So, you've got a burning desire to see your employees flourish and apply their newfound knowledge to tackle real challenges at work. You've invested time, money, and effort into their training, and you're not just looking for your employees to sit back and regurgitate information. Nope, you want them to roll up their sleeves, get their hands dirty, and put what they've learned into action!

You know, when it comes to learning and professional development in the workplace, there are a couple of exciting resources that have been making waves lately. They're called custom eLearning and microlearning, and they're changing the game for busy professionals like us. Let's face it, with our hectic work schedules, finding time for traditional instructor-led training can be a real challenge. That's where eLearning modules come in handy. They offer the flexibility to learn at our own pace and conveniently fit it into our busy lives. Plus, they're a great way to keep our skills sharp and up-to-date while on the job. But wait, there's more! Enter microlearning. This nifty approach addresses the time crunch by encouraging frequent, bite-sized learning experiences. Instead of long, intensive training sessions, microlearning breaks down the content into small, easily digestible chunks. It's like having little learning snacks throughout the day! Here's the best part: eLearning and microlearning aren't mutually exclusive. In fact, you can combine them to create a powerful learning and communication strategy for your company. By incorporating both approaches, you can engage your employees in a variety of ways and provide them with the knowledge and skills they need to thrive in their roles.

In today's fast-paced world, staying updated and continuously learning are more critical than ever for business success. We all know that the skills required for a job can change by a staggering 120% in just three years, according to a study by the IBM Institute for Business Value. That's where microlearning comes in! Microlearning has emerged as a game-changing training solution that perfectly aligns with the needs of our increasingly busy and connected workforce, who are always glued to their mobile devices. But here's the deal: just because a course is short doesn't automatically make it effective. It takes careful planning and execution to ensure that microlearning truly delivers the goods. So, if you're ready to dive into the world of microlearning, buckle up! In this article, we're going to explore the essential elements that make a microlearning program successful. We'll equip you with a solid guide to develop microlearning capsules that will captivate your learners and drive real results.

What is "Just-In-Time Learning"? It is walking down to the desk of a more experienced co-worker to ask for a solution when you get stuck on a project. It is looking up Wikipedia when you come across a novel concept during your browsing sessions. It is calling up mom when you want advice on a recipe. Just-in-time learning is having access to knowledge just when you need it. It does not have to wait till the formal training happens or you can catch hold of a subject matter expert.

Ignoring the training and development of your employees can lead to decreased productivity, higher turnover rates, and a negative impact on morale. Not only does this result in increased hiring and training costs, but it also limits the potential growth of your employees and the company as a whole. The cost of not investing in the growth and development of your employees far outweighs the cost of providing training opportunities." It's important for managers to understand that employees are not disposable and that investing in their growth and development is crucial to the success of the organization. Providing opportunities for professional development, training programs, and regular feedback and coaching can help employees become more skilled and confident in their roles. This not only leads to increased productivity, but it also boosts employee satisfaction and engagement, which can improve employee retention and reduce turnover rates. In the long run, investing in employee development will save companies time, money, and resources, and ultimately contribute to the overall success and growth of the organization. So, next time you're faced with the decision to "throw out the lamp" or invest in the growth of an existing employee, remember that fixing the bulb is not only more cost-effective but also leads to a brighter future for both the employee and the organization.

"Training doesn’t help one jot if people can’t remember it in the real world" —Teresa Ewington Our biggest goal in training is to get students to remember the material. To do this more effectively, it helps to learn what causes the mind to forget things. By getting a clear view of what makes a person forget, we can incorporate key elements into our programs that help counteract those causes. Forgetting is an important function. It helps a human filter out trivial things that would clog the brain and override important information. Forgetting helps ease the pain of tragedy and enables a person to continue living without constant sadness. There are times, however, when we not only need to remember but need to do so at a time when the information is useful. Let's take a look at the five most common reasons your corporate learners forget your training.

In today's fast-paced, technology-driven world, it's crucial to update our training methods to meet the needs of modern learners. This goes beyond simply incorporating technology and addressing shortened attention spans. It's about equipping the workforce with the tools they need to feel satisfied in their jobs and to be valuable assets to the company as a whole. To achieve this, it's essential to say goodbye to traditional methods such as long lectures and dense presentations. These methods are not only tedious but also ineffective. Today's learners thrive on engagement, interaction, and personalization. By adopting new methods that focus on active learning and providing real-life examples, we can ensure that our workforce is equipped with the skills and knowledge they need to excel in their roles.

Self-directed learning (SDL) is on the minds of many L&D professionals right now. Training managers, HR professionals, and instructional designers want to promote this strategy at the workplace because it facilitates the creation of a robust and sustainable learning culture in the organization. In this post, learn about the features and benefits of SDL and how you can implement this learning model at the workplace to turn reluctant and dispassionate learners into dedicated and inspired ones.