From Marine to E-Learning: The Christopher Dundy Story

In this blog post, we'll delve into the extraordinary journey of Christopher Dundy, a U.S. Marine officer turned e-learning innovator and the CEO of Flagship LMS. From the disciplined environment of the Marine Corps to the dynamic world of online learning, Christopher's experiences have shaped a unique perspective on training, leadership, and business strategy. We'll explore how his military background influenced his approach to building Flagship LMS, his philosophies on training management versus development, and his insights into optimizing e-learning investments. Make sure to check out the full conversation in our podcast episode, Christopher Dundy- Former Marine turned E-Learning titan, for an even deeper dive into his story and expertise.

Christopher Dundy's Marine Corps Background: Shaping Principles

Christopher Dundy's time in the Marine Corps wasn't just a chapter in his life; it was the forge that shaped his leadership style and business acumen. The Marines instill a deep sense of discipline, strategic thinking, and a results-oriented mindset. These principles have become cornerstones of Christopher's approach to e-learning and the foundation upon which he built Flagship LMS.

One of the key takeaways from his military experience is the emphasis on clear objectives and efficient execution. In the Marines, every mission is meticulously planned and executed with precision. This same approach translates into Christopher's belief that training programs should be laser-focused on achieving specific, measurable outcomes. He emphasizes the importance of defining clear learning objectives, aligning training content with those objectives, and measuring the effectiveness of the training in terms of improved performance. This focus on outcomes, derived from his Marine Corps training, is a departure from the common practice of creating training programs simply to "check the box."

Furthermore, the Marine Corps instilled in him a sense of leadership based on accountability and empowerment. Christopher believes in empowering his team and holding them accountable for their results. He encourages initiative and innovation while maintaining a strong sense of responsibility. This leadership style fosters a culture of ownership and commitment within Flagship LMS, driving the company's success in delivering high-quality e-learning solutions.

The Marines also taught Christopher the importance of adaptability and resilience. In a constantly changing environment, the ability to adapt and overcome challenges is crucial. This adaptability is particularly relevant in the rapidly evolving e-learning landscape, where new technologies and pedagogical approaches emerge constantly. Christopher's Marine Corps background has equipped him with the mental fortitude and strategic thinking skills necessary to navigate these changes and keep Flagship LMS at the forefront of the industry.

Founding Flagship LMS: A Mission to Streamline E-Learning

Flagship LMS emerged from Christopher Dundy's desire to address the inefficiencies and complexities he observed in the e-learning industry. He saw organizations struggling with outdated systems, bloated training departments, and a lack of clear ROI from their training investments. This led him to found Flagship LMS with a clear mission: to streamline e-learning and help organizations achieve tangible results from their training programs.

Flagship LMS specializes in providing full-service Moodle hosting and administration. Moodle is a powerful open-source learning management system that offers a wide range of features and customization options. However, many organizations lack the internal expertise to effectively manage and optimize their Moodle implementation. Flagship LMS fills this gap by providing comprehensive support, from initial setup and configuration to ongoing maintenance and technical support.

Christopher's vision for Flagship LMS extends beyond simply providing technical support. He aims to be a strategic partner for his clients, helping them to develop and implement e-learning programs that are aligned with their business goals. This involves working closely with clients to understand their specific needs, identifying areas for improvement, and developing customized solutions that address those needs.

Flagship LMS's focus on streamlining e-learning is reflected in its emphasis on efficiency, scalability, and cost-effectiveness. Christopher believes that organizations should focus on managing training, not building it. This means outsourcing course design and LMS operations to specialists, allowing internal teams to focus on their core competencies. By outsourcing, organizations can reduce costs, improve efficiency, and access a wider range of expertise.

The Philosophy: Managing Training vs. Building Training

Christopher Dundy strongly advocates for a shift in perspective: from "building" training to "managing" training. He argues that many organizations waste valuable resources by trying to develop and deliver all their training content in-house. This approach often leads to inflated budgets, inefficient processes, and ultimately, lackluster results.

