Today, we are learner-focused, using design thinking and agile methodologies. It is an exciting time to work in learning and development, as that focus enables us to truly impact and support learners throughout their training journey — and beyond.
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Practitioners need a way to validate ideas proposed by non-learners and to invent something new that hits the mark. Enter a new, powerful tool in the L&D toolbox: design thinking.
As technological advancement accelerates, organizations are faced with the challenge of managing the interaction between legacy systems and new digital platforms.
Learning “in the flow” is all about reducing the distance between when information is needed and when learning happens. By infusing learning into these key moments, training becomes more effective, and your business becomes more successful.
For learning professionals, the remote work trend means that some of our favorite tried-and-true training methodologies aren’t as feasible. How can we design compelling and engaging training programs for the large number of remote workers?
Cognitive psychology and developmental neuroscience continue to prove that humans learn best when a story is involved. The learning and development industry is adopting this new tool and methodology — but perhaps not to its fullest potential.
The flipped classroom has finally come to the workplace. As organizations begin to embrace the flipped learning model for employee development, the first questions are often practical: how it works and where to begin.
In learning and development (L&D), trends could be indicators of the future or a passing fad; brain science can help determine which ones are here to stay.
L&D professionals should embrace these three expressions to transform them from hackneyed phrases to powerful learning hacks for improved performance.