How 30 Minutes of Training Can Save Lives and Millions: Insights from Amplifire at LEAP HR

Dr. Matthew Hays, Amplifire’s VP of Research and Analytics, delivered a compelling talk at LEAP HR: Healthcare 2025 that challenged long-held assumptions about workplace training. His presentation, Leveraging the Science of Learning to Strengthen Your Workforce, wasn’t just about improving performance—it was about saving lives, cutting costs, and driving real change through scientifically informed eLearning.

The Stakes: Infection, Cost, and Human Lives

Dr. Hays opened with a striking example from healthcare: central line-associated bloodstream infections (CLABSIs). These occur when central lines—tubes inserted into the heart for administering medication—become contaminated by healthcare providers. The consequences are severe. One in six CLABSI victims dies, and survivors often suffer long-term complications. For hospitals, each infection carries an average unreimbursed cost of almost $50,000.

According to Dr. Hays, many efforts have been undertaken to reduce CLABSI rates. Most of these efforts are unsuccessful; CLABSIs are a stubborn problem and continue to challenge providers and administrators across the country and the world. Dr. Hays then shared data about an intervention that was able to cut CLABSI rates almost in half. 

A Novel Intervention: Short, Science-Based Training

Before the training, the infection rate at one healthcare system was 1.08 CLABSI-related infection per 1,000 line days. After implementation, it dropped to 0.56—a 48% reduction. 

Hays explained that, although one might expect to see effects of this magnitude from physical interventions (e.g., bacteria-resistant lines or gloves) or pharmaceutical developments (e.g., stronger antibiotics), this reduction in CLABSI was driven entirely by training. And it wasn’t a two-week-long, intensive, instructor-led course. It was a half-hour training session, delivered online. 

This spectacular result wasn’t a one-off, either. A follow-up deployment used an improved version of the course, and compared CLABSI rates at a health system’s locations that used the training versus those that didn’t. The CLABSI rate dropped by eighty percent – but only at the locations where the training was used. Critically, all other anti-CLABSI efforts were consistent across the health system. Training alone drove the results. 

Again, this wasn’t a massive overhaul or in-person workshop. It was a short, digital module.

Beyond Healthcare: Broader Workforce Applications

This approach doesn’t just work for CLABSI. Hays shared examples from other applications:

• One Healthcare Alliance member cut onboarding time from 250 hours to 125.
• Another slashed training costs from $2.5 million to $430K.
• A healthcare system using Amplifire for their nurse onboarding saw satisfaction jump from 14% to 59%, helping reduce first-year nurse turnover to zero.

The secret? A science-backed approach to how people actually learn.

Why Typical Training Fails

Hays explained that traditional training is built according to how people think learning works – not how it actually works. In reality, many of the best ways to arrange instruction are counterintuitive and therefore require research to be discovered. Amplifire incorporates these research-based techniques to help people remember information longer and be able to apply their skills more effectively.

23 Principles of Learning—Built In

Amplifire’s platform incorporates 23 principles discovered through decades of cognitive science research. These principles are designed to correct misconceptions, reinforce retention, and prepare employees to apply knowledge in critical situations. According to Dr. Hays, learners can feel the difference; they can feel that Amplifire is delivering information in the way their brains are built to learn.

Takeaway: Smarter Learning Drives Real Outcomes

What Amplifire has demonstrated is simple but powerful: when training aligns with how the brain actually learns, it works. It doesn’t need to be long or flashy—it needs to be right. From infection prevention to onboarding, the right training can reduce costs, increase satisfaction, and improve outcomes across the board.

References

Centers for Disease Control and Prevention. (n.d.). CLABSI 101 (STRIVE Infection Control Training). U.S. Department of Health and Human Services. https://www.cdc.gov/infection-control/media/pdfs/Strive-CLABSI101-508.pdf

Mental Health Awareness Month: Combating Burnout Through Confidence and Connection

May marks Mental Health Awareness Month—a critical time to acknowledge how burnout and job dissatisfaction are affecting employees across industries. The American Psychological Association found that 77% of U.S. workers experienced work-related stress in the past month, and more than half reported negative health impacts, including emotional exhaustion and lack of motivation.

In the healthcare industry and beyond, chronic burnout is a serious challenge. Employees who feel overwhelmed or unsupported are more likely to disengage, take time off, or leave their jobs altogether. That’s why creating a work environment that fosters confidence, clarity, and connection is essential—not just for productivity, but for mental well-being.

The Power of Purposeful Training

Training is more than a compliance requirement—it can be a meaningful tool for boosting confidence, reducing stress, and reinforcing a sense of purpose. At Amplifire, we’ve seen firsthand how thoughtful, job-relevant learning can transform how people feel about their roles.

As one leader from UCHealth shared:

“When front-end staff feel confident and empowered in their role, the whole organization benefits. With training that respects their time and expertise, front-end staff see their role within the bigger picture and gain confidence, empowering them to take charge of their careers.”

