Learning Objectives Should NEVER Be About Learning

There's much talk about how to create effective learning objectives. But this advice seems to fall on deaf ears. If you expect your learning efforts to align with business results, then start creating objectives with a focus on operational and performance outcomes. This post was first published on eLearning Industry.

How To Maximize Learning Integration And Minimize Work Downtime

Stop developing learning initiatives that fall short of expectations and disappoint internal clients. Use available learning technologies, tools, and resources to make your efforts integrative and seamless while minimizing work interruptions. Here are 2 things to impress leaders and users. This post was first published on eLearning Industry.

Taking A Page From Marketing: Lessons For Workplace Learning

For years learning experts analogize marketing with workplace learning. They chant about how learning practitioners should develop initiatives with a marketing mindset. This is a nice thought, but what's often left out is why you should do it and how. This post was first published on eLearning Industry.

No Bonus? Blame Your Learning And Development Department

What happens when bonuses are not handed out? Could it be because performance expectations aren’t met? Shouldn’t learning practitioners shoulder some blame? You say no? Why not? Isn’t Learning and Development responsible for improving employee performance? Are they not partially responsible? This post was first published on eLearning Industry.

GM’s Plant Closings Is Great News For Learning!

GM's decision to shutter 7 major North American plants rocked employees, politicians, and the economy. But this decision is fundamentally more than a tactic to 'please shareholders'... it's about a company planning to survive and succeed for another 100 years in an exceptionally fast-evolving world. This post was first published on eLearning Industry.

Adaptive And Seamless Learning: The Time Has Come For Learning Not To Be Seen Or Heard

Emerging technologies and methodologies are reshaping corporate training, allowing you to develop solutions that seamlessly adapt and address individual learners needs. Your learning must now become adaptive and seamless to effectively contribute to changing business and workforce needs. This post was first published on eLearning Industry.

Stop Taking Orders; Start Being An Operational Partner!

Many learning practitioners wait for operational departments to come to them dictating what type of training they need. Stop that! You're hired as the learning expert so take back control by being proactive and change this perception. Get out of your office and learn what your internal clients need. This post was first published on eLearning Industry.

Training That Employees Want? What A Novel Idea!

According to Corporate University Xchange, a Learning and Development research company, less than 18% of internal training is on topics relating specifically to an employee’s job. As a learning practitioner, does this give you pause? Perhaps cause for concern? This post was first published on eLearning Industry.

Learning Opportunities Through Financial Analysis

Leaders look to financial results to assess organizational performance. These results specify activities people are doing, or not doing. Financial results provide a starting point to discover underlying performance issues, providing insight to precise job tasks and skills to address. This post was first published on eLearning Industry.

Essential Skills For Future Learning Practitioners

Have your organizational leaders asked if your training is effective? How do you measure success? Why should the business invest in your training? These are challenging questions to answer, but there are areas for you to focus on to make learning align with your business leaders' expectations. This post was first published on eLearning Industry.