Tag: career readiness
Why I Brought LearnKey’s LIFT UP Series to Loxis™
LearnKey’s LIFT UP Professional Development Series now runs inside Loxis, so leadership training finally connects to how your people actually work.
It’s About Time™
Short version: LearnKey’s LIFT UP Professional Development Series is now available through Loxis, the organizational intelligence platform I co-founded with Lori Coruccini and Simon Chatfield. Twelve courses, two tracks, connected to behavioral data about how your people actually work. Here’s why I moved the LIFT UP Professional Development Series there.
You know that feeling when you finish a training course, click “complete,” and go right back to doing your job exactly the way you did it yesterday?
I do. And honestly, I’ve spent a big chunk of my career on the other side of that screen. I’m the CEO of LearnKey. We build training. So it’s a little uncomfortable for me to admit this, but here it is: a lot of corporate training doesn’t change much. Not because the content is bad. Because it’s disconnected.
The course doesn’t know who you are. It doesn’t know what your team is trying to accomplish this quarter. It doesn’t know that you’re brilliant at starting things and kind of terrible at finishing them… or the other way around. It just shows up, gets checked off, and disappears into a completion report.
That’s the problem I wanted to fix. And it’s why I’m genuinely excited to share that LearnKey’s LIFT UP Professional Development Series, which we already deliver as SCORM courses for your own LMS, is now available in one place through Loxis.ai, the organizational intelligence platform I co-founded.
Here’s the belief underneath all of it, and it’s one we share at both companies: people are at the core of every business that works, and culture decides how well those people work together. Training should serve that. Not the other way around.
So what is Loxis, really?
Think about how most companies “see” themselves today. Finance has its dashboards. HR has its employee records. The learning system holds the training. Somebody runs an engagement survey once a year, and the results live in a slide deck nobody opens again.
Each of those is useful. But they don’t talk to each other. It’s like having a doctor, a dentist, and a physical therapist who’ve never once compared notes about the same patient.
Loxis connects them. It’s an AI-driven platform that pulls together four things:
- Know the Business. What’s actually going on inside the organization, including what employees are telling you.
- Know the Market. What your competitors and your industry are doing out there.
- Know the Plan. Your strategy, mapped down to goals, structure, and who’s accountable for what.
- Know the People. How your folks naturally work, how teams fit together, and where they need to grow.
And once you can see all of that side by side, you start finding gaps. Skills people don’t have yet. That’s exactly where upskilling the people you already have comes in, and that’s where LearnKey fits.
People aren’t interchangeable parts
This is the part I care about most.
Picture two people on the same project. One of them walks into the kickoff meeting already pitching three ideas and has made two new friends by lunch. The other one quietly builds the spreadsheet that keeps the whole thing from falling apart, and actually hits every deadline.
Who’s more valuable? Trick question. You need both. But if you hand the spreadsheet to the idea person and put the spreadsheet person in front of the client… you’ll get frustration from both of them, and probably a worse result.
That’s what behavioral science does for you. It explains how people naturally approach their work: how they communicate, make decisions, handle pressure, and get along with others. Loxis puts those patterns in front of leaders, both for individuals and for whole teams.
Now, I want to be clear about something, because I’ve seen this go wrong. A behavioral profile is not a sorting hat. It doesn’t replace someone’s experience, their qualifications, what they actually want to do, or a good manager’s judgment. It’s one more lens. A pretty powerful one, in my opinion. But a lens, not a verdict.
One more thing belongs right here, because almost nobody accounts for it. Someone can be perfectly qualified for a job and still be running on fumes. You know the type. Great résumé, right skills, and you can just tell they’re dragging. Their camera’s off. Their answers get shorter. Six months later they’re gone, and everybody acts surprised. Knowing how a person is built tells you nothing about how that person is doing. Pay attention to both.
The goal is simple: let people do more of what they’re naturally good at, give them room to grow into the rest, and notice when the tank is empty before it’s an exit interview.
“Nice to have”? The numbers say otherwise
I’ve sat in plenty of budget meetings where training was the first thing on the chopping block. It’s treated like a perk. Free snacks for the brain.
But look at what the research actually says.
Engagement is in rough shape, and it’s expensive. Gallup’s 2026 State of the Global Workplace report found only 20% of employees worldwide were engaged at work in 2025. One in five. Gallup estimates the cost of low engagement at roughly $10 trillion in lost productivity, about 9% of global GDP measured against 2024 output. That’s a modeled figure rather than a measured one. It’s also not a rounding error.
And engaged teams perform better. A lot better. In Gallup’s Q12 meta-analysis, business units in the top quartile of engagement, compared with the bottom quartile, showed:
- 23% higher profitability
- 18% higher sales productivity, measured by sales
- 14% higher productivity, measured by production records and evaluations
- 10% higher customer loyalty and engagement
- 21% lower turnover in high-turnover organizations, and 51% lower in low-turnover ones
Quick honesty check: those are median differences between business units, and they’re associations, not promises. No platform, ours included, can guarantee you a 23% profit bump. But when the gap is that big and that consistent, you’d be foolish to ignore it.
The skills clock is ticking. The World Economic Forum’s Future of Jobs Report 2025 (WEF) estimates 59 out of every 100 workers will need training by 2030—and that 11 of those 59 probably won’t get it. That’s over 120 million people at medium-term risk of being left behind. Meanwhile, 85% of employers say they plan to prioritize upskilling, and 63% call skills gaps a major barrier to transforming their business.
Now, I’d love to tell you the fastest-growing skills are the human ones. They aren’t. WEF puts AI and big data at the top, followed by cybersecurity and networks, then general technological literacy. Technical skills are climbing faster than anything else.
But look at what employers say they need right now. Resilience, flexibility and agility ranks second on that list, behind only analytical thinking, with 67% of employers naming it. WEF also calls that cluster the clearest dividing line between job roles that are growing and job roles that are shrinking. So the human skills aren’t a consolation prize. They’re the thing that determines whether your people can absorb all that technical change without breaking.
Most companies can’t move their talent fast enough. LinkedIn’s 2026 Talent Velocity Advantage Report puts 86% of companies below its bar for “talent velocity”: knowing what skills they have, building the ones they need, and moving people where they’re needed. The leaders averaged a 28-point edge across four confidence measures, including holding onto critical talent and lining people up with shifting priorities. Fair warning on that one: it’s LinkedIn’s own yardstick, scored from a survey of talent professionals rating their own organizations, and LinkedIn sells training. I still think the direction is right.
