Ecosystems in Corporate Training

Contents:

• How a "zoo of solutions" is formed and what problems does it generate?
• Can "everyday" services become an alternative to ecosystems?
• In addition to services, we need specialists who know how to work with them.
• The services that offer to solve specific business problems win in the market.
• Four more trends that are noticeable in the EdTech segment market.

How a "zoo of solutions" is formed and what problems does it create?

A wide range of disparate tools for internal training has emerged in response to customer requests. For example, Denis Sosin, Head of Digital Training Support at Russian Railways, reported that in a year and a half, the number of educational systems in the company has increased to fifteen. Therefore, his team's main task has become the creation of a unified ecosystem that includes several digital solutions with common structures. This allows for the effective reproduction of knowledge and its assessment. The integration of such systems helps optimize educational processes and improve the quality of training within the organization.

There is no universal solution on the market that can currently meet all customer needs. The only option remains the integration of existing tools. Miracles will not occur, as customer needs continue to grow in parallel with the emergence of new offerings and services. This highlights the importance of adaptability and flexibility in using available resources to effectively meet customer needs.

This trend is partly driven by the product-led growth strategy, which is increasingly being adopted by IT companies such as Dropbox and Miro, according to Alexander Alpern, CEO of Webinar Group. This strategy is based on virality: developers focus not on selling the product to top management, but on attracting end users—employees who will begin using the product themselves and then inspire their colleagues to use it. When a significant number of employees at one company begin actively using the product, the employer only needs to purchase the enterprise version. Thus, the adoption process occurs not from the top down, but from the bottom up, making it more natural and effective. This model allows companies to significantly expand their customer base and improve the interaction between users and the product.

Employees often discover new software solutions, sign up for them, and begin using them without any costs. As a result, they reap certain benefits and attract their colleagues to these services. Gradually, the company finds itself in a situation where a significant portion of employees are already actively using this software. Ultimately, the organization is forced to purchase licenses, as employees have become accustomed to this tool and continue to use it.

The introduction of new technical solutions into a company can be accompanied by a number of significant drawbacks. Firstly, it can lead to a high level of resistance from employees who may not be ready for change. Secondly, the process of integrating new technologies often requires significant time and financial investments. Furthermore, inadequate staff training to work with new tools can lead to errors and reduce overall work efficiency. It is also necessary to consider the risk of technology obsolescence and the need for constant system updates, which can create additional complexities and overhead costs.

• Each service that was initially used by employees for free becomes a paid service (for training or, for example, communication) as soon as it becomes corporate.
• The wide range of services and their uncontrolled use complicate the task of data storage. At the same time, "imposing" certain solutions becomes more difficult. "We're now forced to consider not only the number of open training services, but also how to bring people back into our ecosystem, so that company data is stored within it. This is a major problem and challenge for those building a training system: whether it will be open or not, what data will be transferred externally, what will be stored internally, and how will they interact," explained Alexander Belyashin, Head of the Training and Development Department at the State Radio Frequency Center.

IT giants aren't standing idle, as Alpern noted. They're closely monitoring viral services and taking action: either acquiring them to integrate them into their product ecosystems, which are in demand by corporate clients, or developing their own alternatives to the most popular services. This allows them to remain competitive and meet business needs for innovative solutions.

This trend could solve the "zoo" problem, but large platforms are unable to quickly adapt to changing conditions, noted Tamara Kocharova, business coach, Development Director at OBLAKO Group, and CEO of TrainingSpace. As a result, the market is forced to offer single-product offerings that integrate into existing large services. Both large corporations and small businesses will implement new solutions into existing systems. This underscores the need for flexibility and innovation in approaches to product development and implementation in today's market.

Can "everyday" services become an alternative to ecosystems?

The systematization of digital tools and the creation of service ecosystems are becoming relevant in large corporations, where online learning is actively being implemented and developed. However, in the Russian market, a significant portion of companies still do not implement adequate process automation. In such organizations, employees often use "everyday" services that are not intended for professional use, such as Zoom and Telegram. This limits the ability to optimize work and improve training efficiency. Therefore, it is important to focus on the need to implement specialized digital solutions that will help integrate training and work processes, ensuring higher-quality interaction and employee development.

According to Belyashin, existing platforms can effectively solve most applied business problems. He emphasizes that if problems can be solved using these solutions, there is no need for complex automation. Belyashin also notes that companies are striving to integrate users into their ecosystems, such as Yandex or Sber. This is done to make it more convenient for users to use services within these ecosystems.

Solving all corporate training needs with simple, everyday applications is impossible. For example, Tamara Kocharova cited the example of videoconferencing services, which, although useful, cannot fully meet the needs of high-quality employee training. Effective corporate training requires specialized tools that support not only video conferencing but also the integration of various educational resources, content management, and results analysis.

