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Five success factors to transforming your executive training program: Bridging the training gap in the mobility industry

Five success factors to transforming your executive training program: Bridging the training gap in the mobility industry

Bridging the training gap in the mobility industry

In today’s rapidly evolving mobility industry, standard training programs often fall short of meeting the complex and dynamic needs of professionals. The demand for continuous learning and adaptation has never been higher, especially for those in leadership roles within dealerships and OEMs. While traditional training methods offer foundational knowledge, they fall short of fully preparing leaders with the necessary tools and insights to excel in their specific environments.

In this report, we uncover how tailored executive management programs not only fill this gap but are also customized to the industry and designed to drive real world application and tangible business outcomes.

 
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The five benefits of a winning microlearning formula: Transform your L&D strategy: Unlock the power of microlearning

The five benefits of a winning microlearning formula: Transform your L&D strategy: Unlock the power of microlearning

Transform your L&D strategy: Unlock the power of microlearning

For automotive brands, where continuous learning and up-to-date knowledge are crucial, microlearning offers an efficient way to train employees on new technologies, safety protocols, and customer service skills. However, success in microlearning depends on implementing the right tools, technologies, and methodologies.

In our latest report, MSX’s David Lowrie, Global Learning Solutions Leader, emphasizes the benefits of a winning microlearning formula, revealing that the right solutions can not only enhance employee engagement and retention, but also contribute to better overall performance.

To get the full article, click here
Don’t miss out on new insights and discussions with our leadership team. To stay informed about upcoming reports and events from MSX, submit your details below.

We’d love to hear from you

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Outside-the-box learning: New ecosystem boosts engagement by 30%

Outside-the-box learning: New ecosystem boosts engagement by 30%

Fast facts

  • Customer

Luxury brand with a global presence

  • Business challenge

The OEM focused on sales figures and customer satisfaction for gauging performance success, neglecting essential factors such as learner engagement.

  • Geographical coverage

Asia Pacific (including Australia, New Zealand, Japan and Korea)

  • Solution implemented

As part of a broader initiative to improve the brand’s learning capabilities, MSX helped it refocus on learner engagement to measure ROI on learning spend.

Focus on engagement

Automotive retail networks often prioritize sales figures and customer satisfaction as key metrics for assessing their performance, yet many overlook learner engagement as a critical factor when evaluating their business impact.

MSX helped a luxury automotive brand organization with a presence in 18 global markets to implement a strategic initiative aimed at improving the OEM’s overall learning capabilities. MSX helped the OEM to redirect its focus towards learner engagement as a primary way of measuring return on investment on its learning spend.

MSX created a new learning ecosystem as part of the Regional Learning Academy, with a mission to revitalize educational initiatives across the region’s retail network.

The program boosted engagement by 30%, its highest level in the brand’s history.

Weed out inefficiencies

The global OEM’s existing solutions did not meet the needs of its retail network, with less than 7% of the content under two years old.

MSX assessed the existing e-learning framework, identifying opportunities for refinement and optimization, by applying a comprehensive scoring system. The system determines a program’s engagement adequacy, aiming for a minimum of 6 or 7 out of 10. The client‘s latest program scored a mere 2 out of 10.

In addition, the system wasn’t accessible via mobile devices, with further access issues across regions. Consequently, some markets created their own content using a different LMS altogether. The inconsistent approach across a broad geographical area was detrimental to learning engagement within the organization.

Make learning easier

MSX tapped into the organization’s existing learning program, creating a learning ecosystem with versatile mobile capabilities and scalable opportunities for continuous improvement.

The new solution enables employees to engage with learning content via their mobile devices and, through a single sign on, access multiple platforms, such as peer-to-peer learning.

Build in the rewards

The business can identify knowledge gaps and better support employees as they learn in the flow of work, driving engagement through personal achievement and motivation.

The peer-to-peer learning tool acts as a live needs analysis of the business, allowing MSX to identify knowledge gaps from the questions being asked. A resource library – linked to quizzes – also allows learners to access material and learn in the flow of work.

The Centrical platform links to business KPIs and has the capability to extract, edit, and condense portions of e-learning content from the existing LMS, crafting concise microlearning modules. In addition, gamified learning and data-driven video scenarios enable MSX to offer a diverse array of training interventions through the rapid authoring component within the platform.

The platform also drives engagement through recognition of personal achievements, offering rewards embedded within a virtual classroom broadcasting tool. It allows users to track their own performance, see how they’re impacting directly on KPIs, and monitor their performance against their peers, motivating them to learn more.

The single LMS also provides MSX with access to data that can be extracted and used to offer additional, more personalized, or relevant content, and build personalized learning pathways for each individual employee.

 

Fix-it-right-first-time rates have risen by 23%, and service satisfaction has grown.

Watch engagement soar

Increased learner engagement has directly influenced fix-it-first-time rates, service satisfaction and employee retention, which have risen significantly.

The program has boosted overall learner engagement by 30% across the region, reaching its highest level in the history of the organization. It was found that in the lowest performing markets, learner engagement has grown from 17% to 67% in three months. Technicians and service personnel are more engaged, and their overall performance has dramatically improved. Fix-it-right-first-time rates have risen by 23% and consequently service satisfaction has gone up. The brand has also seen vehicle and accessory sales increase, resulting in a rise in sales satisfaction.

Follow-up surveys have revealed a rise in employee satisfaction and staff retention. Technician retention is also up by 16%, which is particularly important to the client’s success.

In a quote from the client’s Network Development Director, he claims that “By adopting MSX’s suggested approach, the impact on our business has been quite profound. By actively measuring and focusing on learning engagement, we continue to realize a range of positive impacts in all of our core business KPI’s as well as our employee and customer experience. As a business this has us now approaching the future with a much higher degree of confidence.”

Rethink long-term learning

After crafting a competence development strategy, MSX successfully redirected the OEM‘s focus towards future needs, pinpointing fresh roles within the evolving agency model.

This encompassed transforming its signature sites into digital platforms, meticulously evaluating the delivery and implementation of new technologies, and gradually preparing the brand for a successful future.

Increase in learner engagement
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Rise in service satisfaction
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Improvement in sales satisfaction
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