As L&D professionals, we should follow marketing’s example and create the right content for our audiences at the right time, leverage data to better understand what content is needed when and design unforgettable learning experiences along the way.
Tag: Content Development
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Many talent, HR and training functions are producing outputs that belong back in the 1980s. Change your inputs, and you change your outcomes.
The rise of e-learning has naturally led to a boom in e-learning localization services, but it is the global appeal of e-learning that makes localization not only possible but highly relevant.
One of the most interesting segments of corporate learning is the custom program or content development space. At Training Industry, we monitor this segment to understand several key elements of the everchanging corporate learning space.
Only 5 percent of learning and development (L&D) organizations excel at using data to align learning with business, according to a recent Bersin report, and 59 percent have trouble connecting learning with business outcomes.
Content is sexy, it is ubiquitous, entertaining, inspiring, engaging and available in short “nuggets.” The importance of providing excellent content to learners is no longer a nice-to-have.
Today’s business landscape includes mergers and acquisitions, financial downturns and structural realignments (among other challenges), which can create downward pressures that ultimately reach learning groups.
The day has finally come. After years of long hours and hard work building expertise and trust, you have the green light on a career-defining opportunity: you’ve been tasked with developing a mission-critical, large-scale learning program.
At 3:35 on a muggy June afternoon in 1975, Eastern Airlines Flight 66, inbound from New Orleans, joined the arrival queue for New York’s John F. Kennedy Airport. A thunderstorm was brewing, and several airplanes ahead of Eastern 66 warned of