Content about Pedagogy

December 20, 2012
Building a Global Training Program: Content and Instructional Design

Building a global training program that starts with a communication module; sets learning objectives for communicating across cultures, with different functions, and in virtual teams; and offers instruction that is both interactive and flexible will enhance employees’ abilities to contribute effectively in locations near and far from headquarters.

By Jennifer Lawrence, Founder, Cambridge Corporate Training

Once a company decides to pursue a global training program and reaches shared agreement on how to define and develop the initiative, the instructional design team can take the next step: deciding what content to offer and how to design instruction to deliver it. Perhaps the most important topic for a global training program—and thus, an excellent place to begin—is communication. This article explains:

August 21, 2012
Applying Mastery Learning to Instructional Design: Part 2

In the design phase of the ADDIE model, the Table of Specifications assists in the development of learning objectives and helps answer the question, “What are learners expected to do with their knowledge?” A careful review of the Table’s contents may alert instructional designers to a topic that is too detailed or unwieldy.

By Robert Cooperman, Training Academy Program Director, Ohio Office of Budget and Management

July 10, 2012
Applying Mastery Learning to Instructional Design: Part 1

An Analysis phase that has been carefully and conscientiously undertaken can mean the difference between a successful mastery learning program and an unsuccessful program. With objectives set by the business and learning centered less on content alone and more on the design and delivery of the content, the percentage of successful learners should grow.

By Robert Cooperman, Training Academy Program Director, Ohio Office of Budget and Management

February 9, 2012
Conference Highlight: Answer-Judging: Where eLearning Platforms Fall Short

Real training requires more than binary feedback. But how can such complication be reproduced in elearning?

 

Training 2012 Conference & Expo speaker Ethan Edwards points out a tragic schism between in-person training and elearning, and offers a tool to bridge the gap.

As instructors, we all know that the best learning occurs when learners are challenged, make mistakes, get specific individualized instructional feedback, and then get the opportunity to practice.

January 27, 2012
Digging Deeper: Measuring the Success of Your eLearning Program

One noteworthy conversation from a week of discussion on Training’s LinkedIn Group.

 

Thanks to Brenda Quinney (Sales Training Manager at RSA) for this thought-provoking question, and to our LinkedIn Group members for their insightful answers.

Q: How do you measure the success of your elearning program? Do you survey your learners? What questions do you ask?

 

December 5, 2011
Maximizing Learning Transfer

A recent ESI International study shows that organizations estimate a high level of learning transfer to the workplace, but the reality does not bear that estimate out. In response, ESI International took feedback from the survey and added its own client experience to develop a list of the Top 10 best practices for learning transfer.

By Raed S. Haddad, Senior Vice President, Global Delivery Services, ESI International

It’s not just what you know; it’s how you use what you know. Attending a training class without proper post-course knowledge application and integration is a futile, yet common practice. In fact, a recent study shows that organizations estimate a high level of learning transfer to the workplace, but the reality does not bear that estimate out.

October 7, 2011
Soapbox: iPad Takes on Sales Mission

Cognizant created a learning application—the iPad Sales GYM application—based on the principles of collaborative learning with a focus on performance enhancement.

By Sairaj Vaithilingam, Director, Content and Design Services, and Ramanathan Srinivasan, Senior Consultant, Learning Solutions Group, Cognizant Learning Solutions Group

Why can’t I learn what I want, when I want? This is a common question posed by the sales personnel at Cognizant.

With the company growing at an industry-leading clip and expanding its workforce,

October 7, 2011
Talent Tips: Training on the Go

Mobile learners appreciate good-quality content designed to save them time and that provides immediate accomplishments in small chunks. Keep it short, but use all the media—video, audio, exercises, simulations, games, etc.—to “show” and not just “tell” how work can be done and skills developed.

By Roy Saunderson, President, Recognition Management Institute

Are we ready to train employees through iPods? Some organizations already do so with great success. Yet there are important principles to consider in getting mobile learning right.

In the fast-moving world we live in, we stay connected through a growing number of mobile devices we’re glued at the hip to. Now imagine having training follow you around and be available whenever you are ready to learn.

September 19, 2011
Focus on Observed Errors to Make Training Efficient

Traditional instructional design tends to focus on the creation of systematic and comprehensive courses based around the knowledge subject matter experts want to convey to learners. Courses that are constructed, instead, by identifying the errors learners are making in practice, and addressing these errors with efficient, targeted training scenarios may be a more efficient approach to many training needs.

