Don’t be a bot!

What does it mean? Whenever you think micro-learning, you have to forget the way of creating contents for the good sake of making an e-learning session. Because not only the format of the micro-learning pushes you to rethink the structure of your training content (see the Secret of Micro-learning), but as well you have to take into account the modern trainee’s expectations. 

In summary, you have to become a learningexperience creative and not a bot!  

And here VR micro-learning seems to definitely have a better advantage against what it used to be: you can bring learning experience individually! 

Obviously, when we could all enjoy team building days or team coaching sessions, the learning experience was the natural take away from the sessionsLearning experience triggered by the team spirit, the environment, the interactions created by the trainer and the individuals. 

But when you are left with remote teams, limitations to organise group sessions, does it mean we have to forget about what learning experience means? NO! 

The beauty of VR micro-learning is its principlessimulation base, engaging and convenient-format to use. And those are what would expect any modern trainees to experience. 

So, for HR teams and trainers to become learning-experience creatives would help to turn learning strategy into successful employee experience. 

Those are the basics I would recommend adopting to be more on a journey of learning creative:


1. Clean-up and prepare your existing training contents by breaking down the content goal into sub-goals with a clear structure and a shorter content version.

You need to keep in mind that your target is to get some tangible results of the learning sessions, nothing elseTangible results could be by bringing new skills to your employees to solve concretproblems/situationsYou can also get them by giving them means to improve their general business or product/service knowledgeSome companies will get such results by helping their newcomers to have a smooth company onboardingAnd truer than ever, tangible results could be by preparing your teams to better manage changes and more... the list of examples is long, and you are the one to manage it. 🙂 

Please keep in mind that even if you make some existing content fun, and you don’t keep them targeted and mainly shorter, that will turn into boring learning experience. 

2. Have a focusedcontent preparation

Micro-learning solutions are really affordable solutions for any companies.

So, it is important and good that you are not pressured for return on investments and keep the roots of your jobs as trainer. By definition is to create valuable content and courses which brings effective learning experience. This is how knowhow transfer works. 

Believe me, you will have much more energy of acting as learning creative than cost controller. 🙂  

3. Micro means short.

Most of your employees will not be motivated if they know that the learning sessions will take their working time (or feeling so). The question is to assess what it is a reasonable time session to keep employee’ s engagement in learning. I don’t think there is a fixed rule for that as all will depend on the content itself. By experiencetrainees would rather engage in learning sessions more often if the sessions are not taking more than 5 to 10 minutes. That’s why many micro-learning solutions like MindBox limit the sessions to a certain number of questions. Here we have 20 questions max. in our original settings and usually we recommend keeping sessions to 10 questions.  

This fits perfectly to modern trainee’s expectations who prefer the on-the-go experience than classroom type. 

4. Bring a feeling of ‘new’ by using different avatars and backgrounds according to your courses.

This is so simple thanks to technology-based learning solutions. With only few clicks you can create learning environment from a choice of backgrounds. The same is applied for the avatar collection, from where you can add a touch of changes with new voices and visuals.  

5. Make your training intro and outro more ‘human engaging’, positive connection.

Even if the sessions could be sent to 5, 20 or 1000 employees at once, the way you will build your intro and outro should give them the impression to have a more personalised connection to you as it used to be during a discussion. Doing that you will better build the remote relationship with the trainees.  

For example, if you have a client service training because you need to increase the sales urgently due to tough market situation. I would go for an intro as follows (avatar speech):

Hi, As you know, our sales are going down because of lower prices from the competition. I believe that together, being more prepared we could make concrete steps to achieve better and reach our targets. So, the training sessions we will have together, are made to help you to get there.”

Making learning experience as it should be in 2021 using conventional training contents, it is like today plugging black&white TV set made in 70thit doesn’t work! 

A retrofit will not even help you to: 

  • Connect  
  • Get the colour  
  • Watch the results  

Become a learning-experience creative with what the technology offers you the best today. Enjoy the journey! 

Christophe Beaujard 

Contact us 


Some chats at the coffee-machines, when it was still possible 🙁 , between learning developers and content designersone said that’s how micro-learning was born few years ago.  

Learning experts motivated by some key facts bet on that move from classical e-learning sessions to micro-learning.  

But at that time, the ‘shape’ of micro-learning was not appealing enough for corporates, still engaged in heavy investments to implement classical LMS and e-learning solutions. Those solutions which were just digital versions of the typical classroom learning concept: too much information to digest (the feeling all trainees after sessions), too many data to follow-up, and all that during too long training sessions…  

All that built on past educational practices, established conventions, or assumptions about the learning process. 

