SHIFT's eLearning Blog
Our blog provides the latest best practices, tips, insights and thought leadership on modern corporate training, eLearning and mLearning.
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. Learn about the features and benefits of SDL in this post and how you can implement it at the workplace to turn reluctant and dispassionate learners into dedicated and inspired ones.
Let’s talk about learning and development. First of all, did you doze off halfway through reading that sentence? If so, then you have a lot in common with most employees who also aren’t having an easy time engaging with L&D programs. So, why is that? Mostly because learners and the technology they have access to are developing way faster than the programs designed to teach them. Which is pretty cool until you’re the person tasked with developing a lesson. As learning leaders, if we want to reduce attrition rates and improve ROI from our training initiatives, we need to get even more creative then in capturing our audience’s attention. Instead of simply coming up with a course and telling people to take it, we serve ourselves and our audience better by finding ways to inject a learning spirit into the company. Because of this, your creativity is going to become an even bigger commodity.
“Plenty” is a problem. According to findings from the High-Impact Learning Organization study by Bersin by Deloitte, employees find it most difficult to learn, NOT because there isn’t enough content, but because there is TOO MUCH of it, and they cannot find what is valuable. Enter content curation. Many future-focused organizations have adopted content curation as one of their L&D strategies. It is time you did too. Content curation delivers your learners from the hassle, pain, and frustration of trying to wade through a sea of content to find what they need and what is relevant to their wants. The learning journey becomes smooth, and learners are more motivated to learn.
Teachers create lesson plans in school. These are detailed documents containing what the teacher intends to teach during the session (the topics), how she plans to go about it (the methods and procedures), and how students would be evaluated at the end of the learning period (homework and assignments). Every business has a well-defined plan to move forward too. It details the business goals and their deadlines, the strategies that have to be implemented to reach the desired numbers, and the methods to use to evaluate the efforts.
Powerful writing is required for powerful eLearning. This eBook will help eLearning developers master the art of writing and tap into the power of words to create memorable courses.
If making your workforce more competitive in the market is part of your New Year’s resolutions (and it should be) then that means it’s time to identify your employees’ critical skills gaps. But what’s a “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. 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 upping 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.
The start of a new 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, this is your chance to look closely at how you work and set resolutions that will help you become a more effective professional.
Millennials will make up 75 percent of the workforce by the year 2025. As more millennials become a part of your team, the discussion of how to properly onboard them floats to the surface. Training millennials isn’t the same as training their predecessors—they’ve grown up in the age of technology where they’re always engaged and stimulated by phones, social media and more.
An empowered learner is also an empowered employee. Let that idea sink in for a second. Changing old training methods to suit current learners’ needs isn’t just about taking technology and shortened attention spans into account, it’s about empowering today’s workforce with the tools they want and need to be satisfied with their jobs and to be better assets to the company as a whole. Getting to this point means doing away with old methods like lengthy lectures and dense presentations and acknowledging that no one really likes being talked at. Not only is it boring, but it's also not effective.