Our blog provides the best practices, tips, and inspiration for corporate training, instructional design, eLearning and mLearning.
To visit the Spanish blog, click hereLearning is mentally taxing. So, why would you assume that your employees want to spend additional time learning something, especially when you’ve labeled it "mandatory"? Here are some synonyms that are dancing through the minds of your employees as soon as they receive your email about the new “mandatory” training course: COMPULSORY; Unavoidable; ENFORCED; Obligatory; and a horde of other disfigured words dancing in the distance, chanting: “THERE IS. No. Escape.” Given your position, you may understand the significance of the course and its relation to bigger, strategic organizational goals. Your employees don’t. And your task is to pique their interest, engage them, and continuously compel them to keep on learning. This is only possible if you learn from the one trait that all ads, marketing content, and compelling stories have in common: they value their viewers’ time, their knowledge and capacity to absorb the content. Here are some simple tricks to get learners to buy into mandatory training:
The most challenging aspect of imparting effective online training is targeting the many learners taking the same program. Understanding the different types of learners, summed up in following categories, is beneficial to any designer looking to create personalized eLearning courses.
There are principles of good learning design and delivery every training professional should be aware of. These are not mere abstractions but rather serve as a practical guide in planning effective online training programs. In fact, Geri E. McArdle, in his book Training Design and Delivery, encourages training professionals to become familiar with these and apply them later. Basically, if they understand these principles and weave them into their training, they'll create more effective online learning experiences.
In today's landscape, training and development departments are tackling a range of challenges from technological upgrades to creating content that's accessible and engaging for a diverse workforce. This complex landscape is reflective of broader industry trends where the pace of change is not just fast, but accelerating. The Industry at a Glance: According to LinkedIn's 2022 Workplace Learning Report, 64% of learning and development professionals agree that their role has become more challenging compared to just two years ago. This is largely due to the rapid technological shifts and the increasing demand for digital upskilling. A recent Gartner survey highlights that 58% of the workforce needs new skill sets just to keep up with their current job demands, let alone future innovations. The same Gartner study points out that the shift to more remote and hybrid work models has necessitated a complete rethink of traditional training methods. This includes not only the mediums of delivery but also the content itself to ensure inclusivity and engagement across geographies and cultures.
Diving into today’s eLearning scene, creating courses that perform seamlessly across multiple devices isn’t just an added bonus—it’s absolutely essential. Consider this: more than 70% of learners flip between computers, tablets, and smartphones to access their education. This isn’t just a shift; it’s a revolution in how we engage with and absorb knowledge.
Are you struggling to keep your team's training up-to-speed with the pace of today's business demands? You're not alone. As job requirements shift and evolve at lightning speed, traditional training methods often fall short. That's where Just in Time Learning (JIT) comes into play—a strategy that delivers exactly what your team needs, right when they need it.
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