One area where this impact is especially clear for healthcare is in revenue cycle management (RCM). Non-clinical staff in registration, billing, and financial counseling often work under high-pressure conditions with little recognition. Giving them training that supports growth and interdepartmental understanding has sparked overwhelmingly positive feedback:

• “This course should be an annual requirement for all non-clinical staff.”
• “It helped me see how my role fits within the bigger picture.”
• “This was a very informative course—more than I expected to learn.”

Supporting Mental Health at Work

Whether you’re in healthcare, tech, finance, or education, the principles are the same: employees do better when they feel supported and capable. Here are a few ways organizations can improve workplace mental health:

• Offer engaging, time-efficient training that builds confidence and competence.
• Encourage cross-team understanding to reduce silos and improve communication.
• Recognize growth and effort, not just output.
• Cultivate psychological safety, where it’s okay to ask for help and speak up.

Mental health is a shared responsibility—and small changes can create lasting impact. By investing in tools that reduce stress and empower employees, companies can foster workplaces where people thrive.

References

• Workplace Stress Prevalence: According to the American Psychological Association’s 2023 “Work in America Survey,” 77% of U.S. workers reported experiencing work-related stress in the past month. 
• Negative Health Impacts: The same survey found that 57% of workers reported negative health effects due to work-related stress, including emotional exhaustion and lack of motivation.

Recap of AONL 2025: Amplifire Highlights

The AONL 2025 event was a remarkable gathering of nursing leaders and innovators, setting the stage for the latest advancements in the nursing and medical fields. This year, Amplifire had the honor of participating and presenting groundbreaking insights on our adaptive learning platform and its critical role in reducing Hospital-Acquired Infection (HAI) rates with one of our esteemed clients, Providence. The event brought together a diverse group of professionals, all committed to improving patient care and healthcare outcomes through innovation and collaboration.

Throughout the presentation with Troy J. Larkin, PhD, RN Associate Vice President, Clinical Education & Nursing Research from Providence, we were able to emphasize how adaptive learning, with its personalized and data-driven approach, has proven to be a game-changer in the realm of clinical education. By identifying and addressing gaps in knowledge and correcting Confidently Held Misinformation™, our platform has significantly improved competency among healthcare professionals.

With improved competency, Providence saw improved outcomes. Larkin shared these substantial improvements in CAUTI (Catheter-Associated Urinary Tract Infections) and CLABSI (Central Line-Associated Bloodstream Infections) rates, showcasing a 51% decrease in CLABSI rates, equating to 85 cases avoided and 21 potential deaths prevented. These outcomes highlight the effectiveness of adaptive learning in enhancing patient safety and care quality.

Nurse Training at Scale: Decreasing HAI Rates with Adaptive Learning 

During the presentation, we had the opportunity to share several crucial aspects of our adaptive learning platform that have driven these impressive outcomes. We highlighted the role of microlearning, which provides quick, focused educational interventions that are easy to integrate into busy clinical schedules. The use of patented Amplifire Analytics and Gap-Finder Technology was also a focal point, demonstrating how these tools identify and address knowledge gaps at both individual and departmental levels.

We discussed how our multi-interventional approach, tailored to the specific needs of different units, has led to remarkable improvements post-COVID. This stratified approach, combined with on-site practice observations and continuous feedback, has been instrumental in driving change and improving outcomes. 

Expressing Gratitude to AONL for a Successful Event

We would like to extend our deepest gratitude to the AONL for hosting such a successful and impactful event. The opportunity to share our work and connect with like-minded professionals was invaluable. The AONL 2025 event not only highlighted the latest advancements in healthcare but also fostered a sense of community and collaboration that is essential for driving progress in the field.

In conclusion, our participation in AONL 2025 was a resounding success, and we are excited to continue our journey of innovation and excellence in healthcare education. We look forward to future opportunities to share our insights and collaborate with others who are equally passionate about improving patient care and outcomes. Thank you, AONL, for a great week!

4 Key Takeaways from Elevating Clinician Training: The promise of AI for Personalized Workforce Development, a conversation with Amplifire

In the face of a growing healthcare staffing shortage, particularly among nurses, the need for innovative solutions to workforce training has never been more urgent. In a recent episode of Becker’s Healthcare podcast, Bob Burgin, CEO of Amplifire, joined Lukas Voss to explore the powerful role that AI and adaptive learning are playing in reshaping how healthcare professionals are trained. This conversation highlights how personalized, AI-driven training not only addresses workforce challenges but also enhances clinical performance, improves patient care, and supports long-term healthcare system sustainability.

Key Takeaways:

1. The Complex and Evolving Healthcare Landscape

Healthcare is one of the most complex industries to manage, and with constant changes, staying updated is crucial. The stakes in this sector are life and death.

