Majorium – A Brief History

During the early 1990’s, Majorium founder, Timothy Bednarz, Ph.D. felt
there was an unmet need in the corporate training industry. Having
been a trainer and consultant for over ten years, he saw a trend developing,
where companies were paying increasing more training dollars for programs
that were more entertainment than training oriented.

Initial Experience:
At the same time, he started a website, to promote
his training and consulting business. At that time, prevailing thought
regarding the Internet stated that something free had to be provided
to drive business to a website, so he started a daily Sales Tip of
the Day. With this free marketing tool, Dr. Bednarz planted the seeds
a training technology that evolved into what is currently known as
Integrated Multicast Learning. At one point, he was transmitted to
a subscriber
list in excess of 20,000 names. He noted that there was an obvious
need for a daily, if not regular, informational product that helped
people in the performance of their jobs.

Initial Roots:
The free Sales Tip of the Day eventually evolved into the initial paid
training program – Sm@rtSelling.

The evolutionary process began with an analysis that accurately framed
the problem to be solved. As the starting point, Dr. Bednarz determined
that there was a need to develop a training technology that was
both cost effective and that produced measurable results. An additional
requirement was to develop a solution that required a nominal investment,
if any, in the technology required to implement
the solution.

The second part of the team included Shirley Bednarz, Ph.D., who
brought strong educational and instructional design expertise
to the table. Working closely
together, both designed the initial version of Integrated Multicast Learning.

Fine Tuning:
The team worked with Stora Enso North America, a subsidiary of one
of the world’s largest paper manufacturing companies to design and
a leadership
program for their front line managers. This allowed Majorium to implement
a large-scale training project, including on-line monthly testing and
certification to 1,200 employees. The project continued for twenty-four
months and allowed
Majorium to learn valuable lessons that lead to the development and
inclusion of its blended training tools.

Unparalleled Results:
With over eight years of research, design, implementation and experience
with Integrated Multicast Learning, Majorium discovered that there
was a high
rate of acceptance of this new training technology. Additionally
due to the increased
repetition of key concepts, retention of training was documented
to be excess of 90% based upon over four years of testing of large
of participants.

Additionally, results were capable of being measured using Kirkpatrick’s
Four Levels of Training Evaluation on all levels. The long-term
nature of Integrated
Multicast Learning allows Majorium to effectively evaluate the
results of its training.

Integrated Multicast Learning challenges the way traditional training
produces results. For every dollar companies invest in the Majorium
sales training
method, most average a two hundred dollar increase in new sales
that are generated from the direct application of the concepts taught
by the training

Additionally, participants in the Majorium leadership program
achieve an average 618% return on their training investments
after their
first year,
with additional
residual returns reported in subsequent years.

One of the primary reasons why companies train is to positively
change their employees’ behaviors.

The following metrics demonstrate the positive impact Majorium
training has on participants.

  • 74% of participants reported learning new skills
  • 80% of participants reported they improved existing skills
  • 84% of participants reported they changed their workplace
  • 98% of participants reported Majorium? training improved
    their work related performance

Training managers
are increasingly being pushed to produce and document results. As
companies come out of the
recent recession, indicators
are that they are
no longer willing to automatically pay high prices
for ineffective products and
services. Most companies are actively seeking out
value for their
training investments.

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