Stop designing traditional training, and start designing learning clusters.
Design as a mindset goes beyond creating content — it’s a way of thinking that training managers can use to improve learning solutions and make an impact.
From self-paced eLearning to virtual instructor-led training, companies are exploring how to support leaders with critical skills during this challenging time.
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.
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.
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.
Successful learners are the ultimate outcome of any training course, but that objective is not always reflected in the strategies and goals companies set for their training initiatives.