Traditional training with a focus on largely discrete and disparate events lacks the effectiveness required for true behavior change. This article outlines how a continuous learning process, on the other hand, improves the application of learning and leads to behavior change.
L&D professionals sometimes misunderstand the subtilities of learner and learning experiences. In this article, we outline what each aspect signifies, what are the differences, and share strategies using both to create effective learning programs.
Organizations comprising lifelong learners adapt faster to dynamic exigencies and innovate solutions for previously unrecognized markets. This article explains why learning must be an enterprise priority and outlines ways to build lifelong learners.
This eBook offers insights on how to deliver immersive learning experiences to engage learners in the remote workplace.
True learning and implied behavior change requires a learning journey to boost professional development and achieve improved performance. In this article, we look at the link between learning journeys and how it can improve employee performance.
Experiential Learning (EL) develops skills to expedite on-the-job performance improvement. Not well understood, the L&D teams don’t widely practice it. In this article, we share strategies to integrate experiential learning in corporate training.
During the pandemic, video consumption gained traction, and L&D teams seek ways to tap videos effectively for training. In this article, we show how you can multiply the impact of videos for training through a Learning and Performance Ecosystem.
It’s time to reevaluate Training Needs Analysis (TNA)! Instead of targeting just learning outcomes, leverage the TNA phase to help you determine the actual business impact. This article explains how you can leverage the TNA phase to identify measures to determine the business impact of training.
Learning in any organization is the base on which creativity, innovation, and strong execution is built. In this article, we explain how organizational L&D teams can use informal learning to reinforce, augment, and support formal training solutions.
Formal training programs are typically designed to lead the learners toward baseline proficiency. Self-directed learning (SDL) can help them move from baseline to mastery. In this article, we share 7 strategies to support and drive SDL.
Business continues to shift at an ever-increasing velocity. The skills required to be successful today are different than they were yesterday and will continue to change in the future – creating a skills gap. Take a look at how a digital learning strategy holds the key to bridge this gap.
Ongoing work from home mandates make it increasingly challenging for L&D teams to deliver effective learning support to remote learners today. In this article, we show you how you could leverage social learning for your remote learning programs.
