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    Learning Is Not a One-Time Event! How to Promote Lifelong Learning In Your Company

    In the ever-changing corporate world, where new technology one day becomes an ancient relic by the next, companies need to establish a culture of Lifelong Learning.

    The old days of training your workforce one time and then never developing their skills and knowledge again? Those days are fading fast into the sunset! 

    "Employees who don’t spend at least 5 to 10 hours a week developing new skills will obsolete themselves with the technology,” -  AT&T CEO Randall Stephenson 

     

    In response, companies are looking for ways to reinforce continuous learning in their workplaces. 


    Learning & Development programs need to move from those traditional one-time, hours-long training events, to always-on programs. Adopting one or several strategies to enable a continuous learning program in your workplace should be a priority in 2023 and beyond.

     

    1) eLearning Courses Help Train Employees Anytime, Anywhere

    The concept of continuous learning clashes with the traditional model of one-off training programs: The employee gets a new job. He/she goes into an instructor-led class three entire days a week. Time passes by without the employee ever receiving a piece of training again. An employee works until he/she gets a new job.

    The problem: Learning in the workplace should be a non-stop process as long as the person remains in the company.

    Companies need to move away from rigid, overly structured training programs. Modern employees are tech-savvy, plugged in, and on the go; over 80% expect more interactive learning experiences accessible anywhere and at any time. [1]

    Enter responsive eLearning — online training that can be accessed wherever and whenever people want to learn. With responsive eLearning, HR managers don’t need to spend time training employees in person; they can instead find ways to help employees’ unique needs related to their personal career growth.

    Employees, meanwhile, can view the eLearning courses on a variety of devices. They can start their training program in their office, and finish it on their living room couch. Or they can rise early and watch from their smartphone and pick up where they left off using a laptop in the company lounge.

    After all, if your employees can access news, travel information, sports scores, shopping, and more anywhere they want — why wouldn’t you offer them equally easy access to your learning programs?

    Recommended read: Why Responsive eLearning is Essential to Meet Modern Learner Needs

     

    2) Have Employees Teach One Another

    According to a report by learning platform company Degreed, 87% of employees said that sharing knowledge with their peers is critical for their learning. However, the report found that just one in three L&D companies is investing in social learning tools.

    In social learning, employees learn from one another. Traditionally, this occurs through discussion, collaboration, and feedback. But technology can provide even more possibilities for continuous learning.

    Companies today are most often turning to blogs, internal document repositories, videos, and podcasts, said Falana Thomas, an instructor at PPD, a company that specializes in contract research. These resources are usually available in a central location on the company’s intranet or website and serve as a nice supplement to formal one-time training events.

    Rather than simply turning to Google to get questions answered, online users rely on your company's social networking and digital tools to learn from their peers. Since your employees are discovering content and learning information from one another out of work, it’s natural that they would expect these interactions to occur in the workplace as well. 

    It’s to your company’s advantage to allow employees to share knowledge with one another on your platform.  For instance, Totara Social, an LMS creator, recommends using internal social media sites to enable collaboration and sharing of ideas. Some ideas include allowing for blog comments, employee-voted polls, and the “like” feature that allows employees to validate their peers’ ideas. 

    Using these social platforms and programs, employees can ask one another questions or seek out feedback on strategies that relate to their job. During annual reviews, managers can then focus on what the employee learned, what they want to learn, and how the company can support them with their goals.

    Also read: Successfully Apply Social Learning to Your Existing eLearning Programs

     

    3) Micro Learning Boosts Continous Learning

    Modern workers want information, in short, sharp bursts. The Degreed 2019 report found that nearly 70% learn from peers or by reading blogs and articles and 53% access videos to learn. [2]

    Setting up an environment where employees are always learning may raise eyebrows among those who are worried about company productivity.

    But continuous learning doesn’t need to occur in large spurts. Microlearning offers employees the chance to learn in “bite-size” chunks throughout their days, weeks, months, and years on the job.

    Employees can digest short videos or articles when they have the time: whether that is between tasks at work — or at home using a mobile phone, tablet, or laptop.

    Not only does this make learning more convenient, but it also helps them to solve problems at the moment of need, said Christopher Pappas, founder of the online learning community eLearning Industry.

    By focusing each lesson on one particular topic, learners can easily digest the material without experiencing “cognitive overload,” said Pappas. [3]

    Quick tip: Try to include AI systems in your Micro-Learning process. AI recommends the next steps and content for each employee based on data like interests in a topic or a needed reinforcement if an employee performed poorly in a previous course. 

    Also read


    When it comes to learning and growth opportunities, employees are expecting more from their companies. They want to continually improve their skills, at work and on the go, and they want employers to help them achieve their individual goals.

    Through eLearning, social learning platforms, and Micro Learning modules, your company has the opportunity to teach your employees continuously and help them grow in their careers. You’ll also find your own solutions along the way, enabling your training managers to focus on individual growth instead of leading monotonous training sessions for new hires.

