Learners want content to be personalized, immediate and impactful, so L&D teams need to ensure that the full spectrum and complexity of the modern learner’s needs are met.
Back to Magazine Articles
Topic: Content Development
Most Recent
The truth is, the rules of learner engagement have changed, and as trainers, we need to adapt.
Advertising and L&D: both want their audiences to engage with their materials, retain the information given and act on that information.
Regardless of the path we have taken, leveraging those experiences can enhance the learning experiences we design and interact within.
Many L&D initiatives focus on delivery, content or even just ticking boxes. Instead focus on what the company wants — behavior change.
If environment shapes our behavior, and our behavior shapes our culture, how can we show up differently to create these small instances of connection?
If you haven’t embraced the “new normal” yet, it’s time to face reality. The workplace will never be the same.
By shortening training time, organizations can shorten the time to market for the products or services and improve customer satisfaction.
For sales training program developers, this is clearly the time for fresh methods of delivering complex training information that truly sticks.
With the EMPATHY learning experience model as the foundation for virtual design, learners are empowered to make deep, meaningful connections within the content presented.