In three words, effective learning is continuous, immediate and self-directed, while traditional training models are discontinuous, delayed and centralized.
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The difference between delivering training and designing training for behavior change is akin to the differences between preparing dinner and experiencing fine dining.
To give your training any chance of being successful, you must prove genuine relevancy. And there is only one way to do that — through a performance diagnostics process.
Employees crave opportunities to learn and grow — but with shrinking learning and development (L&D) budgets, it’s becoming more challenging to offer expansive learning programs.
Studies also show that one-to-one learning promotes greater learning, increased motivation, and also enhances persistence, retention and degree attainment.
Market and technology trends, along with business processes, change the way organizations work and the skills employees need to get work done.
For learning to be effective, it is necessary to confront learners with reality and create an ecosystem of digital human interactions.