While eLearning has taken the enterprise world by storm, that are still many businesses weighing the pros and cons of investing in an online learning strategy. This is especially true for small and medium-sized companies, as, on a first look, eLearning appears to be something that only big corporations with thousands of employees have a need for. It’s also true, however, for many established big businesses working in less tech-savvy, more conservative industries. Then again, if you’re reading this, it means that you already want to know more about the benefits of online employee training, and how a modern LMS platform like TalentLMS can assist in the success of your business. Which, coincidentally, is exactly what we’re going to cover in this post. 1. Time is money In today’s knowledge economy, where time to market is everything, online learning emerged as a faster and more effective method of business training, compared to traditional classroom-based training. Because online training can be performed at the time that’s most convenient for each individual learner, it helps businesses minimize training-related disruptions to their daily workflows. When, for example, workload increases or some important business deadline looms, your training schedule should change to accommodate your business needs. With scheduled seminars this can be a real hassle — with online learning it’s as easy as it gets. TalentLMS gives you all the tools you need to implement an on-demand learning experience - tools that allow employees the freedom to study at their own pace, and from their own preferred location. And with the TalentLMS mobile application (available for iOS and, soon, Android), this freedom extends to learning (and microlearning) on the go — whether that’s during an employee’s daily commute or on a flight to some business meeting. 2. Money is money From the inevitable cost of renting some space for your training activities (or devoting some of your existing office space), down to printing out leaflets and hiring the appropriate number of instructors , traditional, classroom-based learning incurs some significant costs that aren’t very amenable to economies of scale. That’s why, whether you’re a small, medium or large company, online learning can help you cut down on your training costs. With a single Cloud-based TalentLMS account for example, you could train anything from 5 to 50.000 employees, and all with a predictable per-employee cost that you can know in advance and budget for. 3. It’s easy to manage If your company is of a certain size and above, and you have ever tried to organize a traditional in-person training program, especially one involving multiple departments and or facilities, you probably already know how easy it is for it to turn into a logistical nightmare. With online learning, not so much. With a modern LMS like TalentLMS, for example, you have complete oversight over all of your training program, from course programming to employee registration, and from course attendance reports to learner performance statistics. Plus, with TalentLMS "Branches" feature, you can even run separate, but centrally managed, training programs per team, department or facility. Oh, and with TalentLMS being Cloud-based, there are also no difficult installation steps or configuration that you have to go through. All you need is to register for a new TalentLMS account, add your content and users, and Bob’s your uncle. 4. Perfect for Employee Onboarding For a lot of companies, their employee onboarding process is an ad-hoc mess. And yet, employee onboarding (also known as "employee orientation"), is one of the most important factors in increasing productivity and minimizing employee churn rate. Plus, with today’s demanding compliance rules and employee certification laws, a fully compliant orientation course can be quite complicated to design and execute. Unless your onboarding process is implemented with a modern LMS platform, that is. TalentLMS, for instance, will help you write original orientation material, incorporate existing content (from Word documents and PDFs to video and presentations), and even directly buy and deploy professionally-made third party content (through its always-accessible integrated content marketplace). What’s better, you’ll be able to adapt, improve, and re-use the same courses again and again, for each new generation of hires. Last, but not least, TalentLMS’ support for compliance training (complete with certificates and pre-requisites) makes developing a compliance training strategy really easy, regardless of the industry you’re in. 5. Knowledge retention Another unsung benefit of eLearning is knowledge retention. The term sounds fancy, but the idea is quite simple: there are lots of procedures, steps, tips and tricks needed for the day-to-day operation of your company. Things ranging from how to properly fulfill orders to a particular big customer’s satisfaction, to keeping your website running properly. If your business is like most companies, each of those tasks is handled by a handful of employees, with parts of them frequently only known to some single senior employee. This means that if that employee ever moves on, quits or gets fired, there will be some disruption to your business, while somebody else picks up their tasks and learns how to do them properly. Any money or time saving tricks these ex-employees have used might even get lost altogether. TalentLMS can help you keep all that knowledge in the company by providing an easy way to transfer employee knowledge (including all that valuable on-the-job experience) into a central repository, formalize it, and use it to educate new employees. Of course this takes some effort — you have to ask your more experienced employees to write down any non-standard domain knowledge they acquired over the years, and especially any custom procedures they discovered to get the job done faster and better. What you get out of this though, will definitely be worth it. And not just for the knowledge retention aspect, but also because formalizing how your company and employees actually operate will also give you the opportunity to rethink your company’s procedures, discard some deprecated procedures, and improve upon others. 