintain business continuity and minimizes the disruption caused by talent gaps.

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Corporate Sustainability has emerged as a key business imperative over the last two decades in response to ongoing concerns about environmental impact across the globe. Beyond the environmental considerations, there are also the social and economic implications to how a company operates in the world.

Learning and Development (L&D) has a role to play in supporting a company’s sustainability efforts. It’s likely your L&D team is already involved, given that nearly 80% of companies indicate their L&D teams are aligned or very aligned with the needs of the business according to recent Brandon Hall Group research (2023 Learning Benchmarking Survey).

L&D can support sustainability in any or all of the following ways:

• Ensuring consistency of practice. Building training for various audiences on how to comply with sustainable practices
• Utilizing technology to enable scale. By leveraging microlearning and videos, even Virtual and Augmented Reality immersive technologies, L&D can create easily repeatable training.
• Measuring impact. By mapping the correct data to both training activities and sustainability data, learning analytics can show progress toward goals and help the organization manage performance in this area.
• Responding to rapid changes. Rapid eLearning technology enables L&D teams to keep training current even when things may be evolving.

An effective partner like CommLab India can help your organization build a learning strategy to ensure your sustainability program is successful.

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 One of the key characteristics shared by organizations where leadership development is effective is having a solid, consistent approach to employee leadership development. These organizations are nearly four times more likely to say their programs are effective than other companies. A big part of this approach is getting leaders out of the classroom and into more immersive, learning-by-doing scenarios.

Brandon Hall Group Smartchoice® Bronze Preferred Provider AllenComm helps its clients build effective leadership development programs with a focus on training metrics. By beginning with learning measurement that is focused on organizational needs and goals, AllenComm helps develop leadership skills at all levels. It begins with a full analysis of what skills gaps exist and to what extent, then bringing in the right content, experiences, and technology to match those needs.

It’s this outcome-based approach that leads to leadership training effectiveness. More than three-quarters of companies in Brandon Hall Group’s research say they need to improve measurement to better understand the impact of leader training on desired business outcomes, making it the number three leadership development priority. 

AllenComm applies its performance mapping framework to its leadership development approach, ensuring there are metrics for all four Kirkpatrick Levels that are connected to the needs of business stakeholders. This leads to learning experiences that are meaningful and relevant to participants, delivering and reinforcing the skills leaders need to be successful. 

This is a key departure from traditional, generic leadership development programs, which can do well in building common leadership skills, but fail to put them into the context of the business these leaders are serving. This outdated approach provides no connection for participants, leading to a lack of engagement. It also makes it next to impossible to measure results beyond completion rates, leaving organizations blind to whether or not their programs are effective. AllenComm puts results first, so organizations can develop current and future leaders that can drive the business forward.

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Boca Raton, FL — September 29, 2022

Brandon Hall Group, the leading independent HCM research and analyst firm, is launching a study on Oct. 4 to understand the specific strategies and initiatives organizations are taking to improve inclusive leadership. 

“The great majority of organizations say they support inclusion and diversity in the workplace. Setting the tone for inclusiveness and belonging for all employees starts at the top, so we want to understand the concerted efforts employers are making to improve inclusive leadership,” said Rachel Cooke, Chief Operating Officer and Principal HCM Analyst.  

Brandon Hall Group’s research initiative, How Do You Develop Inclusive Leaders?, seeks to answer:

• How do employers prioritize inclusive leadership?
• How do organizations support efforts toward more inclusion?
• How are organization embedding inclusion in other business goals?
• What are employers doing to overcome barriers to an inclusive culture?

To participate in this study, go to https://www.research.net/r/9DD8YVF. Participants will receive summary results of the research six to eight weeks after the survey launch and will get immediate download access to the Brandon Hall Group research summary, How to Build a Culture that Embraces and Fosters Inclusion.

“Embracing diversity and fostering inclusion is a massive change initiative. For it to have impact, there must be strong and consistent buy-in and focus from top leaders to the front lines. It’s critical to drive active involvement across the enterprise,” said Brandon Hall Group CEO Mike Cooke. 

This quantitative research will be complemented with qualitative interviews. The data and insights will fuel the development of research reports and tools — such as self-assessment tools, models and frameworks — to help organizations improve inclusive leadership.

About Brandon Hall Group:

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 28 years, we have empowered, recognized and certified excellence in organizations around the world influencing the development of over 10 million employees and executives. Our HCM Excellence Awards program 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 for corporate organizations and HCM solution providers.

To learn more, visit www.brandonhall.com.

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Companies increasingly recognize the value of delivering their learning assets outside the four walls of the organization to reach external learning audiences. These audiences include non-employee learners, such as customers, channel partners, distributors, resellers, franchisees, and more; They are diverse, dispersed, and incredibly complex – and do not work for your company.

