Webinar Replay Video #66: Creating a Learning Culture – A Step in the Right Direction

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Steve Kessler: Good morning, everybody. Welcome to the Infinit-I workforce solutions. Best practice Webinar series

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Steve Kessler: my name’s Steve Kessler, and I’m going to host the program this morning.

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Steve Kessler: We’ve got a really timely topic. I think today it’s 1 that’s very near and dear to me.

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Steve Kessler: You know, the industry has been suffering some the last couple of years at least the last 1518 months.

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Steve Kessler: And you know, everybody’s looking for ways to improve productivity and profitability. And frankly, training can be one of those ways where you can have a positive impact in that area. In fact, one of my favorite quotes is a quote by Benjamin Franklin, where he says that an investment in knowledge pays the best interest.

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Steve Kessler: So, there’s absolute proof that properly trained employees will improve a company’s profitability and productivity.

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Steve Kessler: Why don’t all of you a couple of housekeeping items before I introduce our guest. Most of you, I think, already know Keith. He’s been on several of our programs.

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Steve Kessler: Everybody is muted on this webinar, so we can’t hear you. So if you have a question that, you’d like to pose or comment, so feel free to type those in the chat box there, or you can use the QA piece that you have down there in the tray to pose your questions, and then we’ll try to take those questions after Keith has gone through his presentation.

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Steve Kessler: So, if you all wanted to just jump on the chat, and you know, tell us who you are and who you’re with, and where you’re from. We’d love to be able to see who’s out there.

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Steve Kessler: So, while you all are doing that let me introduce our guest Keith, as I said, has been a guest on our program several times.

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Steve Kessler: but I think of all the people I could have as a guest on a program about training. I couldn’t think of anybody better than Keith.

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Steve Kessler: He’s a lifelong learner, and somebody that has a passion for delivering effective training that, you know helps people succeed in life.

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Steve Kessler: He grew up in the in the transportation industry.

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Steve Kessler: He’s you know, sort of rooted in that industry around safety. He currently works as a content coordinator for transportation training programs manager and sop developer.

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Steve Kessler: He’s worked as a safety trainer and classroom instruction post incident training

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Steve Kessler: hazard job hazard observations so he’s got the perfect background, I think to speak to us about how we might be able to develop a culture of learning

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Steve Kessler: so, without any further delay, Keith, I’m going to turn the program over to you.

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Keith Long: Awesome. Thanks, Steve.

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Keith Long: So, learning cultures. Right? I think it is a common topic of conversation right now, especially in any environment.

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Keith Long: you know, getting people to want to learn and to be engaged in learning is seemingly hard to do so. If we’re not

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Keith Long: teaching topics that they’re interested in or taking those hard to get interested in topics and making them interesting.

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Keith Long: you know, we’re not going to have any success in that field.

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Keith Long: So

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Keith Long: today’s topic, a learning culture. So, learning culture is best described as

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Keith Long: an organizational environment that encourages

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Keith Long: and supports continuous learning

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Keith Long: development and the sharing of knowledge among its members.

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Keith Long: So, if you’re on this webinar, then you may have already spent some time researching the benefits of a learning culture.

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Keith Long: We’re going to look at some of the key returns to focus on.

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Keith Long: So the biggest one and a great place to start is improve performance. Right continuous learning helps employees enhance their skills

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Keith Long: leading to improved job performance and productivity

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Keith Long: employee engagement

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Keith Long: employees feel

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Keith Long: valued and motivated when they have opportunities to learn and grow

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Keith Long: leading to higher levels of engagement and job satisfaction. Essentially, when we’re providing opportunities to employees.

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Keith Long: they feel that we have an investment in them

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Keith Long: because they have an investment in us. Right? That’s why they show up to work every day. So, returning that provides value returning that provides employee engagement.

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Keith Long: adaptability well, learning culture makes an organization more adaptable to change by equipping employees with skills needed to meet new challenges and opportunities. So this isn’t just, you know, training about the current job that I’m doing. But maybe it’s career pathing and training about the job that I want to be doing.