This could explain why after a training session of several hours: 

  • 42% is forgotten after only 20 minutes,  
  • 66% is forgotten after 1 day,  
  • 75% is forgotten within a week!! ¨ 

We are not machines! 🙂

But still most of corporates keep their approaches to learning… is it because micro-learning looked too small, too simple?? 🙂

So, what are those key facts that initiated the micro-learning concept? 

They go simply from how we are made or more precisely how we remember things, and also how our society is changing. 


1) Our brain 

Decades ago, people thought that it is because you are intelligent that you can learn!  

Neuroscience findings prove the opposite. Learning is effective improvement factors of our working intelligence, and how our brain works. 

And thanks to the development of neurosciences, big steps were made in the understanding of learning process, resulting of brain-based learning approach. 

Brain-based learning refers to how teaching and learning content are designed using the basic of how our brain works. And some of the key outputs in successful learning practise are a) shorter content b) frequent session c) interaction 

To make it simple without being a brain expertwe all know that it is far easier to remember one page of text and to remember the content of one page by repeating short learning sessions than to have a full book to read and to remember. 🙂


2) Our society 

Our society is changing or to be accurate: e-learning doesn’t fit to millennials’ ways of learningnot modern? 

New generation learners have grown with and are used to access to on-demand services, to have the choice of personalisation, to evolve in an informal environment. 

Great to create employers branding to catch millennium talents, to offer flexibility in their working environments, but how to keep them engaged in a learning strategy. 

And to approach efficient and qualitative learning, the findings show that micro-learning suits to our capacity and attention spans. 


Micro-learning means: 

  • Shorter content. This is a convenient way to offer easy accessibility and flexibility to learners. Learners take control of their learning process setting their own pace and agendas. This is resulting in an increase of engagement. 
  • Straight to the point! Formatting content to micro-learning pushes the trainers to rethink the way content is shared keeping the focus on what is relevant. Doing so, the chance of memory losses as mentioned earlier is reduced. It means higher retention conversion. 
  • Quality learningWith the right focus on few topics only, making explanations relevant and limited to the topics, self-confidence in learning is increased together with more takeaways. 
  • Cost savings and productivity increase 

Yesthis is how we could say: A learning solution which saves costs 



According to experts like Ray Jimenez in his book 3-minute eLearning, short learning sessions which are the core of micro-learningbring concrete operational savings for the companies. 

Indeed, development costs can be reduced by 50% and increase the speed of development by 300%. 

As mentioned by our client:  

‘’MindBox allows us to save time in managing learning sessions. When you are clear about the topic you want to train, creating a training session in Mindbox cloud-based platform takes a maximum of 30 minutesIt is also obvious that we make important savings in costs related to e-learning platforms, training room rent and our commuting time to train 500 employees in the region’’ – HR responsible for training 

Benefiting to both the company saving strategy and employee learning engagement, micro-learning brings the right balance. On a stand-alone solution or integrated to existing LMS or e-learning, micro-learning is not only a format to apply, but a learning culture to change and adapt 

‘’We are not defining learning outcomes as retention, completion, coverage, certification or performance of some tasks while in the e-Learning process. Here, we define learning outcomes on the basis of how fast and how easily a learner is able to apply knowledge and skill to given tasks.’’ Ray Jimenez 


Christophe Beaujard 

Contact us 

MindBox VR

In today’s digital era, technology has been used to foster various ways to improve education. MindBox VR aims to further enhance and accelerate the learning process for employees in a fun and immersive manner, and according to independent software review platform FinancesOnline, we managed to achieve just that. In recognition of MindBox VR’s capabilities as an effective learning management system, FinancesOnline awarded our VR-ready training  platform their Great User Experience and Rising Star awards for 2018.

While implementing virtual reality technology might sound costly and daunting at first, FinancesOnline stated that our MindBox VR features reduces the need for costly on-site training as it offers “flexibility to create specific simulation scenarios.” All of this is possible without the need for in-depth technical knowledge, as scenarios can be prepared alongside its built-in universal modules and customize them to fit your needs, stated FinancesOnline.

The aforementioned remarks paved the way for MindBox VR to get commended as an effective learning and talent management platform and distinguished as a Great User Experience for 2018, a testament to our platform’s ease-of-use for both businesses and learners. MindBox VR

MindBox VR was reviewed under FinancesOnline’s best learning management system category, standing out from the rest thanks to its interactivity, modern keyword detection technology, mobility thanks to Android and iOS support, gamification, and much more. Overall, “you can achieve desirable training outcomes at a quicker pace and give your employees the ability to set their own training velocity,” stated FinancesOnline.

