Thursday, December 3 | 2:00 – 3:00 p.m. E.T.
As a result of the pandemic, learning organizations of every size and scope have undergone major shifts in increased virtual training delivery and consumption, increased utilization of online tools, and constantly evolving business expectations.
This session will address key factors in creating an adaptive learning and measurement ecosystem that encompasses technology, instructional design, marketing and user experience. Building that dynamic learning environment requires knowing what to ask each area of learning expertise. What are the integration considerations and impact on user experience? How do you identify which technologies to incorporate into a learning solution and when to do so? How do you empower employees while garnering business support for learning? With virtual training the only viable option for many organizations, every learning professional needs to know what to ask when evaluating new technologies, how to incorporate different resources into a solution and how to market learning to employees. We’ll discuss technologies from content libraries, such as LinkedIn Learning and Udemy for Business, to virtual meeting platforms and learning experience and management systems.
What you will learn:
- Integration factors for evaluating technologies from a user experience lens.
- Tips for how to incorporate technologies into class and program design.
- Marketing tips to foster employee engagement with learning resources.
|Megan Bell, Learning Consultant, Blue Cross NC
A multihyphenate of corporate training, higher education and creative agency work, Megan Bell’s passion for connecting people to impactful information fuels an evolving career journey. The most recent hyphen is for learning analytics, which has profound business impact regardless of industry. Her portfolio includes managing a corporate mentoring program, conducting learning analytics research and reporting, authoring a blog series, facilitating leadership and career programs, serving on a non-profit board, and even occasional voice work. Whether doing root cause analysis for a training’s net promoter score or creating a program strategy, Bell views success as helping others achieve their professional best.