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.
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Topic: Content Development
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As technological advancement accelerates, organizations are faced with the challenge of managing the interaction between legacy systems and new digital platforms.
Experiential learning refers to playing an active role in learning as opposed to being a passive consumer of the learning. This type of learning can improve results.
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.
The Story-based Learning Model can help formalize the informal, often murky, creative process of crafting a good story; it is a process designed to generate engaging content that supports the learning objectives while enhancing the learning experience.
Learners in today’s corporate world demand content that’s engaging, relevant and available in their daily workflow. They want the capability to access learning content —formal or informal— at the moment of need to improve their skills and...
Informal learning accounts for a large portion of how employees consume information and apply learning to their work. Whether gaining tips from a colleague or watching a quick video online, informal learning occurs throughout our organizations every day.
Formal learning can be very helpful in certain situations. However, while it is important, there can be distinct disadvantages as to how useful this learning method is on the job.
Our research has shown that learners prefer informal learning, and the effectiveness of training is increased when learners experience at least some portion of the training in a modality they prefer.