When you’re looking for an effective training program that creates behavior change, delivers business results, is cost-effective and is sensitive to your learners’ busy schedules, the best approach is blended learning.
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A well-written learning and development (L&D) plan is great, but execution and delivery is everything — and it’s where many training programs fail. As training professionals know, there are infinite ways for programs to go off the rails.
As L&D professionals, we need to respond to digital disruption. This response requires that we align L&D to business and learner needs, which means ensuring that there is a clear line of sight between L&D and organizational performance.
One of the greatest challenges facing organizations today is how to equip employees with the knowledge, skills and abilities to keep up with the speed of business. The continuous need to upskill the workforce requires L&D to be agile.
Training is not for the meek. Standing in front of a room of participants for a defined length of time, attempting to impart valuable information or instructions, is not a job that the typical person would relish.
While organizations focus on sustainability, it is not always something that we strive for in learning and development (L&D). However, we should; it is essential to our relevance.
Training has come a long way from relying on traditional lecture-based classroom sessions to offering a rich menu of learner-centered options for delivery. However, in many cases, an instructor-led training session is still the best way to engage workers.
It’s easy to fall into the trap of planning before agreeing upon a desired outcome. Trainers are particularly susceptible to this pitfall, because they are often comfortable with last-minute requests and pride themselves on being nimble and responsive.
Organizations have been adopting e-learning, on-demand learning and microlearning for a while now. What corporate L&D needs to do now is recognize and incorporate informal learning into a connected and intuitive ecosystem.
L&D professionals often evaluate delivery methods based on the organization’s overall learning objectives. Most use multiple delivery methods, because a single modality can’t do everything well. So, how can you choose training delivery methods?