The landscape currently facing learning and development professionals is unprecedented in terms of the challenges and opportunities it presents. Today’s 24/7 global workforce juggles escalating demands, dwindling resources and increasingly fragmented
Features This Issue
With workforce demands increasing, it has become more difficult for employees to set aside time to focus on career development.
Employees follow the path of least resistance, and gravitate toward solutions that are quick and easy. As a result, informal options (social and on-demand learning) account for the bulk of employees’ development.
Stories are the most efficient way of storing, retrieving and conveying information. Since stories require active participation from the listener, they are the most profound social form of human interaction, communication and learning.
Every day, we use our senses and observation skills to interact with people. Touch, smell, sight, hearing and taste provide powerful ways for us to understand and navigate daily.
There are plenty of instructional design models to choose from, so why should you bother with this one? In my travels, I’ve found that many of my fellow learning professionals have difficulty demonstrating their value and the effort required to create
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Formal, classroom training is number one. According to the LinkedIn 2017 Workplace Learning Report, 78 percent of respondents said that this is the way their employees learn.
“Sit back, relax and enjoy the show,” goes the old movie trailer maxim. But, like learning professionals, creators of visual media have long struggled to eliminate the passivity of the viewing experience.
Training Industry Magazine
Perspectives and expertise for the learning leader.
Thought Leaders This Issue
This edition of our magazine explores concepts that have the potential to form the experiences we encounter during a corporate learning program. We all know and research supports that the act of doing improves our retention when learning.
After a golf lesson, my handicap dropped from 11 to 5. One piano lesson prepared me for the recital. I participated in a sales bootcamp, and now I’m trained and ready to hit the streets.
Whenever we learn, our brain changes. One powerful way to change our brains is learning by doing, or experiential learning.
Experiential learning is the process of learning through experience. It’s been around since about 350 B.C. when Aristotle wrote in the Nicomachean Ethics, "for the things we have to learn before we can do them, we learn by doing them."
Roughly 90 percent of the design efforts associated with training remain event focused. How can this be?
There are many tools and techniques at our disposal to enhance the learning experience. Each have their advantages, disadvantages and a place in education and corporate training.
Experiential learning, or learning by doing, amplifies knowledge retention by putting the learner in the center of the action – whether in the context of the workflow, a virtual simulation or working through a game-based learning scenario.
Info Exchanges This Issue
The Leadership Development Center (LDC) of the United States Coast Guard works to improve the leadership ability of all Coast Guard members. As its members increase in rank and responsibility, the LDC must fill the performance gap by helping them to better
I know you’re probably thinking “My company is based in the United States, I don’t need to offer training in multiple languages.” That may very well be the case, but:
Susan was proud to teach the flagship leadership development program that had taken so much time and effort to build. At the end of the class, she launched the company’s electronically administered, standardized post-program evaluation. And 90 days later,
At this point, it’s well established that modalities like microlearning and social learning are here to stay. Research shows that they’re effective in helping employees not only learn but retain information and skills. Another trend that’s become a reality