The traditional model of building training typically involves hiring instructional designers, subject matter experts, and technical staff to create and maintain training materials. This can be a costly and time-consuming process, especially for organizations that lack deep expertise in e-learning development. Moreover, in-house training teams can become siloed, leading to inconsistencies in training quality and a lack of alignment with broader business goals.

Christopher proposes a different approach: focusing on managing training. This involves identifying training needs, sourcing high-quality training content from external providers, and using an LMS to deliver and track training. By outsourcing course design and development, organizations can tap into the expertise of specialists who are dedicated to creating engaging and effective learning experiences.

The benefits of managing training are numerous. It reduces costs by eliminating the need to maintain a large in-house training team. It improves efficiency by leveraging the expertise of external providers who can develop training content more quickly and effectively. And it enhances scalability by allowing organizations to easily adapt their training programs to meet changing needs.

The Financial Case: Why Outsourcing E-Learning is Smarter

The financial benefits of outsourcing e-learning are compelling. When companies meticulously analyze their expenditures, they often discover that maintaining an in-house instructional design team and handling all aspects of e-learning development is considerably more expensive than outsourcing. This stems from several factors.

First, the fully loaded cost of an employee, including salary, benefits, training, and overhead, is often significantly higher than the hourly rate of an outsourced consultant or agency. Second, in-house teams may not be fully utilized, leading to wasted resources. Third, outsourced providers often have access to specialized tools and technologies that can improve efficiency and reduce costs.

Moreover, outsourcing allows organizations to convert fixed costs into variable costs. Instead of paying salaries to employees regardless of their workload, organizations only pay for the training services they need. This flexibility can be particularly valuable during periods of economic uncertainty.

Beyond direct cost savings, outsourcing can also lead to improved training quality and effectiveness. External providers often have deep expertise in instructional design, learning technology, and adult learning principles. They can bring fresh perspectives and innovative approaches to training, leading to more engaging and effective learning experiences.

Christopher Dundy on Strategic Training Teams and Avoiding Budget Cuts

Even in organizations that embrace outsourcing, a strategic training team is essential. Christopher emphasizes that this team should focus on identifying training needs, selecting appropriate training solutions, and measuring the effectiveness of training programs. The team should also be responsible for ensuring that training is aligned with business goals and that it delivers a measurable ROI.

To avoid budget cuts, training teams must demonstrate the value of their work. This means tracking key performance indicators (KPIs) related to training and demonstrating how training contributes to improved business outcomes. For example, training teams can track metrics such as employee engagement, productivity, customer satisfaction, and sales performance. By showing a clear link between training and business results, training teams can justify their budgets and secure continued funding.

Christopher also advocates for a proactive approach to budget management. He advises training teams to develop contingency plans for potential budget cuts. This may involve identifying areas where costs can be reduced without compromising training quality or effectiveness. By being prepared for potential budget cuts, training teams can minimize the impact of those cuts and ensure that critical training programs continue to be delivered.

Identifying and Avoiding Bad LMS Vendors

Choosing the right LMS vendor is crucial for the success of any e-learning program. However, many organizations make the mistake of selecting an LMS vendor based on superficial criteria, such as price or features. This can lead to frustration, wasted resources, and ultimately, a failed e-learning implementation.

Christopher emphasizes the importance of conducting thorough due diligence before selecting an LMS vendor. This includes researching the vendor's reputation, evaluating their technical capabilities, and assessing their customer support services. Organizations should also ask for references from other clients and carefully review the vendor's contract terms.

Some red flags to watch out for when evaluating LMS vendors include:

• Lack of experience in the organization's industry
• Poor customer support
• Hidden fees or charges
• Inflexible contract terms
• Lack of transparency about pricing

The Importance of Effective LMS Governance

Effective LMS governance is essential for ensuring that an LMS is used effectively and efficiently. LMS governance refers to the policies, procedures, and processes that guide the use of an LMS. This includes defining roles and responsibilities, establishing standards for training content, and monitoring LMS usage.