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Keith Long: Maybe it’s learning, soft skills, right? Things like emotional competency, general communication skills.

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Keith Long: you know, you name it.

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Keith Long: We could provide it. But by doing so, right? We make employees feel engaged. And we provide better opportunities for them within the workforce

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Keith Long: and bottom-line retention. You should already know this. But I’m going to state it investing in an employee or an employee. But development can increase retention rates as employees are more likely to stay with a company that supports their career growth, right? More likely to stay with a company where they feel like they are being invested in, and they are getting a return for their time other than monetary value.

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Keith Long: LinkedIn learning says, 94% of employees say they would stay at a company longer if it invested in their learning and development

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Keith Long: say that again.

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Keith Long: 94% of employees

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Keith Long: companies with comprehensive training programs have a 218% higher income per employee and 24% higher profit margin than those without.

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Steve Kessler: Crazy.

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Keith Long: So, issues pitfalls and points of failure.

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Keith Long: Right? Some of us have tried to instill a strong learning culture before, but find that we’re running against a brick wall or beating our head against that brick wall. So, knowing what to do and creating a learning culture, starts by knowing what not to do.

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Keith Long: So the 1st common hurdle is lack of leadership. Support

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Keith Long: without strong endorsement from leadership.

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Keith Long: Learning initiatives may not be taken seriously by employees. If I can’t look up the chain and see that my superior is also investing in themselves and has that investment in me.

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Keith Long: then I find no value in trying find no value in putting forth effort.

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Keith Long: Leaders should actively participate in learning activities.

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Keith Long: model lifelong learning and allocate resources to support these initiatives

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Keith Long: that learning culture must start from the top.

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Keith Long: learning cultures must feel organic and not forced, and when support and accountability come from the top employees listen.

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Keith Long: The next one is cost

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Keith Long: so many. Look at the cost of changing to something like an LMS. And a company guided learning as unobtainable. Right? We think. Well, the cost to switch to

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Keith Long: you know, standardized technology, or you know, utilizing an app and putting a regular subscription or annual payment together. It’s going to cost us more than what we’re doing right now, and we’ll look at that cost here in a minute comparatively overall. But in general, it’s less expensive than you think, and the cost of not doing so is greater

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Keith Long: the reality is you’re teaching, anyway, training, retraining, doling out discipline because someone didn’t hold on or adhere to that last task. They were trained by word of mouth.

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Keith Long: Right? A digital training environment allows us to

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Keith Long: one put what we’ve taught them back into their hands

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Keith Long: and teach the same lesson and reinforce the same values.

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Keith Long: But additionally, it provides the opportunity for self-guided learning.

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Keith Long: So, learning in general is a cost of doing business, and always has been.

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Keith Long: A learning. Culture can save cost by centralizing, training

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Keith Long: and reducing, retraining

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Keith Long: lack of measurement and evaluation. So, if we’re not defining what success looks like.

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Keith Long: then we’re not going to

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Keith Long: get there. So, without assessing the effectiveness learning programs, it’s difficult to know

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Keith Long: what’s working and what needs improvement.

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Keith Long: And often this is a

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Keith Long: primary failure point.

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Keith Long: So, 1st determine your success. Criteria

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Keith Long: right? Where do you want to get to pick out your general employee. Whether that’s you know, construction worker like site foreman

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Keith Long: where do you define success in their role? Is it lack work, workplace injuries and accidents?

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Keith Long: Is it, you know? Reduce turnover within

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Keith Long: subordinates.

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Keith Long: 1st define success.

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Keith Long: and then, as you instill learning culture as you instill good training, keep an eye on those values.

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Keith Long: Training should return

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Keith Long: just as much as you’re putting in, if not more

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Keith Long: so. Fact is.

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Keith Long: if you don’t teach them

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Keith Long: somebody, will

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Keith Long: you can create consistency simply by creating a culture where learning and skills development is

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Keith Long: centralized?

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Keith Long: What to train on. Now.

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Keith Long: at this point I haven’t told you anything you don’t already know or expect to hear right.

