Phonize November 2015 News

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• Global Companies Tap PHONIZE to Mobilize Professional Training
• Phonize Chief Compliance Officer Presents Quality Metrics Update at Society of Quality Assurance
• The Secret Sauce to Mentoring and Career Laddering for Millennials and the 2020 Workforce: Easy, Fast. Fun. Social.

Global Companies Tap PHONIZE to Mobilize Professional Training

  •  Adoption of Smartphones for Personal Use Lays the Foundation for Businesses to Deliver Secure Professional Training on Devices People Already Carry in their Pockets
  •  More than 25% of the global population uses a smartphone to tap into data and for many these devices are the main entry point to the online world

With personal smartphone usage on the rise around the globe, companies are turning to Phonize Inc., developer of a new social training delivery platform, to get professional business training and compliance training into the hands of their employees. The company today announced global training partners and customers are trans-forming their training content with Phonize’s patented technologies to deliver professional instruction on devices people already have in their pockets.

As smartphone adoption rises, companies are increasingly allowing employees to use the same devices they use for personal activities to accomplish work.


More than one quarter of the global population is using smart phones for personal use and information searches. Adoption is growing at more than 12 percent, pointing to more than 2BN smart phones in use worldwide by 2016. Adoption of smartphones is now at critical mass in the U.S. with nearly two thirds of the population using their phones as the main entry point to online information, reports PEW in its 2015 study.1 According to Phonize leadership, consumer usage lays the foundation for companies to deliver professional training to their workforce on their smartphones. “Consumers are now used to getting their information instantly on a smartphone,” said Roy Hanif, co-found-er and chief revenue officer at PHONIZE “But professional training has lagged until now. Phonize is doing for professional training what Fitbit is doing for fitness performance training. Companies in the life sciences, financial services and partners in GRC and training are looking to us to mobilize training for sales, professional business, technical skills and compliance training.”

According to a recent survey by PWS2, 20 percent of today’s global companies are making it a priority to update legacy and existing training content to be compatible with mobile technology. These companies are planning to complete the upgrade within the next three years. Spend for upgrading training technology and making content and systems mobile friendly will be their top priority.
“With the meteoric rise of smartphone adoption, global companies want to benefit from a mobilecentric training strategy,” said Axel Von Schubert, cofounder and president of J.P. Capital Investments Ltd. “Mobile training delivery is smart business, and Phonize simplifies training for busy leaders, executives and staff on the go.”

  1. Pew Research Center, April, 2015, “The Smart-phone Difference”
  2. 2014 Workforce HR Technology survey.



Phonize Chief Compliance Officer Presents Quality Metrics Update at Society of Quality Assurance

By Ms. Angela Bazigosangela-300x200

At the Pacific Regional Chapter of the Society for Quality Assurance (PRCSQA), Angela Bazigos, PHONIZE chief compliance officer and former chair of the PRCSQA presented an update on quality metrics, a key topic in the industry. Bazigos spoke about the FDA goal of strengthening their efforts to ensure that FDA-regulated products are not only demonstrated to be safe and effective–i.e. meet compliance, but also continually manufactured under strict quality standards. In her talk, Bazigos asked if the focus on regulatory compliance causes drug makers to lose sight of quality. By establishing an Office of Pharmaceutical Quality, she noted that the FDA hopes to spur pharmaceutical manufacturers to address batch process, packaging, and other problems impacting the supply chain. This lack of focus on quality has resulted in recalls, drug shortages, and other impacts on consumers.

With the increase in field alert reports, recalls have increased dramatically, and drug shortages due to component problems, delays, and capacity issues (quality) are increasing as well. “While the pharmaceutical industry itself is ultimately responsible for quality, and some plants are improving facilities, modernizing control platforms and process technologies, and rolling out quality-by-design (QbD) programs, the facts do not support the idea that there has been real improvement,” said Bazigos. “Take a cancer patient on a pretty special drug,” for example. The plant is registering 50 percent of batches failing. Does that sound like a validated process to you? With that many batches failing, you start running into availability issues. But a Form 483 is not going to get that drug in the patient’s hands any faster.”

