These are information hits that explore the themes of learning transfer and how they can affect your role in the organisation and specifically the design of your learning products.
Many of us received urgent requests from clients to immediately shift all learning online. After having made it through the initial trial by fire, we have to recognise that throwing all our classroom training online isn’t a sustainable strategy.
In the face of unexpected and recent challenging health events our clients are suddenly asking us to adapt previously booked classroom sessions into virtual sessions.
As the needs of learners and business are changing, the roles and competencies of learning designers and HR are also changing. Learn how we made the change to learning journeys.
On average only 1 out of 6 people actually apply what they learned in training, so knowing how to double or triple that result effectively doubles or triples your learning ROI.
Not so long ago I was reminded of the need to use standardised language in discussions with clients. Why? Well, because we all live inside jargon-filled bubbles that sometimes touch, but rarely converge.
Stand-alone training events, once the mainstay of the training industry, are increasingly being seen as relics of the 20thcentury. Why?
While the exact number varies by study, research consistently shows that less than 30% of learning is applied on the job.
When you’ve decided that, after a training event, participants need to get to a certain level of proficiency…
Let’s jump into the shoes of a learner for a minute and think about a common training scenario…
Managers are frequently seen as being central to solving all learning transfer issues. Significant research…