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Keith Long: I doubt it, in fact.

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Keith Long: if you’re wondering whether to jump to an internal centralized learning system, or whether or not it’s beneficial. You more than likely already know the answer.

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Keith Long: And that’s why you’re here.

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Keith Long: So, let’s not kid ourselves. What we’re talking about here. A learning culture in this day and age is nothing more than centralized learning that we all agree on as beneficial

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Keith Long: and all agree on.

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Keith Long: Well, it’s beneficial to the work we do every day. Right? Training should reinforce company values

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Keith Long: training should be reinforced in multiple media forms. If I’m teaching about something in digital media, I should probably see a sign or 2 that reinforces that value right. If I’m learning about preventing slips, trips, and falls, I should probably turn a corner in a hazard area and see a sign that tells me.

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Keith Long: watch your step or use 3 points of contact. Right?

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Keith Long: So, what to train? Well.

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Keith Long: start with your industry.

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Keith Long: Chances are you already know the required things, right? So, at a high level. We have things like onboarding role specific training

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Keith Long: skills, enhancement or post incident training and annual required trainings.

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Keith Long: But take a look at your industry and start with that as your meat and potatoes, right? Our items that we know we’re training, anyway, and how can we one makes them better

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Keith Long: to make them shorter.

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Keith Long: 3

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Keith Long: get better value out of them. We tend to be people over the head with death by PowerPoint, or you know, abusive classroom instruction where we’re saying the same thing over and over only because we’re not getting

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Keith Long: return on value somewhere else. So, if we just say it multiple times over. That means we’re going to get what we want, which isn’t true, right? We need to say it differently. We need it

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Keith Long: teach it differently. So

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Keith Long: find a way to communicate to those that you’re training.

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Keith Long: So, they’re going to absorb the material. We’ll talk about that in a second.

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Keith Long: So, deciding on training.

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Keith Long: Decide on training by talking to your people.

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Keith Long: Talk to tenured employees, I promise you

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Keith Long: they won’t hesitate to tell you what is missing.

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Keith Long: They won’t hesitate to tell you what they want to learn. They also won’t hesitate to tell you what they don’t like about what they’re already learning

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Keith Long: learning cultures start

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Keith Long: by making employees feel heard.

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Keith Long: Think about how encouraging it would be

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Keith Long: for John.

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Keith Long: your 15 year plus flatbed driver

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Keith Long: to see training on something that he told you was missing

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Keith Long: either via conversation or solicited email or text message you name it.

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Keith Long: Not only does this person take that training that they asked for.

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Keith Long: but I bet you they take the next training too.

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Keith Long: Easiest way to say this

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Keith Long: one just asks.

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Keith Long: because when we learn to listen.

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Keith Long: they listen to learn.

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Steve Kessler: Hey? Keith.

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Keith Long: One.

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Steve Kessler: Just. I don’t mean to interrupt here, but I back to your previous slide, talking about what to train on one of the things that that we talked about. Some of our customers and folks about is, most companies have KPIS key performance indicators.

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Steve Kessler: things that they measure on a regular basis.

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Steve Kessler: We just encourage our customers to, you know. Look at those KPIS, and then what are the employee behaviors that are necessary to make those KPIS reach the goal or be successful.

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Steve Kessler: That’s what I would say is very role specific training to identify the best

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Steve Kessler: behaviors or best practices, so to speak.

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Steve Kessler: And then you can train specifically to that and impact actually different line items, expense items in your balance sheet, for example.

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Steve Kessler: So just wanted to toss that in there. That’s it popped into my head when you were talking about role specific training. And that’s 1 way to kind of decide where you need to train.

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Keith Long: Right, and don’t be afraid to redefine your KPIS. If you feel like you’ve been, you’ve been beating your head against the wall because you’re not reaching, you know, specific performance indicators that you have in place. Right?

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Keith Long: Are your KPIS correct? Right? Are we looking for the right thing for an employee, and

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Keith Long: understand that we cannot define success

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Keith Long: of one role

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Keith Long: versus another, using the same value.