2. The Power of Personalized Learning

Research has shown that 1:1 expert training is up to two orders of magnitude more effective than standard training. While personalized expert training is impractical at scale, adaptive online learning powered by AI can bridge this gap and make it accessible at a fraction of the cost.

3. Addressing Workforce Shortages with AI

As the U.S. faces a looming nursing shortage, especially with many nurses having under 2 years of experience, there is a critical need to scale workforce training. AI can help pinpoint knowledge gaps and deliver personalized, precision training that’s easy for healthcare professionals to absorb and apply effectively.

4. AI’s Expanding Role in Healthcare Beyond Education

Healthcare leaders are increasingly using AI not just for training, but for tasks like drug discovery, documentation, and other operational efficiencies. However, true success with AI in healthcare lies at the intersection of curated content and expert systems.

The podcast delves into how AI-powered personalized training offers a scalable solution to the current workforce crisis, bridging the gap between expert-level training and everyday healthcare professionals.

Listen to the full podcast to learn more about the role of AI in healthcare training and workforce development!

Mastering Tax Season: How Personalized Learning and Time Management Fuel Team Success

Tax season can be one of the most demanding times for accounting professionals. With tight deadlines, high workloads, and the pressure to deliver accurate results, the potential for stress and burnout is high. As leaders, it’s crucial to equip your workforce with the right tools and strategies to optimize their performance and reduce the strain that comes with this busy period. By adopting personalized learning and smart time management techniques, you can help your team boost productivity, give them more time to focus on critical tasks, and reduce stress- setting them up for success.

The Connection Between Personalized Learning and Time Management

Personalized learning tailors training to each employee’s unique needs, preferences, and skill levels. In a high-pressure field like accounting, this approach ensures your team focuses on what matters most, optimizing both time and efficiency. By leveraging adaptive learning technologies, training can be accelerated, allowing employees to spend less time on training and more on high-priority work.

The key advantage is that personalized learning helps your workforce work smarter, not harder. By targeting knowledge gaps, employees can skip irrelevant content, moving through training faster and freeing up time to focus on essential tasks during busy periods.

Platforms like Amplifire take this a step further, dynamically adjusting training to each learner’s specific needs. This reduces unnecessary check-the-box training and ensures better retention of critical knowledge, ultimately enabling your team to focus on delivering high-quality work when it matters most.

Time Management Techniques for Supporting Your Workforce

Effective time management is essential during high-pressure periods like tax season. As leaders, you can help your team adopt personalized time management strategies to maximize productivity while minimizing overwhelm. Here are a few approaches to consider:

• Prioritize with Purpose: Encourage your team to start each day by identifying the most important tasks and tackling them first. By focusing on critical deadlines and tasks, they can avoid getting sidetracked by less urgent matters.
• Leverage Focused Work Periods: Encourage the use of techniques like the Pomodoro Method, which involves working in short, focused bursts (e.g., 25 minutes) followed by brief breaks. This strategy can help maintain energy levels and concentration throughout the day.
• Break Large Tasks Into Manageable Steps: Complex tasks can be daunting, but breaking them into smaller, more manageable pieces can help your team maintain a sense of control and reduce stress.
• Leverage Digital Tools: The use of digital tools like task management software and calendars can help streamline workflows and keep everyone on track. These tools not only enhance organization but also ensure that important deadlines are met without added confusion.

How Adaptive Learning Reduces Stress and Accelerates Your Training

Adaptive learning is a game-changer when it comes to supporting your team’s development. By personalizing training content to everyone’s needs, adaptive learning accelerates the training process, allowing employees to focus on the most relevant information and avoid wasting time on irrelevant content.

For accounting teams, this is especially crucial during tax season, as it reduces the need for repetitive training or re-learning. With tailored learning paths, your employees are more likely to retain key knowledge long-term and be better prepared for high-stakes tasks. In fact, studies show that adaptive learning can boost knowledge retention by up to 50%, significantly improving both individual performance and overall team efficiency during critical periods like tax season.

By continuously assessing knowledge and tailoring learning paths, Amplifire helps you stay focused on the most important material, improving retention, and enhancing performance during critical times like tax season. It accelerates training processes, allowing accountants to spend more time on their core work rather than revisiting training content they’ve already mastered.

Leveraging Technology for Efficiency

In today’s digital era, technology plays a vital role in streamlining operations and enhancing team productivity. By leveraging automation tools and cloud-based platforms, your team can reduce the time spent on routine administrative tasks and focus on higher-value work. Automation tools can handle repetitive tasks, leaving your employees with more time to engage in strategic work that adds value to the organization.

Reports indicate that 75% of accountants believe automation has reduced stress and improved productivity by handling repetitive tasks. By incorporating these tools into your team’s workflow, you can help them work more efficiently, reducing stress while maintaining the quality of their work.

