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Adult learners need to practice new skills after the learning intervention is over, and this has to happen often enough so that it becomes a habit. Experiential learning goes hand in hand with immersive technologies. It’s a relevant model with excellent success rates, especially for younger, more tech-savvy learners.
Instructional designers strive to create A-ha! moments to include in training modules because they are extremely powerful in terms of retention. It’s a well-known fact that behavioral change does not occur easily, and these transformative experiences can work wonders when it comes to getting employees to walk a different path.
Instructional design for the 21st-century learner may entail sophisticated technology and state-of-the-art props, but at its core, it needs to be founded on well-researched principles of adult education. The Andragogy theory provides helpful insights and the structure to ensure great training.
Conversations about change are always challenging, even more so in the current context. However unpopular, change is not optional, and organizations are faced with difficult decisions to make and subsequently communicate and implement. So let’s see how leaders should communicate during times of transformation:
Organizational learning has seen tremendous transformations in a short period of time. This is the reason why adaptive learning no longer seems like a major shift but a natural evolution. Moving forward requires thorough preparation and involvement from various departments across the organization.
With transformation being the number one objective for most businesses, trust is essential. It’s not only a very effective driver of change and innovation, but ialso a requirement for positive employee engagement and loyalty. Building organizational trust takes time, so the sooner it becomes a genuine priority, the better.
Virtual training is no longer a trend but a necessity. Learning is a core function for any business in times of transformation, and it’s imperative for it to be spot-on and effective. Here’s what instructional designers and facilitators need to consider when creating virtual training sessions:
Evaluating corporate learning programs should be more than checking a box on the instructional designer’s to-do list. The results need to be relevant and available for processing to generate better ideas. Instructors need a more accurate image of how a training program is doing. All of this starts with asking better questions.
Each learning intervention should be precisely on point. There is no better way of achieving that than making it learner-centric. Designing for better outcomes requires a good knowledge of the objectives and the most suitable methods of achieving them.
Corporate L&D is no stranger to transformation. Learning specialists are constantly ready to change gears and navigate turbulent waters. Switching stakeholder mindset from business-oriented to learner-centric is yet another challenge, one that will have tremendously positive results once it is overcome.