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Steve Kessler: That’s right.

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Keith Long: KPIS need to be different.

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Keith Long: and make them attainable.

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Keith Long: That’s the other thing. Right. Your employees feel valued, and they feel heard

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Keith Long: when they feel like they’re

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Keith Long: goals.

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Keith Long: are attainable.

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Steve Kessler: Lately.

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Keith Long: So just in a

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Keith Long: you know, solicited open discussion with a handful of drivers here and there. I always like to ask

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Keith Long: you know, if you could learn more on something, what would it be? What would you either want to learn more about, or what would you want your peers to learn about

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Keith Long: so common things. Right? Mirror setup. Proper. Lane changes right here in transportation here. But out on the road you see, somebody makes a risky lane change. They didn’t turn their turning signal on early enough, or,

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Keith Long: you know, moved over too quickly, didn’t provide speed and space following too closely. So these are things that drivers said, Hey, I want to learn more about that. How do I inspect my break components?

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Keith Long: What are slack adjusters. You know. What? How am I adjusting my slack adjusters? They’re automatic nowadays. How do I do that? Right?

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Keith Long: health and wellbeing were a great one? Somebody said, you know, how can I be fitter? How can I avoid it?

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Keith Long: You know, heart disease and things like that while I’m out on the road eating, right?

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Keith Long: These are things that while we want them to know, let’s call these columns A, B and C, while we want them to know about columns A and C here.

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Keith Long: We also must give them the other stuff that we want them to learn. So, columns A and C here, let’s say, these are the things that they need to know while we’re while they’re out on the road. These are the things that keep our CSA points low. Right. These are the things that keep violations out of our pocket, out of our email, right? But

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Keith Long: you’re more than likely going to get better return on investment if you’re also providing the things that they want to see

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Keith Long: right? So, we give them a little bit of this column. Be here money management, saving for retirement, buying a truck, general health and wellness.

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Keith Long: These are things that they want to learn about, and if I’m jumping in there to learn about things that I want to learn about. I’m also going to take time to learn about the things that you want me to learn about.

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Keith Long: So, training and delivery. We talked a little bit about it. But the world really has moved to

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Keith Long: digital training as a primary method

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Keith Long: training employees. Right? That’s you know, we have the ability to put training

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Keith Long: directly into employee’s hands, right? It’s

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Keith Long: accessible anywhere.

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Keith Long: We don’t have device limitations.

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Keith Long: You know, we can set up micro learning.

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Keith Long: We have built in metrics. Historical data cost reduction. But digital training through a learning management system really has become a cornerstone of modern organizational development

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Keith Long: LMS platforms provide centralized and scalable

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Keith Long: flexible ways to deliver track and manage training and education.

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Keith Long: So, these allow employees to access training materials from anywhere at any time. Make it easier for remote and geographically dispersed teams to stay up to date. Some of us, you know, in the in the world of transportation may have a a primary hub, and you know a major city, but you also may have something out in the middle of nowhere that you’ve got 2 or 3 trucks operating on, you know.

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Keith Long: some random contract. How are you delivering training to those guys? Well, it’s either by email phone call or

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Keith Long: digital training delivery and ensuring that the message is the same.

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Keith Long: Training

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Keith Long: with an LMS can be accessed for the most part on various devices right like laptops, smartphones in general. This increases that convenience for learners.

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Keith Long: Some of our, you know. Some drivers want to

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Keith Long: take training while they’re at, you know, in terminal, or while they’re at home on their laptop.

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Keith Long: But what about when they hit the bunk at night? Right? I know you’re going to say, well, they should be sleeping.

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Keith Long: To be honest, they’re not. They’re looking at their cell phone before they go to sleep.

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Keith Long: Put something of value in their hands.

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Keith Long: Micro learnings another great one here is breaking training down into bite, size, modules that are easier to digest.

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Keith Long: So, question here, what is the average attention span of an adult learner.

