For learning professionals, the remote work trend means that some of our favorite tried-and-true training methodologies aren’t as feasible. How can we design compelling and engaging training programs for the large number of remote workers?
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Cognitive psychology and developmental neuroscience continue to prove that humans learn best when a story is involved. The learning and development industry is adopting this new tool and methodology — but perhaps not to its fullest potential.
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.
Mastery goals are continuous goals with no end, while performance goals have fixed outcomes. Mastery goals are motiving, but they require the right learning environment — which is where the TARGET framework comes in.
In the learning and development (L&D) context, inclusive design ensures that people benefit from richer, deeper learning experiences. These experiences, in turn, lead to greater organizational inclusivity and, ultimately, effectiveness.
Just when we’ve absorbed everything we need to know to develop effective training for millennials, along comes a new demographic joining the workforce. For the last of the baby boomers, recent hires are not their children but their grandchildren.
Learning is a complex activity that can be influenced by a number of factors. The principles of social learning help instructional designers — whether they are designing for in-class delivery or distance learning — ensure that learning happens efficiently.
Welcome to the age of big data. You tap a feature, and it is bookmarked. You tap many more, and you have a personalized set of information aligned to your preferences. What if learning were this personalized and easy?
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