Here’s my takeaway from all of it. You can’t just hire your way out of every change. It’s too slow and too expensive. At some point you have to grow the people you already have. And to do that well, you have to actually know them.
Leading Myself: leadership isn’t a job title
The LIFT UP Professional Development Series has two halves, and I want to start with the one people tend to overlook.
Most leadership training goes to managers. Which makes sense, sort of. But think about the customer service rep who owns a messy problem instead of passing it along. Or the project teammate who keeps everybody calm and informed when things go sideways. Or the person who spots a broken process and just… fixes it.
That’s leadership. None of them have “manager” anywhere in their title.
Leading Myself is built for those people. Every individual contributor in your company. It’s five courses:
- My Success Drivers. Understanding your own strengths, stressors, motivators, and values, and how you actually feel about your work. It all starts with self-awareness.
- Building Self-Trust and Credibility. Confidence that’s earned, and how your beliefs about yourself shape what you do.
- Action Toward Accountability. Owning your stuff. Focusing on solutions instead of blame.
- Resilience. Emotional intelligence and practical ways to roll with change instead of getting flattened by it.
- Effective Communication and Productive Conversations. Listening, asking better questions, and handling disagreements without wrecking relationships.
Here’s why this matters to me. Culture isn’t something the executive team announces at an all-hands. Creating culture as a leader happens in a thousand small moments: how coworkers talk to each other, how they handle a disagreement, whether they keep their promises. If you only train the managers, you’re only working on a small slice of those moments.
And there’s a bonus. Train your individual contributors well, and you’ve quietly built your next bench of leaders.
Leading Others: because managers make or break it
Okay, now the managers. Because they matter enormously.
Gallup has put it the same way for years: managers account for at least 70% of the variance in engagement scores across business units. Seventy percent. They restated that figure as recently as September 2026. It’s Gallup’s own research rather than independently replicated work, so hold the exact number loosely—but ask anyone who’s worked for a bad manager whether it feels wrong. Your manager is basically the weather system you work inside of. Sunny, stormy, or that weird drizzle that never quite stops.
And yet most managers got promoted because they were good at the job before managing, not because anyone taught them how to manage. That’s like making your best swimmer the lifeguard and never showing them CPR.
Leading Others covers that gap with seven courses for new, experienced, and future managers:
- Maintaining Employee Engagement. Reading what each person needs and adjusting how you lead them.
- Building Cohesive Teams. Understanding your team’s strengths, stressors, motivators, and values.
- Delegating Work Effectively. Handing off work clearly, and using delegation to grow people, not just offload tasks.
- Navigating Conflict Effectively. Spotting conflict early and steering it somewhere productive.
- Delivering Constructive Feedback. Having the hard conversation in a way that actually helps.
- Working and Managing in a Virtual Workplace. Trust, communication, and productivity when your team is a grid of faces on a screen.
- Creating an Inclusive Culture. Making sure people feel respected and actually heard.
Pair those with what Loxis shows a leader about how their team fits together, and a manager isn’t guessing anymore. They can see how their team fits together, and they’ve got the tools to do something about it.
What my co-founder Simon says
Simon Chatfield, my fellow Loxis co-founder and the Founder and CEO of OptimumHQ, put it better than I could:
“The greatest opportunity companies have is not simply finding better employees, but better understanding and developing the people they already have. Leadership training is critical, and LearnKey’s Leading Others series helps managers build the skills to lead successful teams. But equally important is investing in individual contributors through the Leading Myself series. Every employee influences culture, productivity, and results. By combining behavioral intelligence with professional development, Loxis helps businesses put the right people on the right goals and gives those people opportunities to grow. When employees succeed, the organization succeeds.”
That first line is the one that sticks with me. Everybody’s chasing the perfect hire. Meanwhile the people who’d thrive with a little understanding and investment are already sitting right there on your payroll.
What this looks like in real life
Let me make this concrete.
Say your company is launching a new product. Sales, marketing, operations, customer service, and tech all have to pull together. The usual way to staff it? Grab whoever’s in the right department and has a free calendar.
That’s how you end up with a launch team that looks great on an org chart and grinds like a rusty gear in practice.
The fix isn’t complicated, but it does take information you probably don’t have in front of you. Before you staff the thing, understand how these particular people work. Who drives things forward. Who catches the details. Who keeps the peace when the schedule slips. Then look honestly at where the gaps are—and that’s where the LIFT UP Professional Development Series plugs in:
- The manager who keeps doing everything herself? Delegating Work Effectively.
- The team that keeps talking past each other? Effective Communication and Productive Conversations.
- The folks getting whiplash from shifting priorities? Resilience, or Action Toward Accountability.
One caution, though. We’re not saying “your profile says X, so take course Y.” That would be lazy. The point is to combine the behavioral insight with what employees tell you, what skills the work actually needs, and what the business is trying to accomplish. Then the training means something, because it’s aimed at real work.
Know Me, Grow Me, Include Me, Inspire Me℠
Culture isn’t your mission statement on the break-room wall. It’s how people actually treat each other on a Tuesday afternoon when a deadline is slipping.
And it pays, at least as far as anyone can measure it. McKinsey research from April 2025 found that companies in the top quartile of organizational health delivered about three times the shareholder returns of those in the bottom quartile. Organizational health, in their terms, is basically how well a company lines up behind a strategy, executes it, and adapts. I’ll add the caveat that this is a correlation drawn from their own survey database, without controls. Healthy companies and successful companies tend to be the same companies, and the arrow plausibly runs both ways.
At Loxis, we boil what employees want down to four simple asks, adopted from a framework used by Know Your Talents:
- Know Me. Understand my strengths, my style, and what I could become.
- Grow Me. Invest in my development and my career.
- Include Me. Notice what I contribute and actually hear my voice.
- Inspire Me. Connect my work to something that matters.
If you’ve ever been an employee, you already know these are true. LIFT UP lives squarely in Grow Me. Loxis ties that growth back to the other three: your strengths, your team, and the goals that make the work feel worth doing.
We describe the outcome as People-Positive, Productive, and Profitable. I like that it doesn’t pick a side. Employees want meaningful work and a chance to grow. Employers need results. Those two things aren’t enemies. Done right, they feed each other.
Why the three of us built this together
Loxis was founded by three people coming at the same problem from three different directions: Lori Coruccini, founder of Know Your Talents; Simon Chatfield, founder and CEO of OptimumHQ; and me.
