Don’t Just Enable Self-Directed Training, Track It To Drive Readiness

Don’t Just Enable Self-Directed Training, Track It To Drive Readiness

Over the years, SVI has had the wonderful opportunity to work with Walmart and many of its impressive
leaders. There is always something to learn from their vision, size, and global impact. One of the most
important talent trends where we’ve seen Walmart lead the way is talent readiness. As the world’s
leading employer, they are always thinking about how to train associates faster and better.
It seemed like we were always in the talent development and training laboratory– tinkering with new
ideas, methodologies, and technology to create talent advantages and drive innovation. Scaling
readiness within a massive organization and doing it faster than others would establish a significant and
sustainable competitive advantage.

To do it faster meant that we couldn’t take on a time-consuming and costly traditional approach where
everyone was processed through the standard readiness machine in the same way. We needed to
approach readiness training according to each Associates’ unique learning style and accommodate their
pace of learning. How is that faster?

Good question. It’s faster because readiness training became self-directed. And while some people
processed to readiness faster and others processed more slowly, the organization-wide speed to
readiness significantly increased as a whole. Readiness shifted from a traditional training approach that
must accommodate the slowest learner to ensure all 50 processed successfully, to self-directed where
no one was limited. In the traditional scenario, all 50 were ready in 90 days. In a self-directed approach
for example, 1/3 might achieve readiness in 40 days, 1/3 might achieve readiness in 65 days, and 1/3
might achieve readiness in 90 days. In this scenario, the average time to readiness in the self-directed
approach was 65 days instead of 90 days.

Today’s top performing companies are embracing self-directed training, and the modern workforce is
loving it. They can learn in the flow of their work and their lives. They aren’t tethered to back offices and
breakrooms for four hours of agonizing computer-based training. They consume training in their desired
time and in bite-sized elements. They have freedom to maneuver, and the results are in – they are
ready, faster.

We’ve helped many companies transition to digitized, self-directed learning that can be consumed in
minutes at a time according to their learning style and lifestyle. Additionally, our clients have on-
demand access to the data and insights that help them drive continuous improvement, higher employee
engagement, and stronger performance through a self-directed and microlearning approach.

If you’d like more information on how to apply a self-directed training approach to readiness, email us at


Mike Thompson – CEO, SVI and Learner Mobile

Share the Post:

Related Posts

Find out Why Over 30,000 employees Have Experienced Onboarding through Learner Mobile and How it Has Elevated the New Hire Experience

Over the past several years, many of our clients have moved their onboarding programs from traditional live onboarding sessions to a digitally-based experience via Learner Mobile.
While Covid spurred this shift, we haven’t seen a single client maneuver back to pre-Covid onboarding programs. The reason being is that these companies found more success through digitally-based onboarding than they did through traditional onboarding. The value proposition was clear:

Read More
Join Our Newsletter

Leave a Comment

Your email address will not be published. Required fields are marked *