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Keith Long: the average attention span. So, some of you are going to say 8, somebody say 9, 1011, 12. So 8 to 12 is probably what I’m hearing and others of you I probably lost on Slide 2.

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Steve Kessler: Yep.

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Keith Long: So average attention span of an of an adult learner is 8 to 12 seconds nowadays, especially when we’re talking about

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Keith Long: digital media.

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Keith Long: a data analytics, this, this is great. This is something that real time.

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Keith Long: we can look and see. You know, are we.

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Keith Long: how many people are taking this training? How many people are passing this training?

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Keith Long: Is it effective? Right? Comparing the data analytics that you get out of the learning management system to your real world. Analytics. What’s happening in the company? What are your CSA scores, or what are your accidents and injuries?

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Keith Long: You can really start to adjust your training

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Keith Long: to meet your metrics.

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Keith Long: Start quarterly if you must.

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Keith Long: but find a way to make those 2 numbers meet

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Keith Long: and start attacking your problem areas. If you know your problem area is, let’s say, unsafe, right as we’ve got, you know, operation safe driver week here coming up. So let’s say, that’s your problem. Area speeding

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Keith Long: distractions.

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Keith Long: you know, failure to obey all these things that fall into that.

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Keith Long: Those are things that you can be teaching directly to in bite. Sized training.

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Keith Long: reduced training costs. So digital training eliminates the need for physical materials.

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Keith Long: For the most part.

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Keith Long: reduce travel expenses.

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Keith Long: reduce the need for multiple on-site trainers or retraining trainers to teach the same message.

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Keith Long: and really reduces that overall training cost.

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Keith Long: Just how much this is. This is fun. Fact. According to the 2023 training industry report.

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Keith Long: on average companies are spending

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Keith Long: 1,200 per learner

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Keith Long: annually.

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Keith Long: Now, this depends largely on the size of company, but larger companies, roughly, about $1,600 per learner per year. And you’re talking about general communication printed training materials, reviewing that training material, smaller companies, right? About $826 per employee.

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Keith Long: This is when we’re still teaching physical trainings. This also does add in things like transportation to a training location.

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Keith Long: Now.

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Keith Long: I’m not at all saying, get rid of your classroom training.

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Keith Long: Classroom training still holds value.

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Keith Long: Physical teaching still holds value. Direct post, instant and accident conversations still hold value. But

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Keith Long: as a part of your learning culture, you should be reinforcing the same message.

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Keith Long: If I’m

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Keith Long: teaching.

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Keith Long: let’s say 12 to 15 seconds is what we should be looking ahead right a good following distance of

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Keith Long: 7 to 8 seconds.

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Keith Long: We’re teaching that in digital media we should be teaching that in the classroom and should be teaching that in post-accident and incident.

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Steve Kessler: Stupid.

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Keith Long: Our message should be consistent. Consistency helps build your training culture because I don’t feel. Let’s say I’m random operator number one. I don’t feel that walking in one door

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Keith Long: or walking out of one door and walking into the other. I’m getting a different message.

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Steve Kessler: Hey, Keith? A couple of comments here about, you know, cost reduction.

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Steve Kessler: you know, one of the

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Steve Kessler: and again, I’m totally on board with, you know, maintaining some amount of in person training, which I think is very effective.

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Keith Long: Certainly.

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Steve Kessler: Gives you a little bit better opportunity for quicker feedback. But

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Steve Kessler: one of the areas of cost reduction that can be done, and this kind of goes together with micro learning

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Steve Kessler: that you can provide short training

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Steve Kessler: pieces that a driver, for example, could consume while they’re waiting to be loaded or unloaded.

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Steve Kessler: It’s training that can be accomplished without it really interfering with the drivers. Productive day.

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Steve Kessler: And if you think about in person training, you know. If you have those trucks parked against the fence out there.

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Steve Kessler: they’re not generating any revenue

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Steve Kessler: at all while they’re parked. So, there’s a cost associated with that downtime

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Steve Kessler: also. So, I think I’m kind of re saying what you said. But certainly,

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Steve Kessler: anytime you have the trucks parked pretty much. Everything has come to a standstill.