Extended enterprise learning presents such a great opportunity – and challenge – for L&D teams because it often involves many other parts of the business. These audiences can be owned by Sales, Marketing, Operations, or any number of other groups. The opportunities lie in the ability of L&D to lend its expertise in developing and delivering training while forging strategic relationships with these functions. The right approach to learning can help improve customer relationships, increase sales, and even generate revenue. The challenges lie in coordinating the internal stakeholders, the external audiences, the various technology required, and measuring the results.

To serve the extended enterprise properly, L&D must work closely with the audience owners. The Sales team knows more about what will help resellers get better at selling their products, and Operations knows more about how customers can best use the company’s products. So, L&D can work with these teams to translate that knowledge into engaging, impactful learning experiences. 

Brandon Hall Group is partnering with one of its Smartchoice® Platinum Preferred Providers LearnUpon to present a webinar that delves into the complexities of extended enterprise learning. We will look at the various benefits the approach can have, how to address challenges, and examples of L&D working with internal groups to provide effective external training that directly impacts the business.

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Then why aren’t more organizations successful?

Only 34% of organizations believe they are developing leaders who are ready to drive business results in the next 1-2 years. There are several reasons, including that development focuses too much on event-based learning and not enough on continuous learning journeys.

But even employers that take a more strategic and multi-modal approach to develop leaders struggle to get the results they want. The key to improvement is getting people to form new leadership habits that stick. That’s why Brandon Hall Group is partnering with ADEPT Leadership® for an Oct. 6 webinar that focuses specifically on developing impactful leadership habits for every employee.

Imagine if every employee acquired habits that helped them lead in a variety of situations during their time with your organization. More employees than ever before are being asked to lead in some way as more work gets done through teams. 70% of employers agree with the statement, “leadership development training is needed for every employee,” our research shows.

Even more organizations – at least 75% — agree that building strong leadership habits would:

• Promote engagement
• Make employees better decision-makers
• Increase the likelihood that employees will take personal responsibility for their actions
• Improve individual performance

The key is offering development experiences that don’t just teach leadership but empower employees to form new behaviors and make them a habit. In the webinar, ADEPT Leadership® CEO Paul DePalma will explain ADEPT’s approach to developing new leadership habits, and TDS Telecommunications, which revamped its leadership development program in partnership with ADEPT with great success, will share their experience and results.

Join DePalma, Lynette Maynes, Director of Field Services for TDS, and Claude Werder of Brandon Hall Group for the Oct. 6 webinar. You will leave with:

• Research and insights on leadership trends
• Strategies and steps to create new leadership habits that affect change at the individual and organizational levels
• Examples of how organizations have reimagined leadership development and achieved greater business success

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Boca Raton, FL — Sept. 9, 2022

Brandon Hall Group, the leading independent HCM research and analyst firm, is launching its annual HCM Outlook study on Sept. 13 to understand the priorities of organizations in the coming year and how hybrid work, economic uncertainty, the “Great Resignation” and other disruptors will impact goals and objectives.

The study focuses on investment (in time and money) in Learning and Development, Talent Management, Leadership Development, Talent Acquisition, Human Resources, Diversity, Equity and Inclusion (DE&I), Future of Work/Digital Transformation and Metaverses.
The research will also identify trends regarding how:

• The evolution of the hybrid workplace is impacting the approach to human capital management strategies and priorities
• The ongoing talent retention crisis is shaping trends in hiring and developing talent
• Organizations plan to address the impact of inflation and other economic variables and the possibility of a recession in 2023

To participate in this study, go to https://www.research.net/r/F6THZT3. Participants will receive summary results of the research six to eight weeks after the survey launch and will get immediate download access to the Brandon Hall Group research summary eBook, Learning and the Future of Work.

“We believe HR and business leaders are at a critical crossroads,” said Brandon Hall Group CEO Mike Cooke. “They are adapting to an emerging workforce, an evolving hybrid work environment, social, political and economic volatility and more critical technology choices than ever before. It’s not overly dramatic to say that the strategies deployed in 2023 could impact critical business outcomes for the rest of the decade.”

This quantitative research will be complemented with qualitative interviews. The data and insights will fuel the development of research reports and tools — such as self-assessment tools, models and frameworks — to help organizations improve their use of technology to drive talent outcomes.

About Brandon Hall Group:

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 28 years, we have empowered, recognized and certified excellence in organizations around the world influencing the development of over 10 million employees and executives. Our HCM Excellence Awards program 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 for corporate organizations and HCM solution providers.

To learn more, visit www.brandonhall.com.

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