This edition of our magazine explores a menu of delivery approaches that can improve the impact of many learning and development programs. There is never any confusion around the office at Training Industry that content is king, but how that content gets delivered can have a significant impact on whether learning actually happens. The great news is that there are new approaches that can help us impact the development of new and critical skills, and technology is truly becoming an enabler for corporate learning.

In this issue, we will cover the importance of using data visualization techniques, virtual and social learning and even the evolution of the classroom experience all with a focus on how skill development in the corporate context involves learning experiences. It’s exciting that we can now create learning experiences that match the nature of the learning that we seek. From knowledge transfer to true skill building, the delivery options available to us make the potential for learning even stronger.

Thinking of learning as experiences instead of courses forces us to think differently about what form the training takes. We need to consider what the learners’ experience is during the delivery of the training: What are they feeling? Where are they? Do they want to control the pace? Do they want to pick their instructors or coach? Do they want to practice on their own or in groups? The answer to these questions begin to help us develop the nature of the experience we want to create to support our learning programs.

Not to overemphasize this, but there are reasons why companies like Amazon focus so much on the user experience – they want you back! I think the same degree of focus on the learning experience can have similar impact on the frequency in which learners return to take more training. With the average tenure of employees reducing every year, anything we can do to accelerate skill development, and ultimately improve performance, will have a significant impact on the bottom line. I believe that challenging our teams to focus on the experience we want the learner to have and how the training is delivered will result in a new level of innovation when it comes to program development. This will open new opportunities to change the way our employees view the training function.

As always, we would love to hear your thoughts about the point of views shared in the magazine and any topics you would like us to tackle in future editions.

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