Is microlearning a good fit for your organization's training programs?
Content Development
There exists a simple but insightful truth about the learning process: If it's not fun, people won't do it. If it's not fun and they do it anyway, it's not likely to stick.
By understanding the human brain, learning leaders can help their organizations drive meaningful behavioral change.
It is a known reality that learners are diverse, so why not capitalize on one of the critical elements of diversity: varied backgrounds, especially professional experience, even if the experience is in various industries.
Training once a month or once a quarter will not work. Many organizations need more employees to be trained daily. However, getting employees to learn daily is easier said than done.
To give your training any chance of being successful, you must prove genuine relevancy. And there is only one way to do that — through a performance diagnostics process.
Studies also show that one-to-one learning promotes greater learning, increased motivation, and also enhances persistence, retention and degree attainment.
How does any company, especially one in a heavily regulated industry, promote an environment where individuals are motivated to perform well?
This topic is proudly sponsored by
