A good employee onboarding program does more than just introduce them to the company’s vision and values. It helps them settle down quickly in their new role, and feel capable and confident in their ability to contribute to the success of the organization. Let’s explore some ideas for making your next onboarding a great one.
Getting employees to align with organizational values is not easy. This article explores ways to take your values training beyond a mere checkbox activity.
In L&D, personas are fictional learners that reflect real ones. We create them so we can better understand the aspirations and challenges of learners, and work towards creating a solution that better aligns with their needs. The term is borrowed from the world of marketing, which uses buyer personas. However, we’d do well to consider the implications for L&D and tweak it to suit our purpose, instead of adapting it directly from there.
You are probably already familiar with the term WIIFM if you’ve worked in L&D for any amount of time. But what exactly is it, and why is it important? And how do you write a killer WIIFM that makes learners want to go through the course.
We’re used to trying different tactics to make our content a little bit more engaging. But here, we are talking about a highly under-utilized tactic – humor. I can hear the alarm bells ringing already. The content is too serious! No one will laugh! I don’t know how to write humor!… and so on. Relax. This article explores a few tips you can use to incorporate a little bit of humor into your next instructional writing project. Hope you have fun!
This article is a light-hearted take on how to ensure course failure. So, have a read, and make sure you don’t implement any of the ideas listed.
L&D teams seem to follow an all or nothing approach when it comes to learning impact measurement. If you’re measuring a lot of parameters, then good. But if you’re measuring nothing, here are some pointers to get started.
“But what is it that you will do? I’m the one who’s going to give you all the content!”
L&D folks are expected to (rightly so!) be updated on the principles behind their practice. But many are so maxed out on their time that they have nary a minute to spend on self-development. Added to this is the complexity of studying something like learning science (especially true for those who do not have a scientific or technical background). So, if you’re feeling overwhelmed and are not yet ready to bury yourself under research papers, here are 3 quick ways to get started.
As human beings, we’re wired to make decisions from the gut. But if we are part of any profession that requires making decisions (cue: nearly every profession), we have a responsibility to inform ourselves of the evidence-based practices in our field, and use that understanding to make decisions. This article explores when we should be deep diving into the principles, and when it’s okay to use our intuition for decision making.
Oftentimes on social media, we come across posts perpetuating some learning myth or the other, followed by a fiery debate around people pointing it out as a myth, the original poster arguing for their position, and so on. But how can we, the L&D cohort, do better at convincing those people (such as the original poster) that what they believe in has been debunked? Read on to find out…
We come across training design declarations on social media that range from the strange to the utterly unfounded as we all rush to generate content so that we can claim design thought-leadership. All of us who are content creators can sympathize with that pressure, for sure! But, it’s also necessary to be wary because sometimes the claims we make are the result of seriously flawed reasoning.