By Gregg Collins, Ph.D., Head of Instructional Design, NIIT worldwide

You can see a lot just by looking. —Yogi Berra

A man’s errors are his portals of discovery. —James Joyce

September 19, 2011
Stop to Start Engagement

What if your training approach could be the key to engagement at work? The way employees learn either reinforces disconnection or creates meaningful connections. Your approach matters. Here are 8 things to stop doing in order to cause engagement and transform culture in your organization.

By Doug Bolger is the Chief L(earn)ing Officer of L(earn)²

Engaging employees in work is no longer a challenge with only one generation. Employees of all ages and tenures struggle to find meaning at work. Not all leaders are inspired and inspire their teams. Incentives and time off reward and reinforce extrinsic reasons to engage rather than intrinsic reasons to engage.

September 15, 2011
Learning Transfer Made Easy

Looking back on the years of trial and error with learning transfer, what stands out the most is that participants, managers, and stakeholders all want their investment of time and effort to pay off—everyone wants to see real results. That means making learning transfer practical and tactical, easy through automation, actionable through using both push and pull strategies, and carefully planned.

By Michael Leimbach, Ph.D. and Carl Eidson, Ph.D.,Wilson Learning

July 12, 2011
Guiding Principles of Effective Instructional Design

Learners get excited when exposed to learning experiences that go beyond teaching by telling. However, learning is a complex process that requires, for each learner, a repertoire of multiple types of instruction. The instructional designer’s role is to discover what motivates people to increase their knowledge and skills and improve their performance.

By Carol Ansorge, Senior Project Manager/Instructional Designer, Computer Generated Solutions, Inc. (CGS)

To help formulate an effective instructional strategy that addresses the changing needs of business and learners, use the following guiding principles:

June 17, 2011
The Saga of Developing the Sage on the Stage

How can managers ensure their Subject Matter Experts (SMEs) will perform well as instructors? Beginning with the hiring process, SMEs who apply for training positions should undergo a two-part hiring interview. The first part being the standard meet-and-greet, qualifications review, questions and answers, and so on. The second portion of the interview should require that the applicant conduct a 10- to 15-minute presentation on a prearranged topic.

By Jack P. Macfarlane, director, Aviation Maintenance campus, San Joaquin Valley College

March 24, 2011
Asymmetrical Thinking for Trainers

Learning and change are two sides of the same coin. As the rate of change accelerates exponentially, so, too, does the need to learn. To help organizations cope with this unprecedented rate of change, we also need to re-examine our own approaches to ensure we are delivering the most effective and efficient interventions.

By Tony O’Driscoll

In my introductory remarks as Conference Sensei at Training 2011 in February, I suggested there has never been a better time for those of us who work in learning. Learning and change are two sides of the same coin. As the rate of change accelerates exponentially, so, too, does the need to learn. To help organizations cope with this unprecedented rate of change, we also need to re-examine our own approaches to ensure we are delivering the most effective and efficient interventions.

March 24, 2011
Soapbox: Top 10 Challenges of Blended Learning

With the expansion of the global workforce, and the continuous shifting of global economic factors, the time for blended learning has arrived. But how do we make sure we do it right? What are the hidden challenges that can create a roadblock to success before we even roll out the program?

By Jennifer Hofmann

With the expansion of the global workforce, and the continuous shifting of global economic factors, the time for blended learning has arrived. But how do we make sure we do it right? What are the hidden challenges that can create a roadblock to success before we even roll out the program?

This column addresses the strategies and solutions for anticipating and minimizing the most common challenges when designing and implementing a blended learning solution, including technical, organizational, and instructional challenges.

October 4, 2010
How ADP Aces Live Classroom Training

At ADP, the Major Accounts Sales Trainee and Sales Office Week Program accelerates new sales associates' productivity and exposes them to the ADP culture by giving newly hired associates access to tenured ADP experts, exposing them to on-the-job sales experiences, and delivering relevant content using cutting-edge technology and a blended curriculum that makes hearty use of live classroom training.

By Margery Weinstein

August 25, 2010
4 National Training Roll-Out Lessons

Any national roll-out of a training program is an anxiety-provoking experience for even the most seasoned learning professional. If the implementation fails, it is a very public failure. On the other hand, a national roll-out is a terrific opportunity to develop skills, attitudes, and behaviors across your operation that will improve performance and promote your culture.

By Karen Brill

Any national roll-out of a training program is an anxiety-provoking experience for even the most seasoned learning professional. If the implementation fails, it is a very public failure. On the other hand, a national roll-out is a terrific opportunity to develop skills, attitudes, and behaviors across your operation that will improve performance and promote your culture.

Our lessons learned from large-scale implementations, largely based on mistakes we’ve made, will benefit any organization that operates in multiple locations.