In conversation with some of my peers in customer education, I was excited to see how much we’ve learned as an industry as a result of the COVID-19 pandemic.
It’s not that learning isn’t important. However, what many participants say they gain most from training has little to do with the content or quality of the learning itself.
Have you ever participated in a learning experience that caused you to struggle to connect to the purpose? Maybe you’ve walked into training and thought, “I’ve seen this model used before!” Here are three keys to create engaging learning...
Fueled by the rise of employee engagement and employee experience as key strategic priorities for many organizations over the last several years, the learning experience has become a hot topic in training and development — and for good reason.
The term “user experience,” or UX, is typically applied to web design, but its principles have wide applications. Consider the goal of UX design: to use an understanding of what drives behavior to create a system that encourages the desired outcome.
While technologies exist to move in that direction, we need to rely on proven instructional design practices and pause to think about what (and who) we are solving for. A simpler solution is often more apparent and more effective.
You’ve got your eye on your next big technology investment. But what’s your plan for how to use it? What will people actually be learning? When it comes to creating effective digital learning experiences, technology plays a key role, but so does...