Overcome Training Obstacles in the Virtual Workplace

Communicating with your virtual team In today's age of electronic interaction, new technologies can be mechanisms for better leadership and training - or they can create serious obstacles.

The Digital Age has given rise to numerous information technologies that have had both positive and negative effects on leadership. Because of this, there has been a fundamental change in the relationship between business leaders and their followers - both employees and clients.

The original dynamic of the leader-follower connection has been forever altered by the advent of communication technologies, according to John Juzbasich, CEO of Merit Career Development. As a result, leaders face different challenges when conducting training in the virtual workplace...mainly fluid communication.

The Challenge of Communication

In today's age of electronic interaction, new technologies are mechanisms for leadership and management. Social platforms such as Facebook and LinkedIn can reduce the remoteness of followers and allow for more instantaneous communication, but they can lead to breakdowns in communications as well. Although oratory interaction can convey a clearer, message, between 60 and 80 percent of communications are non-verbal, Juzbasich explained.

When the voice is taken out of the equation, all that is left are words on a screen. At this point, messages can become misinterpreted, which is one of the biggest challenges in leading in the Digital Age. Because of this, leaders have to be more cognizant of how they speak and present themselves.

In order to avoid being misunderstood, Juzbasich suggests utilizing video technology to both communicate on a daily basis, and to create effective training. Video not only leverages digital technology in a popular way that people relate to, but it regains the visual and audio components of conversation.

Leading in the Digital Age

Juzbasich recently represented Merit at Penn State Great Valley on a panel that discussed e-leadership with other leading industry experts called "Leading in the Digital Age: Are You Connected For Success?" The event featured insight into cutting-edge research and best practices for leveraging rising technologies to be an effective leader in today’s business environment. Topics ranged from using avatars and emotion-reading technologies to advanced uses of social media. "We have come a long way over the past decade in understanding what works and what does not in a virtual teaching/learning environment. It is critical to redesign training to take advantage of today’s technologies and educational research on Best Practices," Juzbasich added.

Merit Career Development offers a wide array of learning methodologies that enhance professional education in today’s virtual workplace, including Virtual Instructor-Led Training, online self-paced courses, webinars and web-based assessment tools. To learn more about what Merit can do to enhance your leadership and employee training, please contact us.

Improve Your Decision-Making, Improve Your Leadership

Decision-Making Did you know that we make about 35,000 decisions a day? Learn about the many factors, conscious and sub-conscious, that affect our choices, and how we can control the ones that will help us make the best decisions.

The brain is a powerful machine constantly working behind the scenes, absorbing and dissecting information at an unimaginable rate. Without even realizing it, most people make thousands of decisions every day, from choosing a snack to making swift decisions while driving. Of course, there are the tougher decisions that we really contemplate, too.

Making the best decision is critical to success in most fields and disciplines. Our lack of understanding of how our minds work has profound consequences. Modern psychologists are studying the processes in our complex and sophisticated brain and have identified common errors in thinking, shortcuts used in the decision-making process, and cognitive biases that influence our decisions without our knowledge.

We know that good decision-making is critical to business success and will impact the bottom line. Daniel Kahneman, PhD, a Nobel-prize winning psychologist and author, explains how the brain functions in making decisions. In his book, “Thinking, Fast and Slow,” he breaks down the decision-making process into two systems: System 1 and System 2.

System 1 works quickly and deals with automatic, unconscious thinking, such as finishing thoughts and sentences. It’s deeply rooted in our intuition and emotional mechanism. System 2 works more slowly, focusing on logic and problem solving. It is associated with deliberative thinking and complex computations, while System 1 is more reactive and creates impressions and feelings. Leveraging these two aspects of decision-making can be enormously beneficial.

One of the most significant of the biases that affect our decisions Kahneman calls “pervasive optimistic bias” which gives us the feeling of having control. That is also referred to as "illusion of control," the tendency for people to overestimate their ability to control events in their lives. Other biases that need to be understood and considered include: "framing", where familiar numbers form the context for our decisions, although there may not be any reason for them to be relevant or accurate, and "loss aversion," a tendency to fear losses more than value gains.

Professional Assistance and Career Development

At Merit Career Development, we stay on top of the latest proven research and integrate these findings into our unique and engaging programs. As a result, participants can learn about many different features that are integral to the decision-making process. We help our clients understand how the two primary systems generate actions for quick thinking and more thought-requiring decisions.

