Signals #4 – Online Training


  • Training is needed more than ever to keep skills relevant. Classroom-based training is slow, expensive and inflexible.


  • Upskill or retrain your talent online for faster and more affordable results.

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  • Diminishing marginal costs. Online training can scale. Reduce or eliminate fees for live trainers, travel, venues, accommodation and meals.
  • Tracking progress and certifications is easier. Transfer certifications to a skills database.
  • Online training is easy to personalize: build courses using video, audio or text for different learner types. Add further flexibility with options for individuals/groups and desktop/mobile.


  • Over 7,000+ credentials are available from online providers. Some of them are waste of money. Time and effort is needed to find the best 1%.
  • Nurses, actors and helicopter mechanics will still need to learn on-site. Live training is the best option for handling complex topics and for physical skills practice.
  • Aaron Barth argues that the bulk of online training is boring. The difference between tedious and transformative online learning is telling powerful stories.


  • Amazong, Google, AT&T and other leading tech companies have started to hire nanodegree graduates.
  • Around 7,000 LEGO staff is using LinkedIn Learning at least 2x a month to learn critical thinking, design and soft skills.
  • Walmart and Verizon used VR training to shorten training times 97% and 98%, respectively.



  • Almost anythingcan be learnt online today. The challenge is in finding the right courses and building meaningful learning paths.
  • Leverage new learning trends: microlearning, gamification, geofencing and mobile learning.
  • Fill the skills gap quicker by hiring from nontraditional education providers, such as bootcamps and nanodegree programs.