Raluca C

global virtual teams

Why L&D should prepare for training global virtual teams

L&D leaders

Traditional teams are made up of people who spend a lot of time together and as a result develop a certain group dynamics. Globalization and the rapid technological advancements have led to a new type of team – one in which members may never meet face to face. With the right technology and proper management, global virtual teams will ensure a bright, successful future for organizations everywhere.

encourage Self-Directed Learning

Why L&D professionals should encourage Self-Directed Learning

Online training

Self-directed learning (SDL) comes with great flexibility as learners enjoy the freedom of structuring their learning. With this in mind, instructional designers ought to focus on providing experiential learning situations that can be easily translated from the screen into real life. Investing in the right technology and promoting SDL as an organizational value can only lead to positive results.

SMEs for successful workplace training

Harnessing the power of SMEs for successful workplace training

Course design

SMEs are not that easy to come by. In a time when information is so easily accessed, everybody can find out the basics of any topic – since most of them also have a ‘for dummies’ version targeted at those who really don’t have the first clue about a subject. Those who take the time and put in the effort to know more, to understand intricate workings and gather an extensive experience in a certain field are very valuable and should be treated as such.

user-centered e-learning design

3 Tips on how to create user-centered e-learning design

Course design

There may be several causes that lead to low interest in all the e-learning material that is available but the most common one is the design. So much effort goes into making sure the LMS has all the features that the L&D, HR and Financial departments want that not enough attention is given to the most important party at the table: the end user. They are the center around which it should all be evolving and not the other way around.

art of training

The art of training — Is it really art?

Course design

I have been a corporate trainer for over a decade and in my personal experience, teaching adults is more science than anything else. Same goes for e-learning. I suppose that as long as there is ‘the art of living”, “the art of baking the perfect muffin” and even “the art of electronics’, there is room on the bookshelf for “the art of training”. As long as inside you find the hard cold facts of how to do it.

neuroscience of values

What HR professionals need to know about the neuroscience of values and purpose


HR professionals are not normally trained in neuroscience. However, in spite of not being familiar with terms such as “locus coeruleus” or “raphne nucleus”, they can read the translated findings of this fascinating field and apply them in their organizations. Today’s smoking gun seems to be purpose. Figuring that out will point to the right people to hire and grow.

organizational change

What neuroscience has to say about organizational change

L&D leaders

Organizational designers know that everything from reporting structures, management and operational processes to measurement procedures-setting targets, measuring performance and rewards must be consistent with the behavior that people are asked to have. Applying the findings of neuroscience when setting about to bring organizational change places the focus on the individuals without losing sight of the desired business results.

business LMS – from basic requirement to learning ecosystem

The business LMS – from basic requirement to learning ecosystem

Business LMS

Learning management systems are not new to corporate learning, they have been around for quite some time. The LMS is the critical component to the entire e-learning program, acting both as the foundation (by incorporating all the modules) and as the engine (by providing the environment in which learners can access them and suggesting various topics based on curriculum and personal interest).

mental models for learning

3 Mental models for learning L&D professionals should know about

L&D leaders

Simply sending an email to everyone asking them to be creative or gathering a bunch of employees in a room with the same request might lead to some ideas but it takes a lot more to come up with new and refreshing concepts. This is where the theory of mental models comes in – it postulates that acquiring a new way of regarding how everything works will lead to a fresh perspective on reality and to surprising solutions to improve it.

mental models

Need to change learning behaviors of trainees? Start with mental models

L&D leaders

Since training programs often generate minor transformations, it is essential for those in charge of developing them to start with deeper issues, such as the mental models. Mental models are the basis of our behaviors, and are therefore the true keys to the changes and adoption of new behaviors. Offering employees a very wide range of e-learning materials will lead to greater autonomy, innovation and engagement.