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Steal these ideas to mix up how you transfer and reinforce learning in your organization. It's so easy to default to classroom learning sessions. But the reality is there's a bunch of different ways to go about it. What would you add to my list?
Adam, I love your ideas, especially as you suggest to break it down or to “chunk” the material as we say in education. Providing various avenues that tailor learning to different needs and interest is so helpful as well. 👏👏👏 My question is this related to the business world. As you develop and nurture the culture of leaning, how do you monitor the learning system to ensure everyone is accountable for what they need to know? Super post!
I prefer classroom learning sessions, but have done LMS-style e-learning and virtual sessions as well. I have thought about putting together online courses through a combination of 5-10 minute videos, text, tutorials, and discussion-type questions. Not sure exactly how to go about this though.
Variety is especially important in these short attention span times
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Love the micro learning add!
Mix it up! Multiple channels!
These are great! Thank you, Adam.
Learning & Development Leader | Voice Actor | Onboarding Consultant | Mind-Body Practice Leader
9moSwitching things up in terms of delivery not only keeps it interesting but can meet learners where they are. How to guides, like ones built in Tango, are great for learning processes in the flow of work, at the time of need. Whereas knowledge centers with articles, videos and e-learnings where one can go if they want to build their proficiency or knowledge are useful if someone has more time. You're right Adam, classroom learning sessions have a place, but should never be the only option for training at an organization. New hire onboarding and upskilling come to mind where classroom, instructor led sessions may be necessary.