Category
The posts in this category cover subjects L&D managers and other decision makers involved in business training might find useful or at least interesting.
Millennials in the workplace. Love them or hate them, they are here to stay. And you have to adapt your ways of office training if you want to benefit from the sometimes surprising minds of the largest generation today. Because between a cat video and an Instagram post there can be a tutorial on how to create extended reports in SalesForce or any other video related to a tough task everyone else avoids to do. Video learning rocks!
It’s impossible to tell what features should have the perfect LMS. With so many types of organizations, multiplied with so many types of learning needs, this is a rather impossible task. But I’m pretty sure that most L&D professionals faced with the challenge of getting a new LMS know by now what they DON’T want in an LMS.
They say a picture is worth 1000 words. If that is true, how much is a video worth? One million words, maybe? Taking a step even further, what about an interactive video? Should we keep doing the math?It is probably invaluable, anyway. At least in today’s day of workplace learning and the strive for engaging learning materials.
Interactive videos in e-learning perform the best when it comes to emotional engagement, time spent on page, attention grabbing or later recall of the learned information.
Laura Overton’s 4 Tips for L&D leaders on how to make a lasting impact in 2016:
1. Focus on your business problem
2. Understand the learners
3. Think performance, not course
4. Equip your team
The market for online courses has witnessed an incredible growth over the past few years, and this is mostly due to all the technological advances in e-learning. It’s easier now than ever before to sell courses online, but this doesn’t mean that you can make money with just a few clicks and a play button. Before seeing any dollar from selling online courses, you need two important things: a great product (read course) and a significant amount of online followers.
Your company is just like an ecosystem; everything is interconnected. The success of your learning and development company strategy depends not only on instructional designers and their knowledge and ability to create training courses, but also on the coordination between them and your internal departments of HR, IT, Design or Marketing. A learning management system can support this coordination by providing the best tools and by hosting all the knowledge in one centralized place.
Augmented reality allows us to create digital layers of information on top of the physical world, thus connecting our digital lives with the surrounding environment. Augmented learning extends the possibilities in the real world for education and training, redefining the learning space and increasing engagement and boosting productivity.
Most of the learning at work happens through job-related experiences and daily contact with colleagues and management. Informal and collaborative learning happens naturally and spontaneously in any business setting. That’s why businesses should support it, along with all the formal training programs.
Question: What do all companies have in common, no matter their size, industry or field of activity?
Answer: They all hire millennials.
In a post from last month I presented five simple solutions for training millennials and I also promised we’ll explore another five in a future post. Well, this is the future post. Let’s dive in!
Remember Mary Poppins and her supercalifragilisticexpialidoceous way of teaching the Banks children to enjoy all things in life, even those they didn’t really want to do?
E-learning professionals had to come up with ways of keeping all the corporate Janes and Michaels engaged with their courses. They found that the equivalent of the spoonful of sugar for the training medicine is using gamification in their training.
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