PODCAST - how to get the most roi from talentcards in 2027
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Today on the show, I wanna share with you how to get the most return on investment in Talent Cards in your business. Now, Talent Cards is primarily an internal learning management system. It is also a mobile learning management system, which means that it's best used on your phone and your tablet. Now, as an administrator, you and I can use Talent Cards on our computers, [00:02:00] and that's really where you're gonna see all your analytics that we will go through in the later half of this episode today.
But when we look at Talent Cards, what we're really looking at is a system that is best positioned to serve your employees. So when you're building a program, any sort of training program that you're gonna leverage to increase the effectiveness and the efficiency of your employees, Talent Cards is a great option for you.
Talent Cards cannot be used as an external learning management system. Out of all the systems I talk about, Talent LMS, Kajabi, LearnWorlds, Talent Cards, Talent Cards is the most limiting. You can't actually easily use it to sell training to your learners. It's, it's not positioned that way. But if you want a great system [00:03:00] to meet your learners where they are mobily, especially remote workers, contractors as well, so not just employees, but contractors, then Talent Cards is a great solution for you.
Now, if your learners need to learn on a laptop or a desktop, then you also don't wanna use Talent Cards, 'cause Talent Cards is a mobile learning management system. Now, if you wanna harness the power of Talent Cards and have a little more flexibility with your learning management system, then I highly recommend that you also invest in Talent LMS.
You can connect the two together, both made by the same company. Talent LMS is a much more robust learning management system that focuses not only on mobile, but on desktop and laptop learning as well. In addition, you can set up Talent LMS to sell, so you can set it up as an external learning management system as well to serve your customers.
So when we're looking at the ROI, the return on investment that you are [00:04:00] getting from Talent Cards, what we're really doing is we're leveraging it to increase the effectiveness of our team members. Effectiveness meaning making sure that our team members are able to do the right thing. Now, once we got our team members doing the right things, 'cause they have the right training, they need to do the right things, they know and understand what the right things to do are at their job, we also need to make sure that we're increasing their efficiency, and we're especially helping them be really efficient with AI and other softwares that make their job easier.
What this is, is doing things right. 'Cause your team members could be doing the right things, but not do them the most efficiently. They could be underutilizing AI and other technology that could make them exponentially more efficient [00:05:00] at their job. This is what we want to do when we look at integrating a system like Talent Cards into your business.
Because when we're able to do this, increase effectiveness and increase efficiency, the other things that we're doing are we are decreasing one of the most detrimental metrics to any business, which is time To competency. Time to competency is how long it takes for your employees, your team members, to become profitable for your business.
How long does it take for them to do their job at a level that they can do it on their own and create value for your business? This is one of the things that we want to invest in a system like Talent Cards to decrease. We also want to make sure that we are increasing our employee retention. And this just typically happens when we show our employees that we're [00:06:00] investing in them.
When we are showing our employees that we care about them growing, becoming more effective and efficient at their jobs, that's how we increase employee retention. Now, I'm gonna go through and really show you how to leverage Talent Cards to get the return on investment that you and your organization are looking at getting.
We're gonna jump in and look at it. But if you want the A to Z setup, and you want someone to guide you on setting up Talent Cards A to Z, in addition to getting a free trial of Talent Cards, I invite you to grab your free trial and access to my Talent Cards Made Simple program in the show notes and in the YouTube description.
You can also go to elearningpartners.com/talentcards to grab your free trial and my Talent Cards Made Simple program, and some additional bonuses to help you get the most ROI in your business. Now, before implementing Talent Cards or any sort of [00:07:00] eLearning program, eLearning software, any sort of education program, or really anything in your business in general, I invite you to go through this process.
Step one is coming up with what is the ROI that you're looking at getting in your organization? One of the biggest mistakes that organizations make, and I'm talking small business, business owners, all the way up to the S&P 500 organizations that I consult, is the best organizations start with ROI. They start with what is the return on whatever we're looking at investing in?
What is the return that we're gonna get? How does the investment we're making impact profit? Now, profit is pretty simple. Profit equals revenue minus expenses Revenue is income for your business. Expenses is what you spend to run your business. We need to look at how is it going to increase revenue [00:08:00] and/or decrease expenses.
What we'd like is for it to do both. This is why organizations work with me and eLearning Partners, 'cause when we work with an organization, we tackle both of these things. How do we decrease your expenses and increase revenue so we can increase your profit so that you can more than pay for our services in eight months or less, and then it exponentially grows from there?
This is what my S&P 500 company clients and my enterprise learning partnership clients get from working with me. It's why they pay me a quarter million dollars per year, is because they're getting millions of dollars of return over time. So this is where we wanna start. What is the return on investment that your organization is looking at getting?
Once we set this, we move to step two. And really, like I said, step one is really just, are we looking at increasing revenue or decreasing expenses? Step two is, how are we doing that? What are the key performance indicators, or KPIs, that we're looking at improving? This could [00:09:00] be looking to decrease expenses at our organization.
