Knowledge Doesn’t Have to Retire: TMLT’s Team of Two Built 105 Courses and Saved Almost $200K This Year

• Customer: Texas Medical Liability Trust (TMLT)

• Industry: Medical Liability Insurance 

• Challenge: TMLT wanted to capture the deep expertise of its experienced employees and free senior staff from delivering the same training again and again 

• Solution: A two-person L&D team, along with a few SMEs and department representatives, have used Litmos to build 105 courses in two years, including role-based onboarding pathways, and bringing all internal and external learning into one place 

• Outcomes: 203 hours of onboarding training time saved, learner engagement up from 57% to 70%, 90% of managers assigning courses, and $117,800 in training costs saved this year 

Inside Texas Medical Liability Trust

The mission at TMLT is simple: protect and support physicians so they can focus on their patients. Jessica Jennings, Senior Manager of Learning and Development, says TMLT’s job is “helping doctors do their job as effectively as possible with resources and services they can rely on.so that they’re not afraid to do their job.” 

It’s also the kind of place where people build long careers. “I’m not even kidding. We have people that have been here 35 years,” Jennings says. All that tenure adds up to deep expertise, and TMLT wanted to make sure every new employee could benefit from it. 

The Challenge: Sharing Deep Expertise at Scale

Medical liability insurance is complex, and so are the systems TMLT’s teams use to manage policies and serve more than 30,000 insureds. For roles like Underwriting Technician, getting fully up to speed could take six months to a year. 

Much of that know-how was shared live, one on one, one session at a time, by the people who knew it best. “There are trainings that usually our senior members would have to repeat over and over again. We don’t always have dedicated trainers,” says Rylee Grady, Learning and Development Specialist. 

TMLT saw a clear opportunity: capture that institutional knowledge in a way that lasts, prepare the next generation of employees, and give everyone a central place to learn, complete required training, and grow their careers. Employees were asking for it too, with training coming up in the company’s yearly engagement survey. 

The Solution: Litmos and the Content Authoring Tool

TMLT chose Litmos to bring all of its learning into one place. Implementation took two months, and the team credits Litmos support, from implementation through customer success, for helping them get the most out of the platform quickly. 

The biggest boost was the Litmos Content Authoring Tool (CAT). The team records subject matter experts walking through real tasks in TMLT’s systems, then adds introductions, supporting documents, and assessments. The result is a full course, not just a video. The team liked the results so much they converted every course they’d built earlier into CAT modules. “They all look professional and they all have these big beautiful images and interactive assessments in them. They’re just so much more interesting and valuable to our users,” Jennings says. 

Even the interns got creative. One built an interactive map in CAT with clickable hotspots explaining each TMLT department, plus a timeline of how the company has grown, for a course called “How Does an Insurance Company Work?” 

The Results: What a Team of Two can Build

TMLT’s L&D team is two people, Jennings and Grady, and they have plenty of help. Eleven department “gurus,” one champion in each department, meet with them monthly and contribute content from across the business, from how-to videos to risk management webinars. 

Here’s what they’ve built so far: 

• 105 courses created, capturing 69 hours of expert training that’s now available on demand 

• 5 onboarding pathways with 31 courses built around the core tasks of key roles, saving 203 hours of senior staff training time and $8,712 

• 71 hours saved from a single course. A senior manager used to deliver “MedMal 101” to new hires every quarter. Now it’s recorded once and assigned automatically 

• 4,192 course completions by September 1, on pace to pass last year’s full-year total of 5,164, for an average of 23 completions per person 

• 2,722 hours of learning completed in Litmos this year, plus 1,426 hours of external learning like conferences, webinars, and CE captured in the same place 

• $117,800 saved in training costs this year, calculated using TMLT’s average hourly wage 

• 3,853 hours of completed training from those 105 courses over the last two years 

• Learner engagement up from 57% to 70% with 90% of managers actively assigning courses 

The value goes beyond the hours. When senior people stop repeating the same session, Grady says, “that time is going towards activities that generate more business value for us.” Jennings sees it as a natural extension of TMLT’s culture of care: “This is a new way we can express that and do a better job of not wasting money, time, effort of having people repeat themselves over and over again.” 

Compliance is covered too. HR now tracks required HIPAA and anti-harassment training for every employee in Litmos, using courses like Preventing Workplace Discrimination and Harassment. 

A CEO Who Made Learning Everyone’s Goal

None of this happens without buy-in, and TMLT’s comes from the top. “Bob is totally devoted to the idea of us having a culture that highly values learning and employee development,” Jennings says of TMLT’s CEO, Bob Donohoe. Last year, every employee needed to have at least 10 hours of learning recorded in the LMS. This year it’s 15 hours, with a stretch goal of 30, and it’s tied to corporate goals that affect bonuses. Managers are required to assign at least two courses a year to each person on their team. 

The team keeps it fun. Every quarter they give awards for the most courses completed, most outside learning, and most courses assigned. This year’s contest has a very Texas prize. “We have a snow cone truck coming for the department who did the most assigning in Litmos,” Jennings says. Or as Grady sums it up: “There are snow cones at the end of it.” 

The payoff shows up where it matters. TMLT’s employee engagement rate is up 5% from 2023, and when Jennings reads the survey comments, many of them say that training has finally gotten on track. 

There are ripple effects the team didn’t plan for. Every onboarding pathway includes a “Day in the Life” course, and employees are using them to explore roles they might want to grow into. TMLT’s IT department even took some of those courses to better design systems around how each role actually works. “It’s making our departments a lot more interconnected,” Grady says. 

What’s Next for TMLT

The team is just getting started. On the roadmap: simulations and skills testing built into onboarding, checklists for trainers, onboarding pathways for departments they haven’t reached yet, and state-approved continuing education for licensed employees. They’re also keen to explore Litmos AI to speed up course creation. 

For Jennings, Litmos has been a standout. “We consider that a diamond of a partnership in a world of semi-precious LMS stones.”