Let’s be honest: your employees use smartphones and tablets every day, everywhere — including in your workplace.

As the workplace moves faster, Learning & Development leaders must keep up to ensure employees can adapt. High-impact learning is the answer to this. It is not only fast-paced, but it also involves strategies to increase retention rates, so your students aren’t just learning quickly, they’re able to retain and apply that knowledge. A large part of a high-impact eLearning program’s success is that it involves people in leadership and management positions which help encourage and enforce learning. Results can be recorded and continual, leading to real changes in job performance.

Micro Learning is a hot trend in eLearning design. We all know this. To get up to speed on the theory behind microlearning check out the resources at the end of the blog post. In the rest of this post, we are focusing specifically on calls to action. That is, how do you actually apply the principles of Micro-Learning to your eLearning design? Our hope is that by the end of this post you will be prepared to start thinking micro and create effective learning experiences.

They often forget dates and end up missing social engagements or the kid’s soccer matches. The smartphone rings and they lose the thread of their thoughts. An email notification pops up, and they stop typing a report to send to their boss. This is your average employee (and probably you feel identified too). This is how people work—answering phones in between drafting reports, updating Facebook statuses while writing codes, and attending sundry meetings in between their daily tasks. Now would you be surprised if you knew that people usually forget 90 percent of what they learn within one week after the training event? (More stats here.)

Standarized and "one-size-fits-all” eLearning courses are no longer relevant in today's context. Personalization has become the norm. Modern learners are used to Netflix, Spotify, Alexa... and they expect their eLearning courses to work the same way. Designing personalized courses is all about offering the right content, to the right audience, at the right time. For this to happen, designers need to pay attention to a series of elements: Content formats (e.g. audio, video, textual, graphical, etc.) The sequence of the content and the different possible learning pathways Where content will be delivered How students will be evaluated. and many other factors In this post, we will share some proven ways for creating more personalized experiences.

The end of the year is a time for envisioning a better YOU and setting intentions for the road ahead. It is a time for making resolutions so that you can be your best version, both personally and professionally. As an instructional designer and/or eLearning professional, this is your chance to look closely at how you work and set resolutions that will help you become more effective in your field.

We are living through disruptive times, where the pace of social, technological, economic, political, environmental, and demographic changes shows no sign of slowing in 2022. This creates an urgent need for organizations and individuals to keep up to date with the latest trends if they don't want to become rapidly obsolete. In terms of business continuity and resilience, for L&D teams this means one thing: They must make a pause, analyze the current situation with an open mind and start adopting the latest trends in their industry without fear or worry. The actions leaders make today will define which doors are open to them tomorrow. To take corporate learning experiences to the next level this new year, L&D leaders must start asking themselves some key questions:

We are seeing the emergence of a global skills revolution - where reskilling employees is a new business priority to help them rapidly adapt to the fast-changing economy. The vast majority of companies globally (87%) are conscious that they have a significant skills gap or will have one within a few years, according to McKinsey & Company. And more than just being aware of this challenge, companies consider it a priority (nearly all respondents to the McKinsey survey ranked closing potential skills gaps as a priority for their organizations, with about a third saying it is in the top three priorities) and want to take action to close it. The latest LinkedIn Workplace Learning Report also confirms this: 64% of training and development professionals say retraining today's workforce to fill skills gaps is a priority. So, if in 2022 one of your goals is to create more upskilling and reskilling opportunities for your employees, that means it is time to identify the existing skills gap. But what exactly is “skill gap,” you ask? As the name implies, it is: “a significant gap between an organization’s skill needs and the current capabilities of its workforce.” It’s the moment at which a company realizes it can no longer advance, keep up with previously set goals or be competitive against other companies unless those skills are learned or improved. It is driven by a combination of factors that create the new world of work including the exponential growth of automation, artificial intelligence technologies, along candidates lacking the necessary skills to interact with these advancements and innovations. The World Economic Forum said it clearly this year: COVID-19 situation worldwide has made the skills gap bigger and the need to close it more urgent. This calls for new strategies at every level to best prepare workers for the post-pandemic economy. Identifying these gaps is critical to building effective and focused training programs. Often, companies launch programs without enough understanding of where the skill gaps exist in their workforce. This just produces poor results. It doesn’t make sense to improve your customer service training when what your employees really need is leadership initiatives, right? There is a multitude of benefits to skill gap analysis and identification, including: Analyzes the organization as a whole. Analyzes existing skills and lets you know if employees can learn these new skills through training or if you may need to hire different workers. Gives you an idea of what training is required first and where you need to spend the most money and time. Keep your company updated and aligned with the new demands of labor markets that are continuously disrupted by technology, demographic change, and the evolving work environment. Motivated employees. Employees are anxious about the growing skills gap, and 46 percent of those surveyed by McKinsey believe their current skills will become irrelevant by 2024. By constantly reskilling and upskilling them, you are feeding their need for growth and improvement.