Encouraging learners to manage their own learning journey is a growing challenge. If you’ve ever created a non-mandatory course and then sighed in disappointment when registration was low, marketing your offering may be the solution.
We are living through a breathtaking explosion of research into the neuroscience of learning. If we were to create education as a new discipline today, there is no doubt that we would do so based on the foundational principles of cognitive science.
Evidence suggests that as popular as e-learning is, most employees still prefer good old-fashioned face-to-face learning. It’s not as convenient as an app on a phone, but it sure has a greater chance of making a difference in employee’s lives.
Whether you’ve been aware of it or not, you have likely experienced seductive details at some point in your educational or professional training experience. In fact, you may currently have them in your own training programs without even realizing it!
Organizations are actively seeking more modern training delivery methods for maximum content and training retention by incorporating online courses into their training regimen. But moving training online is only the first step to content modernization.
Successful learning content creation starts with you. You’ll have to wear many hats in order to create a comprehensive learning program for employees. Here are three steps to creating content for training courses that will generate the best results.
Learning delivery models should be in line with their unique needs and avoid the assumption that just because a methodology is a buzzword, it actually works. Let’s dive deeper into the core elements of an effective training strategy.
When you’re looking for an effective training program that creates behavior change, delivers business results, is cost-effective and is sensitive to your learners’ busy schedules, the best approach is blended learning.
Distractions are a major concern in our hyper-connected world. It’s critical to find new and innovative solutions to make a learning journey entertaining, memorable and personalized. Interactivity can enable this transformation.
A well-written learning and development (L&D) plan is great, but execution and delivery is everything — and it’s where many training programs fail. As training professionals know, there are infinite ways for programs to go off the rails.
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