In training, video is not just about imparting knowledge but about imparting it in a simple and engaging format. The expected outcome is not views, likes or shares; it’s a change in behavior or an improvement in performance.
Employees crave development. As businesses increasingly align learning goals with organizational outcomes, employees are clearly eager to embrace the opportunities that relevant, personalized, blended learning experiences can provide.
The leadership training market has boomed over the past decade. Although leadership training is in high demand, learning leaders must determine how to effectively engage learners to achieve maximum business results.
Mastery goals are continuous goals with no end, while performance goals have fixed outcomes. Mastery goals are motiving, but they require the right learning environment — which is where the TARGET framework comes in.
Just when we’ve absorbed everything we need to know to develop effective training for millennials, along comes a new demographic joining the workforce. For the last of the baby boomers, recent hires are not their children but their grandchildren.
When organizations roll out any kind of technology, they are seeking efficiency and future-readiness. However, in the absence of a planned and structured roadmap and strategy, the impact of technology is often diminutive.
Many trainers have learned how to teach on the job, through trial and error. Fortunately, there is a depth of knowledge about how adults learn and how to facilitate their learning.
Encouraging learners to manage their own learning journey is a growing challenge. If you’ve ever created a non-mandatory course and then sighed in disappointment when registration was low, marketing your offering may be the solution.
Whether you’ve been aware of it or not, you have likely experienced seductive details at some point in your educational or professional training experience. In fact, you may currently have them in your own training programs without even realizing it!