Participants in our "Better Decision Making" program will learn about traps like biases and blind spots that can unconsciously and negatively affect best decision-making practices. Merit teaches the tools to develop effective listening techniques and how to adapt and apply this knowledge to different types of situations.

Like most Merit programs, this highly engaging and interactive workshop is ideal for optimizing learning retention of valuable information. Numerous rational tools and practical techniques ensure that the lessons taught will be carried over into real-life workplace scenarios.

Interested leaders can review the course outline for Merit's "Strategic Thinking and Decision-Making" to discover why it is the one-stop for dynamic workforce training.

Optimize Your Training by Engaging Your Employees More Effectively

Senior Executives can commit vast resources and money to manage their employees, but if the staff does not feel valued or engaged in the business, it's likely that the desired results may not be achieved.

Improve Employee Engagement with Training and Professional Education According to a study from Gallup Inc, titled "The State of the American Workplace: Employee Engagement Insights for U.S. Business Leaders", effectively engaging and retaining employees is one of the biggest challenges that leaders can face. Over a three-year period, from 2010 to 2012, the research firm surveyed more than 350,000 respondents, Forbes magazine reports.

The findings indicated that 70 percent of American workers are "not engaged" and are disconnected from the workplace, which in turn can make them less productive. This lack of engagement can be significantly detrimental to business profits. Gallup estimated that disengaged employees can cost companies between $450 and $550 billion per year in lost productivity. These employees can also negatively influence their fellow employees, drive clients away and miss workdays completely.

With only 30 percent of employees working at their optimal potential, leaders need to begin improving their engagement strategies to retain staff and bolster their productivity as a business.

Trickle-down Engagement
Rather than focus strictly on lower levels of the organization, Gallup suggest that management leaders center their efforts at the top and have it disseminated throughout the company. As mid-level managers and employees feel empowered, they can begin to identify barriers to effective engagement and help develop methods for organizational improvement. Staff members can be the most knowledgeable when it comes to the company's processes and clients, which might result in better performance when given the right tools for the job.

The training process can be an area where leaders engage their employees directly for the betterment of the company, according to Training magazine. Merit Career Development offers a range of teaching techniques that engage employees and increase learning retention. To learn more contact us by phone, 610-225-0193 or send us an email.

Risk Management in the Biotech and Pharmaceutical Industry

Risk Management in the Pharmaceutical Industry The biotech and pharmaceutical industries are no stranger to risk - organizing clinical trials for medications that may never reach the open market due to inefficiency can place a significant financial burden on companies. When it comes to managing them, identifying procedures can be essential to avoiding or minimizing the financial impact of risks.

The Economist Intelligence Unit conducted a survey of senior management executives in the pharmaceuticals and life sciences industry regarding risk in their respective companies. The 65 responses were combined with those of an earlier survey of 353 executives in a wider range of other industries. It mainly focused on North America, with 65 percent of respondents hailing from the region, but also included international areas such as Europe, Asia-Pacific, Africa and Latin America.

Management is C-Level
According to its findings, the EIU reported that the ultimate responsibility of risk management was falling on CEOs, CFOs, CROs and general counsel. The survey found that the senior executives could be doing a better job of defining the company's interest in risk, ensuring that information gets to the appropriate people for assessment.

Most Time Spent on Compliance
Following controls and monitoring, compliance takes up most of their time with risk management. However, this leaves managers and executives with less freedom to watch for emerging threats that could create financial hardships. As a result, companies are failing to spread risk awareness throughout their organizations.

Mismatch Between Barriers, Risk Processes
The results showed that two-thirds of respondents had no intention of recruiting a chief risk officer, with less than one-third saying their organization has one on staff already. While breaking down the risk management silo may have been beneficial, the lack of awareness diminishes an organization's ability to understand new risks.

The Benefit of Third-Party Training
According to the U.S. Food and Drug Administration, quality systems are becoming integral to the pharmaceutical industry. In turn, risk management is a valuable component of an effective quality system.

The biotech and pharmaceutical industries can greatly benefit from outsourcing their risk management training to third-party experts. Merit Career Development offers courses specific in project risk management for the biotechnology and pharmaceutical industries. For more information, click here.