Industry sources pointed out that other industries, like automotive, hospitals, and foodservice, measure things like employee turnover, hours of training, etc., to gauge quality. “The question is, are high training hours an indication of a commitment to quality, or do they signal repeated failures and employees taking longer to learn? What about the ratio of quality people on the team compared to manufacturing people? What is a good ratio? What ratio might trip an alarm?
Bazigos added: “We have to be efficient. Effective training is key. In fact, I advocate bringing training to the Boardroom. Linking training goals to executive compensation. Ultimately improving quality is at the heart of meeting compliance goals. FDA believes a careful analysis of quality metrics can help its agency better identify which facilities are at the highest risk for quality problems. Quality is also directly connected to a consistent supply of needed medications. The FDA believes that a company’s own robust quality measurement system, along with their quality measurements, can help manufacturers better identify factors that may predict manufacturing problems — and move us a step closer toward reducing and controlling these disruptions–which can help improve the quality of life for patients if not save lives.


The Secret Sauce to Mentoring and Career Laddering for Millennials and the 2020 Workforce: Easy, Fast. Fun. Social.

eduardo_300x200Eduardo Cervantes

With the Baby Boomers moving ever-closer toward retirement, the demographics of the workforce are changing. This year alone, Millennials (those born between 1980 and 1999) comprise 34% of the work force, and that number will only in-crease as the Boomers retire. Why does this matter in the world of training? Be-cause the trainings you received in the 20th century, and that you are likely delivering to your employees today, don’t cut it with Millennials. They are a different breed of learners, and if the training culture of your company isn’t up to snuff by their standards, you will likely watch these young geniuses come and go, taking with them valuable human resource opportunities and wasting your time, money, and effort.

What does 20th century professional training look like? What does compliance training look like? Much like an Industrial Revolution factory: top-down delivery style; one-size-fits-all education plan tethered to a classroom or desktop; potentially flat, unengaging content; minimal retention after a few days; and the motivation is one of “must do or else.” Even worse, it likely consumes copious amounts of productivity, and time that could be better spent enhancing your next terrific product or service.

Millennials want engagement. They want mobility and they want social feedback online.They want participation and connectivity, and they definitely expect technology. Imagine a training where, instead of human widgets all sitting obediently in their rows, trying to consume particle-board-dry information, there was dynamism. Imagine the energy in your company when new hires feel empowered to contribute to a training, are given a chance to express some ownership, and thus find a deeper meaning for themselves than just the acquisition of facts. Imagine that these trainings take place in a fraction of the time of the old-school model and are attended on mobile devices, giving employees the creativity and flexibility that has been a hallmark of the Millennial generation from the beginning.

What I’m really talking about here is core motivations. We all have them. They are those basic core drives that are behind everything that we do, if we look long enough. These are things like accomplishment, epic meaning, and social influence, but also things like avoidance of pain, the fear of scarcity, and the need to cope with unpredictability. When these core motivations are activated, engagement increases, as does productivity, enjoyment, and efficiency.

Yu Kai Chou,, an expert at gamification, has identified 8 core drives that motivate us and has demonstrated how they can be activated through gamification to achieve person-al and corporate goals. But he is quick to point out that just tacking some gaming elements onto a training or product is not good enough; doing so can, in fact, even undercut your content when applied without an understanding of the core drives people need engaged to feel that the pursuit is worthwhile and enjoyable.

