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How to Reinvest in Immersive Experiences

+ Gather Skills Data

It's Counterintuitive, but More Coaching Costs Less

One of the first reactions many of our customers have to the idea of personalized coaching at scale is, "we just don't have the time." 

But while the notion of more time spent coaching may seem impossible, it's critical to understand that in an immersive learning operating model, organizations re-invest both learner and trainer time away from lower-impact activities (e.g. classroom-based learning; eLearnings) into higher-impact activities (e.g. simulation; coaching). 

This means simulation + coaching aren't a 'gimmick' that you add to the end of the program you already have in place. They are replacements that require a different way to work and deploy your team. 

Here's a common example: 

Consider a typical trainer/facilitator who delivers classes + webinars to a team of 100 associates. Their typical week includes content writing, administrative planning, training delivery, and post-training evaluation such as satisfaction surveys. For the sake of the example, let's say they spend 25 hours delivering training, 5 creating/editing content, 5 in admin, and 5 in evaluation or report outs to leaders.

The learners in this scenario may spend full weeks onboarding, or 1-2 hours in refresher or new product training, inclusive of leaving their desk, water breaks, and the class itself.

Compare this with how they may spend a week under an immersive model.


Because content has been digitized, or converted to simulation, at least 10-15 of the delivery hours are now free. And based on the experience of current Bright customers, since there are fewer rooms to book and scheduling emails to send, at least 2-3 hours of the admin time is now available too. 

Similarly, the learner no longer needs to leave their desk. And - again, based on current Bright customer experiences - digital content can reduce live or virtual delivery times by 50%. 

This means that trainer has over 15 hours of time to spend in direct learner engagement, and the learner has an extra hour either to practice, or to get back to the floor. 

All in, we advise customers to target 20-30% reductions in training costs under an immersive model. 

This isn't just a cost reduction play

More important than cost reductions, the types of experiences that we're re-investing in are skills-based. That means the Bright platform generates data that shows an associate's strength's + development areas. This data can be used to either confirm their readiness for role, or identify areas where they need more practice an coaching. 

Read that last paragraph one more time, and let it sink in. 

Immersive learning simultaneously reduces cost as it generates data that proves it's really working. Unlike most learning platforms, which generate training completion or learner satisfaction data, Bright provides our customers with a snapshot of demonstrable growth and skill gain. We believe this is a gamechanger. 

To make the concept more real, consider the sample below. Every customer simulation and practice experience is tagged under various job skill categories, such as product knowledge, soft skills, and systems. As coach feedback and ratings come in, this begins to tell a story about an individual associate's capabilities, making Bright the only true certification platform in the industry.