Category
The posts in this category cover subjects of interest for instructional designers, trainers and anyone involved in delivering business training programs.
Trainers have long been on a quest to find the best ways of engaging an audience and imparting as much information as possible, and storytelling has always played a part in their strategies. Here are a few new ways of employing storytelling techniques in corporate learning:
The popularity of podcasts is mainly due to the fact that they allow for multi-tasking. In the shelter in place context, podcasts also offer a welcome break from too much screen time. It’s both convenient and engaging and thus a perfect way of delivering information and building up skills.
L&D teams now face the challenge of providing quality learning opportunities, tailored to the requirements of our ‘new normal’. Video learning presents itself as a viable choice for delivering much-needed training. So let’s explore five guidelines on how to design video-based training:
Implementing TDRp (Talent Development Reporting principles) is a process that requires quite a lot of resources and the buy-in and support of C-suite executives and stakeholders. Let’s see hoe to get strated:
In 2020, with video-content consuming digital natives entering the workforce, e-learning designers have to opt for the more engaging version of rendering information. Here are a few aspects that make the use of video training content better than PowerPoint:
LX design has immense potential when it comes to improving organizational learning, employee engagement, and company results. It is a great game changer and holds the power to drive positive results even in adverse circumstances.
Learning paths provide an easy way to acquire skills, by defining a clear trajectory on the content learners should take to learn a new topic. A learning path is usually made of goals, where each goal represents a course that learners must take.
These gamification pitfalls can achieve the opposite of their purpose and take out all the fun of the learning process. The key to efficiently using gamification is to put learning goals and user experience first instead of focusing on cleverly employing game mechanics.
The key for companies to move forward is investment in flexible, agile learning programs fit to build the existing human talent in the digital era. L&D specialists need to design a flexible strategy aligned with business objectives and fitted to identify and enable various capabilities needed to achieve success.
Make sure that your microlearning efforts are integrated naturally in the day-to-day routine of your employees and you will soon see the benefits. People are the most important asset of any business. Make sure that you create learning opportunities for them and allow them to grow. One (micro)step at a time!
