While mergers and acquisitions seem to have slowed down in April, there was still substantial activity in the training market in January, February and March.
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The best blended learning leverages the deliberate crossover of learning content between the two methods.
From transitioning to a remote workforce to converting instructor-led training to virtual delivery, learning leaders have been busy helping their organizations navigate this era of uncertainty.
When it comes to improving knowledge retention, providing learners with any opportunity to effortfully recall what they’ve learned is invariably better than providing nothing at all.
As organizations seek to pivot quickly to adapt to change, training teams need to find ways to keep up and support performance.
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.