Conclusion

Tax season doesn’t need to be a time of overwhelming stress and burnout. As a leader, you can set your team up for success by integrating personalized learning, effective time management, and the right technology into their daily routine. Adaptive learning accelerates the development process, ensuring your team focuses on what’s most important while cutting down on irrelevant content. Combined with strategies like time management techniques and digital tools, your team will be better equipped to handle the challenges of busy seasons with greater efficiency, focus, and less stress.

Amplifire provides a personalized learning experience that helps employees hone in on the skills they need to succeed, increasing retention and freeing up more time for high-value work. When you invest in your team’s personalized development and support their time management efforts, you set them up to excel during critical periods and beyond.

References:

• Accounting Today (2022). How accountants use digital tools to improve time management. Retrieved from Accounting Today
• National Center for Biotechnology Information (2020). Impact of adaptive learning on knowledge retention. Retrieved from NCBI
• Deloitte (2021). How automation is transforming accounting: Reducing stress and increasing efficiency. Retrieved from Deloitte

Clinicians are asking for better training: are you listening?

As we step into 2025, healthcare organizations are facing a mounting challenge—clinician turnover. This issue has only intensified in recent years, with factors like burnout, stress, and poor system adoption contributing to the growing instability within the workforce. However, as we reflect on how to make this year a success, one crucial element that can help reduce turnover and improve clinician satisfaction is effective training.

The State of Clinician Turnover

According to KLAS Research’s Clinician Turnover 2024 report, turnover remains a significant concern in healthcare. High levels of attrition have resulted in increased workloads for remaining clinicians, a disruption in continuity of care, and overall decreased job satisfaction. The report highlights that turnover isn’t just about clinicians leaving; it’s about the ripple effect that happens when new staff members are constantly coming in and out of organizations without the necessary support and training to succeed.

One major takeaway from the report is the importance of developing strategies to improve retention and support clinicians in their roles. A robust training program is a critical strategy to consider as the report highlights that the “lack of EHR education can be detrimental for at-risk clinicians. 40% of nurses and 59% of physicians who did leave their organization report they wanted improved education,” December 2024, Clinician Turnover 2024 – Arch Report.

When clinicians are properly trained, they’re more confident, competent, and satisfied in their roles, resulting in better retention rates.

The Role of Training in Reducing Turnover

Training isn’t just a one-time event—it’s an ongoing investment. As noted by Judy Faulkner in her blog “Hey Judy”, “Good training is one of the most important parts of installing a new system. If we teach users to do things the right way, and we teach them before bad habits get calcified in the brain, they are much more likely to use the software well and to be happy, proficient users. If the users don’t get good training, and instead bad habits get solidified, they might never catch up.”

This quote underscores the critical role training plays in the early stages of EHR adoption. If clinicians don’t receive adequate training before they get comfortable with shortcuts and incorrect processes, they may never be able to overcome these bad habits. This leads to frustration, inefficiency, and ultimately, burnout. When clinicians are unable to efficiently use the tools that are meant to help them, it adds to their already heavy workloads and increases the likelihood of turnover.

Preparing for a Successful 2025

As healthcare organizations look ahead to 2025, investing in training and development must be a top priority. If your teams are not adequately supported with comprehensive, ongoing education, the cycle of turnover will continue, and productivity will suffer. Here’s five ways that healthcare organizations can align training with turnover reduction strategies:

• Implement Continuous Training Programs: Make training an ongoing process, not just a one-time event. Regular refresher courses, support sessions, and real-time assistance can help clinicians stay up to date and prevent bad habits from taking hold.
• Tailor Training to Specific Roles: Clinicians have varying needs based on their roles, and training should reflect that. Role-specific training helps clinicians understand how to use systems in ways that are relevant to their daily tasks, ensuring they feel confident and proficient.
• Emphasize Change Management: Training should be accompanied by strong change management strategies that foster clear communication, accountability, and user engagement throughout the transition to new systems.
• Personalize the Training Experience: Clinicians’ time is valuable, so instead of offering generic training, provide personalized learning experiences that respect their time and address their specific needs.
• Measure Training Success: Regular feedback and performance metrics should be used to assess the effectiveness of training programs and adjust as necessary.

Looking Forward

As healthcare enters 2025, supporting your workforce through comprehensive training and development isn’t just a “nice-to-have”—it’s essential to reducing clinician turnover and improving the overall work environment. By investing in your clinicians’ skills, you’ll build a workforce that feels valued, empowered, and equipped to deliver high-quality care.

With the right training, you’re not just mitigating turnover; you’re ensuring that your clinicians have the tools they need to thrive in the ever-evolving healthcare landscape. Let’s make 2025 the year that we empower our healthcare workforce with the support they deserve.

4 Ways to Support Your Workforce Going Into 2025

The end of the year can feel like a whirlwind. For many, it’s a time of balancing personal and professional demands, often overextending themselves during a season that should feel restorative. In healthcare especially, your staff could benefit from extra support as they navigate these challenges. By taking intentional steps to support your workforce now, you empower them to show up as their best selves—both at work and at home. These efforts don’t just benefit individuals; they set the stage for organizational success as you head into 2025.

