Design as a mindset goes beyond creating content — it’s a way of thinking that training managers can use to improve learning solutions and make an impact.
Stanford Embark is minimizing up-front investment and uses customer feedback to guide product development and validate your business case — a playbook well worth examining!
Learning leaders should not underestimate design thinking’s potential to creatively and rapidly meet the needs of their learners.
The speed of change in our world today requires a level of adaptability for organizations that want to gain a competitive advantage.
Allen Interactions Inc., a thought leader and custom learning solutions company headquartered in Minneapolis, MN, announces today the acquisition of Problem Solutions, an information technology and services company based in Johnstown, PA.
Today, we are learner-focused, using design thinking and agile methodologies. It is an exciting time to work in learning and development, as that focus enables us to truly impact and support learners throughout their training journey — and beyond.
The five-step process known as design thinking seems like it would work for learning designers, doesn't it? Good news: It does! Let’s take a look at applying design thinking to one of your most common learning programs: new employee onboarding.
For organizations looking to future-proof and define themselves as leaders in the experience economy, innovation is the key to reinvention.
In the digital age, both employees and customers are more aware and connected and an integral part of the value chain. It is important for L&D to be up to date with market trends and disruptors to the business.
When creativity is implemented in design thinking, your instructional design team will deliver training solutions that resonate with learners and drive behavioral change and productivity that will benefit your business.