The EIU study underscores the advantages that extra training can bring to risk management in the pharmaceutical industry. With a healthy roster of subject matter experts, Merit can help executives not only manage current threads but also look ahead to potential emerging risks.

Avoid Financial Sanctions with the Proper HIPAA/HITECH Compliance Plan

Doctors Studying Data on Computer The Health Insurance Portability and Accountability Act of 1996 (HIPAA) and the Health Information Technology for Economic and Clinical Health Act of 2009 (HITECH) as amended by the HIPAA Omnibus Rule in 2013 define the regulations for the private and secure management of health information. Covered entities and business associates that neglect adhering to these regulations can face rigid sanctions from a multitude of agencies, including the U.S. Department of Health and Human Services (HHS), its Office for Civil Rights (OCR), the Federal Trade Commission and state Attorneys General.

Each regulatory agency can impose fines against covered entities and business associates that fail to document, investigate and remedy HIPAA and HITECH violations. Without the proper compliance planning, covered entities and business associates can be slammed with heavy financial penalties and regulatory oversight, as happened to Cignet Health of Prince George's County in Maryland.

Learning from the Past

According to Healthcare ITNews, Cignet denied 41 patients access to their medical between September 2008 and October 2009, a right guaranteed by the HIPAA Privacy Rule. Cignet further failed to cooperate with OCR's investigation of the patients' complaints and with HHS' subpoena for the records, which was enforced by the District Court.

The court levied a $1.3 million fine against Cignet for failing to grant access to the patients' records, and an additional $3 million for willful neglect of the HIPAA Privacy regulations.

The time for proper HIPAA and HITECH compliance planning is now.

Training Modules Available

"HIPAA and HITECH, Pathway to Compliance" is a four-part do-it-yourself instructional series that guides its users in drafting a HIPAA/HITECH Compliance Plan. Each part provides regulatory information and resources necessary to build a customized plan. Documentation developed in this series can be used when faced with OCR investigations and/or audits to demonstrate compliance efforts.

In this series, Patricia Wynne, Esq., CIPP, a seasoned HIPAA/HITECH subject matter expert familiar with the day-to-day challenges of compliance, presents guidelines for drafting a Compliance Plan that are easy to understand and practical to implement - not bogged in technical jargon. Each course is one hour in length and includes case studies and questions to enhance learning, as well as resources that can be downloaded and used in the compliance planning process. Now is the time to build your HIPAA/HITECH Compliance Plan with the professional insight of Merit Career Development.

HIPAA and HITECH, Pathway to Compliance on Udemy
Click here to access Part 1: Policies & Procedures
Click here to access Part 2: Complaints & Breaches
Click here to access Part 3: Assessments & Risk Analysis
Click here to access Part 4: Workforce Training

HIPAA and HITECH, Pathway to Compliance on Arbington
Click here to access Part 1: Policies & Procedures
Click here to access Part 2: Complaints & Breaches
Click here to access Part 3: Assessments & Risk Analysis
Click here to access Part 4: Workforce Training

Customer Conversations

A two-step learning experience to boost listening skills.


Customer Conversations What do you do when your own field technicians cant' seem to communicate effectively with your customers? That was the challenge faced by a large global technology company who came to Merit Career Development with a solution.

The answer was a two-step process: measure employees' listening skills and follow-up with a two-hour webinar reinforcing the key aspects of listening and interacting with customers.

The goal: empower field technical personnel to manage client conversations to ensure accurate communications and to create satisfied customers.

Measuring
We first asked employees to complete a simple assessment to gauge their listening skills. The Listening Skills Assessment (LiSA™) measures three related aspects of listening: understanding the overall situation, attention to detail, and inferring personal interpretation.

Students watch realistic technology-related video scenarios and answer questions about the big picture, details about the situation and what they think was really going on in the example. It's interactive and fun.

Before the webinar, students receive the results of their listening assessment. This establishes the baseline for the training session, the focus of which reinforces the key aspects of listening measured by the assessment.

Learning
The goal of the two-hour interactive webinar is to increase students' self-awareness of their verbal and written communication styles as they work with customers. But it's more than that. How can employees show they are really attending to the customer and want to leave both sides of the interaction satisfied?

Students learn how to observe non-verbal communication cues and follow-up on them, strengthening the customer relationship by showing good, attention skills. Important listening skills like asking open-ended questions, reflecting back to the speaker, paraphrasing and summarizing help the individual obtain accurate information from the customer and make sure the employee is getting the real message.