With Talent Cards specifically, it's best used to really optimize processes for our team members who are on remote job sites. Maybe you're an HVAC company or a plumbing company or an arborist. What you may be looking at doing is, how do we decrease expenses? How do we get our team members to be more efficient and go to more job sites successfully in a given day?
This is the KPI we're looking at improving. What does that do? This is going to decrease expenses, 'cause that means we are able to have less people on staff, 'cause they're able to serve more people. If you have less people serving more people, then you're saving money. You also are increasing revenue, so we're hitting both of these things with this one KPI.
So let's say that's the KPI that we're looking at. Once we establish our KPIs, we go to step three, which is [00:10:00] invest in the thing. In this case Education. Education is the tool that we're gonna use to increase our KPIs, and ultimately increase the return on investment that we're getting. That's it. So let's dive into TalentCards.
Grab that free trial if you don't have it already, and get access to my TalentCards Made Simple program, and some additional bonuses to help you get the most ROI out of TalentCards as quickly as possible. So let's look at TalentCards. Now, if you're listening to this as a podcast, stay with me, this is still gonna be valuable for you.
And if you want to see what I'm doing later on, I'll link in the show notes to the YouTube video, and you'll just go to the second half of the video and jump in, you can see what we're doing. So what we got here is the homepage of my demo account for TalentCards. Now, TalentCards is very simple. You have card [00:11:00] sets, you have users, you have analytics.
That's really it. Now, if you hit the hamburger icon over here, there's a bunch of other stuff. This is just settings and different things that we can really change to customize for our business. If you wanna change this stuff, dive into my TalentCards Made Simple program. It's super easy. We'll get it all customized with you.
But for today, really we just wanna look at card sets, users, and analytics, and it'll be real quick. So if we go into Card Sets, card sets are courses. They are programs. This is how you teach people. This is what you use to teach. And if you look, you have all these different card sets. If it's grayed out, it's hidden.
It's on draft. Your learners can't see it. If it's not grayed out, then they can see it. If you see icons within a square, this means that this is actually a sequence. How do you create a sequence? You drag a card set on top of another card set, and you create either a sequence or a folder. A folder is where you can put a bunch of courses, and they just live in a folder.
A sequence is when you create a learning [00:12:00] path for your learner. They have to take each course in a specific sequence. Pretty easy. I like both of these. Folders are really for organization, and sequences are really for helping our learners with a A to Z process. So when we're looking at this, what we wanna do is once we've set that ROI, we've come up with our KPIs, the next thing is to implement TalentCards and implement card sets and sequences within TalentCards to increase those KPIs.
That's it. That's what we're doing. And all we can do is create a set And we can either create a set on our own or use AI to create it instantly. Now, I highly recommend that you always start with AI, have it create what it creates, and then you work on top of it. If you struggle with starting things like me, this is a great feature.
Now, you can also upload a PDF that you've already created of an entire program, and it will build the program based on that. Now, TalentCards is very inexpensive. It's like a dollar per user per month. And on your free [00:13:00] trial, I think you get five users for free. You're also gonna have the option to upgrade, so you can get even more value out of the AI features of TalentCards, and then it's just a dollar fifty per user per month.
It's very inexpensive and great for small businesses that have contractors and employees all over the city serving clients. So if you wanna learn how to create A to Z a course or a program in TalentCards, like I said, grab your free trial and my TalentCards Made Simple program. But let's look at how we make sure that you get ROI out of what you're creating.
Well, next thing you're gonna see is users. So you're gonna wanna actually bring all your users into TalentCards. You're gonna want all your users to download TalentCards onto their phone. Now-- and you can click here to check how it looks on their phone, or you could look how it looks inside my TalentCards Made Simple program.
But basically, once you get all your users in here, which you can just add users by clicking on Add User and adding their email, first name, last name, [00:14:00] phone number, et cetera. You can also bulk upload users right here, import users, and you can invite users too just by sending them a invitation from TalentCards.
Pretty easy. And once you upgrade, you can even segment your users based on role, department, et cetera. But really, what we're building to in this episode today is setting everything up for analytics. So ensure that we're getting a return on investment What we really need to do is make sure that our learners, our employees, are also getting a return on investment.
Because when they get a return on investment, they're actually gonna invest in our companies. It's what I teach in my Plug the Profit Leak Challenge. What we look at doing is aligning the return on investment that your organization is looking for with the return on investment that your employees are looking for and the return on investment that your customers are looking for.[00:15:00]
Once we do that, we're able to scale your business exponentially by focusing on what's most important, and then leveraging education to pour gas on the fire so that you can impact hundreds or maybe even thousands or tens of thousands of people worldwide by growing your profit and ultimately growing your impact.