- Know Your Talents brings the behavioral science. Understanding how people tick, how teams gel, and how culture gets built.
- LearnKey brings decades of building training, from technology education to professional development.
- OptimumHQ brings the adaptive software that Loxis runs on.
We kept seeing the same thing over and over. Companies treat assessments, training, and strategic planning as three separate chores, run by three different departments, in three different systems. It’s like three people each holding one piece of a map and never laying them down on the same table.
Loxis lays the map down. LIFT UP is the part that helps people actually walk the route.
Questions I get asked a lot
LearnKey’s LIFT UP Professional Development Series is now available through Loxis, so training connects directly to your people’s strengths, your culture, and your business goals.
Because everybody influences culture, productivity, and teamwork. Self-awareness, accountability, resilience, and communication help everyone, title or not.
Leading Myself builds personal effectiveness for employees at every level. Leading Others builds management skills: engagement, delegation, team building, feedback, conflict, and inclusion.
It can give you much better information about how people are doing, what they’re good at, what they need, and whether they’re lined up with the right goals. Whether retention improves depends on what you do with that information. I won’t pretend otherwise.
Set a baseline, train, then compare. Track engagement, retention, productivity, customer satisfaction, leadership effectiveness, and goal achievement, and keep in mind that training isn’t the only thing moving those numbers.
Start with one team
I’ll leave you with this.
Most companies will happily spend six figures on new software without blinking, then argue for weeks over a training budget. I get it. Technology feels concrete. People feel… fuzzy.
But the software doesn’t execute your strategy. People do. And they do it a whole lot better when somebody has taken the time to understand them, help them grow, and show them how their work connects to something bigger.
It’s about time businesses invested in understanding their people as much as they invest in their technology.
If you want to start small, here’s my suggestion. This week, pick one team. Ask yourself honestly whether you know what each person on it is naturally great at, and where each one is quietly struggling. If you can’t answer that, you’ve just found your starting point.
The LIFT UP Professional Development Series won’t fix a broken culture on its own; no course series will. What it does is give everyone a shared language for self-awareness, accountability, and communication, and give managers something better than instinct. Run it on a platform that already knows how your teams are built, and professional development stops being a completion report.
When you’re ready to go further, explore the LIFT UP Professional Development Series, call 800.865.0165, or email clientservices@learnkey.com about the courses. I’d genuinely love to hear what you find. And if you want to see how the LIFT UP Professional Development Series maps to the people you already have, request a Loxis demo.
— Jeff Coruccini, CEO of LearnKey and Co-Founder of Loxis
Sources
- Gallup, 2026. State of the Global Workplace: 2026 Report. Global engagement for 2025; estimated productivity losses based on 2024 output.
- Gallup, 2024. Q12 Employee Engagement Meta-Analysis, 11th Edition. Median differences between top- and bottom-quartile business units in profitability, productivity, retention, and customer outcomes. Gallup notes the analysis does not directly address causality.
- World Economic Forum, 2025. The Future of Jobs Report 2025. Skills growth and importance rankings, training needs, and employer upskilling priorities through 2030.
- LinkedIn, 2026. Talent Velocity Advantage Report. Survey of 1,240 talent professionals scored against LinkedIn’s own Talent Velocity Curve.
- McKinsey & Company, April 2025. Searching for Sustained Success? Focus on Organizational Health. Correlation between organizational health quartile and shareholder returns.
- Gallup, September 2026. How Can Leaders Improve Employee Engagement and Company Culture?. Restates Gallup’s finding on managers and variance in team engagement.
SCORM Courses and Secure Licensing | LearnKey’s Difference
SCORM Courses & Secure Content Licensing: What Sets LearnKey Apart
What SCORM Means for Your Training Program
How LearnKey Approaches SCORM Differently
1. SCORM Courses That Run Inside Your LMS
2. Security Built Into the Content Itself
3. No Changes Required to Your Customers’ LMS
4. Flexible Licensing That Fits How You Sell
5. Self-Service Portals and Real Reporting
6. Privacy by Design
Leadership Courses Available in SCORM
Leading Myself Series
- My Success Drivers — Explore your emotional connection to your work, as well as your strengths, stressors, motivators, and values.
- Building Self-Trust and Credibility — Build confidence in your identity as a leader and in the beliefs that drive your behavior.
- Action Toward Accountability — Own your behavior, commit to action rather than blame, and develop an empowerment mindset.
- Resilience — Develop emotional intelligence at work and strengthen the skills and attitudes that build resiliency.
- Effective Communication and Productive Conversations — Apply active listening, inquiry, and advocacy to build trusting relationships and manage healthy tension.
Leading Others Series
- Maintaining Employee Engagement — Adapt your leadership style to employee needs, knowing when to be directive and when to be supportive.
- Building Cohesive Teams — Understand others’ drivers to rely effectively on their integrity, ability, and character.
- Delegating Work Effectively — Learn delegation strategies that demonstrate emotional intelligence, establish clear communication, and develop your team.
- Navigating Conflict Effectively — Build healthy conflict skills by learning to recognize, manage, and address it.
- Delivering Constructive Feedback — Deliver feedback that works by setting the stage, checking yourself, and following the process.
- Working and Managing in a Virtual Workplace — Navigate remote work challenges, build trust and connection, and facilitate productive virtual collaboration.
- Creating an Inclusive Culture — Cultivate an environment where everyone feels valued, respected, and empowered to contribute their perspectives and talents.
Additional Courses
- Discovering Your Strengths — Identify your unique strengths through the power of behavior and relate them directly to your success.
- Cybersecurity: Protecting Yourself and Your Organization — Better protect your data, devices, and physical locations from cybersecurity attacks.
Getting Started
Generative AI Skills & Soft Skills | LearnKey 2026 Edge
Competitive Edge in 2026: Learning Generative AI, Developing Soft Skills, and now more than ever, learn how to Learn Online.
In today’s world, Industry certifications show employers you have real, validated skills—not just experience. When paired with career-ready skills like communication, adaptability, AI, and accountability, they help you stand out, stay competitive, and step into opportunities with confidence.
The future belongs to people with excellent soft skills and strong practical AI knowledge. That is why LearnKey invested in our LIFT UP Professional Development Series, which is perfect for online learning and complements certification-based training. Two parts focus on Leading Myself and Leading Others. Ideal for both developing leaders and experts/SMEs.