FinancesOnline also praised the software for its technological innovation that provides users flexibility in creating their learning courses. Examples of these, based on FinancesOnline’s review, include voice recognition to convert speech to text for response analyses.

Lastly, MindBox was also awarded the 2018 Rising Star title in our niche for garnering positive traction from clients and continuing to grow in popularity on the market.

MindBox VR

These awards have truly motivated our team to continue developing effective modern technologies to make trainings both fun and engaging. Visit FinancesOnline for the full review and leave your thoughts on how MindBox VR aspired your employees to learn.

Training in Call Center

There is not an unusual phenomenon when customers knew more informations about products or services as a call centre agent. You’re offering training sessions for your agents and giving them all the information they need to know. But when the time comes for them to apply their knowledge, they don’t seem to have retained much. As a result, performance is lower than expected. This may be solved with focused training in call centre.



Call Centre Problems

First, when calling the customer to support centre, customer support agents supplied distinct answers in 41% of the instances. Agents didn’t know the response 34% of the time and 31% of the time a response couldn’t be located on the business site. Such findings suggest that businesses don’t care with regards to training agents on the right way to deal with a customer call. In reality, agents will not understand all question or can’t provide correct answers.

Agent’s should simply access the content they need and making decisions based on not on a limited information. But they should be able to build the knowledge base which would allow them for providing relevant responses to customers.

Another problem is the high turnover of staff in the call centre (turnover rate of between 30 and 45 per cent). Replacing a call centre employee costs approximately three to four months of the position’s pay (combined cost of recruitment and training plus lost productivity). For new employees, quick and efficient training is needed to provide relevant information to customers.

Training in Call Centre

Call centre agents are the customer’s entry into the company. Continuous training in call centre should be an important part of the training strategy.

Traditional Training vs. Simulation Training

The most popular training in the call centre is a classroom training, where the focus is on product knowledge training, how to use mainframe information systems, customer service etiquette. The typical classroom training end of role-play training to provide “real-life” experience to trainees.

One or more customer calls are scripted and enacted, where one party plays the role of a customer (typically the instructor or another trainee) while another party plays the role of the call centre agent. The contact is face-to-face allowing the parties in the role-play as well as other onlookers opportunities for observation. The participants obtain feedback from the instructor when mistakes are made.

Emerging technologies led to the development of simulation training methods, which offer enhancements to behaviour modelling that are absent in role-play training. Simulation training, similar to role-play training, relies on the principles of behaviour modelling for influencing performance.

The traditional simulation training consists of three parts:  paced observation, modularized practice with feedback and integrated practice with feedback. In the first step, the simulation provides an integrated audio-video presentation of played conversations between customers and call centre agents. The trainee is only an observer in this stage. In the second step, the trainee handles a part of the call and the computer handles the rest. The third step involves an “integrated practice with feedback,” wherein trainees field the entire call, with the computer prompting the right course of action in case of trainee error.

The difference between simulation training and role plays

There are three training environment factors on which simulation training differs from role-playing training — realistic context, guaranteed feedback with the less threatening environment for repetitions, and a paced learning environment.

In realistic context simulation training in call centre for agents mimics the job context more strongly than role-play training, thereby leading to the superior transfer of skills and behaviours.

Feedback established connections to previously learned skills and knowledge. Empirical research demonstrates that, by and large, seeking feedback is difficult because of impression management concerns. In role-play contexts, feedback is not guaranteed and, further, the feedback provided by the instructor may or may not address a trainee’s individual concerns. In a simulation training is an inbuilt feedback mechanism. If a trainee makes an error, the system show or suggestion the right course of action.

Simulation training allows trainees to go through the different training steps at their own pace and own comfort level. Simulation training allows trainees to continually refine and develop their knowledge structure as they practice, backtrack and practice again until their compilation of the procedures is sound.

The research shows that simulation training results in a significant reduction in call duration relative to role-play training. The average call duration for simulation trainees is 20% lower than that of role-play trainees during their first two weeks on the job.

Regular knowledge-building for agents by simulation training

Simulation training offers the ability to mitigate ill effects. Create for your agent your own simulation training content by MindBox VR solution.

