The L&D community has a very specific vocabulary, as all professions do. But (like all professions) we need to speak the language of our customers, NOT expect them to be fluent in ours if we want to influence and inspire them.
Neither do they need to know what happens behind the scenes, so why do so many L&D people expect learners to understand?
Great training doesn’t just happen. No matter how good a facilitator you are, you can’t magic up an effective training workshop that delivers results on a few scant notes. Great training is properly designed, even if you’re going to deliver yourself. Here are 10 reasons why it’s important.
It’s risky asking other trainers to deliver on your behalf or employing associates: How can they even come close to delivering as well as you do?
Take the guess work out of it and make it easy for them by designing your training in detail
Induction training is incredibly important, yet is generally given a fraction of the attention that leadership development is. People are taking the first steps an exciting new career. They have let go of the security and familiarity of their previous job where they were probably highly competent, well-known and comfortable. Now they are taking a step into the unknown.
To design an induction programme that meets the needs of the individual and the organisation, we need look no further than Maslow…
Training design takes longer than people think, so it often gets put off until the last minute or pulled together with insufficient time. Here’s what bust L&D professionals can do to give learning design the time and attention it needs to do it justice
Learner engagement is critical to effective training – especially online. But we don’t need fancy tech or gimmicks to make that happen. there’s lots you can build in to training to keep learners engaged, including using 6 training trumps…
No matter how well training is designed or how brilliantly it’s delivered, it’s going to have limited impact if conditions back in the workplace aren’t right
Using models and theories in training can help or hinder learning. It depends how you use them.
Icebreakers play a vital role in live training whether that’s face-to-face or virtual. This blog explains how they can add value and gives some practical suggestions for ice-breaker exercises that are particularly suitable for virtual training
There’s much more to creating an effective learning experience that creating good materials. As training designers, we need to consider the bigger picture, and not just the documents we create.
sneak peek at the training resources that VIP members have access to to make their lives easier
There’s a big difference between training design and preparation. They are done at different times, require different skills, lead to different outcomes.
Everyone involved in learning and development needs to understand the difference.
As training designers’ our job is to make the learning journey as easy as possible for learners. here are 3 practical tips to make that happen.
When I created a guide for a client in 2020, to help their middle managers move up to senior leadership, I summarised key points from all my reading into single sentences – focusing on practical actions. You can DOWNLOAD THE LIST HERE There are also a couple of very good articles that you might find…
How long does it take to design training is a very common question, and there’s more than one reasonable answer. But many L&D professionals feel it takes too long. here are six reasons why AND what you can do design training more efficiently.
