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.
Practitioners need a way to validate ideas proposed by non-learners and to invent something new that hits the mark. Enter a new, powerful tool in the L&D toolbox: design thinking.
Cognitive psychology and developmental neuroscience continue to prove that humans learn best when a story is involved. The learning and development industry is adopting this new tool and methodology — but perhaps not to its fullest potential.
While the failure to align game design with key business goals is identified as the culprit for ineffective gamified training solutions, a root cause is the failure to integrate what we know about how the brain learns into the design of solutions.
Intrepid®, the market-leading collaborative learning platform provider, announced details of the latest enhancements to its platform. The new Intrepid features focus on enhancing the process for designing and delivering collaborative learning experiences.
The original approach to designing websites for a specific screen dimension has given way to responsive web design, enabling devices to optimize their display. Responsive design has introduced a range of new visual and experience design options.
Associations work hard to meet the needs of their members, which means offering innovative continuing education programs. To meet this need, learning management systems are evolving and changing the landscape of e-learning design.
By mixing insights from cognitive and adult learning theory (cognitive neuroscience), data about your learners (intent), and design theory (appeal), you can create effective leraning
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.
Successful learning content creation starts with you. You’ll have to wear many hats in order to create a comprehensive learning program for employees. Here are three steps to creating content for training courses that will generate the best results.