MindBox VR solution is designed to give agents targeted assistance to boost their knowledge and performance. Instead of watching videos, or listening to a recorded interaction, you can place agents in the simulation of situations where they gain hands-on-experience and practice their skills. It is the great solution for preparing focused training in call centre for agents. 

mindboxvr training app

Learning employees through the mobile app.

Feedback and hints are a part of MindBox VR platform. Help trainees develop procedural knowledge, have a complete cognitive understanding of the task, and strengthen cognitive organization and retention. It helps to accelerate learning.


It is important that new agents perform well from day one to build their confidence. If agents are not off to a good start, it can increase their stress and anxiety and result in high turnover. It is well documented throughout the literature.

Simulation training is highly scalable once the simulations have been developed, offers the ability to mitigate these ill effects. Not only does simulation training result in greater call accuracy for new hires, it is also much more scalable than role-play training. It also provides training on a continuous basis to reinforce good practices and fix problems mentioned in this blog.


on the job training

Great customer service leads to customer loyalty, increased profits, and a better brand image. We’ll share with you how to implement on the job training for improving customer service skill with new technology.




Workers learn the job in the real working site in the real-life situation. Under this technique, it places the person on a regular task and taught the skills required to do that job. The trainee learns under the oversight and guidance of a professional employee or teacher. On the job training has the benefit of providing firsthand knowledge and experience under real working conditions. Whilst the trainee learns how to perform work, he’s also a regular employee rendering the professional services for which he’s paid.


However, on the job training can be time-consuming for the trainer, new employee and other existing employees. The next disadvantages are:

  • Costly – on the job training method is costly in the sense that the workers are disturbed by training activities
  • Disturbance – the existing employees may feel disturbed due to the trainees and the lector.
  • Low Productivity – the trainees are taken at the workstation for preparing; subsequently, they are in the process of learning skills. Therefore, the productivity profitability will be lower.

New technology is changing the way employees learn on the job and are improving the process. With a mixed approach, employers can cut the costs and time of spent training employees at the workstation.


Technology has revolutionized the learning industry in the past. And continued to improve the learning process at the present.

According to a new report by Accenture in collaboration with the Canadian Council of Chief Executives states that Canadian companies must act to take greater advantage of new technologies to deliver better workplace education and training.

The report calls on more employers to consider the advantages of innovative “smart learning systems” that provide access to knowledge, anytime and anywhere. Often, these methods are more effective than classroom-based training while also costing less on a per-employee basis.

The method of technology-based training is more interactive and experiential for employees. In the past employees may have watched a video about communicating with clients. Today technology like speech voice recognition and voice recognition available to communicate with the avatar. Customer personas make your online training more effective.

on the job training

With MindBox VR it is simple. You choose one persona from a predefined list, choose the environment and choose the language you want personas to talk to employees. By editor, appropriate text for personas and a whole simulation for training is done. In simulation environment employees by voice interact with a virtual customer. In the method, on-the-job training is important an active role of employees.


A study revealed that 85% of consumers will retaliate against a company if their needs are not met. And almost half will stop doing business with the company. The on the job training is one of the methods, which can ensure effective training for new and existing employees.

Prepare an employee handbook or customer service manual that details protocols for how to greet a customer, how to ask follow-up questions, how to resolve customer disputes. With MindBox VR you prepare scripts according to manuals of the typical situation and creates virtual on-the-job training. Scenarios provide real and live situational awareness of how customers interact with staff and what their expectations are from said employees.

MindBox VR can be used in the testing mode of allowing employees to individually demonstrate their skill set in practice. Using test mode will allow you to identify gaps for the training of existing and new workforces. Customer service skill tests help ensure that the new workforces you hire have the abilities and skills to do meet customer expectations.

Ensure practical training for your employees. Practice makes perfect.


training sales skills

There’s simply no denying of fact that properly trained sales skills personnel deliver better results for the retailer. Unless of course your staff is better trained than the competition, armed with more product knowledge and strategies to solve client problems, your retail operation will compete on price. That’s not a good position for a retail speciality store to be in, because it is almost impossible to compete on price with the big box retailers and national chains given their enormous purchasing power and economies of scale. Sadly, retailers investing in marketing and advertising campaigns designed to drive people in their stores only to encounter personnel who do not have the right training. And that’s an outcome no retailer can afford for long.

Product knowledge training

Product knowledge is crucial for your workforces. They must know exactly what they’re selling in order to be effective salespeople. They should know the features and advantages of the products sold in the store. Mix this knowledge about the product and enthusiasm to help people lead to winning combination.