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Keith Long: Right.

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Steve Kessler: Yeah. So that’s certainly a cost that needs to be considered.

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Keith Long: Right? Yeah, I think we’ve all heard a driver say it before, right if my wheels aren’t turning and I’m not earning.

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Steve Kessler: That’s right.

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Keith Long: That’s

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Keith Long: that’s just as frustrating for the for the driver as it is, for as it is for the company anybody on here who may maybe, and dispatch fleet manager, driver, manager operations, you know you’ve got.

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Keith Long: let’s say your driver’s been involved in in an incident, whether that’s an injury or gain CSA points at a roadside inspection.

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Keith Long: but you need to bring them in for physical training.

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Keith Long: Well, that’s hard to do, and especially if you need to bring them into a primary company location in your remote location. Now you’ve got to figure out dispatch

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Keith Long: to get that driver off of their normal route

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Keith Long: and route it into wherever your specific training location is, or wherever that trainer is that they’re going to meet them and go through that. So now we’ve got we’ve got routing. We’ve got fuel right. We’ve got wear and tear on the vehicle, and we’ve got all this time that the driver isn’t making money on top of using their hours of service to get there

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Keith Long: right? So, there’s a lot of loss there.

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Keith Long: that, you know.

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Keith Long: and in a digital environment, we can put the training into their hands, and

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Keith Long: we can have a face-to-face conversation on the phone just as well as we can

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Keith Long: in person

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Keith Long: group.

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Keith Long: so regardless of the platform

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Keith Long: training, should always provide value and reinforce beliefs.

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Keith Long: So, when to train

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Keith Long: and how to train.

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Keith Long: so, I’m sure you have your annual or semi-annual training requirements. Hr. Trainings like harassment, discriminate discrimination, prevention, training

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Keith Long: industry requirements like hazardous materials awareness, OSHA requirements, like hot work permits fall arrest systems. Proper. Ppe.

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Keith Long: you name it. But

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Keith Long: what are you talking about? Monthly?

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Keith Long: And is it related to industry, topics, or events.

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Keith Long: that is, is it

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Keith Long: seasonal?

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Keith Long: So, do yourself a favor.

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Keith Long: get a calendar, excel, sheet you name it.

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Keith Long: but make a monthly plan for your continuing education for an entire year.

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Keith Long: Map it out and stick to it. One. This is consistency, 2 for your operations teams. This builds expectation.

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Keith Long: I can say, hey, here’s what we’re training on for the rest of the year, and here’s what you can expect.

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Keith Long: And an added note to that.

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Keith Long: make sure that whatever training you’re providing to your drivers, or whatever industry you’re in, their direct support.

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Keith Long: also takes that training.

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Keith Long: We should be able to share conversation, I should be able to talk to my subordinate about something that they’re training on

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Keith Long: just as well that they should be able to talk to me about that, and we should be on the same page. Nothing is worse

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Keith Long: then, not understanding the world that

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Keith Long: your employees in

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Keith Long: it also provides, you know, for, let’s say, an operations person who’s never been in

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Keith Long: transportation. It hasn’t been in a you know, driver role.

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Keith Long: This is a way that you can immerse yourself in that world, right? This is a way that you can learn about it and start to have those common conversations.

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Keith Long: But

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Keith Long: plan out your calendar and stick to it.

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Keith Long: and I’m going to challenge you to pick 3 topics to start each month.

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Keith Long: So pick one. That’s industry related

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Keith Long: like the upcoming. See it, CVSA.

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Keith Long: you know. Operation safe driver week next month

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Keith Long: or

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Keith Long: August. Right? What do we have in August? We’ve got a break in safety week.

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Keith Long: It’s a great one to talk about.

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Keith Long: talk about core topics

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Keith Long: like fatigue, distracted driving and hours of service.

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Keith Long: These are all problem areas in the industry. They’re always going to be problem areas in the industry

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Keith Long: talk about them at least one of those topics, a month

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Keith Long: hours of service only get more frustrating and confusing for drivers.

