Many large organizations operate on an incentive-based system. The Company believes that in order to be effective, training also needs to harness and leverage these incentives. For example, the Company has already seen in specific customer deployments how certain roles & assignments in the organization can be tied to the achievement of individual training goals.
This creates a strong incentive to “level up” without the need for either direct financial incentives or the (less effective) threat of punishment. Similarly, high performing individuals value the recognition & status that comes from being viewed as an expert. Delivering training that others value can be a valuable, tangible symbol of this expertise.