From that point discover, categorize and develop with some confidence the types of learning each would be most comfortable with then craft an overall rubric to be used when designing courseware for multi-age audiences. Like steady work and climbing the corporate ladder, consider their coworkers to be their main social network. Incorporate social media seamlessly into their personal and professional lives. Rely heavily on blogs, instant messages, tweets, text messages. MORE

Thus organizations are trying to invest more in training and learning processes as well as analysing their training needs in greater depth. Many large organizations, when faced with this daunting challenge, are turning to technology-aided learning to cater to their training and development needs. However, the use of e-Learning is limited to large organizations only. There are various benefits of adopting e-learning for small and medium businesses. MORE

This makes it extra important for the content and activities in corporate language courses to be personalized learning which is tailored to the individual. For this, we need to understand not only each individual learner’s training goals, but also their unique learning style. For a training course to really succeed, both learners and trainers need to take learning style into account. How technology and new learning preferences are shaping modern-day learning. MORE

With reduced training and travel budgets, Learning and Development (L&D) teams across the world are being pushed to re-evaluate their existing instructor-led training (ILT) delivery. Adapt to their preferences and learning styles. Clearly, both these aspects converge to an increase on: Online training: Particularly mLearning or mobile learning. Blended learning. Create highly engaging and interactive learning sessions with your learners. MORE

These people grew up long before the internet (at least before the internet was widely used), not to mention smartphones, instant messaging, and social media. Baby Boomers and the Silent Generation grew up learning mostly from personal interactions rather than media. Gen-Xers and Millennials, to varying degrees, grew up playing computer games, browsing the internet, and learning many tasks on their own. Seek learning tools that bridge the generations. MORE

Here are the slides from an online session I did yesterday on Multi-Generational Learning in the Workplace. Google, Google Scholar, and Wikipedia for homework, the school’s VLE/LMS, instant message, text, profile on a social networking service like Facebook or MySpace.). To learn, I sat in a classroom for years, so it would be normal to expect to sit in a classroom to learn at work. Know the learning theories behind your craft damn it! MORE

With reduced training and travel budgets, Learning and Development (L&D) teams across the world are being pushed to re-evaluate their existing instructor-led training (ILT) delivery. Adapt to their preferences and learning styles. Clearly, both these aspects converge to an increase on: Online training: Particularly mLearning or mobile learning. Blended learning. Create highly engaging and interactive learning sessions with your learners. MORE

We can say with confidence that the goal of leaders, managers, and learning professionals is to help workers achieve optimal "at the moment performance." Then as learning professionals we converge at the moment of performance. Specifically, in the past, our momentum in learning and training is “teaching something.” Teaching was based on rigid curriculums , testing , design , multimedia , presentations , retention , tracking , traditional learning styles and many more. MORE

Social media sites use specific updating tactics and strategies that keep you checking in often. Notifications can become a powerful tool in mobile learning. It’s OK to build a little bit of suspense into your learning modules, especially when they contain game-like elements. Don’t show all of your cards at once: Instead, let learners build their learning experiences by trying new things, making mistakes, and moving onto new chapters and sections as they go. MORE

There are many benefits of training and online learning in the corporate sector and no one can question the need for training initiatives. More often than not, the two main culprits are: Learners’ apathy towards learning and lack of organizational support. When training is closely linked with organizational actions like employee evaluations or bonuses, it is a definite ‘push’ for learning. This is a huge driver for learning. e-Learning MORE

There are applications for every learning style, company size, and delivery channel. And some help you guide and manage social or informal learning. Consider how your team likes to learn and communicate. Do they prefer to seek their own learning resources or have someone teach them new skills directly? Do they actively use chat rooms and instant message or not? Can it help you manage informal and social learning? MORE

Yes, the solution is the evolving trend of using learning management system (LMS), the market for which rose over 21% in 2014. Personalize the Learning. If your employees are millennials who’re working through similar material at the same time, you can take advantage of this opportunity and make learning a personal job. In fact, a recent survey reported that 58% millennial employees preferred micro-learning as a part of their job training. MORE