Here is the reality sixty-six (66) percent of hiring leaders said they would not hire someone without generative AI skills. And, entry-level jobs aren’t disappearing. People still need a way into the workforce. If you learn these skills, then thanks to AI, you can enter with high-level technical capabilities and low-level soft skills, unless you intentionally develop them.
That is why you just need to shift your focus. That means building the skills that will differentiate you: clear communication, taking initiative, Team collaboration, a Strong work ethic, critical thinking, and some level of experience in basic project management.
Why Soft Skills Drive Career Advancement
Soft skills are not “nice-to-have” traits. They are performance multipliers.Research from Harvard and the Carnegie Foundation suggests that up to 85% of career success can be attributed to interpersonal and professional skills, while only 15% is linked directly to technical knowledge.
The Most Overlooked Skill: Learning How to Learn Online
- Industry certifications
- Corporate training
- Career transitions
- Workforce reskilling
- Continuing education
- Setting structured study schedules
- Blocking distractions
- Practicing active recall
- Reviewing strategically
- Managing digital tools efficiently
- Holding yourself accountable
Learning Agility Is the New Job Security
- Quickly acquiring new skills
- Applying feedback effectively
- Embracing new technologies
- Remaining curious
- Staying comfortable with change
Value of Industry Certifications | LearnKey Training Programs
2026 Spotlight: The Value of Industry Certifications in Today’s Skills-Based Economy
In today’s fast-changing workforce, the value of industry certifications has never been more critical. As technology evolves faster than traditional education can keep pace, employers are increasingly relying on certification programs to validate fundamental skills and identify job-ready candidates. For learners, especially high school graduates, young adults, and career changers, industry certifications offer a direct and trusted path into high-demand careers. This trend is expected to continue in 2026, as the value of skills-based certifications is on the rise.
At LearnKey, our mission is to deliver world-class training that helps people achieve industry-recognized certifications and the opportunities that come with them. In 2025, our blog content primarily focused on preparing learners for certification-based roles in over twenty different certification pathways. This emphasis reflects a powerful trend shaping the global workforce: certifications are becoming essential currency in the job market.
This article explores why industry certifications matter, how they help close the skills gap, and how LearnKey’s long-standing partnership with Certiport empowers young adults to gain the certifications they need to succeed.
Industry Certifications Are Now a Core Part of Career Success
The rise of skills-based hiring is reshaping the employment landscape. Companies are placing less weight on traditional degrees and more weight on verified competencies, especially in technology-driven roles. Industry certifications provide a reliable means for employers to verify that an applicant has acquired the necessary skills for a particular position.
This shift became a significant theme in LearnKey’s 2025 blog posts. Whether we were discussing IT support roles, cybersecurity pathways, QuickBooks Online Version 4, Adobe design skills, or our broader Upskill Academy programs, the message was consistent: certifications are becoming the foundation of modern career development.
Industry certifications offer several significant advantages:
1. Certifications Prove Real Skills
Unlike degrees, which can vary widely in curriculum and instruction, certifications are standardized. A Microsoft Office Specialist certification means the same thing whether earned in Utah, India, Brazil, or the UK. Employers trust these credentials because they are measurable, repeatable, and verified through an examination.
2. Certifications Shorten the Path to Employability
Many young adults lack the time or financial resources to pursue multi-year education programs. Certifications provide a faster route—weeks or months, rather than years—to job readiness.
3. Certifications Boost Earning Potential
Across fields such as IT, accounting, cybersecurity, and design, certified workers often earn significantly more than their non-certified peers. In 2025, LearnKey highlighted multiple student success stories and new pathway updates showing how certifications led to promotions, salary increases, and career transitions.
4. Certifications Build Confidence
For many learners, especially those entering the workforce for the first time, earning a certification creates a sense of accomplishment and momentum. It signals that they belong in professional environments and are capable of achieving more.
The Youth Skills Gap Makes Certifications Essential
To understand the growing urgency behind certifications, it is essential to examine the broader labor landscape. Pearson VUE, parent company of Certiport, recently published a powerful article titled “Empowering Young People to Bridge the Skills Gap.”
The article highlights a global truth:
Young people no longer feel adequately prepared for the workforce, and employers are increasingly uncertain about their ability to hire effectively.
Several factors drive this widening gap:
- Technology is advancing at a pace that schools can’t always keep up with.
- Employers want hands-on skills, not just theoretical knowledge.
- Many students graduate without exposure to real-world tools and workflows.
- Economic pressures demand faster, more flexible ways to gain skills.
Industry certifications are emerging as one of the most effective solutions.
Why Certifications Close the Skills Gap
Pearson VUE’s research indicates that young adults are increasingly seeking training that directly connects to job opportunities. Certifications support that by:
- Providing structured skill development
- Offering automated feedback through practice tools (like GMetrix)
- Aligning with real workforce needs
- Building digital and technical readiness
- Giving learners globally recognized proof of what they can do
This aligns perfectly with LearnKey’s 2025 blog series on certification-focused pathways. Whether discussing IT Support Specialist roles, cybersecurity technician training, or QuickBooks proficiency, our message has remained consistent: certifications help learners bridge the gap between education and employment.
The LearnKey + Certiport Partnership: A Timeline of Impact
LearnKey’s commitment to helping students earn industry certifications goes back decades, but a key milestone occurred in 2016. That year, LearnKey announced its partnership with GMetrix and Certiport, a Pearson Vue-owned company known for its industry-leading performance-based testing tools. The announcement marked the beginning of a productive collaboration focused on helping students and workforce learners prepare and pass Certiport exams.
This partnership created significant advantages:
1. Integration of Practice Exams with Course Training
Learners using LearnKey courses gained access to GMetrix practice tests, which allowed them to prepare for the real certification exam in an environment that felt authentic and familiar.
2. Better Outcomes Through Realistic Readiness
Practice tests simulate actual exam conditions, helping students understand the timing, question formats, and skills-based tasks they will encounter during the actual exam.
3. Expansion of Certification Offerings
The partnership helped LearnKey expand into key Certiport credentials, including:
- Microsoft Office Specialist (MOS)
- QuickBooks Online
- Adobe Certified Professional
- IC3 Digital Literacy
- IT Specialist certifications
- Autodesk certifications
4. Scaled Access for Schools and Workforce Programs
Together, LearnKey and Certiport have empowered thousands of learners, especially young adults, to acquire digital, business, and technical skills, as well as certifications.