Instead of putting things off until January, be proactive in these final weeks of 2024. A thoughtful approach to year-end strategy creates a happier, more grounded workforce and positions your organization for a stronger start to the new year. Here are some ideas:

1. Provide Flexibility

Flexibility is challenging in healthcare when patient care is the top priority. However, during the holiday season, your staff are likely juggling increased responsibilities both in and outside of work. Offering even small accommodations can make a big difference.

Look for ways to redistribute workloads by analyzing transferable skills, allowing team members to step in where needed. Proactively planning for potential staffing shortages can also prevent any one person from shouldering an undue burden. These adjustments not only relieve stress but also demonstrate a commitment to supporting your team during a demanding time.

2. Touch Base on Career Goals

December is often a period of reflection, and your staff may be thinking about their professional aspirations. This is the perfect opportunity to connect with them about their career goals and discuss how your organization can support their growth.

A workforce filled with well-rounded, ambitious professionals is a more agile and resilient one. Show your commitment to their development by having a learning and development plan in place. This also provides an opportunity to embrace skills-based training and upskilling initiatives. Implement tools that offer tailored learning opportunities, meeting employees where they are without overwhelming them. By investing in their aspirations, you’re investing in a stronger, more future-ready team.

3. Have a Game Plan

The hectic pace of the holidays can make it easy to lose focus on long-term priorities. Yet, building a foundation for the future requires staying organized in the present.

Support your workforce with tools that streamline critical tasks like skills mapping, certification tracking, and learning management. Centralizing these needs can save time and reduce stress, ensuring you’re not scrambling to catch up in January. By letting the right systems handle the heavy lifting, you can give your staff the attention they need now while staying on track for 2025.

4. Spread Cheer

The holidays aren’t always the “most wonderful time of the year” for everyone. Stress levels often spike, making it essential to prioritize workplace well-being. The American Heart Association has a few interesting figures to consider:

• 51% of Americans say it takes them weeks to recover from holiday stress.
• 71% regret not taking enough time to relax and enjoy the season.
• 79% admit that focusing on creating special moments for others often leads them to neglect their own needs.

Spreading cheer in the workplace can help counteract these challenges. Happier employees experience less stress, show up for patients as their best selves, and are more likely to feel satisfied with their jobs. However, it’s important that your efforts don’t add to their burden.

Simple gestures like decorating common areas, encouraging festive (patient-safe) attire, or hosting treat days can make the workplace feel brighter. Consider unique activities like a holiday trivia contest, a guessing game for the number of candies in a jar, or even a visit from therapy animals. These small moments of joy can leave a lasting impact, helping your team close out the year on a positive note. By focusing on flexibility, growth, organization, and well-being, you can support your healthcare workforce in meaningful ways. These actions not only honor their dedication but also set the tone for a successful and grounded 2025.

What is Confidently Held Misinformation?

Amplifire’s Patented, Confidence-Based Learning^®  Approach Explained

In educating learners, ensuring that learners understand and apply their knowledge correctly is paramount. However, one of the most insidious barriers to effective learning is Confidently Held Misinformation^TM (CHM^TM). Confidently Held Misinformation (CHM) instances occur when individuals believe they understand a concept or process but have actually learned it incorrectly—they are confident and wrong. Amplifire’s adaptive, confidence-based learning platform is designed to tackle this challenge head-on by identifying and correcting CHM. But what exactly is CHM, and why is it so critical to address? Let’s explore.

Understanding Confidently Held Misinformation^TM

CHM occurs when a person is convinced they know something accurately, but in reality, they have learned it incorrectly or have misunderstood the information. This type of misinformation is particularly dangerous because the confidence with which the incorrect information is held makes it harder to detect and correct.

For example, an employee might confidently believe they understand the proper procedure for handling a piece of machinery, but if they’ve misunderstood a critical step, this misinformation can lead to errors, inefficiencies, or even dangerous outcomes. The confidence they have in their incorrect knowledge means they are unlikely to seek out clarification or further training, perpetuating the misinformation.

The Dangers of Confidently Held Misinformation^TM

The impact of CHM can be far-reaching:

• Errors in Execution: Employees who act on CHM are likely to make mistakes. These errors can range from minor inefficiencies to major incidents that compromise safety, quality, and productivity.
• Increased Risk: In industries where precision and accuracy are critical, such as healthcare, manufacturing, or finance, CHM can pose significant risks. For instance, a healthcare professional who misremembers a dosage calculation could endanger a patient’s life.
• Resistance to Learning: When employees are confident, they may be resistant to corrective feedback or additional training. They may believe that further learning is unnecessary, which perpetuates the problem and makes it more difficult to correct.
• Wasted Resources: Training programs that fail to identify and correct CHM may lead to wasted time and resources. Employees may pass through training modules without realizing they’ve misunderstood key concepts, leading to continued mistakes on the job.