I invite you to grab a ticket to my next Plug the Profit Leak Challenge by going to plugtheprofitleak.com or clicking on the link in the show notes or the YouTube description. So in order to increase our return on investment, we need to have a positive impact on our KPIs with whatever we create in Talent Cards.
So what you wanna do is create the card sets that you need, potentially put them in sequences. You have, you know, a multi-card set sequence that you need to impact the KPIs that you're looking. So for example, if you want your team members to be able to serve more clients in a day-to-day basis or in a week, then you need to create a [00:16:00] program or programs to support that KPI.
And then once we get all of our team members invited and set up on Talent Cards... So what we wanna do is go into our Talent Cards analytics and really see what kind of activity's going on, and we can do this as a whole. We can also do this based on different groups we create. So you have different offices, different teams, and you could even do this on a user-to-user basis.
We go into Users Click on a user, and it's gonna pull up all the data related to that user. So what do we do with this data, though? We take this data and we look at the KPI. Have we increased the amount of customers our team members are able to serve in a given week? Maybe they were serving 10, and our goal was to increase it to 12, 13, or 14.
So what we wanna look at is start with that KPI. Did the KPI increase? Did it increase from 10 services per week to 11, 12, 13? If it did, great. Then we wanna [00:17:00] look at the data within Talent Cards. Have people actually take... Have your team members actually been taking your courses, taking your card sets, taking your sequences?
And if the answer is yes, then you're gonna see engagement. You're gonna see a lot of users engaging. You may even go in and say, "Hey, certain team members' KPIs have increased." You can go in and look at a user-to-user basis to see who's engaging and who's not. And if you see that everyone who's engaging, their KPI has increased, and who- anyone who isn't engaging, their KPI stayed the same or got worse, then this is great news for you.
You just have to get the people who aren't taking the courses and get them to take the courses. And if they're not, then eventually you might have to have a different conversation with them, or, or figure out how to actually get more people in it. If the majority of your team members are taking your programs and then there's one or two that aren't, then it's most likely not a problem with the program.
There's something else going on. So this is a very positive result. We have a happy face when we see our KPIs increase and there's [00:18:00] engagement. There are analytics that are showing that people are actually taking our courses. This is great. We're really excited. The second thing is you may see KPIs increase, and then you go and you look, and there's no engagement.
Uh, I'm still pretty happy Now I just wanna figure out why the KPI has improved. How do we go from 10 to 15 a week and then no one is actually taking our programs? But maybe you see that one person is, and you go in and you look, and you go to users, and you're like, "Oh, this, this Johnny guy, he's taking all the courses, and his KPIs have improved."
Well, maybe everyone else is learning from Johnny, and Johnny's just teaching everyone. Well, maybe there isn't no engagement with them, but there's very little engagement. There's engagement from one user. There's no engagement from everyone else. Well, this is a good situation for you, and you could make sure that other people are gonna go in and take the training, but it might actually be okay that only one person's taking it.
Now, if they leave, now you have a [00:19:00] problem, so you probably still wanna do something to get more people engaged 'cause you have proven that the training is helping. Now, if no one is in there, nothing's happening, then we gotta figure out why the KPIs aren't increasing, and then let's double, triple, quadruple down on that.
That may mean getting rid of talent cards. That may mean you don't actually need a system. You just need something else. The next thing is you may see KPIs stay the same or decrease and engagement happening in your platform. People are completing courses. Pe- people are completing card sets. They're completing sequences, but the KPIs are going down.
Well, maybe the reason why this specific KPI is going down is because in the short term, while your team members are completing courses, they're ha- they, they have less time to go and serve clients. Well, that might be okay if you project this out over three, six, 12 months. That's why this is very time-dependent too.
In the short term, [00:20:00] this specific KPI may drop because if people are engaging in the platform, they're probably serving less clients. But in the long term, and maybe even the short long term, after they finish their program over a week or two weeks, you may see these KPIs shoot up, so you gotta be careful with that.
So this may not be bad, but we want to monitor it, which is why Not gonna have a happy face or a smiley face. We're not sure yet. This may turn into a sad face, but right now we're not sure until we see this pattern for three, six, 12 months. Now, I don't necessarily want you to wait 12 months. If you see this pattern after three months, you should start worrying a little bit, start making some changes.
Maybe the programs that you've created don't address the KPI properly. Maybe you thought it was what they needed, but your team members need something else. Find out what they need. Now, maybe your KPIs stay the same or decrease and there's no engagement. Well, this is really [00:21:00] an unsure face, because we don't know if you're wasting money spending it on talent cards and a learning program yet, because we may not have aligned the ROI, the return on investment, for our employees yet enough for them to actually want to engage.
So that's what we need to look at, is the return on investment that they're looking at getting. And that's why you should join me for my next Plug the Profit Leak challenge, so we make sure that you deeply understand what your employees need, and then you leverage education as your competitive advantage to increase your KPIs, so you can create a more profitable and locally and globally more impactful business.
I'll see you in the next episode.
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