Welcome back. If you are missing out on this year’s Learning Solutions Conference, here’s a partial recap of today’s events.
Day two began with Morning Buzz, these early morning facilitated discussions are informal share sessions. Today, they ran the gamut from gamification to Section 508 compliance. Afterward attendees gathered for the General Session to listen to Daniel Coyle’s “Hotbed: The Blueprint of High Performance.” This was a real treat. Dan was dynamic, informative, and engaging. Continue reading →
There are so many great sessions at Learning Solutions 2013, it’s hard to decide which one to choose. If you follow eLearn Mag on Twitter, you may have seen some of what I am about to share. But there’s a lot more that needs to be said.
Earlier today, Marc Rosenberg led a brilliant session: “Building eLearning Strategy for the Future: Nine Key Shifts to Watch.” He first defined what he meant by strategy, he followed with a discussion on how to be strategic vs. tactical, and then spent most of the hour breaking down the 9 key shifts to watch. Continue reading →
In preparing this series of posts on common training mistakes, we asked our Twitter followers what they thought were the biggest elearning mistakes that companies make. Tricia Ransom came up with a particularly insightful response: “Training,” she reminded us, “is not a one-time event.” Treating it as such stumps many a well-meaning training and development professional.
Rather than thinking about training as just a course, webinar or job aid, think of it as the ongoing process of making micro-adjustments to employee performance—and more importantly, it’s the process of curating and providing the resources for employees to improve their own performance over time. Training needs to be a comprehensive approach to personal development that includes mentorship, connection to training content, opportunities to share and discuss the material with colleagues, and resources for self-directed learning. Continue reading →
When dealing with difficult situations, it is as important to have a comprehensive understanding of the problem as it is to come up with an elegant answer. When there appears to be a problem with issues even loosely connected to training—employee behavioral or performance issues, etc.—companies are quick to finger one’s training program as the culprit. But as Jane Bozarth’s diagram outlines below, not every problem is a training problem. Employee effectiveness issues may be related to a lack of motivation, resources or any number of issues unrelated to training. Continue reading →