And the webinar covers more than just verbal communication skills. It also highlights effective electronic communications. Students learn how to create effective and appropriate electronic messages, write messages that are clear, concise, coherent, and project a positive voice image. These are all crucial communication skills in today's business environment.

In the end, participants leave the course being more self-aware and carrying some new tools to use in effective customer communication.

To learn more about how Merit Career Development can solve your business challenges, please contact us.

The Blended Project Plan

Why Using Just One Methodology Isn't Always the Answer


Blended Blue AbstractAs projects become more sophisticated in nature and content, a host of project management methodologies have been developed to address the needs of managing these complex projects. From the early years of CPM/PERT to the current complex computer-based project management systems, we are still mired in a high percentage of failed projects. Twenty years ago, the failure rate of IT projects was 87%. Today, despite an increase in project management knowledge and methodologies, the failure rate has only dropped to 82% (Standish Group, 2009).

While project management tools and methodologies have improved vastly, the tools do not support the speed of business change. Ironically, this fast-paced and changing environment is driven by the hyperbolic increase in technology.

Despite the hundreds of project methodologies and tools available – and many home-grown methodologies developed by independent PM organizations (PMI®, IPMA, et al) – the success rate remains low. To combat this low success rate, we create even more specific and directed project management processes.

For example, on change control and requirements, for companies that adhere to and enforce a strict requirements and change control process, there has been no appreciable change in the success rate. New methodologies such as Agile serve to further complicate the landscape. All of these methodologies have proven successful in limited and controlled environments; however, when pressed into a general and expanded business world, we continue with this abysmal failure rate.

We don’t need another new methodology
We need a more adaptive approach whereby the project is planned and managed according to the project directives and the needs of the business. The Blended Project Plan approach allows project managers to adapt various project management techniques to different components of the project. We can “chunk” the project to “match” a suitable project management methodology.

For example, at a recent client site we had three distinct groups present during our introduction to Agile. One group thought that it might work but preferred their current process. The second group completely supported the approach, and the third group stated that not only would Agile not help them but neither would their current process. The first group was responsible for building the hardware, the second group developed the software, and the third was responsible for the contractual implementation of the system. So we developed a Blended Project Plan under one project manager where the hardware development was managed with a traditional waterfall approach, the software development used Agile, and the field deployment team used a contract-based methodology.

The Project Management Officer implements and enforces PM standards based on a well-intended corporate policy; however, the strict adherence to these standards often stifles the project with unneeded, distracting, and cumbersome practices that unintentionally do not provide added value to the project plan. Adapting various project methodologies to specific “chunks” of the project provides for more flexibility and added value.

A parody that can be used to help explain this is the old Risk Management adage of known/knowns, known/unknowns, and unknown/knowns. This can be expanded to:

  • We know the requirements, and the approach to complete the task is known and standard.
  • The requirements are known; however, the process is dependent on project constraints.
  • The project requirements are not well-defined or fully understood, but once they are detailed we know how to implement

Broadly, this can be fitted to the standard project management process simplistically consisting of:
  • Standard Waterfall - sequential processing of project tasks
  • Compressed/Accelerated - overlapping of project tasks
  • Agile - spiral development

The project components can be better managed with the Blended Project Plan approach. The chunking of the plan allows the application of different measurements and controls that are in tune with the development process. The process to develop software is not the same as the process to implement hardware; however, we try to manage them using the same process. A Blended Project Plan eliminates the “one size fits all” mentality when trying to manage projects. The standard waterfall methodology contributes to understanding the critical path and the overlapped tasks impact project costs. The use of a spiral development methodology helps to control user requirements.

The roles and responsibilities change for the PMO, the project manager, and the business partner; however, the Blended Project Plan provides a greater degree of flexibility to ensure the successful completion of the project.

Merit Career Development provides project management training to fit your needs. From the fundamentals to PMP exam preparation, we can help you improve your project management skills. Whether it’s self-paced online learning, instructor-led virtual or classroom training, or exciting simulations, Merit provides quality, innovative and interactive professional education.

Learn more about Merit's project management curriculum here.