This partnership continues to evolve, remaining one of the strongest foundations of LearnKey’s impact on the global workforce.
Certifications in LearnKey’s 2025 Blog Themes
LearnKey’s 2025 blogs repeatedly emphasized the importance of certification-centered learning. Several themes emerged across the year:
1. Career Pathways Built Around Certifications
LearnKey published updated guidance on IT support pathways, cybersecurity career steps, and business administration training—all of which incorporate certifications at each milestone.
2. Digital Literacy and Software Proficiency
Our 2025 blog posts highlighted training for QuickBooks Online Version 4, Microsoft Office apps, and Adobe Illustrator. These certifications help learners compete for administrative, accounting, graphic design, and office roles.
3. Job Readiness Through Cert Prep
Blogs published in 2025 discussed the importance of mock exams, skill-building exercises, and aligning training with national standards—all essential for passing certification exams.
4. The Role of Practice Testing
We highlighted the role of performance-based practice tools (including GMetrix) as essential for student success, particularly in MOS, Adobe, and QuickBooks certification prep.
5. Empowering First-Time Job Seekers
Several articles explored topics like communication, professionalism, and adaptability—critical soft skills that complement technical certifications.
These blogs formed the foundation of LearnKey’s workforce development message in 2025: certifications empower learners, create opportunities, and lead to hiring success.
Hiring managers know certified employees require less training and onboard faster, making them highly desirable
As we look forward, the value of industry certifications is expected to continue accelerating for several reasons.
Technology Will Never Slow Down
AI, automation, cybersecurity, cloud computing, and software ecosystems are advancing rapidly. Certifications will remain key for verifying up-to-date skills.
Skills-Based Hiring Is Here to Stay
More companies are adopting hiring models that prioritize skill demonstrations over formal degrees. Certifications fit perfectly into this shift.
Certifications Are Becoming Global Standards
Certiport, CompTIA, Adobe, Microsoft, and other leaders have made certifications truly global. A credential earned in one country is recognized worldwide.
Learners Want Faster, Flexible Education Options
Certifications provide structure without forcing learners into multi-year programs. This flexibility attracts career changers, students, and working adults alike.
Employers Use Certifications to Reduce Hiring Risk
Hiring managers know certified employees require less training and onboard faster, making them highly desirable.
How LearnKey Supports Students Through Certification Success
LearnKey’s certification training programs are designed to help students succeed from start to finish.
We focus on:
1. Beginner-Friendly Lessons
Even complex concepts, such as networking, cybersecurity, or financial analysis, are broken down into simple modules.
2. Real Practice
With Interactive-based labs, hands-on activities, and GMetrix practice tests, students build fundamental skills.
3. Career Pathways
We provide students with recommended sequences of courses, strengthening their journey from first skill to their first job.
4. Employability Training
LearnKey’s workforce readiness resources help students prepare for interviews, create résumés, and develop soft skills.
5. Certification-Driven Course Design
Every course is aligned to an official exam blueprint, ensuring learners are prepared for exactly what they’ll see on test day.
Conclusion: Certifications Open Doors for Learners Everywhere
Industry certifications change lives. They help people launch new careers, earn higher wages, gain confidence, and stay relevant in an evolving workforce. LearnKey’s long-standing partnership with Certiport and GMetrix strengthens our ability to deliver top-quality certification preparation to learners worldwide. As reflected in our 2025 blogs and Pearson VUE’s research, certifications are essential tools for closing the skills gap and empowering young adults to succeed.
Whether someone is entering the workforce for the first time or preparing for a career change, certifications offer a clear, proven, and globally recognized pathway to opportunity.
How Online Courses at LearnKey Shape the Future Workforce
Online courses offer increased accessibility, flexibility, and innovative learning methods, significantly influencing the workforce’s future. LearnKey provides exceptional online courses that shape the future workforce by making education more accessible and tailored to individual needs.
Accessibility and Flexibility in Online Courses
LearnKey’s online courses provide learning opportunities to individuals regardless of location, enabling them to balance their education with personal and professional commitments. This flexibility is particularly beneficial for working professionals seeking to advance their skills without disrupting their careers. With 24/7 access to course materials, students can learn independently, fitting their studies around work, family, and other responsibilities.
Moreover, LearnKey’s online courses break down geographical barriers, allowing students from remote or underserved areas to access quality education that would otherwise be unavailable. This democratization of education helps bridge the gap between different socio-economic groups, allowing everyone to improve their qualifications and career prospects. By offering a wide range of programs and courses, LearnKey ensures learners can find something that matches their interests and career goals, regardless of location.
Additionally, the asynchronous nature of many online courses means that students can engage with the material at their earliest convenience. This flexibility accommodates different learning styles and speeds and makes it easier for students to manage their time effectively. The ability to revisit lectures and materials as needed further enhances the learning experience, ensuring that all students have the support they need to succeed.
Personalized Learning Through Online Courses
With the help of Artificial Intelligence, ChatGPT, and machine learning, LearnKey’s online courses offer personalized learning experiences tailored to individual needs. This approach enhances learning by focusing on each student’s strengths and weaknesses, leading to more effective outcomes. For example, adaptive learning technologies can analyze a student’s performance and adjust the difficulty of tasks accordingly, ensuring that each learner is challenged just enough to keep them engaged without becoming overwhelmed.
Furthermore, personalized learning paths can be created based on a student’s career goals and interests. This customization allows students to focus on acquiring the specific skills and knowledge they need to advance in their chosen fields. By providing targeted support and resources, LearnKey helps students stay motivated and make steady progress toward their objectives. This individualized approach is particularly beneficial for learners who struggle in traditional classroom settings, as it allows them to receive the attention and support they need to thrive.
Additionally, personalized feedback from instructors and automated systems helps students understand their progress and identify areas for improvement. Regular assessments and performance analytics provide valuable insights, enabling students to track their development and adjust their study strategies as needed. This continuous feedback loop fosters a growth mindset, encouraging students to participate in their education and strive for excellence actively.
Skill Development Through Online Courses
LearnKey’s online courses often emphasize practical skills directly applicable to the workplace. This focus on relevant, job-specific skills helps bridge the gap between education and employment, preparing learners for the demands of the modern workforce. For instance, many online programs include project-based learning, internships, and real-world simulations, giving students hands-on experience in their fields of study. These opportunities allow learners to apply theoretical knowledge in practical contexts, enhancing their problem-solving and critical-thinking abilities.