    What are some of the challenges you are currently facing in the learning and development context at your organization?  Do you have an eLearning platform in place that supports Microlearning and Mobile Learning? Comment below! We'd love to hear :) 

    Recommended resources:

    Video: Enabling Continuous Learning by Charles Jennings & Fuse

    Continuous learning: it’s a mindset, not a technology or product

     

    Motivation-eBook


    REFERENCES:

    [1] Tauber, T., 2015. Investing in Learning Content: Redefining Priorities to Keep Up with the Modern Learner. Bersin by Deloitte, 2015. 

    [2] Degreed, 2019. How the Workforce Learns. 

    [3] https://elearningindustry.com/6-scientifically-proven-brain-facts-that-elearning-professionals-should-know

    [4] Continuous Learning. Bersin by Deloitte http://www.bersin.com/lexicon/Details.aspx?id=12807

    [5] Creating a continuous learning environment http://www2.deloitte.com/us/en/pages/finance/articles/cfo-insights-continuous-learning-environment.html

    [6] The Four E’s: Your Fast Lane to Continuous Learning http://www.peoplefluent.com/blog/the-four-e-s-your-fast-lane-to-continuous-learning

    [ 7] Reimagining L&D Capabilities to Drive Continuous Learning http://www.retailingtoday.com/sites/retailingtoday.com/files/Bersin-Continuous-Learnng-Cisco-Collaborative-Knowledge.pdf

    Diana Cohen
    Diana Cohen
    Education Writer | eLearning Expert | EdTech Blogger. Creativa, apasionada por mi labor, disruptiva y dinámica para transformar el mundo de la formación empresarial.

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    Revolutionize Your L&D Strategy: The Essential AI Checklist for 2025

    As we stare down the runway toward 2025, it's clear that AI isn't just knocking on the door of Learning & Development—it’s already inside, reshaping the landscape. But let's address the real question: Is your company merely experimenting with AI, or are you fully leveraging it to transform your eLearning strategy? The way you answer this could dramatically influence the success of your training programs.