It is important to provide a sufficient amount of product information to workforces. If you are lacking info on the products, you sell call up your product vendors and reps and get them to provide the info you need. Start reviewing this info with your staff and make it obligatory that everyone learns it.

The way to sell efficiently

Here are some problems should cover in your weekly exercise sessions:

  • What are the best qualifying questions to ask a customer?
  • How do you determine customer needs?
  • How do you overcome customer objections?
  • What are the best ways to ask for the sale?
  • How do you use deficiency and urgency to close the sale?
  • How do you create additional sales by recommending products that complement other items?

Role-playing with staff is a fantastic way to give them the answers to these questions in a real-world context. But for role-playing, it is necessary to reserve the time by colleague or manager and schedules a good date. Another problem is the attitude of people who play the role of customer. If the same person does this role often is boring for them.

How technology helps training sales skills

Technology-based training programs provide self-paced employee directed learning. The use of technology-driven training delivers benefits to employees and organizations. Technology offers ease of use, learning retention, evaluate learners, the ability to reinforce learning, employee training convenience, replace role-playing.

You can use speech-based learning to teach your workforces selling better. Created scenarios in 3D environment help learners better gain experience in selling to customers and quickly apply them in the real world. With the mobile application, your workforces can be training anywhere and anytime.

It is an effective method of learning because learners interact with virtual customers by voice. And it is more natural for improving sales skills. The combination of speech and voice recognition technology and analytics module allows to testing product knowledge of your workforces, teach better-overcome customer objections and correctly ask questions.

MindBox VR is a first speech-based learning platform allows prepare courses for workforces by voice and speech recognition technology. With our solution, you can ensure role-playing for your workforces more often.

technology-based training

Technology has revolutionized business. Nowadays, most people must learn more than ever before in the past. Particularly for global organizations, classroom-based training is becoming too pricey and cumbersome. Even when workers had the opportunity to attend all the classes along with seminars along with to read all the materials and reports, they need to stay up-to-date in their field of work. The price of such a learning is prohibitive. The need to save costs led to organizations to applied technologies in the learning process. The technologies are changing the way corporations and individuals obtain skills.



The Influence of the Technologies on Education

The internet has become a major technology to influence learning. The rise of the World Wide Web, top capacity corporate programs and high-speed business desktop computers make learning accessible to people 24/7 hours around the world. Employees can then access training when it’s convenient for them, at home or at the office. When delivered via technology-based solutions, training is cheaper per end user as a result of scalable supply and the elimination of top salaries for coaches and advisers. According to Training Magazine, companies save between 50-70% if replacing instructor-led training with electronic content delivery. Employees may also enhance productivity and utilize their own time better, as they no longer have to journey or fight rush-hour traffic for at a course.  

Information can be retrieved just before it’s required, as opposed to being learned once in a classroom and subsequently forgotten. Technology-based solutions allow more room for individual differences in learning styles. They also supply a high level of simulation that may be tailored to the learner’s level of proficiency. With 24/7 access, people can understand at their very own pace along with review course material as frequently as needed.   

Higher retention

Trainees can tailor the learning material to their very own needs. They can more control over their learning process along with may better comprehend the material, leading to per 60% faster learning curve, compared to instructor-led training. The delivery of content in smaller units, called microlearning, contributes further to per more lasting learning effect. Whereas the average content retention rate for an instructor-led course is only 58%, the more intensive technology-based training experience enhances the retention rate by an additional 25 – 60%. Higher retention of the material puts per higher value on each dollar spent on training. In times when little instructor-led courses have a tendency to be the exception, electronic learning options can supply more collaboration along with interaction with experts along with peers, and a higher success rate compared to the live option. Distance education can be more challenging and encourage more critical thinking than a conventional large instructor-led class because it enables the kind of interaction that takes place most fully in small-group settings.     

The role of technology in the education of the future

Utilizing technology in the right way can help improve employees performance. The using technology-based solutions in training of employees has a huge impact on their skill development and employees performance improvement. Their utilization can benefit trainees by adding personalization and increase the interest of the learning.

New technologies like virtual reality, artificial intelligence, machine learning, and voice recognition technology aren’t just changing the field for trainees, they’re shaking up the part of instructors to changing their role.



The platform like MindBox VR adapts to market demands and allows lecturers to easily apply new technologies in the training of employees in the company. With a combination of 3D environment, voice recognition technology and application (for mobile devices or virtual reality) is possible replacing the role-playing of the training process in the classrooms. Trainers can devote time to evaluate the training of any trainees and suggest training that they need.