How Amplifire Addresses Confidently Held Misinformation^TM

Amplifire’s patented confidence-based learning platform is specifically designed to identify and correct CHM through a combination of advanced algorithms, data analytics, and real-time feedback mechanisms. Here’s how the platform works:

1. Initial Assessments to Gauge Understanding: Amplifire begins by assessing the learner’s current knowledge and confidence levels. The platform presents questions and scenarios designed to probe the learner’s understanding of key concepts. 
2. Confidence Calibration: Importantly, Amplifire also asks learners to rate their confidence in their answers. By comparing learners’ confidence levels with the accuracy of their answers, Amplifire can identify areas where CHM exists. If a learner is confident but incorrect, the platform flags this as an area that needs attention.
3. Targeted Feedback and Remediation: When CHM is detected, Amplifire provides both immediate and delayed targeted feedback. This feedback is designed to address the specific misconceptions the learner holds, offering explanations, clarifications, and additional resources to correct the misinformation.
4. Adaptive Learning Paths: Based on the identified CHM, Amplifire adjusts the learner’s path to ensure that they spend more time on areas where misunderstandings exist. The platform may present similar questions in different contexts or provide additional practice to reinforce the correct information.
5. Continuous Monitoring and Adjustment: Amplifire continuously monitors the learner’s progress, adjusting the learning experience as needed to ensure that CHM is corrected. This ongoing adaptation helps prevent the re-emergence of incorrect knowledge and promotes long-term retention of accurate information.

The Importance of Identifying and Correcting Confidently Held Misinformation^TM

The primary goal of any training program is to ensure that employees can accurately apply what they’ve learned in real-world scenarios. CHM undermines this goal by leading to mistakes and errors in execution, which can have serious consequences. By identifying and correcting these misconceptions, organizations can reduce risk, enhance safety, and ensure compliance with industry standards. Correcting CHM also improves overall learning outcomes since learners who receive targeted feedback and remediation are more likely to retain accurate information and apply it effectively.

By focusing on areas where misinformation exists, Amplifire’s adaptive, confidence-based learning platform ensures that training is both efficient and effective. This targeted approach minimizes wasted time and resources, allowing employees to focus on areas where they need the most support. Respecting learners’ time with personalized learning fosters a culture of continuous learning and improvement. Employees become more open to feedback, more aware of their knowledge gaps, and more proactive in seeking out additional learning opportunities.

Interested in learning more about how to correct CHM at your organization? 

6 Key Takeaways from the Becker’s Webinar on Personalized EHR Onboarding

Discover why adaptive, personalized learning is essential for ensuring both new and experienced Epic users get the training they need to optimize performance and patient care.

For healthcare leaders seeking to boost efficiency and satisfaction among their clinicians, EHR onboarding presents a tremendous opportunity for improvement. Personalization has become the key to enhancing the learning experience, addressing the specific needs of individual learners, and improving their proficiency. In the recent Becker’s webinar, Kelley Williamson of UCHealth shared how allowing physicians to choose their own onboarding journey improved physician satisfaction and provided UCHealth with the data they needed to make informed decisions.

As Anne Hyland, Senior Director of Healthcare Client Solutions and EHR Program Director at Amplifire, explained during the webinar, “Personalized EHR Onboarding: Data-Driven Strategies for Efficiency and Satisfaction”, healthcare training is inherently time-consuming, resource-intensive, and costly. Trainers often face the challenge of balancing the need to cover all the necessary material l while reducing the time it takes to do so to facilitate training efficiency. Amplifire’s approach digs deeper into learning personalization for EHR onboarding, revealing some unexpected truths about even the most experienced EHR users.

Here are six key takeaways from this insightful webinar to consider when evaluating the efficacy of your EHR training program:

1. One-size-fits-all Training Falls Short of Addressing Individual Needs

Healthcare organizations have long relied on standardized training methods, but one-size-fits-all approaches often fail to meet the unique needs of diverse learners. In large health systems, the user base consists of individuals with varied experiences, roles, and specialties. A standard training program cannot cater to the specific knowledge gaps and responsibilities of each individual.

Take UCHealth, for example. Their providers—one of the most expensive and valuable resources within the system—were vocally dissatisfied with their previous “click-through-for-credit” learning system and lengthy, required in-person session. This approach left learners disengaged and underprepared to navigate the complexities of their EHR. Despite having completed their training, errors persisted in crucial tasks like admissions, discharges, and transfers. These mistakes ultimately impacted the overall efficiency of the health system and patient care.

The lesson here is clear: generic training methods don’t account for the nuances of individual workflows or knowledge gaps. A more tailored, data-driven approach is required to ensure that clinicians not only complete the training but truly master the system.