    Before Using AI to Create eLearning, Ask These Questions

    What’s the first thing you do when you’re about to create a new eLearning course? Do you jump right into the eLearning tool, or maybe think that with AI, most of the work is already handled? If you’re leaning toward the latter, here’s a little secret: while AI is powerful and technology makes things faster, they’re no substitute for the clear strategy you and your team need at the start. It’s easy to think that, with today’s tech, all it takes is pressing a button to get a course ready to go. But here’s the truth: before you let creativity flow and let technology take the wheel, you need a solid, well-thought-out plan. And that starts with answering four key questions. These questions are your safety net, keeping your course from becoming a waste of time and money and turning it into something that actually makes an impact. Making an impact means connecting with the right people, delivering the right message, using relatable examples, and making sure participants can put their new knowledge to work. So, before jumping into your favorite eLearning tool or letting AI work its magic, take a moment to ask yourself these crucial questions: 1) WHO ARE THEY? Identifying the Audience Taking the Course Knowing your audience isn’t just a step in the process—it’s the secret sauce that makes your course actually useful. Picture this: you launch a course without a clear picture of who’s taking it. It’s like serving a fancy five-course meal without checking for allergies or dietary preferences. Not exactly a winning move, right? If your eLearning course doesn’t speak to what your team actually needs, it’s likely to flop. No one wants a course that feels like busywork. Here’s why taking the time to know your course audience is a must: Skip the Obvious and the Overly Complex: Covering things they already know or, on the flip side, stuff that’s way over their heads can either bore them or leave them scratching theirs. Hit on Real, Practical Needs: If the course doesn’t tackle what they actually face on the job, it’s just not going to feel relevant—or worth their time. Keep Their Interest: When team members can clearly see how the course helps them, they’re way more likely to stick with it (and maybe even enjoy it!). Here are a few questions to make sure your course is actually hitting home: Audience Basics: Who are they? What skills do they already have, and what are they hoping to build? Daily Life: What does a typical day look like? Are they on Zoom calls all day or juggling a hundred things at once? Work Environment: What’s the vibe? Is it all about collaboration, competition, or somewhere in between? Why They’re Taking the Course: Are they here by choice or because it’s required? This will change how you approach the course content. Current Knowledge: How much do they already know? If they’re already pros, you don’t need to start at square one. By answering these questions, you’re setting the course up to be more than just “one more thing to do.” It’ll be a practical tool that boosts their skills, addresses their real needs, and helps them make a difference in their work. Also read: These 27 Questions Will Help You (Really) Know Your Learners 2) WHY DOES THIS MATTER? Why It’s Crucial for Your Team to Take This Training Here’s the deal: whether you’re building this course yourself or letting AI work its magic, you need a rock-solid understanding of why this training matters before you dive in. Why? Because people only get engaged if they know what’s in it for them. And that’s not just a nice-to-have—it’s the foundation for building a course that actually delivers results. When you’re clear on the why upfront, you’re setting your course up for success. You’re not just creating random lessons; you’re designing something valuable that resonates with your team’s real needs. If you skip this, no amount of AI magic or design work will turn things around later. Here’s how to make your course not just necessary, but something they’ll actually want to take: Be Clear About the Benefits: Right from the start, let them know what they’re getting out of this. Will it make them better at their current job? Give them a leg up for a promotion? Spell it out, and keep highlighting these benefits as they go. Make It Real: Use real-life examples that show how they can put what they’re learning into action. If it’s a course on time management, add a module on how to apply these techniques in a regular workday—it’s practical, and it keeps things relatable. Keep It Fun and Interactive: Toss in questions that make them think, add quick quizzes, and keep it lively. A little interaction goes a long way to hold their attention (and yes, maybe a few laughs too). Experts and Success Stories: Add in short videos from experts or quick success stories from people who’ve already used these skills. Seeing real people share how it helped them can be super motivating. Give Immediate Takeaways: Design each module so they can try out what they’ve learned right away. If they can see the value immediately, they’re way more likely to stick with it (and appreciate it). So, before you let AI start building your course or jump into designing it yourself, make sure you’re clear on why this training matters to your team. This is the foundation that turns training from just another task into a true asset for their growth and success. Focus on these areas, and you’ll turn training into something they value—not just one more thing on their to-do list. Also read: Why You Should Be Designing eLearning Courses Backwards 3) WHAT? What Should Your Team Be Able to Do After Finishing the Course? This question is a biggie—and it should guide every decision you make when creating the course, whether you’re building it yourself or using AI to help out. Here’s the thing: if you’re just loading up a course with endless data and theories that read like a blender manual, people are going to tune out fast. What really matters is making sure the content connects to your team’s real needs and work-life realities. If you don’t have a clear idea of what your team should be able to do by the end of the course, you’re likely setting up a training that’ll be forgotten as soon as they click “Complete.” Instead, think about the situations where they’ll actually apply this knowledge. Knowing this upfront keeps you (and any AI you’re using) focused on creating something useful, relevant, and engaging. Here’s how to make it crystal clear what skills and knowledge your team will walk away with: Clear Kick-Off: Start each module with simple, straightforward goals. A quick bullet-point list like, “By the end, you’ll be able to…” sets expectations and gets people interested. Visual Reminders: Use infographics or simple diagrams at the beginning and end of each section to highlight goals. It keeps things easy to follow and remember. Engage Throughout: Add in reflection questions or quick check-ins, like “How would you use this on your next project?” It keeps the content grounded in real-world application, not just theory. Hands-On Practice: Design activities that actually get them using what they’ve learned. If you’re teaching presentation skills, have them record a quick pitch or share a mini-presentation—something practical they can see value in right away. Meaningful Feedback: Provide specific feedback that connects their activities directly to the course goals. This not only reinforces what they’ve learned but makes it clear why each task matters. Wrap-Up with Impact: At the end, do a quick review of all the goals covered. Whether it’s a Q&A, a visual summary, or a downloadable sheet, give them something they can refer back to. As Malcolm Knowles, the guru of adult learning, said, “Adult learning is life-centered.” People want to learn things they can actually use to make their lives easier or their work more effective. By getting clear on these “What” goals upfront, you’re creating a course that’s memorable, practical, and, best of all, truly worth their time. Also read: 6 Essential Content Creation Tips For eLearning Success 5 Rules for Creating Relevant and Fluff-free Courses Before Diving Into Your Favorite eLearning Tool, Ask Yourself: Do I Really Get What My Team Needs? Will This Course Actually Help Them Do Their Jobs Better? Let’s be real—this isn’t just about throwing information at people. The goal here is to help your team not only learn but actually use that knowledge in ways that make a difference. Here’s Your Quick-Start Checklist: Get to Know Your Audience: Take a deep dive into their needs, current skills, and the real challenges they’re dealing with every day. (No guessing!) Set Clear, Doable Goals: Outline learning objectives that actually mean something to your team and tie back to the results you’re aiming for. Make It Interactive: Give them ways to practice, apply, and get feedback on what they’re learning. Think less “lecture” and more “let’s try it out!” Check and Tweak as You Go: At the end of the course, ask for feedback and adjust if needed. Make sure the course hits the mark and actually helps them grow. By focusing on these steps, you’ll design a course that’s worth every minute of their time and foster a culture of ongoing learning that can truly boost performance. Remember: a great eLearning course doesn’t just teach—it transforms. 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    Top Gamification Trends for Boosting Learning Engagement

    Are your team's training sessions dragging on with low enthusiasm and even lower retention? Gamification could be the secret to turning those dull workshops into dynamic learning experiences. Gamification in workplace learning means incorporating elements like points, badges, leaderboards, and challenges to make training sessions more interactive and engaging, much like a game. This strategy isn't just about fun—it makes learning more effective and enjoyable.