corporate universities / corporate training

Instructional Design 3.0: Designing The Learner’s Journey – Parts 1-5 [Dr. Michael Allen]

On 03/14/2022, in corporate universities / corporate training, Emotion, instructional design, learning, learning ecosystem, Learning Experience Design, learning preferences, training / L&D, usability, user experience (UX), using teams, by Daniel Christian

Instructional Design 3.0: Designing The Learner’s Journey – Part 1 — from blog.alleninteractions.com by Michael Allen

Excerpts:

We’ve made important strides in instructional design over the last couple of decades and now we’re about to take one more momentous step.

We’ve gone from focusing almost exclusively on content, its clarity, logical sequencing, comprehensiveness, accuracy, and so forth (all important, of course), to focusing on the learner’s experience, making it Meaningful, Memorable, and Motivational (again, all critical). While pulling these essential components together, it seems we’re still missing something, perhaps the most important component of all. Let’s think what that might be.
…

I’ll address some of the techniques for designing from the perspective of the Learner’s Journey in subsequent blogs. But let’s start with this simple and powerful idea: reverse the process. Start defining how you want to address the whole of the learner, including the individual’s feelings, attitudes, and current skills. Don’t do this as a tack-on that you’ll do if you somehow get the time.

- Start with thinking about learners as emotive and cognitive persons first.
- Then create context-situated challenges and give learners the opportunity to show what they can do and request help as they may feel they need to.
- And finally, when you’ve created these structures, you’ll find you’ve already got a great framework in which to insert, fully develop, and refine your content.

Let’s make every learner’s journey a fascinating and enriching experience, from beginning to end.

Read Part 2
Read Part 3
Read Part 4
Read Part 5

Best from the brightest: Key ideas & insights for L&P Professionals — from tier1performance.com by Will Thalheimer; with thanks to Christy Tucker for this resource
Gather your learning and performance team together, share conversations with your friends in the field—this trove of gold from 2021 is the bedrock for our evolving and improving work in 2022.

To help fight our FOMO (fear of missing out), I’ve asked 48 thought leaders in the L&P field to share their favorite content from 2021—stuff they created or were involved in, ideas they think are critically important to folks like you and me as L&P professionals. They shared articles, blog posts, podcast episodes, videos, and eLearnings. They also shared their recommendations for other thought leaders and other content—and the most important trends impacting our work for 2022.

I looked at every one of their recommendations and I am blown away by the insights you’ll find in the content shared below. This is a formidable treasure trove from some of the best minds in our field.

Will Thalheimer

Hybrid learning for hybrid jobs: Reskilling for the digital age [Porcaro]

On 03/13/2022, in blended learning, business, communities of practice, corporate / business world, corporate universities / corporate training, hybrid learning, instructional design, learning, learning ecosystem, Learning Experience Design, reinvent, skills, staying relevant, training / L&D, workplace, by Daniel Christian

Hybrid learning for hybrid jobs: Reskilling for the digital age — from chieflearningofficer.com by David Porcaro
Just as “hybrid jobs” have become “jobs,” the old definition of “hybrid learning” that mixes in-person and online experiences is fast becoming just “learning.” It’s incumbent on employers, training providers and learners themselves to ensure that as we navigate that shift, we’re building a more meaningful and productive learning experience in the process.

What would happen if we reimagined hybrid learning as “learning that equips workers for hybrid jobs,” and built a new approach from there? That’s the question we’ve been working to answer at General Assembly, where our work with employers across a range of fields — from the tech industry to retail and manufacturing — has helped us understand what it takes for learners to be successful in the digital age. Our learning philosophy focuses on four key goals, which could form the building blocks of a new definition of hybrid learning.

Also relevant/see:

Leveraging experiential learning in a hybrid world — from chieflearningofficer.com by George Hallenbeck
The disruption brought on by the shift to hybrid work provides excellent opportunities for experiential learning. By balancing intentionality with support and maximizing the quantity, quality and diversity of learning experiences, both organizations and individual leaders can adapt and thrive in this new era of work.