6. It grows with you Whether you are a small local company or a large multinational enterprise, online learning can both accommodate your needs today, and scale to meet your future needs. After all, a small business doesn’t stay small forever. Just consider that Apple and HP were "small businesses" once upon a time too. As your company grows, your LMS will grow in importance with it and will pay for itself many times over. And remember, growing implies hiring new people — and all these people will need both onboarding and training for their new roles. As for larger businesses, well, they always expand to new markets, open new facilities and diversify into other industries. Those things are par for the course if you want to stay competitive. With a Cloud-based LMS like TalentLMS there are no large upfront costs or restricting fine-print: you only pay for as many employees you need to train, and you can grow to how ever many learning portals and employees you want. That’s why over 30.000 organizations of all sizes, from cPanel to LG and Telerik, trust TalentLMS for their employee training needs. 7. It’s not that big a decision One thing keeping businesses from adopting online learning in the past was that a corporate LMS used to cost serious coin, and often needed a dedicated IT department to set it up and keep it running. Nowadays, and especially thanks to the Cloud, deploying your own corporate training program can be as simple as signing up for Facebook. TalentLMS, for one, has been renowned for its ease of use, and has often been praised by users and industry experts as a powerful, yet intuitive online learning platform, even winning several awards as the best on its category. The best thing is that TalentLMS’ Cloud-based solution and simple pay-per-learner pricing scheme has removed all barriers to adoption. Which means that even if you’re not immediately planning on deploying an LMS, we suggest you to try and take TalentLMS for a test drive. It’s a no-brainer, and you might find out that you really need one. The post 7 Reasons Why an LMS Is Necessary For Business Success appeared first on TalentLMS Blog.

While learning management systems like TalentLMS have made deploying, managing and running your online training easier than ever, there’s still one aspect of the whole process that remains quite challenging: Creating great content in the first place. Sure, TalentLMS makes it easy to upload existing content of all kinds, incorporate multimedia, format it for online and mobile delivery and all that. But coming up with original content for your courses? That’s up to you. Or at least it was, until, some time ago, we introduced the TalentLMS Marketplace, giving you an easy way to expand your curriculum with professionally created courses at the click of a button. Enter the Marketplace Two years later, the TalentLMS Marketplace has advanced quite a bit from its humble beginnings. In fact, since its launch we’ve seen a 10 fold increase in both the number of courses offered and the sales volume. To put some numbers behind these claims, the TalentLMS Marketplace catalog, initially populated by 20 high quality courses from our Australia-based partners Skills Maintenance, now boasts over 240 courses. And with over 10 content categories, there’s something for everyone too, from First-Aid and Allergen Awareness lessons, to Office Ergonomics and Environmentally Sustainable Work Practices. Content a-plenty Our two most popular (and populated) TalentLMS Marketplace categories are "Business Skills" and "Safety". Just to give you a quick idea of the content on offer, the "Business Skills" category includes courses in general leadership topics, like "Conflict Resolution" and "Team Building", more task-focused lessons, such as "Conducting Effective Performance Reviews", "Inventory Management", "Customer Service Basics", and courses focusing on important onboarding and HR themes, for example "Disability Awareness", "Bullying in the Workplace", "Professional Ethics", and more. As for the "Safety" category, it offers courses for the most common professional safety topics and operational best practices, including compliance courses covering mandatory training in industries like aviation, shipping and construction. For example "Asbestos Awareness", "Work safely in the construction industry", "Excavator Training", and many, many more. Prices vary according to the depth and breadth of the material covered, ranging from a low-ish $10 to over $200 for certain more advanced units, with a median price of around $40. Considering all the work needed to design, write and put together such a course on your own, even the higher priced courses are an absolute bargain