2. In-Application and At-the-Elbow Training Are Not Enough for True Mastery

Many healthcare organizations employ at-the-elbow support and in-application guides to assist clinicians during the onboarding process. While these tools provide assistance in real-time, they fall short when it comes to deeper, personalized learning. These forms of support may address immediate questions or provide orientation but lack the scientific rigor needed to ensure long-term retention and mastery of the EHR system.

Amplifire’s approach goes beyond this, using adaptive learning methodologies grounded in cognitive science. Brain science-based learning techniques focus on improving retention through strategies such as spaced repetition, confidence-based assessments, and active recall. These methods have been shown to help learners retain knowledge longer, learn faster, and apply information more accurately.

Adaptive learning personalizes the training process to each user’s unique needs, ensuring that they not only complete online training but also remember how to accurately navigate the EHR when they are back on the floor. 

3. Experienced Clinicians May Require More Training Than Expected

One of the most surprising findings from UCHealth’s EHR training journey was that Epic-experienced clinicians exhibited just as much “confidently held misinformation^®” (CHM^®) as new users that just completed other online EHR learning. CHM^® occurs when users are confident in their knowledge but are, in fact, mistaken. This is particularly dangerous in clinical environments where confidence can lead to incorrect actions that impact patient outcomes.

At UCHealth, Amplifire analyzed data from around 1,800 learners and uncovered nearly 18,000 instances of CHM^® across both experienced and novice users, and the CHM^® for those that had just complete other online training on the exact content only had a reduced level of CHM^® by a couple of percentage points. This indicates that prior exposure to the EHR system does not always correlate to efficient and accurate EHR use, nor just traditional online learning. Even seasoned users who have been working with the EHR for years may develop inaccurate shortcuts, gain unreliable tribal knowledge, or rely on outdated processes. Based on the data, even those that had just spent time learning the EHR displayed only 55% confidently correct knowledge.  

Matt Hays, Amplifire’s VP of Research and Analytics, stressed the significance of this finding: “Regardless of their previous experience or recent training, learners still had almost 18,000 things that would have been mistakes had they not been corrected.” This demonstrates the critical need for personalized training that identifies and rectifies these hidden knowledge gaps.

4. Amplifire Uniquely Identifies and Corrects Confidently Held Misinformation^®

Amplifire stands out in its ability to detect CHM^® at an individual level and correct it effectively, making it a vital tool for personalized learning. The platform uses an algorithm based on cognitive science research to identify instances where learners are confident in incorrect information. This is a game-changer for healthcare organizations, where traditional training platforms often overlook these hidden areas of misunderstanding.

The power of Amplifire lies in its capacity to uncover these dangerous gaps and then correct them in a way that ensures long-term retention. The algorithm does this by leveraging cognitive triggers like delayed feedback, priming, spacing, and repetition among others.

As Matt Hays noted, “The Amplifire algorithm leverages research in cognitive science, especially phenomena that run counter to how it feels like teaching works best or how it feels like learning is most effective.” In other words, the system uses evidence-based methods that may not always feel intuitive but are proven to correct misinformation and help people learn faster and remember longer.

5. Personalized Learning Saves Time While Enhancing Effectiveness

A common concern about personalized learning is that it might be more time-consuming than traditional methods. However, Amplifire’s adaptive learning platform actually accelerates the training process. By focusing only on the material that learners don’t already know or are unsure about, the platform allows them to bypass unnecessary content and spend their time more efficiently.

This efficiency translates into shorter training times without sacrificing quality. Clinicians are able to achieve mastery faster because they aren’t wasting time on concepts they’ve already learned or trudging through generalized content. For healthcare organizations, this means less time spent in training and more time for clinicians to focus on patient care and billable hours.

6. Satisfied Clinicians Lead to Improved Patient Care and Operational Efficiency

The ultimate goal of personalized EHR onboarding is to make clinicians more efficient in their use of the EHR system. When clinicians can quickly and accurately navigate the system, they have more time to dedicate to patient care. This, in turn, contributes to better patient outcomes and increased clinician satisfaction. Based on data from KLAS Arch Collaborative, the initial EHR onboarding experience directly correlates to clinician satisfaction metrics, giving health systems a key opportunity to make a difference for their providers’ wellbeing.

Before implementing Amplifire, 71% of UCHealth clinicians reported negative experiences with one-size-fits-all training. With personalized learning, however, their training was streamlined, focused, and respectful of their existing knowledge and expertise. Kelley Williamson shared how providers described their improved learning experience, “They love to be able to say, ‘Let me take my time or let me speed up. And I don’t have to sit in the classroom where the instructor is going through step by step.’ And that’s a really huge satisfier.” And this shift not only improved their satisfaction with the training process but also had a trickle-down effect, improving overall healthcare delivery. 

For healthcare systems that value clinician time, well-being, and patient care, personalized learning through Amplifire is an essential tool for achieving both operational efficiency and high-quality care.

