MindAtlas has been a pioneer in digital learning and performance solutions since 1998, helping businesses with their onboarding, training and staff development needs by combining sound adult pedagogy with user-appealing, bespoke and interactive solutions.

Welcome to another edition of Fast Five – our series where we ask Victoria’s most influential and exceptional business leaders five questions to get a behind-the-scenes look at some of Australia’s most dynamic businesses.

In this edition we spoke to MindAtlas Managing Director Adam Wiser. With more than 20 years’ experience in technology, Mr Wiser helps business become more efficient with technology solutions.

#1: How does MindAtlas work with clients to develop the most effective training solutions?

MindAtlas initiates a consultancy methodology to each project to devise a learning framework as an initial milestone.

This framework (blueprint) will guide all subsequent learning solutions (in an audience-appropriate way) and artefact development. At this stage, MindAtlas will consider the optimal resource development for the learner cohort in addition to the engagement tools that will yield ultimate knowledge transfer, comprehension, retention and application of learnt principles.

MindAtlas may also conduct user-centred beta testing in the formative stages to ensure the ultimate development and delivery of the most effective training solutions.

#2: How did COVID-19 impact MindAtlas’ business operations with clients, especially with the pandemic changing the way many employers approach flexibility and remote working?

COVID-19 had a significant effect on the wider digital learning industry. Already a fast-growing area, COVID sees a global movement towards a work-from-home or hybrid working conditions. With most organisations continuing to offer these flexible working conditions, employees still need to be communicated with, informed, trained and developed. This has seen a large uptake in the volume of flexible training methods, and the number of organisations moving to undertake flexible training delivery formats.

Critically, with an increased volume in the quantity of self-paced and digital training, an innovative approach to each training delivery is crucial to ensure maximised engagement exists with a learner audience.

#3: What does the future hold more broadly for learning management systems and courseware, particularly around technological advancements or any other key developments?

As we move towards a more geographically dispersed workforce, more innovative methods are required to truly engage and impact human performance.

Platforms and content are becoming more immersive, gamified, experiential, competitively driven, and diverse in their offerings. Technological advances are allowing for immersive training experiences in virtual and augmented reality. Platforms and authoring tools are increasingly aware of this geographically diverse workforce, with a focus on language translations and accessibility requirements.

#4: What have been some key milestones for MindAtlas and what are some business objectives going forward?

Next year (2023) marks 25 years for MindAtlas. To recognise this milestone, we have a range of product and service offerings, product development announcements and a new branding to mark the occasion.

For some years now, MindAtlas has internationalised its operation with clients and offices across Australia, New Zealand, Asia, North America and Europe. MindAtlas will continue to break into new territories and offer its expertise into new key markets.

MindAtlas’ key objective is to remain at the forefront of digital learning capability, consultancy, design, development, and innovation. We deliver impactful learning experiences and outcomes and clear return on investment for our valued client partners.

#5a: What are the typical challenges you see being faced by HR and learning departments?

The predominant challenges we see being faced by HR and learning professionals are:

• Lack of internal know-how to put a training program together and deliver effectively (face to face, digital, blended)
• Lack of employee engagement with learning and development offerings
• Lack of effectiveness and impact with traditional forms of training
• A sentiment from learning audiences of “this is just an off-the-shelf” offering
• Difficulty in workforces being more home-based and geographically dispersed
• Challenge to find tools that truly impact and enthuse a learner audience
• Versatile and appropriate set of formats to gain true ROI (comprehension, retention, application)
• Available budget
• Exorbitant costs – establishment and ongoing.

#5b: What are the key considerations for executives when implementing learning technologies?

• Do we have a well-designed blended offering?
• Do we have expert content creation or is this best being outsourced?
• Is what we’re delivering audience appropriate?
• Do we have expertise in creation of memorable learning experiences?
• Do we have expertise in the creation of a varied learning program?
• Do we have a well-crafted onboarding/communications plan?
• Does our training include calls to action and blending with other resources such as podcast with an activity, video with an assessment?
• Do we incorporate social learning elements to further embed and pervade best practice?
• Are our departmental heads sufficiently bought in and contributing to content creation?