Monthly Archives

January 2017

learn and innovate fast enough

Why can’t organizations learn and innovate fast enough?

Managers

Why can’t organizations learn and innovate fast enough? Because the people in them have an innate resistance to change that raises a barrier against innovation, and the motivated and engaged employees are outnumbered by disengaged and negative ones.

wave of knowledge transfer

How LMSs help companies ride the wave of knowledge transfer

E-learning, LMS, Managers

Workplaces nowadays are hit by a huge wave of knowledge transfer, mostly because Baby Boomers are approaching retirement, and the fast-paced business environment pressures employees to always work with the latest updated information. Only technology can help companies successfully manage this transfer of knowledge between employees, and LMSs are almost always a part of the solution.

engaging the modern learner

Engaging the modern learner: 6 tips for instructional designers

E-learning, Instructional Designers, Managers

Recruiting and hiring new employees that are eager to learn is not everything a business organization needs to be successful. Aside from getting trained, employees need to be engaged into the whole learning process. So how do you engage the modern learner, which has little or not at all time and patience to sit down in a conference room and listen to a trainer for three hours?

The role of AR technology in making learners imagine

E-learning

AR technology works just like the power of imagination: it helps create imaginary learning scenarios by adding an extra tech layer to reality. Three popular and already interesting training methods that can largely benefit from the AR technology are case studies, simulations and scenario-based learning.

Is the 70:20:10 learning model right for your organization?

E-learning, Instructional Designers, Managers

Studies related to the learning process at work show a lot of patterns and models of learning. The 70:20:10 learning model is one of the most valued. According to this model, 70% of learning at work comes from on-the-job experiences; 20% comes from interacting with others, and the rest of 10% is obtained through formal learning. But is 70:20:10 right for your organization?

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