3 Reasons Why a PM Credential is Essential

PM CredentialsWhether you're yearning to get a real job or a better one, the struggle to make your résumé stand out from the competition can be a demoralizing impediment to landing the right position. Portraying your skills and value to a company in a unique way without a long job history can seem nearly impossible. However, developing your skills in project management can make you a sought-after asset ton any organization. Becoming a Certified Associate in Project Management (CAPM)® is a relatively and inexpensive way to unlock better jobs and significantly higher salaries in almost any industry. This certification will build skills to effectively manage a project from planning and projections to execution through completion.

For those who hold a CAPM certification, earning the Project Management Professional (PMP)® certification will allow you to further distinguish yourself and display your mastery of the subject. This leading certification carries a significant increase in annual salary.

1. Vast Job Opportunities

Glassdoor.com, a leading job listings and information website, has over 300,000 active listings for project management positions nationwide. Project management skills and knowledge are also applicable outside the borders of the US. Skills in project management benefit practically every facet of every industry. From IT, to banking and finance, sales, medical services, human resources, and research positions; project managers are in extremely high demand. Developing your skills in project management will grant you increased access to any industry that interests you.

2. High Perceived Value

A survey conducted by the Economist Intelligence Unit saw the majority of international executives identifying project management as "the single most important skill for their current and future success." The US News and World Report has also ranked project management in the top three of most desired skills sought by employers. The demand for these skills means that a recognizable project management certification will distinguish your résumé from the competition in a way that a typical 4-year college degree cannot. No matter the industry, a CAPM or PMP certification will identify you as a necessary leader and team player who is focused on the efficient completion of assignments.

3. Greater Salary Potential

Glassdoor's salary tracker also shows average Project Manager salaries range from $26,000 to over $100,000 with multiple postings in excess of $200,000 annually. Simply obtaining your CAPM or PMP certification will increase your real and perceived values and have a direct effect on your income.

CAPM vs PMP

  CAPM PMP
Who Should Apply Entry-level employees or those with little project management experience For CAPMs or experienced Project Management Professionals
Experience Required No experience required Minimum 4,500 hours of project management experience and 35 hours of Project Management education
Certification Maintenance Retest after 5 years Achieve 60 PDUs every 3 years to maintain a current knowledge of project management issues and strategies
Benefits
  • Access to multiple industries and lucrative employment
  • Salary increases and résumé distinction
  • Introduction to the field of Project Management
  • Résumé distinction through proof of subject mastery
  • 12.5% increase in salary vs those in equivalent position without PMP certification
  • Maintaining a current and multi-industry knowledge of Project Management

The CAPM examination can further facilitate your achievement of the more prestigious and financially rewarding PMP certification.

According to the Project Management Institute, which awards the CAPM and PMP certifications, they both focus on:
  • The skills to initiate a project
  • Project preparation and planning proficiency
  • Executing, monitoring, controlling and completing a project
  • Estimating activity costs
  • Planning for quality at every stage
  • Performing quality assurance
  • Hiring, leading and managing a project team
  • Foreseeing and planning for the unexpected

For more information on the PMI or the CAPM/PMP certifications, visit www.PMI.org.

CAPM and PMP Test Prep

Successful CAPM and PMP candidates typically use multiple study aids to prepare themselves for the exam. Although many business schools are incorporating CAPM and PMP test preparation into their classes, standalone assistance is also available. For more information on the CAPM or PMP certifications and effective test preparation, please view our project management courses or contact Jim Wynne at jwynne@meritcd.com

PMP and CAPM are registered trademarks of the Project Management Institute, Inc.

Learning Through Play Enhances Employee Engagement

Chess BoardThrough gaming and play, employees can experience positive emotions that enhance their learning retention rates.

Regardless of age or experiences, we all play games in some way or another. But games aren't just about play; they educate. From smartphone puzzle-oriented hits like Candy Crush Saga to games of "peekaboo", in which infants learn object permanence, games and learning have gone hand-in-hand for thousands of years. So what happens when you take learning through play and apply it to online training courses?

Beyond Childhood Games

According to many historians, the adoption of a "game" called Kriegsspiel by the Prussian officer corps was instrumental in Prussia beating France in the Franco-Prussian War in 1870. Derived form the German word meaning "war play", Kriegsspiel was designed as a training system for Prussian military officers in 1812. War and simulation have a much older history thourgh: Chess, one of the oldest games still in existence, was used throughout the Middle Ages and the Reniassance to teach noblemen war strategies. Battle tactics were part of their jobs, and the most efficient training was often through play. The famous back-and-forth nature of a "Socratic" dialogue has parallels in tennis, fencing and other sparring games.