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The educational process is not simply using the Zoom platform. Zoom only allows for communication, but does not capture the essence of full-fledged training. Effective training is aimed at developing and scaling employee competencies, establishing uniform training standards. If everyone learns at their own discretion, monitoring the process will become impossible. How can we build an educational product based on Zoom without a clear understanding of the learning scenario and structure?

Small and simple educational services without a consistent methodology and unified learning system will not be able to provide the necessary quality of education in the long term. Alexander Belyashin emphasizes that even customer requests, such as creating content for TikTok, must consider broader educational goals and approaches. Only by integrating modern technologies into the learning structure can we achieve sustainable results and improve the effectiveness of the educational process.

The speaker noted that while the effectiveness of modern learning methods, including platforms like TikTok, is undeniable, achieving real results requires designing learning with long-term development in mind. TikTok can be a useful tool, but without the appropriate ecosystem, it risks simply distracting users and wasting time, even if the content itself is informative.

The trend among large corporations is not only about choosing the right tools and organizing them, but also about creating a learning culture. It is important that the learning process becomes an integral part of the corporate environment. In this context, the use of various platforms such as Slack or TikTok becomes secondary. A prime example of such a culture is Google, which actively implements innovative approaches to employee training, creating a flexible and adaptive environment for knowledge and skill development. The organization lacks a dedicated training department and clearly defined systems or scenarios. Those responsible for knowledge dissemination focus on creating a culture conducive to knowledge sharing among employees. In modern organizations, where knowledge is generated in real time, it is important that the process of its dissemination be simple and natural, without barriers. The expert noted that this is also reflected in the growing popularity of the P2P (peer-to-peer) model in training, which facilitates a more effective exchange of experience and knowledge among employees. Creating in-house service ecosystems for employee training in small and medium-sized businesses can be a worthwhile step. Tamara Kocharova argues that using a variety of individual solutions is still possible, but it is important to consider the business's development perspective. Adapting to growth and changes in employee needs plays a key role in training effectiveness. Integrating various tools and platforms can provide a more holistic approach to training, which will improve productivity and employee satisfaction in the long run.

Besides services, we need specialists who know how to use them

The transition to online and the growth of digital services has led to a serious problem – a shortage of qualified personnel to use them effectively, says Alexey Vagin, founder and CEO of Equio. Even users familiar with basic educational platforms often lack experience with modern services, including everyday tools. Vagin emphasizes the importance of specialists studying the specifics of social media to develop skills in creating high-quality content. This knowledge will help them adapt to the rapidly changing digital world and increase their competitiveness in the labor market.

Oleg Zamyshlyaev, founder of Mozlab.ru and Tellsy.pro, notes that not all corporate training professionals are ready to fully transition to online formats. As a result, many are using familiar offline services as a temporary solution. This underscores the importance of flexibility in training approaches and the need to adapt to new working conditions. Online training, despite its advantages, is not always a one-size-fits-all solution for all professionals in this field.

In some cases, specialists struggle to adapt to new working conditions. Alexander Alpern shared his experience when, after returning from remote work, his company faced difficulties choosing between using offline sticky notes and online whiteboards. This situation underscores the importance of flexibility and a willingness to adapt to changing work processes in a modern business environment.

For those seeking to effectively integrate into the digital education system, Tamara Kocharova offers three key pieces of advice. First, it's important to set clear goals and define what exactly you want to achieve during the training process. This will help you focus on the necessary resources and tools. Secondly, it is essential to actively utilize available online resources and platforms that offer high-quality education and support. Finally, it is worth engaging with a community of like-minded individuals, sharing experiences and receiving feedback, which will significantly accelerate the learning process and increase its effectiveness. These recommendations will help you confidently enter the world of digital education and maximize its opportunities.

The importance of learning technologies and new products cannot be overstated. It is essential not only to develop a love for these processes but also to master them in a holistic manner. Active training aimed at combining and blending various tools will help deepen your understanding and improve your efficiency with modern technology. This will allow you not only to master new skills but also to adapt to the rapidly changing world of technology, which is a key aspect of successful development in this field.

Developing competencies as a methodologist, trainer, facilitator, or moderator is becoming increasingly relevant in the modern world. It is essential to be able to express your thoughts clearly, concisely, and accessibly, especially on camera. These are skills that facilitate effective communication and enhance engagement with the audience. Mastering these competencies not only improves personal skills but also enhances professional value in any field.

When choosing training tools, it's important to consider the methodological process and educational goals. Don't follow fashion trends; it's much more important to understand how a particular service can benefit employee development. An effective approach to training is based on an analysis of needs and the challenges that need to be addressed. Using appropriate tools contributes to the quality of education and the development of the skills necessary for professional success.

