Learning Center

If your job description includes “building a modern workforce,” you’ve come to the right place. Here, you’ll find articles, case studies, white papers, and webinars designed to help you stay up on the latest trends in corporate training and e-learning. (Because e-learning by osmosis isn’t a thing.)

Topics and Trends

View by Category

Case Study

17,000 Hours of Valuable Training Logged by 8,000 Internal & External Employees

All Created by a Single Person, With Bridge, in Under a Year.

The Objective

With over 1,200 employees in Utah and Arizona and thousands of field reps located across the country, Progressive Leasing provides convenient access to simple and affordable purchase options for credit challenged customers. Progressive Leasing has been in business for 15 years and serves over 20,000 retail locations in 46 states.

Progressive Leasing, a lease-to-own company, was searching for a learning management platform—they needed a way to effectively educate their dispersed workforce of tens of thousands of retail sales associates about their services. Their old solution for training was to travel to locations across the country and provide in-person training, which was expensive and time-consuming. They began searching for a learning management system (LMS) to solve their issues.

Mark Olson, VP of Marketing, needed an LMS that could provide:

  • A self-registration page to sign up external retail sales associates who weren’t Progressive employees
  • A tailored learning platform and support for Progressive's specific needs
  • The ability for mobile learning on any internet-enabled device
  • Simple and intuitive course creation

After considering several options, Progressive Leasing decided Bridge would be the best fit. Olson said of their decision, “We needed someone who would be a true partner and go the extra mile to find solutions to our non-standard training needs. It was clear from the first meeting that Bridge was going to be that partner.” He also stated, "Bridge has obviously increased the time and breadth of our training abilities, and in a more general sense, the sales associates are better educated since the implementation.”

The Solution

Progressive Leasing began the implementation of Bridge in 2015 with the goal of establishing a significant user base by the end of the calendar year. Olson reports that in the first six months alone with Bridge, they had an impressive 8,000 users, including both internal and external employees, and that number has only increased over time.

After implementing Bridge, Olson noted, “In just one year we logged well over 17,000 hours of learning by both our retail partners and our sales teams.”

As the sole course creator, Olson reviews his experience using Bridge glowingly, saying, “My experience with Bridge has never been anything but positive. Whenever an issue does pop up, I’ve always been able to count on my customer success manager to be active and engaged in helping me find a solution as quickly as possible. I’ve never felt neglected.”

Bridge was well suited to meet the needs of Progressive Leasing, helping this extended enterprise reach a large number of dispersed potential learners and providing them with timely training and vital information. Bridge has also saved Progressive Leasing countless man-hours by streamlining their entire training process. The next big initiative for the company is to increase the percentage of learners and active users who are using Bridge. Mark Olson is very optimistic about their new goal and expects to reach it by year’s end.

To learn more about how Progressive Leasing is providing impactful learning and development with Bridge Learn, contact us at  info@getbridge.com or 877.576.5364.

Case Study

Learning Strategies that Support Independent Distributors Through 4Life University

The Objective

“If you’ve had a negative experience with a network marketing company… I’m sorry. That’s why we’re using Bridge, to train our distributors on how to better share our products and how to engage in proper relationships,” remarked Matt Lisonbee, Director, Marketing & Sales Initiatives at 4Life. As a network marketing company with offices and distributors in over 25 countries, this worldwide enterprise has been around since 1998, and with good reason: They aim to provide access to amazing products through a network of great relationships.


“We had hundreds of thousands of distributors following the same system,” commented Lisonbee. “People were doing things in print, in person, and even using DVDs. To help our distributor base, I knew we needed a learning system that was much more streamlined, online, and something that anyone could access at any time. It had to be something that didn’t create barriers around the world.”


Lisonbee did a lot of research into different systems to solve his global challenge; in fact, he even mocked up his ideal version of what a learning experience would look like for the vast network of 4Life distributors. But after endless online searches, lots of reading up on best practices, and going through a lot of software demos, Lisonbee felt that every other system was “old school and outdated” compared to Bridge. According to Lisonbee, “At the end of the day, it was the experience of the distributor that mattered. We needed a system that was extra easy to use.”


4Life’s Approach

“Bridge felt very clean, user friendly, simple, and easy to use,” continued Lisonbee. But much of that easy experience can be attributed to Lisonbee’s strategic approach to setup and rollout of the learning strategy. Lisonbee keenly understood that he had to provide a seamless, helpful experience for his learners: “You can get training in a lot of systems, but what matters is if people are able to use the system. If they don’t use it, then they don’t get the training.” Lisonbee’s strategy focused on a few core principles:

  • Enable an amazing front-end experience: Because trainings are optional learning, it was imperative for Lisonbee to create an amazing user experience. This started with developing the right back-end framework. As a global company, where learners needed to access content in many languages, Lisonbee leveraged sub accounts and Smart Groups to ensure learners received just what they needed, in the right language. “We weren’t sure how to set up initially, given our international markets. But it’s a no-brainer to create separate sub accounts. That way you can see data specifically related to them. For us, every market is its own sub account. But we also have multiple languages per sub account,” explained Lisonbee. “We love Smart Groups. They let us segment the learning specifically to the user we want to target.”
  • Get leaders involved—and creating their own content: “Leadership endorsement has proven really valuable for us,” Lisonbee noted. “We created a lot of content at the home office and passed it out internationally. I found out that we at the home office created content in a vacuum and then asked offices to implement. Luckily, we’ve still been very successful, but I learned quite quickly that each general manager had goals they wanted to accomplish. So everything except what directly affected sales got put on the back burner. But if you can get them involved and make them feel a part of it, then it can make a huge difference.” To this end, Lisonbee quickly iterated to ensure that offices around the world could leverage resources the home office created, while also encouraging them to create and distribute their own, regional trainings: “We give them the autonomy to create trainings for their market, and we encourage and train them to get involved.”
  • Make a big splash to launch, and follow up: “We made huge noise when we launched. We gathered all our leaders together in one location and launched on stage, and we did a Facebook Live event as well. We launched in front of our most prominent people who needed to know.” Lisonbee continued to remark how important it was to get people excited about the training resources and to communicate and follow up: “The fortune is in the follow-up. You’ve spent so much time getting your leadership engaged. Follow up, follow up, and follow up with key people. Review the data with your people, and make them responsible for what’s happening.”

How 4Life Measures Success

Though Lisonbee is not done innovating, he has already created an extremely adoptable program with 4Life University.

98% Active Users:

As Lisonbee puts it, “These are regular people like you and me who love our products and want to share them with other people. We’re using Bridge to answer the question ‘What do I do next?’ after they sign up.” Of the 18,412 users Lisonbee and team have enrolled in less than a year in 4Life University, 18,020 are active users, which includes users in over 18 countries around the world. This astonishing 98% adoption rate is testament to how well Lisonbee and team have executed on their strategy and communication and represents a huge population of distributors who now better understand how to succeed in selling 4Life products.

Return to Top