Moreover, LearnKey frequently collaborates with industry professionals to develop and update curricula. This ensures that the skills taught align with current industry standards and demands. By staying abreast of technological advancements and market trends, LearnKey equips students with the latest tools and techniques needed to succeed in their careers. This alignment with the industry makes graduates more employable and helps them transition smoothly into their professional roles.
Additionally, the diverse range of online courses allows learners to acquire interdisciplinary skills that are increasingly valued in today’s job market. For example, a business student might also take data analytics or digital marketing courses, broadening their skill set and enhancing their versatility. This ability to tailor one’s education to include a mix of technical and soft skills is a significant advantage of LearnKey’s online courses, as it prepares students for various roles and career paths.
Collaboration and Networking in Online Courses
Harvard Business School Online shared five (5) benefits to an online learning community and how it is important to a student’s success. Virtual classrooms facilitate collaboration and networking among students from diverse backgrounds. These interactions help students build professional networks and develop soft skills such as communication, teamwork, and cultural awareness, which are essential in today’s globalized job market. Online forums, group projects, and live discussions create opportunities for learners to connect with peers and instructors, fostering a sense of community and shared learning.
Furthermore, the global reach of LearnKey’s online courses means that students can collaborate with individuals from different countries and cultures. This exposure to diverse perspectives enhances their understanding of international issues and prepares them for working in multicultural environments. Students develop empathy, adaptability, and a broader worldview by engaging in cross-cultural exchanges, crucial attributes in a globalized workforce.
In addition, many online education platforms offer networking events, webinars, and mentorship programs that connect students with industry professionals and alums. These opportunities allow learners to gain insights from experienced practitioners, seek advice on career development, and expand their professional networks. Building these connections can lead to job opportunities, internships, and collaborations that enhance students’ career prospects and professional growth.
Cost-Effectiveness of Online Courses
LearnKey’s online courses are generally more affordable than traditional on-campus programs. They eliminate the need for commuting and on-campus housing, making higher education more accessible to a broader audience. The cost savings associated with online learning can substantially reduce financial barriers and enable more people to pursue their educational goals. Additionally, many online programs offer flexible payment plans, scholarships, and financial aid options to further ease students’ financial burden.
Moreover, the scalability of online courses allows institutions to reach more students without physical infrastructure limitations. This efficiency translates into lower tuition fees and administrative costs, making quality education more affordable. By leveraging digital resources and technology, LearnKey can offer high-quality instruction at a fraction of the cost of traditional education models.
Furthermore, LearnKey’s online courses are cost-effective beyond tuition fees. Students can save money on textbooks and course materials, as many online programs utilize digital resources often available at little or no cost. Additionally, the ability to study from home reduces expenses related to transportation, meals, and other incidental costs. This affordability makes online education an attractive option for individuals seeking to improve their qualifications without incurring significant debt.
Lifelong Learning Through Online Courses
The rapidly changing job market requires continuous skill development. LearnKey’s online courses support lifelong learning by offering various courses that allow individuals to upskill and reskill throughout their careers. This adaptability is crucial for staying competitive in the workforce. With the ability to take classes on demand, professionals can quickly acquire new skills in response to emerging trends and technologies, ensuring they remain relevant and valuable to employers.
Moreover, LearnKey’s online courses are flexible and ideal for lifelong learners who must balance their studies with other commitments. Whether pursuing a new hobby, exploring a different field, or seeking to advance in their current career, individuals can find online courses that fit their schedules and learning preferences. This continuous access to education empowers people to take control of their professional development and pursue their passions.
Many online platforms offer micro-credentials, certificates, and professional development courses that provide tangible proof of new skills and knowledge. These credentials can be added to resumes and LinkedIn profiles, showcasing a commitment to ongoing learning and career growth. By engaging in lifelong learning through LearnKey’s online courses, individuals demonstrate their dedication to self-improvement and readiness to adapt to the evolving demands of the job market.
Innovative Technologies in Online Courses
Technologies like Virtual Reality (VR) and Augmented Reality (AR) are integrated into LearnKey’s online courses, providing immersive learning experiences. These technologies allow students to engage with complex concepts more interactively and engagingly, enhancing their understanding and retention of information. For example, VR can simulate real-world scenarios, allowing students to practice skills and solve problems in a safe, controlled environment.
Furthermore, AR can overlay digital information onto the physical world, creating interactive learning experiences that blend the virtual and real. This technology can visualize complex data, conduct virtual labs, and provide step-by-step instructions for hands-on tasks. By incorporating VR and AR into their curricula, LearnKey’s online courses offer more dynamic and engaging learning experiences that cater to different learning styles.
In addition, using AI and machine learning in LearnKey’s online courses enables the development of intelligent tutoring systems that provide personalized support and feedback. These systems can adapt to each student’s learning pace and style, offering customized recommendations and resources. The integration of these advanced technologies not only enhances the quality of online education but also prepares students for the tech-driven future of the workforce.
Global Reach of Online Courses
LearnKey’s online courses have a global reach, allowing institutions to attract a diverse student body worldwide. This diversity enriches the learning experience by exposing students to different perspectives and cultures, fostering a more inclusive educational environment. By learning alongside peers from various backgrounds, students develop a deeper understanding of global issues and cultural differences, essential skills in today’s interconnected world.
Moreover, the global reach of LearnKey’s online courses creates opportunities for international collaboration and exchange. Students can participate in virtual study groups, joint projects, and cross-border discussions, gaining insights from their peers’ unique experiences and viewpoints. These interactions help build a global network of contacts that can be valuable for future career opportunities and collaborations.
Additionally, LearnKey’s online courses enable institutions to offer specialized programs and courses that cater to the needs of international students. By addressing regional and global challenges, these programs prepare students to tackle complex issues and contribute to their communities. Accessing quality education from renowned institutions worldwide further enhances the appeal of online learning, making it a powerful tool for fostering global understanding and cooperation.
In summary, LearnKey’s online courses are transforming the future workforce by making education more accessible, personalized, and relevant to the needs of the modern job market. They offer programs tailored to different professional needs, particularly IT and business skills. The courses are designed to be engaging and interactive, providing practical knowledge and hands-on experience.
Do Certifications Still Matter In a Post-Pandemic World?