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Keith Long: fatigue is always going to be a problem. People not managing their sleep on home time, people driving. Yes, I have hours. But should I be driving it in sleep well, last night.

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Keith Long: and distracted driving, right? Whether that’s

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Keith Long: your cell phone whether that’s having a conversation with somebody else in the vehicle, even food and drink distractions, we should be talking about those things.

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Keith Long: and then a seasonal topic. So, item, 3. A seasonal topic

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Keith Long: like heat, safety.

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Keith Long: winter, safety.

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Keith Long: sleep, cycles, circadian rhythm, hydroplaning.

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Keith Long: All of these have seasonal applications, right? Heat, safety. We’re talking, you know, beginning of the summer season, end of the spring season.

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Keith Long: sleep cycles, circadian rhythm. That’s fall right? We’ve got light changing constantly. We’re effect impacting our circadian rhythm.

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Keith Long: winter, winter, safe driving accident types. Jackknife, you name it, proper breaking.

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Keith Long: So

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Keith Long: there’s always a seasonal topic

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Keith Long: you can also look at.

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Keith Long: You know, FMCSA calendars, industry, things so like here on the on the screen, monthly national work, zone, awareness week.

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Keith Long: distracted driving prevention month.

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Keith Long: But create a plan.

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Keith Long: stick to it.

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Keith Long: reinforce your messaging with digital media.

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Keith Long: like email

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Keith Long: social

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Keith Long: and direct messaging

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Keith Long: learning. Cultures are built

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Keith Long: on repetition and expectation.

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Keith Long: So be consistent.

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Keith Long: If you want your drivers to take training every month, or you want your employees to take training every month. Make sure that it’s there for them when they log in at the beginning of the month. And that’s what we’re building. This

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Keith Long: plan helps

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Keith Long: right, knowing where you’re going to be and what you need to create before you get there.

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Keith Long: But expectation

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Keith Long: is everything here

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Keith Long: ensure that everyone takes the training again, we just talked about this because learning cultures happen organically, when we can all relate

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Keith Long: to each other’s experiences.

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Steve Kessler: You know, Keith, one other thing that I you know, talking about, what you’ve just been describing here is

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Steve Kessler: if you have a plan, and maybe you’ve got everything laid out for an entire year. You know it and it. And you’re focused on things that make sense at the right time.

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Steve Kessler: you know. I think it’s much more accepted by the drivers out there. The people you’re trying to train. If wow! They’re really on top of this. You know, this is coming into the fall. Now they’ve got an assignment about animal strikes, you know. They’re.

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Keith Long: Yeah.

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Steve Kessler: There. It makes it more

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Steve Kessler: appealing. I think if you’re focused on things that make sense at a given point in time, you know, it wouldn’t make sense to talk about heat stress and send them that assignment in January.

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Keith Long: Right.

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Steve Kessler: You know, and so I I just think, you know, having a great plan which you can alter is things change which they do pretty frequently in this industry.

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Steve Kessler: You can kind of make some changes. But

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Steve Kessler: literally with an LMS as you know, the one we have, you could put this entire program

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Steve Kessler: all your monthly training, all your annual training, all of that could be set up and built out at the very beginning, and it’s pretty much on autopilot there, with the exception of your in person, follow up and so forth.

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Keith Long: Correct. Correct. That’s

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Keith Long: yeah. There’s nothing worse than throwing training at the wall and hoping it sticks.

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Steve Kessler: Ted.

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Keith Long: Putting training in the wrong place. Right? It’s not just about defensibility, it’s about applicability, or you know it.

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Keith Long: A lot of people, a lot of companies want to provide training to their employees, especially in safety. Sensitive industries

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Keith Long: to cover themselves in, you know, in the event of an instant litigation discovery. But

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Keith Long: it has to be more than that, we can’t just check off a box and say, okay, we’re done. That’s not a learning culture. Yeah.

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Keith Long: right. That’s

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Keith Long: that’s bad learning.