Resetting the learning function to a virtual-first approach [Webb & Tweedie; chieflearningofficer.com]

On 03/11/2022, in content development, aggregation, repositories, corporate / business world, corporate universities / corporate training, digital learning, training / L&D, Virtual Reality (VR) / worlds / learning, by Daniel Christian

Resetting the learning function to a virtual-first approach — from chieflearningofficer.com by Stephanie Webb, Bob Tweedie

Excerpts:

We recommend embracing a “virtual-first” learning approach, supercharging the empathy in our proven learning toolkit with design thinking, and intentionally incorporating more human connection into learning through the direct involvement of learners’ managers.

“Just as some companies have adopted a “remote-first” employment model, learning teams need to move to a “virtual-first” approach to design to provide the level of predictability needed to produce high-quality work for learners and the business.”

Corporate Leaders Lag in Digital Skills; L&D Can Help — from learningsolutionsmag.com by Pamela Hogle

Excerpt:

As we move into a reality where digital skills dominate and the pandemic has pushed many organizations to accelerate their digital transitions, a yawning skills gap has become apparent: Fewer than a third of digital leaders rate themselves as “effective in digital acumen” according to the DDI Global Leadership Forecast.

But HR and leaders rank digital acumen, which is seen as “a significant predictor not only for digital transformation readiness, but also for innovation and responding to the competitive environment,” as a must-have skill, the DDI report said.

This gap is bad for business. “The world’s most digitally mature companies lead all other companies in value creation. They also have proved much more resilient during the crisis,” research by the Boston Consulting Group found.

Also from learningsolutionsmag.com see:

Web Accessibility on a Budget: How to Get Started for Free or Little Cost — from boia.org

Excerpt:

How to improve web accessibility for little to no cost:

Get a free accessibility assessment.
Learn what accessibility updates you can make yourself.
Use free assistive technology and accessibility tools.
Read content and continue learning from the accessibility community.
Publish an accessibility statement.
Create a long-term plan to full accessibility compliance.

The best lighting for video conferencing, according to experts [Webex]

On 03/02/2022, in A/V -- audio/visual, adjunct faculty, business, collaboration, colleges, communications, communities of practice, community colleges, corporate / business world, corporate universities / corporate training, digital audio, digital video, distance education, education technology, higher education, ideas, instructional design, internet, IT in HE, K-12 related, law schools, Learning Experience Design, Learning from the Living [Class] Room, learning hubs & pods & microschooling, learning preferences, learning spaces, legislatures / government / legal, library / librarians, multimedia, online learning, online media, online tutoring, platforms, presentations, productivity / tips and tricks, professional development, teachers, teaching & learning, teaching online, technologies for your home, telelegal, telemedicine / telehealth / virtual health, telepresence, tools, United States, universities, using teams, vendors, videoconferencing, Virtual courts and law firms, virtual K-12 schools, virtual tutoring, web-based collaboration, webinars, workplace, by Daniel Christian

The best lighting for video conferencing, according to experts— from blog.webex.com

Contents:

What is the best lighting for video conferencing?
Where should the light be for a video call?
What kind of lighting is best for video meetings?
What are the best lighting products for a video conference?
What is the best lighting for video conferencing on-the-go?
Good lighting means good communication:

DC: It’s about time. “More companies are building talent internally rather than externally.”

On 03/01/2022, in adult learning, business, career development, change, corporate / business world, corporate universities / corporate training, reinvent, skills, training / L&D, workplace, by Daniel Christian

Look inward, not outward — from mckinsey.com
More companies are building talent internally rather than externally. Over 50 percent of executives believe that developing the skills of their existing workforce is the most useful approach to address capability gaps—rather than hiring new workers, redeploying talent, and contracting in skilled workers.

Why some teams boost motivation while others totally sap it — from psyche.co by Ann-Kathrin Torka, Jens Mazei, Joachim Hüffmeieris, and edited by Matt Huston. With thanks to Mr. Tom Barrett for this resource via his weekly newsletter.