In a word, yes. Though technology and markets have changed, and attitudes toward working at home vs. working in an office vs. working on an island with a satellite… OK, I’m getting carried away here, but certifications still matter. Our CEO, Jeff Coruccini, outlined this in a blog post at the beginning of the year, but let me add some statistics here about certifications themselves:
According to CompTIA, the certification body for A+, Network+, and Security+, three industry-leading certifications, 96 percent of human resource managers use IT certifications as part of the screening process for candidates. 96 percent; that’s 24 out of every 25 human resource managers. According to Coursera, 59 percent of cybersecurity jobs require at least one related certification.
But lest you think these percentages are limited to IT jobs, consider this. According to Indeed, 62 percent of those surveyed for QuickBooks positions indicated they got a higher starting salary because they obtained a QuickBooks certification. And let me share a personal anecdote. My first IT training full-time position was at a hospital. I had Microsoft Office Suite (MOS) certifications; those certifications put me at the high end of the starting salary range, a full 25% higher than if I had not obtained those certifications.
Certifications are more than proof that one has expertise in the certification earned. They also prove several characteristics that make for an outstanding employee:
- A willingness to learn, often in a very compact amount of time
- The ability to study and research
- The fortitude to finish a project from start to finish
- The ability to succeed on a task after not succeeding. In this context, that would mean retaking an exam if one does not pass on the first attempt (it happens to the best of us)
So, which IT certifications are most important for those starting an IT career? This article from Coursera lists the top 10 IT certifications in 2023, and we have courses for six of the top seven certifications on the list. If you are looking at an IT career path and have not started the journey of obtaining any certifications, consider this an invitation to do so. I’ll be rooting for your success down your chosen path.
Veteran Testimonial – Tristan Roberts
When my friend Joe talks about his time in the Army, he’s told me that he misses “that feeling of brotherhood.” While I’ve never served in the military, I have an incredibly close relationship with my family and remember how alone and cut off I often felt from their care, direction, and loyalty during the year I lived abroad after college.
After I came home and started working as a Veteran Services Rep, I was struck by the loyalty and caring that I saw demonstrated so often at LearnKey. I loved (and still love) listening in on the other LKVS ladies and hearing them talking about their vets’ successes. I loved (and still love) that in our weekly meetings we all (and by “we all” I mean the advisors, the VSRs, the Know Your Talents team, Jeff Coruccini and our awesome tutor Tristan) celebrate together whenever a veteran earns a certification, gets a job interview, or finishes their program with us. Most of all I loved—and love—that when we announce our vets’ successes, we say all their names instead of giving the group a number.
Tristan in particular continues to impress me with his efforts on our veterans’ behalf. When I met Tristan and put a face to the voice on the speakerphone, my initial impression was that he was just as mellow and calm in person as he was on the phone. Now that I’m starting to direct the veterans I assist to him for tutoring help, I really respect the way Tristan reaches out so quickly, offers his help and is always working to create more study materials.
Watching Tristan’s testimonial about the Blue Ocean program and looking back on my earliest days at LearnKey was a powerful reminder for me that OUR end goal here will never be racking up certifications, program completions, or even job placements. We’re here to give people the chance to build on the values they lived through their service to our country and to be the loyal, caring support system that they deserve.
This is Jenna’s debut LearnKey blog post! She has been a Veteran Services Rep with us for four awesome months. Jenna loves theatre, smoothies, her husband, and being asked about her year teaching English in China!
8 LearnKey Career Paths That Will Increase Your Yearly Income
According to the United States Census Bureau, the median household income in 2013 in the United States was $51,939. While this was a slight rise from the previous year, 2010 and 2011 both saw significant declines in the median household income. 2014 saw the median income rise to levels more consistent with those in 2010, but they are still significantly lower than in 2009.
Household income levels are related to the rise and fall in the economy, but there are steps that can be taken to see an increase in income during hard economic times. LearnKey has designed a series of training bundles to help job seekers prepare for careers that will continue to be in demand, even when the economy is poor. Here are eight of LearnKey’s career paths which have the highest potential to raise your salary above the median household income:
Accounting and Finance
Accounting and finance workers are responsible for financial documents, forecasts, reports, direct investment activities, financial analysis strategies, balance sheets, loans, payroll, auditing, bookkeeping and other financial transactions. Knowledge of computer programs is essential in today’s market. Individuals in the accounting and finance role need to keep up-to-date on the latest technology in order to increase the efficiency of their firms financial operations.
- Median Pay: $61,000-$64,000 per year
- Minimum Education: Industry Certifications (CPA or CMA) or Bachelor’s Degree (recommended not required)
- Careers available in many industries (hospitality, corporate, government, etc)
Business Management
Business managers perform a broad range of duties in virtually every sector of the economy. Generally management roles are split into two levels, first-line managers and mid-level managers. First-line managers directly supervise a staff that performs various support services. Mid-level managers develop departmental plans, set goals, deadlines, implement procedures to improve productivity and customer service, and define the responsibilities of supervisory-level managers.
- Median Pay: $78,000-$81,000 per year
- Minimum Education: Industry Certifications or Bachelor’s Degree
- Careers available in many industries (information technology, administrative, financial, purchasing, and human resources)
- Should maintain and enhance skills in team building, leadership, and workplace law to maintain a competitive edge within company
Computer Security Specialist
A computer security specialist’s main responsibility is to ensure the security, integrity, and safety of an organization’s data. Individuals should have specific knowledge on wireless networking, cyber-space management and adapt their knowledge to stay ahead of cyber-attacks.
- Median Pay: $75,000-$86,000 per year
- Minimum Education: Industry Certifications or Associate’s Degree
- Careers available in many industries (government, retail, manufacturing, data processing, and other information industries)
Computer Systems Analyst
A computer systems analyst determines which type of computer system will best serve the needs of a business or organization, by helping them run more efficiently. This position requires the ability to focus on more than a single project. At times a computer systems analyst may be required to work on multiple projects at one time. Computer systems analysts will often work with the managers of different departments to determine what technology and computer systems are needed.
- Median Pay: $71,000-$81,000 per year
- Minimum Education: Industry Certifications or Bachelor’s Degree
- Careers available in many industries (computer systems, insurance, banks, and hospitals)
Database Administrator
A database administrator determines ways to organize and store data using database management system software. They identify user requirements, test and set up databases, and coordinate modifications to the systems. A database administrator understands the platform on which the database runs, ensures data integrity, backs up systems, and manages the performance of systems. A database administrator ensures that users have access to the data they need and keep data safe from unauthorized access.
