Category
The posts in this category cover subjects of interest for instructional designers, trainers and anyone involved in delivering business training programs.
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.
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.
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.
It’s essential for learning specialists to be able to discern between genuine training needs and situations when other types of interventions are much better suited. L&D should assume a consultant role before delivering on the initial request.
Lately, learning specialists were required to create short training interventions, focused on essential information or skills. Now it’s time to start designing learning paths that are targeted at building competencies and improving results, which requires a balanced blend of macro and micro learning.
In today’s corporate environment, training content can become stale or obsolete in a matter of months, and it’s the learning specialists’ job to keep them updated. Sifting through heaps of information is no easy task, but these strategies will help you find what is relevant without spending too much time doing so.
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.
