Being able to move beyond messaging to accomplish true behavior change is an increasingly important organizational skill.
Let’s face it: No one buys anything based on a brand’s word alone. Customer review sites have changed the way we market to consumers. What does this mean for L&D? Much like big box brands, you also deliver a product.
In today’s competitive environment, where every company is seeking its place on coveted “Best Employer” lists, creating an L&D program that speaks to your learners’ needs in a meaningful way can be a key differentiator for your organization.
Although our programs might be well received, taught using concrete learning methods and supported with practical tools to spark learners into taking action, organizations often do not see the needle move in key workplace behaviors.
While training professionals usually prefer to teach in a live classroom, the webinar is a teaching modality that’s here to stay. With the growth in distributed teams, workforces are now too spread out to have all training classes in a classroom.
One surefire way to ensure that your training event produces actionable insights in participants is to incorporate emotion. The reason movies, plays, concerts and sporting events produce such vivid memories is because of the emotions they generate.
The basic principle of overlearning is that if you do anything over and over again, it becomes part of your long-term memory. In the workplace, employees benefit from overlearning, because it makes them more reliable members of the team.
Fueled by the rise of employee engagement and employee experience as key strategic priorities for many organizations over the last several years, the learning experience has become a hot topic in training and development — and for good reason.
Ask yourself — and your stakeholders — these five basic, but essential, questions to determine what type of content your learning initiatives need to succeed.