She drew an analogy between the past and the present: once upon a time, there were only lectures and lecturers, but with the advent of training, the need arose for retraining as trainers. Today, the situation is similar: to succeed in the market, it is necessary to adapt and master new skills.

The services that offer solutions to specific business problems win in the market.

When choosing technical solutions, it is important to consider business goals and educational objectives, rather than blindly following modern trends, Kocharova emphasized. Oleg Zamyshlyaev added that the primary focus should be on specific business problems—the main thing is that they are successfully solved, while the methods for achieving the result can be secondary.

Recently, the startup Growth Space received a significant round of investment. Company representatives stated: "Give us your key performance indicators (KPIs), and we will organize training, after which you will see improvements in a few weeks." However, their proposal lacks clear explanations of the methods for achieving the stated results. This illustrates the approach of many creators of such services, who promise results without a detailed description of the process.

Alexander Belyashin noted that the problem must be solved immediately. In this regard, training services that can provide instant solutions are growing in popularity.

Current trends show that services offering long-term solutions lasting five to seven years often lose financially to those that address pressing issues in the short term. With limited budgets, companies strive to find tools that can quickly assess specialists and solve immediate problems. Long-term services may prove ineffective, as technology can change within ten years, and more modern and suitable solutions may appear on the market. Therefore, many companies are now beginning to rethink the importance of constantly evolving technologies and adapting to current needs.

Four more trends noticeable in the EdTech market

Experts have identified several key technological trends in corporate training. These trends are shaping new approaches to employee training, increasing its effectiveness and adaptability. Key areas include the use of artificial intelligence to personalize the learning process, the development of mobile learning, and the implementation of virtual and augmented reality. These technologies allow for a more interactive and engaging learning environment, which facilitates better acquisition of knowledge and skills. In addition, a focus on data analytics helps organizations track employee progress and tailor training programs based on their needs. Implementing these trends is becoming an important step for companies seeking to improve their competitiveness in the market.

Denis Sosin noted that during the pandemic, the industry has faced the need for deep integration between platform providers and content creators. While there are numerous providers offering platforms, as well as those renting courses, a single service that provides a complete path from point A to point B currently lacks. Sosin emphasized that such a service is a current trend in the industry.

Alexey Vagin supports this idea, sharing his personal experience. At Equio, they have focused not on content production, but on providing content provider services for B2B clients. The company has more than ten partners who professionally create content, as well as providers who rent it out. However, there is a certain mentality: providers are afraid of losing control and strive to understand who their clients are. We are actively working on this issue, but the trend toward providing content services is inevitable, as it is convenient for clients. This year, we have seen revenue growth in this area.

Alexander Belyashin is confident that the supply of ready-made content will not lead to a decrease in competition in the market. In his opinion, there will always be customers who prefer customized solutions, including unique logos and work samples. This confirms that the demand for original content will remain high, despite the availability of ready-made solutions.

Experts note that the current trend of diversifying customer preferences is not negative. It contributes to the persistence of various formats of training systems, platforms, and tools. While this does not provide an exact understanding of future market development, business goals remain stable: companies strive for quick and convenient training, regardless of the specifics of individual services. This emphasizes the need to create universal solutions that will meet the diverse needs of users and ensure effective training.

Alexander Alpern noted the importance of data enrichment – ​​a process that adds meaningful information to existing data. This approach is especially relevant in the training sector, as it allows employers to better understand the educational interests of employees. Data accumulation and analysis help identify opportunities to enhance staff competencies, including through external training. This, in turn, facilitates more effective talent management and overall organizational development.

Alexey Vagin emphasized the importance of ecosystems and the data they generate for linking training results to key performance indicators (KPIs). He cited the example that the best salesperson in a mobile phone store isn't necessarily the one who scores highly on tests, but rather the one who quickly completes them at the minimum required level. This leads to higher sales. This insight opens new horizons in training approaches. As data is integrated, we will be able to derive increasingly valuable insights for optimizing training processes.

Ecosystems will expand beyond large corporations and begin to be embedded in government structures. This will occur if the government takes responsibility for creating a unified, open platform accessible to all participants. In such a scenario, internal customers will include not only government agencies but also private companies. This approach will optimize collaboration between various sectors and improve the efficiency of both public and private organizations.

Alexander Belyashin noted that the new platform will provide a different approach to data security. It offers numerous advantages. A unified educational platform and digital profile represent the future, enabling companies, both large and small, to track the performance of their specialists. Digitalization of diplomas, education, and state accreditation of external programs are key aspects of this future.

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