And this matters particularly with regard to Millennials, because they are tech-savvy enough to know smart gamification when they see it. Smart gamification isn’t just a facade; it is actually an experience they can feel and participate in, one in which they can exhibit their value as employees by having those core motivators activated. As Brian Burke also notes in his book Gamify, “We need to shift our focus to emotion-al engagement if we truly want to motivate people.” (p.17)

A quick look at these motivators illustrates their universality, as well as their emotive nature:
Epic meaning — that sense of working toward something greater than oneself
Accomplishment — feeling the satisfaction of completing a task set forth
Empowerment — increasing ones strength in a skill set or overall mastery
Ownership — taking pride in being part of something, willing to lead and take chances
Social influence — the desire to exhibit an effect upon those in one’s sphere
Scarcity — that sense that there is not enough and therefore taking a protective stance
Unpredictability — most things in life are beyond one’s control; developing coping mechanisms
Avoidance — pain and loss are to be avoided; developing strategies toward that end

It’s clear that purely transactional relationships with Millennial employees does not retain them. In the on-boarding process, training is one of the first experiences these new hires face. Smart gamification, utilizing core drives, is the secret sauce to motivate them to get on board, stay on board, and contribute the best this generation has to offer: vitality, creativity, flexibility, and generosity. Here’s to furthering the 21st century model of new hire, skills and compliance training! And the vibrant, connected world we have the opportunity to co-cre-ate with the Millennials who come through our doors.


INSIDE Phonize

Phonize, Inc. is shaping the future of enterprise compliance training for the mobile workforce. For the first time, a digital compliance training system, EYEQ™, provides one to one training to millions on a smart phone or tablet. Now in pilot with more than 100 major companies in the financial services and life sciences industries, EYEQ™ is proving to be cost-effective and engaging. EYEQ™ delivers three-minute mini lessons with a personalized Virtual Coach using the Octalysis framework designed by world-renowned gamification designer, Yu-Kai Chou. The platform empowers professionals to train, reference policy details and get compliance training reminders on the go. EYEQ™ offers secure centralized reporting on an individual’s progress, course completion and other behavioral data. The platform includes a library of certified enterprise compliance courses, and offers an easy to use built-in authoring solution for rapid development and deployment of custom, company-specific policies and alerts. Founded in 2013 by a seasoned management team, the company is based in  San Francisco. For more information, please visit

eduardo_300x200Mr. Eduardo Cervantes
Eduardo has led three successful exits. He has managed large and small Cloud and Mobile companies in the US and Europe and provided excellent return to his venture investors. He started his career in M&A with Goldman Sachs and has led technology companies for 18 years.



Roy_300x200Mr. Roy Hanif
Roy, is an entrepreneur who has launched numerous ventures in Silicon Valley and elsewhere. He has been a part of many successful enterprises, including such notable companies as Oracle Corp., Cisco Systems, PeopleSoft, NC International, Telenor M2M, and most recently, exiting OneDrum, which was acquired by Yammer.



Ginger_300x200Ms. Ginger Bell
Ginger is a renowned education specialist in the mortgage banking industry with more than 25 years experience delivering mission critical training and compliance training. Ginger has been awarded the Presidential Award by both the California and the Oregon Association of Mortgage Professionals for her commitment to bringing quality education to the banking industry.



Rudi_300x200Mr. Rudiger Diezmann
Rudi, Chief Product Officer, is one of the top software technology experts in the Silicon Valley, having served as Director of Development for Apple Corporation, CTO at Success Factors, Development Director at Adobe Systems, VP of Engineering at CyberArts, and head of technology at several successful Silicon Valley start-ups.



angela-300x200Ms. Angela Bazigos
Honored by Stanford Who’s Who Registry for contributions to the Life Sciences Industry, Angela has more than 35 years of experience working with life sciences companies around the world. Most recently Bazigos was CCO for Prime Genomics, and held executive roles at Incyte Genomics, Roche and Counsyl among others.



Heidi_300x200Ms. Heidi Wieland
Heidi is an established tech marketing pro with start-up and blue chip experience with companies including Thomson Higher Education Publishing, Softbank, AOL (in partner marketing with HP and Apple), start ups 3Scale, Mesagraph (acquired by Twitter Europe) and DataPop (acquired by Criteo), Expertcity (GoToMyPC, GoToAssist, GoToMeeting, GoToWebinar and Citrix Online. She is a strategist who gets things done with metrics-driven brand, customer-focused, eco-system and analyst relations, PR, social and leadership marketing.