Excerpts:

In contrast, when people perceive their contribution to the team’s outcome as indispensable, they tend to show greater effort than they would when working alone. These ‘effort gains’ can be due to team members aiming to be prosocial: they care about others and want to make a difference to the team. By helping their team succeed, members also feel better about themselves – they can see themselves as helpful and competent human beings.
…
Managers, instructors, coaches, and other leaders can use this knowledge to design teamwork that boosts team members’ efforts. Remember the student from the introduction: maybe she felt that she could not contribute much to the academic team because the project did not include a specific (sub-)taskfor her to work on and to feel responsible for. If the instructor or a teammate had broken down the project into subtasks for each member, she might have felt that her efforts were indispensable.

A new hybrid learning methodology [Brinkerhoff & Boon]

On 02/24/2022, in business, corporate / business world, corporate universities / corporate training, digital learning, India, instructional design, learning, learning ecosystem, Learning Experience Design, personalized/customized learning, platforms, training / L&D, workplace, by Daniel Christian

A new hybrid learning methodology — from chieflearningofficer.com by Robert O. Brinkerhoff, Edward L. Boon
The proliferation of digital learning transfer platforms offers the opportunity for a new and impact-enhancing hybrid: learning programs that are at the same time standardized and personalized.

Excerpt:

Such a program in the context of our example of the global manufacturing company training its shop floor managers might have the following elements, all created with the expertise of a centralized corporate L&D function:

Classroom-style presentations on video with breakout room discussion options embedded for local facilitation.
Facilitator’s guides (translated into local languages) for leading the classroom breakouts.
Coaching tools and resources for managers to conduct one-on-ones.
A library of brief videos of good (and bad) examples of managers interacting with direct reports with second-language subtitles.
Guidelines for facilitating periodic virtual check-in meetings (schedules weekly, bi-weekly, etc. to be decided locally).
Assignments, with associated resources, for learners to complete by requesting coaching sessions with their manager.

We propose that the proliferation of digital learning transfer platforms (also known as learning experience platforms or LXPs) offers the opportunity for a new and impact-enhancing hybrid: Learning programs that are at the same time standardized and personalized.

Along the lines of corporate training / Learning & Development (L&D), see:

Workplace Learning Insights from Experts — from upsidelearning.com

The Vendor Landscape is Making Big Changes: eLearning Brothers [Brandon]

On 02/24/2022, in change, corporate universities / corporate training, elearning, training / L&D, UK, United States, vendors, by Daniel Christian

The Vendor Landscape is Making Big Changes: eLearning Brothers — from learningsolutionsmag.com by Bill Brandon

Excerpt:

The eLearning vendor landscape is changing. Try to keep up if you can! Learn about the acquisitions and changes being made by major eLearning vendors.

Many vendors continue to be specialists, concentrating on one or two proprietary products or approaches to design and development. A small number of others are expanding their offerings to cover the common needs of eLearning development teams and to add newer approaches to design.

Learning Solutions will continue to look at the specialists and proprietary products. In 2022, however, we will publish occasional articles that cover vendors who provide broader coverage and a diversity of approaches to design and delivery. This article is the first of this latter type.

What Workplace Design Can Learn From Higher Education Facilities [Rudy & Foster]

On 02/19/2022, in business, change, collaboration, corporate / business world, corporate universities / corporate training, design, health, higher education, learning spaces, United States, universities, vendors, by Daniel Christian

What Workplace Design Can Learn From Higher Education Facilities — from workdesign.com by Sandi Rudy and James Foster

Excerpt:

Our built environments are always changing and evolving, but now more than ever, workplace design is experiencing a major identity crisis. While the concept of “going to the office” is no longer standard practice for many, for some, it will always be the preferred, and for most, having the option is a giant plus. But in the interest of ensuring the evolving nature of knowledge work and knowledge workplaces keeps pace with employee needs, workplace design can find inspiration in education facilities with now proven solutions for improved wellness and increased overall performance. And with this new way of thinking, perhaps workplace design will once again take the grade.

