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Visuals are an essential part of e-learning and should be given proper attention. They are not an addition to the content; they are the content. So their creation and editing should be part of the initial design process to ensure their true potential is thoroughly harnessed.
Trends happen in leadership styles just as in anything else. While self-direction is still a strong goal of the millennial employee, they also put a high value on mentoring style when it comes to their leaders. It’s up to L&D specialists to establish the right framework and programs for the leaders in their organizations.
Working in complex teams to create e-learning courses can be difficult but also very rewarding. There are plenty of skills and competencies that get sharpened during such projects and there’s great satisfaction in launching a quality product as the result of a coordinated team effort.
The human brain is fascinating and specialists still have a lot to uncover about its functioning. L&D professionals and designers have a lot to gain by tapping into neuroscience research and applying it to content creation.
Social media keeps growing and changing, becoming more and more a part of our lives. L&D can greatly benefit from leveraging the many advantages of social media for educational purposes and embracing it may very well be the key to the future of effective corporate learning and development.
The right LMS is essential in deploying the learning programs your organization needs. To make sure you get just that, it’s important to figure out all the requirements and then pass them on to the vendor in a way that cannot be interpreted.
The L&D function is in a decisive position when it comes to the implementation of AI and the way it will be impacting organizations. It’s best to put the needs and expectations of people first and ensure that the ethical principles of fairness, transparency, and accountability are properly observed.
AI will become the main way in which employees will access information and development opportunities. It’s therefore paramount to make sure from the start that these technologies will work for and be beneficial to everyone regardless of demographic, gender, or cognitive differences.
Instruction for adult neurodiverse learners is a very dynamic field, and new developments happen all the time. No learning intervention can be perfect for each trainee, but it’s important to make the content as inclusive and accessible as possible so that more individuals can benefit from it.
Neurodiversity presents many opportunities for organizations but can also pose challenges for the learning specialists. Instructional designers need to do their research into the vast subject of neurodiversity, then find innovative ways to create programs that cater to a vast array of learning preferences and needs.
