Learners want content to be personalized, immediate and impactful, so L&D teams need to ensure that the full spectrum and complexity of the modern learner’s needs are met.
Designing Learning With Purpose In Mind
Fall 2022
Features This Issue
The truth is, the rules of learner engagement have changed, and as trainers, we need to adapt.
The flexibility of VR training can revolutionize your ability to improve your employees’ performance and engagement for the long haul.
Today’s sharply rising wages, prices and interest rates may now pressure executives to make knowledge worker productivity a top priority.
Negotiations can be a positive, collaborative process when approached with an open mindset and an understanding of the budget-holders’ perspective.
The scope and significance of the leader’s role today has expanded exponentially and continues to evolve with increasing complexity.
15 Dec 202211:00 am ET
Advertising and L&D: both want their audiences to engage with their materials, retain the information given and act on that information.
Success should be defined upfront, but often engagement is an afterthought of any learning program — so where do we start?
What is the perfect people solution to achieve optimal business performance to compensate for career opportunities tied to financial rewards?
One of the keys to create this “team of peers” to the sales organization is to leverage the right data to design, implement and refine your sales training programs.
Let’s look at two solutions that can help organizations create a culture of continuous learning with platforms that are readily available.
What's needed is an innovative new approach to conducting Level 3 evaluations. Let’s examine one Level 3 evaluation method to make evaluations more simple.
Callout
Training Industry Magazine
Best practices for developing effective training programs.
Thought Leaders This Issue
L&D's mission is to create meaningful learning experiences that spark passion, curiosity and creativity to fuel purpose-driven work.
Regardless of the path we have taken, leveraging those experiences can enhance the learning experiences we design and interact within.
Data literacy means more than the ability to analyze data. We need to be able to discover, identify, collect, process, interpret and communicate data.
D&I is everyone’s responsibility. Learning leaders should be authentic in their interactions, particularly because they are often seen as the "go-to" person for organizational challenges.
Here are three elements of that system we feel are worthy of review for anyone aspiring to establish and cultivate a work culture that meets the needs of contemporary knowledge workers.
Are our organizations just muddling through in the hope that they will survive, or are they taking advantage of these unprecedented conditions?
A sense of agency involves a feeling of control over one’s actions and their consequences. The three key features of burnout are cynicism, personal ineffectiveness and exhaustion.
Info Exchanges This Issue
Front-line workers, also referred to as deskless workers, are the “face” of an organization. They are the ones working directly with the people a company serves.
Older Articles
The global pandemic has shifted how work is done across every sector. Some organizations have successfully pivoted, others have closed, and others have even hit new heights in profitability and growth.
In three words, effective learning is continuous, immediate and self-directed, while traditional training models are discontinuous, delayed and centralized.
Managers can use their own unique personal presence to help steer their people through transitions and uncertainty.
If you lack a key objective data point in the succession planning process (like the sweetener for the pie), then the results are often poor or mediocre.
What if we had many experts in our organizations? Is it possible to build an organization where experts train others to be just like them?
Contrary to a traditional design process, design thinking focuses on framing the problem before solutions are explored.
Many L&D initiatives focus on delivery, content or even just ticking boxes. Instead focus on what the company wants — behavior change.
If environment shapes our behavior, and our behavior shapes our culture, how can we show up differently to create these small instances of connection?
What determines if an executive will sink or swim during chaotic times? The single defining characteristic of success is GRIT.
Finding out that learners loved or hated the training, overall, tells us very little about what specific improvements are warranted.