The adoption of and success with flexible furniture and spaces such as that in many higher ed environments, which accommodates a range of uses and learning or working styles is now influencing today’s office designs. Credit: Bob Pluckebaum

Google wants 20,000 Americans to have higher-paying jobs — from protocol.com by Amber Burton
Google’s Career Certificate Fund is aimed at creating a sustainable model of support for American job seekers.

Excerpt:

The program is designed for students to pay zero upfront costs for the three to six-month courses, but Google certificate students are expected to repay program costs if they land a job that pays at least $40,000 annually. While the exact amount of the monthly payments was not shared in the announcement, Google said it will be low no-interest payments for Social Finance to reinvest in the program for additional participants.

Our new $100 million Google Career Certificates Fund — from blog.google by Sundar Pichai

It’s another promising example of how the entire ecosystem — from private companies to nonprofits — can work together to help more Americans access economic opportunities.

Addendum on 3/2/22:

Google’s Sundar Pichai Just Announced a $100 Million Educational Fund. It Might Mean the Beginning of the End for College. — from inc.com by Jeff Steen
While college tuition rises, businesses like Google are offering their own credentials — for a lot less. It might be the educational model we’ve needed for decades.

Is there a skills gap in learning design? — from neilmosley.com by Neil Mosley

Excerpt:

Another deficiency in higher education has also been the dearth of support there is for learning design. Roles such as Learning Designer or Instructional Designer have been relatively niche in UK higher education, they have tended to exist only in online or distance education settings.

This seems to be changing a little and there’s been more of these roles created over the past two years. Hopefully, as a result of growing recognition of the design and planning work that’s needed in higher education as the teaching and study experience grows in complexity.

Whilst broadly positive, this has thrown up another problem – the inconsistency and variability of skills amongst those that might refer to themselves as a Learning or Instructional Designer.

From DSC:
Though this is from the UK, these perspectives and the issues Neil raises are also very much present here in the United States. Neil raises some important questions, such as:

Aare the Learning Designers and/or Instructional Designers getting the training that they need?
What’s expected of them?
Are they utilized properly?
How do you scale their work?
How do you get professors and teachers to think of *designing* their learning experiences?

Addendum on 2/19/22:

A time for learning experience designers — from thetechedvocate.org by Matthew Lynch

And if the last two years have taught us anything, it’s that this collective movement toward learning experience design will be essential to help striving students go on better, more productive, and personally meaningful educational journeys. Indeed, we must help spread the word that education is more than a collection of classes. It may include classes, but it is so much more. At its best, it is a carefully and thoughtfully crafted and curated family of experiences that can help striving students change their lives!

5 Must-Have Microlearning Assets That’ll Make Your Online Training More Effective [Bhogaraju]

On 02/17/2022, in corporate universities / corporate training, instructional design, microlearning, training / L&D, by Daniel Christian

5 Must-Have Microlearning Assets That’ll Make Your Online Training More Effective — from blog.commlabindia.com by Nikhil Bhogaraju
We often hear about the advantages of microlearning, but what about its applications in corporate training? This blog explores how we can deliver effective training to a learning workforce through microlearning assets. Do you have them in your eLibrary?

Learning Ecosystems

Instructional Design 3.0: Designing The Learner’s Journey – Parts 1-5 [Dr. Michael Allen]

Best from the brightest: Key ideas & insights for L&P Professionals [Thalheimer]

Hybrid learning for hybrid jobs: Reskilling for the digital age [Porcaro]

Resetting the learning function to a virtual-first approach [Webb & Tweedie; chieflearningofficer.com]

Corporate Leaders Lag in Digital Skills; L&D Can Help [Hogle]

DC: It’s about time. “More companies are building talent internally rather than externally.”

A new hybrid learning methodology [Brinkerhoff & Boon]

The Vendor Landscape is Making Big Changes: eLearning Brothers [Brandon]

What Workplace Design Can Learn From Higher Education Facilities [Rudy & Foster]

Is there a skills gap in learning design? [Mosley]

5 Must-Have Microlearning Assets That’ll Make Your Online Training More Effective [Bhogaraju]

Categories

Tags