As L&D professionals rapidly upskill in virtual training and quickly transfer in-person content into virtual, instructor-led, synchronous learning, a large gap in virtual training still remains: the asynchronous learner experience.
Delivering training virtually has always presented the potential for distractions — whether by a smartphone or a neighbor walking his or her dog on the sidewalk outside. These distractions are compounded and heightened amid the coronavirus pandemic.
The term "eLearning" conjures images of endless boring slide decks with excruciatingly slow voiceovers. Let's drive a stake through the heart of the notion that this type of experience is learning.
We remember experiences associated with strong emotions better and with more clarity than non-emotional ones. Therefore, the deliberate fostering of an emotional bond or connection in training would make it easier for learners to recall the information.
Marketers create hypothetical people called consumer personas that are representative of their target audience. Consumers want to feel heard and seen. So do learners, which is why adopting learner personas is an important step in learner-centered training.
Do you need a different, impactful way to deliver learning? Are some of your modules content-heavy? The solution may be motion comics, which enable you to deploy e-learning in a fun, new way.
While lesson planning takes more time and effort to prepare them during the development process, it is a worthwhile investment. It solidifies the structure of the course and confirms what you need to create a successful learning experience.
As L&D professionals, we tend to like structure and organization. We love our work and hate rework. We want to use instructional design frameworks but recognize there is often an imbalance between business needs and learning excellence.
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.