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Keith Long: so make it applicable. And I promise you, then, when you come down to discovery and litigation, if that does happen.

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Keith Long: it also looks a lot better

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Keith Long: if you’re training to applicable material rather than

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Keith Long: throwing. You know one at the wall and hoping that it sticks.

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Steve Kessler: Yeah.

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Keith Long: It’s worth the effort. It’s worth the reward. And at the end of the day.

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Keith Long: above any of this

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Keith Long: morale is boosted.

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Keith Long: Retention rates go up.

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Keith Long: employees feel heard

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Keith Long: and valued, and I promise you

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Keith Long: promise you

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Keith Long: incidents are going to go down. Accidents are going to go down. CSA is going to go down because this all happens

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Keith Long: together.

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Keith Long: Steve. That’s what I got.

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Steve Kessler: That’s fantastic.

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Steve Kessler: you know.

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Steve Kessler: training is one of those things that you know. Sometimes, like you just mentioned. We’re just ticking the box, you know, we know we got to do some, and we got to be able to document some.

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Steve Kessler: And that brings up another thing. If you have an LMS.

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Steve Kessler: and you’re making the assignments. It’s also key to use the reporting features to make sure that you’re getting compliance, you know, if you’ve got a nice system out there, and you’ve got a well-planned curriculum of training.

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Steve Kessler: but there’s no

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Steve Kessler: push behind it to make sure that everybody is logging in and consuming the training.

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Steve Kessler: Yeah, you’re not going to have that corporate impact that you’d like to have if you only got 25 or 30% of your people that train on a regular basis.

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Keith Long: Right.

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Steve Kessler: So, in some ways. You know, you, you want a good appealing training program that people want to take the training.

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Steve Kessler: But yeah, in in some ways. You also must have some mandatory

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Steve Kessler: the requirements behind that to make sure that you’re documenting training on everybody. And again, part of that’s

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Steve Kessler: us having to cover our rear ends these days to be defendable in court and insurable, and all the other reasons beside improving our employees, and their productivity is protecting our company, too.

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Steve Kessler: So one of the things that I’m going to put up here on the screen.

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Steve Kessler: you know, I mentioned earlier our system, the Infinit-I system has the capability to put an entire training plan together. Monthly training could all be set up in advance. Your annual trainings can be set up to automatically repeat

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Steve Kessler: on an annual basis. So, you don’t have to reset those all the time. And of course, good reporting allows you to track and see who’s doing it and who’s not doing it. So, any of you out there that aren’t current customers

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Steve Kessler: those of you that are customers. Now you can do that, and if you want to reach out to customer service, they can help you set up an annual plan if you haven’t done that.

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Steve Kessler: But if you’d like to learn a little bit more about our system, you can click yes or no there to the

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Steve Kessler: to this poll. I’m going to put up on the screen

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Steve Kessler: and we’ll reach out to you and give you a little a demo of the system

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Steve Kessler: to see if you know, we’ve got a way that could help you get this this plan put together. So

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Steve Kessler: do any anybody else have questions out there. I know some of you are kind of chatting with each other and sharing some information which I think is great.

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Steve Kessler: But

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Steve Kessler: Keith, this was really good information. Everybody that’s on.

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Steve Kessler: We’ll send out a link to a replay of this webinar. So if you have folks in your company that weren’t able to join today you’ll be able to reach out to it. Let me get this. Pull off the screen here. And, Keith, I’m assuming it’s okay. If any of the folks here have questions, they can reach out to you directly to tap into your expertise.

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Steve Kessler: Of course you can reach out to me, too, if you’d like. If I can’t answer the question, I can generally find someone that can.

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Steve Kessler: So

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Steve Kessler: thanks to everybody for joining us today. Keith. Thank you once again. We appreciate it. Great information. And for all of you that join today. I hope you have a good rest of the of the week today, being the 1st day of summer.

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Steve Kessler: so, the heat is on.

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Steve Kessler: So, thank you all for coming, Keith. Thanks for being on the panel, and we appreciate everybody who joined us this morning. Thank you all very much.