UCHealth’s adoption of Amplifire’s adaptive learning platform illustrates the profound impact of personalized, data-driven training on clinician performance and satisfaction. By addressing confidently held misinformation, speeding up the learning process, and tailoring the experience to individual needs, Amplifire has helped UCHealth improve operational efficiency and boost clinician satisfaction. To learn more about how UCHealth transformed their EHR onboarding process with Amplifire, access the webinar recording and see how personalized learning can revolutionize your organization’s approach to training.

The Do’s and Don’ts of Microlearning

In recent years, “microlearning” has emerged as a buzzword in corporate training and development. Its appeal is clear: short, bite-sized learning modules designed to fit seamlessly into our fast-paced lives.

With the demand for quick fixes on the rise, microlearning might seem like the perfect approach for anyone in today’s business landscape. Microlearning is being widely adopted across many industries. For example, a 2023 study by the Association for Talent Development (ATD) found that 73% of pharmaceutical companies already use microlearning for various training purposes, including compliance.

Microlearning offers several key benefits that make it an appealing option for modern training environments. By delivering content in brief, focused segments, it caters to shorter attention spans and helps maintain learner engagement. Microlearning also allows for flexibility in learning, as employees can fit complete training sessions into their schedules more easily and access information exactly when they need it. Additionally, microlearning supports ongoing skill development by making it simple to revisit and reinforce key concepts regularly, which should solidify them in memory. This continuous learning process not only aids in knowledge retention but also helps in the quick application of skills in real-world scenarios, leading to more effective performance and decision-making.

But microlearning may be overused. Kathleen McDermott, a professor at Washington University in St. Louis, cautions that “very short learning experiences might be valuable for experts, but that’s not how to introduce new information in most cases.” Learning intended to last should be spread out over time rather than compressed into a short, single session. UCLA’s Professor Robert Bjork explains that “skills learned in very short sessions do not stay accessible across delays and context changes.”

Roddy Roediger, also a Professor at WashU, emphasizes that “micro-learning works great as a refresher, if something is really important and stored in someone’s mind but they haven’t had to retrieve it in a while.” 

As with any trend, there are best practices—and pitfalls—you should be aware of. 

What You Should Know About Microlearning

Microlearning is not a one-size-fits-all solution. While it offers flexibility and accessibility, knowing when and how to use it effectively is crucial. Here’s what the experts have to say:

When to Use Microlearning

• Supplemental Learning: Use microlearning to reinforce and supplement longer training sessions. It helps refresh learners’ memory and solidify key concepts. 
• Just-in-Time Training: Ideal for equipping employees with immediate, relevant information—perfect for roles that require quick decision-making or adaptation. 
• Targeted Skills: When you need to focus on specific skills or communicate a single topic, microlearning can be highly effective. 
• Lots of On-the-job Reinforcement: Bob Bjork points out that “skills given massed practice in a single context do not stay accessible when needed later or in a new context.” Microlearning – when used to revisit material over time – can help keep these skills top of mind and readily available.

When Not to Use Microlearning

• Complex Topics: Deep, intricate topics requiring comprehensive understanding should not be broken into microlearning modules. They may lead to fragmented understanding.
• Foundational Knowledge: Building a strong knowledge base often requires more immersive, longer-form learning experiences.
• Over-reliance: Using microlearning as the sole form of training can lead to knowledge gaps. It should complement, not replace, traditional learning methods.

Amplifire eLearning & Microlearning Excellence

Amplifire’s eLearning Platform harnesses the power of microlearning to address specific training challenges effectively. By breaking down complex healthcare processes into manageable pieces, Amplifire ensures that doctors and nurses not only retain core procedures but also apply them accurately under pressure. 

Bob Bjork, Research Professor at the University of California, Los Angeles, highlights the importance of periodic simulated practice for critical skills, such as emergency procedures. He notes, “If skills or procedures are very important but rarely exercised—like shutting down and restarting a nuclear reactor or how firefighters should enter a burning building—periodic simulated practice is essential to keep those skills accessible when needed.”

How do we do this? Amplifire allows microlearning without forcing it. A user can master one, ten, or one hundred concepts in a session. The learner is empowered to manage their own learning. Additionally, we couple microlearning with our patented Confidence-Based Learning^® model, which identifies areas of uncertainty and strengthens them through scientifically scheduled repetition. This method not only enhances retention but also builds confidence in learners’ abilities to perform critical tasks.

Conclusion

Microlearning has significant potential in corporate training and development, but it must be applied thoughtfully. Understanding when it works best—primarily as a refresher, as Roddy Roediger suggests—and when it might fall short will help you craft a learning strategy that leverages its strengths while addressing its limitations.

Ready to see how microlearning can elevate your training strategy? Start by evaluating your current learning needs and explore how microlearning can complement your efforts for more dynamic and impactful outcomes. Remember, the goal is not to replace traditional methods but to enhance them, creating a more agile and effective learning culture.