Today, thanks to the technological advancements in smartphones and other mobile devices, almost everyone has become a "gamer". The term might carry a stigma with business professionals, but used as part of an effective training regimen, games can make a huge impact on employee retention and performance.

Empowering Employees Through Play

Game designer and author Jane McGonigal has found that play can create a sense of hope and empowerment. According to her research, gaming produces and heightens positive emotions when individuals are participating and feel engaged. Emotions are one of the most effective tools training instructors can leverage. The late Jim Spaulding, technical instructor at Merit Career Development, believed that evoking emotions from students is essential to improving learning retention and employee engagement.

According to a recent Gallup poll, the 87 percent of workers who currently feel disengaged at their jobs could potentially cost companies trillions of dollars in lost productivity. Play might be the key to changing these attitudes and re-engaging employees.

McGonigal feels that gaming can create behavioral changes that lead to better performances from employees. Her research found that two areas of the brain "light up" when a person is actively engaged in gaming: the caudate and the thalamus, the goal-oriented rewards center of the brain, and the hippocampus, where learning and memory reside. These two parts of the brain are the lynch pins of retention, marrying motivation and memorization through emotional response and other stimuli.

Employees can only improve their skills if they're engaged and attentive during training. By designing courses where learning happens through play - rather than drilling information through presentations - senior leaders can ensure that their associates are gleaning the most meaningful lessons possible through training.

Review a course list or contact Merit today for more information

From Fear to Fantastic... Insights and Experience to Manage the Impression You Make on Camera!

When he reward for your hard work turns into a terrifying "opportunity" to be video recorded, you could get derailed worrying about the impression you're going to make and your credibility.
How to be Your Best on CameraWith the boom in YouTube's popularity and marketing importance, and the continued growth in consumers preferring to keep up by watching over reading, your skill on camera is more critical than ever. Research has proven that learner retention from video is significantly higher than from text. Here are some stats on video that you should know:

  • Learner retention1: 65% video vs. 10%-20% text
  • People are 75% more likely
    to watch2 a video than read an email
  • Visual are processed 60,000 times faster3 in the brain than text.
If you are asked to speak to a reporter, tv news crew, or anyone with a video camera, you can make or break the impact of your message without event knowing it. Your appearance, behavior, and subconscious actions can conflict or undermine your spoken word. Whether you're representing your industry, company, department, or your own experience, we're sure you want the message to be accurate and meaningful.
Barbara T. Radler, Presenter - BTK Communications Group
Barbara T. Radler, Presenter - BTK Communications Group

At Merit Career Development, we recognized the need to offer these insights to our clients and teamed up with BTK Communications, a recognized leader in video production to create this workshop for you. Barbara T. Radler, the founder and CEO of BTK Communications, has been helping professionals be their best on camera for almost 3 decades. She and her team worked with us to create this experiential program that will be held in a studio-like setting with a professional director, camera crew and teleprompter operator. Participation in this program will change your professional trajectory forever!

During the workshop, participants will learn, in detail, insider tricks and tips from preparing to be on-camera, day-of on-camera production, and post-production impact. Specifically, you will learn through experience:

  1. The impact of sleep and alcohol on being your best on camera
  2. How to impact the impression you make with your clothing and color choices, hair style, make-up, and more
  3. Engaging the viewer with body language, eye focus, and specific mannerisms
  4. How to vary your voice's tone, pace, and volume to control the points of emphasis
  5. How your posture and gestures impact the spoken message (what to do and what NOT to do)
  6. When and how to use Silence
  7. Production and post-production tips
Where else are you going to learn these important insights and have the opportunity to apply them immediately with a camera crew and teleprompter operator?
As you may have learned in your youth, you can never get a second chance to make a first impression, so you want to give this your best effort. To bring this important training experience to your leaders and influencers, contact Jim Wynne at (610) 225-0193 or at jwynne@meritcd.com.

Sources:
  1. https://www.ragan.com/infographic-why-visual-content-is-better-than-text/
  2. https://www.forbes.com/sites/forbesagencycouncil/2017/02/03/video-marketing-the-future-of-content-marketing/?sh=5d2d66e96b53
  3. Forrester Research https://www.panopto.com/blog/answer-transparency-isnt-town-halls-technology/