Christopher emphasizes the importance of establishing a clear LMS governance framework from the outset. This framework should address issues such as:

• Who is responsible for managing the LMS?
• What types of training content will be allowed on the LMS?
• How will training content be reviewed and approved?
• How will LMS usage be monitored?
• How will LMS data be protected?

By establishing a clear LMS governance framework, organizations can ensure that their LMS is used in a consistent, efficient, and secure manner.

Checklists and Kaizen: Bringing Order to Training Operations

Drawing upon principles from manufacturing and process improvement, Christopher advocates for the use of checklists and Kaizen (continuous improvement) in training operations. Checklists can help to ensure that training tasks are completed consistently and accurately. Kaizen is a philosophy of continuous improvement that encourages ongoing efforts to identify and eliminate waste in training processes.

By implementing checklists and Kaizen principles, organizations can streamline their training operations, reduce errors, and improve efficiency. For example, a checklist can be used to ensure that all required steps are followed when creating a new training course. Kaizen principles can be used to identify and eliminate bottlenecks in the training development process.

The LMS and the Employee Lifecycle

A well-designed LMS should support the entire employee lifecycle, from onboarding to offboarding. During onboarding, the LMS can be used to deliver new hire orientation training and compliance training. Throughout their tenure with the organization, employees can use the LMS to access professional development training, skill-based training, and leadership training.

When an employee leaves the organization, the LMS can be used to manage the offboarding process. This may involve providing access to exit interviews, delivering farewell messages, and ensuring that all necessary documentation is completed. By supporting the entire employee lifecycle, an LMS can contribute to improved employee engagement, retention, and performance.

The Real ROI of Outsourcing: Performance-Driven Results

The true ROI of outsourcing e-learning goes beyond simple cost savings. While cost reduction is certainly a benefit, the real value lies in improved performance. By outsourcing to specialists, organizations can access higher-quality training content, more effective learning strategies, and more efficient LMS administration. This can lead to improved employee skills, increased productivity, and ultimately, better business outcomes.

Christopher emphasizes the importance of measuring the impact of training on business results. This involves tracking KPIs such as employee engagement, productivity, customer satisfaction, and sales performance. By demonstrating a clear link between training and business outcomes, organizations can justify their training investments and secure continued funding.

Addressing Common Misconceptions About Online Training

Despite the widespread adoption of online training, many misconceptions persist. One common misconception is that online training is less effective than in-person training. However, studies have shown that online training can be just as effective, if not more so, than in-person training, provided that it is well-designed and delivered.

Another misconception is that online training is impersonal and isolating. However, modern e-learning platforms offer a variety of features that can promote social interaction and collaboration, such as discussion forums, chat rooms, and virtual classrooms. By leveraging these features, organizations can create engaging and interactive online learning experiences.

Rethinking Authoring Tools: Alternatives to Captivate and Storyline

While authoring tools like Adobe Captivate and Articulate Storyline are popular choices for creating e-learning content, Christopher suggests exploring alternative options that may be more cost-effective and user-friendly. These alternatives include open-source tools like H5P and cloud-based platforms that offer drag-and-drop interfaces and pre-built templates. He argues that these tools can empower subject matter experts to create engaging training content without requiring extensive technical skills.

The key is to choose an authoring tool that is aligned with the organization's needs and budget. Organizations should consider factors such as ease of use, feature set, cost, and support when selecting an authoring tool.

Conclusion: The Future of Lean and Effective E-Learning with Christopher Dundy

Christopher Dundy's journey from the U.S. Marine Corps to the forefront of the e-learning industry offers valuable insights into creating effective and efficient training programs. His emphasis on managing training, rather than building it, combined with his focus on strategic outsourcing, LMS governance, and continuous improvement, provides a roadmap for organizations seeking to optimize their e-learning investments and achieve tangible business results. To learn more about Christopher's unique perspective and practical strategies, be sure to listen to the full episode of the podcast: Christopher Dundy- Former Marine turned E-Learning titan. By embracing a lean and performance-driven approach to e-learning, organizations can unlock the full potential of online training and create a culture of continuous learning and development.