Join us as we explore the key components of a healthy learning culture, including company culture, learner culture, and learning team culture. Attendees will gain insights into how a company’s financial stability and prioritization of learning can lead to a values-driven, people-centric culture that promotes success, well-being, and productivity.
Augment Reality (AR). Virtual Reality (VR). Mixed Reality (MR).
Is using these incredible technologies in learning possible now without breaking your budget? Which reality is the right choice for your learning team and your learners? Can your learning team build them now or will you need to outsource the work to someone else? Do you need expensive software coders to accomplish your goals?
One of the most daunting challenges for learning teams is reporting the impact of learning. Your organization spends significant resources building learning experiences. Your learners invest a lot of time in the learning experiences you’ve created. How do you know whether they are making a difference? Sure, you have Kirkpatrick’s model. You know about measuring learner reaction and tracking progress on knowledge checks. But can you tie that to changes in their behavior? Can you report your findings to those who oversee your budget in a dashboard they can understand?
You already know that games can be powerful tools for enhancing learning experiences. But what happens when you want to move beyond including gamification elements in traditional eLearning? What is it like to create an actual game that motivates and fully engages your audience? How will you know it’s time to move to a true game? How are such things actually achieved?
Whether new to custom eLearning or a seasoned pro, you will appreciate this solid overview of the development process, as well as the insider tips. Avoid costly mistakes on your next project, stay on track, and deliver relevant and engaging learning experiences that fit your learners and achieve your organization’s objectives.
Kathryn’s learning team functioned well. They were in the third year of a five-year plan that was clear and had a dedicated budget to accomplish its objectives. The main goal each year was to update 10% of their learning assets and make them available in digital format.
Kathryn, the chief learning officer of a large manufacturing company, was recently handed a challenge. Her company acquired another company and was growing from 4,500 to 7,000 team members in a matter of weeks. Kathryn’s learning team had to figure out how to provide world-class learning experiences while speeding up their transition to digital. What she needed was a thorough needs analysis. The learning experts at Inno-Versity are going to tell the story of Kathryn’s needs analysis journey.
Almost every learning leader has struggled to develop clear, achievable, and definitive learning objectives. Inno-Versity has helped corporate, non-profits, and higher education clients around the world to clearly define and achieve their learning goals. We call it the Know/Do/Believe triangle. While there certainly will be crossover, focusing on what you want learners to know, be able to do, or believe at the end of a learning experience will strengthen your learning objectives and help you achieve them.
Microlearning is a wonderful tool for delivering great bite-sized learning content when and where learners need it. More precisely, it is learning suitable for maximum retention and behavioral change. In this way, employees and students can rapidly and efficiently develop their skills and deepen their knowledge. Furthermore, the use of microlearning is effective in specialized training programs, national and international organizations, and educational initiatives.
No doubt, the learning needs your workforce faces today are like none you’ve seen before. The world is evolving rapidly. That is, you need to take into consideration your remote learners’ needs. Furthermore, you need to adapt your rapid custom training development approach to these changes in order to achieve successful learning outcomes.
When starting a project, L&D teams often begin with a pile of the content of everything ever taught or trained in. But starting with content stalls a remote-learning strategy before it ever gets off the ground. Curriculum mapping effectively organizes and prioritizes program goals, learning objectives, existing content, source materials, and potential assessment strategies.
