Learning leaders should not underestimate design thinking’s potential to creatively and rapidly meet the needs of their learners.
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I used to struggle with finding a workable solution for updating our online training courses and found that the best approach was to dig into the numbers and use data.
No doubt, in 2020, we will continue to use virtual reality simulations, interactive videos, mobile learning, gamification and other technology. But consider the benefits face-to-face, instructor-led training present to your learners.
Have you ever participated in a learning experience that caused you to struggle to connect to the purpose? Maybe you’ve walked into training and thought, “I’ve seen this model used before!” Here are three keys to create engaging learning...
While lesson planning takes more time and effort to prepare them during the development process, it is a worthwhile investment. It solidifies the structure of the course and confirms what you need to create a successful learning experience.
AGES tells us that learners need to be attentive, share their original insights, establish an emotional connection to the material, and have the necessary space to sort it all out. AGES helps us avoid subjecting learners to cognitive overload.
We all know that, even with the best training, learning isn’t always applied back on the job. An investigative approach can help us expand our skill set and ensure that learning is a success for learners and companies.
Training delivery has grown from traditional, in-class, instructor-led courses to dynamic, agile learning methods that encompass webinar, VR and AI models. These changes mean that instructors are now students on a journey to prepare for the future.
Game-based training makes learning more enjoyable — but it’s also specifically designed to get employees job-ready in less time. Here are three ways that game-based training improves learning outcomes.