- Median Pay: $73,000-$77,000 per year
- Minimum Education: Industry Certifications or Bachelor’s Degree
- Careers available in many industries (computer systems, insurance, banks, and hospitals)
IT Network or System Administrator
IT network or system administrators are tech savvy experts, responsible to ensure the day-to-day efficient use of networks and systems within a company or organization. This position requires an individual to be knowledgeable with cyber-security practices, to protect a business’s important information.
- Median Pay: $69,000-$71,000 per year
- Minimum Education: Industry Certifications or Associate’s Degree
- Careers available in many industries (government, retail, manufacturing, data processing, and other information industries)
Software Developer
Software developers are responsible for developing applications for computers and other devices that allow people to perform a specific task. They also design systems that are used to control networks or run various devices. Developers work closely with customers to ensure that their needs are understood and will work through any complaints. A developer is responsible for any upgrades and maintenance to a program.
- Median Pay: $90,000-$93,000 per year
- Minimum Education: Industry Certifications or Bachelor’s Degree
- Careers available in many industries
Web Developer
Web designers create, design, develop, and maintain websites using authoring and scripting languages, create content and digital media, and employ standards and technologies for both business-to-business and business-to-consumer e-commerce websites. Along with the look of a website, a developer is also responsible for the technical aspects and content of a site.
- Median Pay: $60,000-$63,000 per year
- Minimum Education: Industry Certifications or Bachelor’s Degree
Income and education information courtesy of the Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, 2014-15 Edition. Accessed March 2014.
3 Tips for Surviving Company Rightsizing
Author’s Note: This post is based on an article which appeared in the May/June 2009 edition of the LearnKey newsletter.
In order to survive the always-changing face of business, all companies must go through a series of corporate “rightsizing” at various points in their lifecycle. Often, employees are laid off or transferred to support the new structure and goals of the company.
When a company goes through rightsizing, it’s often difficult to know if your job is safe or if you will get handed the dreaded pink slip. These three tips can help prepare you to survive the changes your company is going through:
- Become More Efficient. Companies are always looking for ways to cut costs and one area that often gets cut is employees. This often means more things need to be done in the same amount of time with fewer people than before. Learning to work more efficiently can help to set you apart from your coworkers. When you can do the work of two people in the same amount of time, your value will be much higher than those who can’t.
- Knowledge is Power. A key feature of the changing face of business is expecting employees to not only be good at the job they were hired for, but to be flexible enough to take on other responsibilities as needed. In the time I’ve been with LearnKey I have held several different positions, and occasionally been asked to assist others with tasks in which I had little to no previous experience. Gaining more knowledge, whether through books, online learning, or seminars, can help you to adapt to whatever situation you find yourself in.
- Continue Your Education. Take it upon yourself to learn the new things you need to learn – even if your company can’t compensate you. Buy products to help get you where you want to be and invest in your future. Set goals and hold yourself accountable for the outcomes.
As a learning company, LearnKey has a wide variety of training courses to help you learn the things you need to know to survive your company’s rightsizing. If you want to communicate your ideas and demonstrate your importance to the company, you will also benefit from our personal productivity courses. See our Course List for details.
LearnKey Veteran Services Blue Ocean Program
Summer 2014 has brought some great changes to our LearnKey Veteran Services team. Our team has been filled with committed and excited members who have a strong desire to provide the best service and learning experience to the Veterans in our program. To assist the team in providing the best service, we created the Student Resource Center. This new page on our website has videos, links, and other information that Veterans can use as a resource as they make their way through the Blue Ocean program. Another big milestone happened this August. We had our first Veteran graduate from the Blue Ocean program. Tristan Roberts was one of the first Veterans to be accepted into the Blue Ocean program and completed with certifications in CompTIA’s A+, Net+, Security+, and in Microsoft Office Specialist’s Word, Excel, and Outlook.
One benefit of the Blue Ocean program is that when students successfully complete the program they are guaranteed a job. Tristan was offered a job at LearnKey as the newest member of the Veteran Services team. With Tristan joining the team, I wondered what exactly the Veteran Services Team did to get Tristan to this point. So I spoke with Brian Tremelling and Seth Boyack, two people who were instrumental to Tristan’s success. See what they had to say below:
Brian Tremelling | Veteran & Vocational Rehabilitation Advisor – Tristan was one of the very first to be accepted into our new Blue Ocean program. The Blue Ocean terminology simply implies big, as in big opportunity for our students. Tristan’s program included IT certifications like CompTIA’s A+, Network+, and Security+. It also included certifications in Microsoft Office, and education modules designed to help with interviews, resumes, and other skills that employers are looking for. Many people would think that having these types of credentials would be enough to launch anyone in their career. Unfortunately, work experience is the missing element whenever a student gets a new credential. The great thing about those who get accepted into our new Blue Ocean program is the fact that those who successfully complete the program have the opportunity to work with LearnKey and gain that work experience that they are lacking. Tristan is the first of many students who will accept full-time work with us as a way to begin their new career.
Seth Boyack | Veteran & Vocational Rehabilitation Advisor – When I originally spoke with Tristan prior to him being accepted into LearnKey’s Blue Ocean program I could tell right away that he was motivated and hungry for such an amazing opportunity. Upon enrolling, Tristan shot out of the gate with the dedication necessary to find success. LearnKey teaches students with various learning styles; some students require more direction and others are able to move through our program without a lot of management. Tristan was the latter. Tristan and I would communicate on a monthly basis mainly for check-ins and progress reports. One of the major reasons Tristan saw so much success was directly correlated with the open line of communication we had together. Tristan’s program wasn’t perfectly smooth; there were times when he’d have to travel a couple hours to a testing center in order to sit for his certification and another time where he failed one of his exams on the first attempt. These bumps in the road proved to be pivotal. Not only did they continue to reconfirm Tristan’s drive to successfully complete the program, but it also gave Tristan and me an opportunity to work as a team and come up with the best solution possible. Tristan knew that he could trust what I said I was going to do and I knew that I could trust Tristan to deliver on his end as well; this mutual trust and the ability to have open communication is the crux of the Veteran Service Advisor and their student. No matter how you slice it or what educational path you go down, school is challenging. What LearnKey aims to do is provide students with a detailed career track, the education necessary to successfully complete the training, and a team whose sole responsibility is to make sure our students are successful. Attention to detail is what students need whether you’re learning on a campus or doing so in the comfort of your home.