Corporate training is usually hell. Few organizations have functional processes in place; much of the training is done in a way “I looked something up on Google and I’m surprised we’d have something for that on the intranet too”; and the analysis of the benefits of self-development is close to an „uh… I’m not going to tell you right now” state. There is therefore a huge opportunity to use technology to get this moving properly.

We, therefore, sampled 10+ friendly companies, ranging from smaller ones to those with several thousand employees. Word was given, and they all agreed that we could talk to their representatives 5 times for one hour each time. During the first interviews, we were interested in asking purely about their current needs, woes and desires in the field of education, and to find out what other areas this topic is related to.

We began to piece together a fairly clear picture of needs. Therefore, with each subsequent meeting, we asked a little less about the status of “how do you have it now” and a little more showing drawings and prototypes, asking “if we built something like this, how much would it solve just your concerns”.

During the sixth interview, we introduced them to LearnerOn – a full-fledged B2B LXP (Learning eXperience Platform) solution that is now built to meet the needs of companies with around 150 – 1,000 employees.

Smart search between external and internal resources; recommended career paths and templates of required competencies and skills; routing of mandatory and recommended materials and much more. Along the way, we are seeing the wide potential of a similar service in other areas, so the work to develop the central and attached functions is ongoing.

If you would also be interested in the service, please do not hesitate to get in touch too.

Imagine giving your mum a virtual reality headset for Christmas and telling her to play a VR game on it. What do you think her first reaction will be?

When we first tried VR for rehab with physiotherapists and their patients, we encountered fear of technology on both sides; fear of breaking something; non-confidence of the many features; shyness from unfamiliarity. The same scenario was repeated in VR training of new staff in supermarkets.

The first round of testing was on rough prototypes, that is before programming had begun. And good thing that happened.

It allowed us to start iterating quickly, regularly and, most importantly, much more cheaply, and to find functional ones among the dead ends that went into development later.

This led to the very nice projects VR Medical and VR Training, where I could be in charge not of what was happening in the goggles themselves, but what the doctor/manager/administrator was seeing on the connected tablet while serving his people.

It was a great school – in prioritizing and pruning features; finding design patterns of intuitiveness across healthcare and the private sector; building a unified platform across markets; patience in explaining and reducing stress levels.

But also in recognizing how different our approach to new technologies can be even in our bubble.