for enterprise training use — and doubly so if you’re running an eLearning portal that’s reselling those courses to students. Sell Your Wares With Us Of course, our Marketplace is not just open for content buyers, but for content providers too. We’ve grown from our initial collaboration with content provider Skills Maintenance, to featuring content from a plethora of professional content development companies, including LearnMe, ProvidentSolutions, CPAI, BestArabi, UFTC, Digital Marketing Mentor, VETiS and more — but we can always use more content. For a quick introduction into how the Marketplace operates, from the perspective of both the seller and the buyer, watch this informative video below. Key take-aways: 1) you need a Stripe account to request a course addition, 2) courses have to be approved before they appear in the Marketplace, 3) our commissions are competitive, and are paid immediately to the seller, with no waiting period, 4) we ensure that nobody unlicensed can clone and take advantage of your material. If you’re a eLearning content vendor and are interested in adding your courses into the TalentLMS Marketplace, please contact us at support@talentlms.com and we’ll be glad to help you. Shopping therapy at the TalentLMS Marketplace From the buyer’s standpoint, things could not be easier. After you login as an TalentLMS administrator, you can visit the TalentLMS Marketplace either from your Dashboard (Courses -> Marketplace), or from the "Go to" dropdown menu. Once there, you see all the available courses, which you can filter by category, search, order by price, name, or date, read a brief description (or click on the course to see further details) and finally purchase a license. As soon as a course has been bought, it is added to your TalentLMS portal and you can assign it to your learners just like you would a regular course. You can also extend the course with new content of your own, or, if you’re into eCommerce, sell it for a different price to your learners. Conclusion The TalentLMS Marketplace gives you a turn-key solution to training your employees or adding new courses to your eLearning portal. With over 240 courses, and more to come, covering essential business skills, work ethics and safety issues, and compliance training topics, TalentLMS Marketplace courses can enhance and extend any corporate training scenario. The post Open 24/7: get quality new courses anytime with TalentLMS’ Marketplace appeared first on TalentLMS Blog.

Whoever we are, we are still an immature organization. In 2015, RMA researched and built five job benchmarks from the Training Magazine Top 125companies. We were able to benchmark five roles. What we also discovered is that these roles are defined very differently in each company. The Hoffman and Thurber e-book found the roles are also combined into one job:Most L&D departments have fewer than 10 team members and only 13% had more than 50 people in their department. On average, L&D professionals are responsible for 4 tasks and 3 different roles.  Most of these jugglers are responsible for an audience of greater than 1000 learners each year.   To legitimize and honor the sacred work that we in L&D do (growing people to grow performance), we must do the following:  Get to the table and influence higher in the company.  Learn and align to the organizations' strategy, priorities and gaps and present a proposal to intervene to a C Level Executive.  Sell High, Sell Often, Sell Alignment. Yes, you must sell.  Refuse to deliver L&D solutions without metrics and sponsorship. Just say No. Then say, ... and this is how I can help.Look at each performance gap as a system. Make sure you are intervening in the entire scope of the program. Fixing one side of the organization without the other will always cause side effects that aren't good. What boundaries are required to meet the performance goal? Don't start until all stakeholders have agreed to the metrics and how / when they will be measured. Don't be biased to one delivery medium of L&D. Do not let technology limit learning. Let the opportunity drive the implementation of the solution. Everything is 'blended' now.   Learn to be strategic not reactive. Step up when you see a chance to grow performance. Be a squeaky wheel. Find a better place to work if you can't do it where you are. Leverage the 'Engagement' mantra. Sell your services by authentically explaining that engagement comes from context (why?) and valued contribution. Employees want to contribute and grow with appropriate opportunities clearly laid out. Creating a learning intervention is a project; it begins and ends. Driving performance is a process- it never ends. Clearly explain this to your sponsors. The difference matters and they must support the entire life cycle. Other people can teach. You don't have to go to the School of Education. Leverage SMEs and help them learn to teach others. Broaden your reach. Each learner is unique and deserves respect. Learning for them is different than learning for someone else. Build a broad spectrum of learning options and let the learner choose. The bigger the learning buffet, the better. Performance is the Holy Grail. Talk about it. Demand it. Measure it. Just to be explicit - attendance (aka butts in seats) is not a performance metric. Teach Less, Learn More. It's not about you, it's about the learner's performance. Get out of their way and encourage self-discovery.  Another way to learn what this white paper has to say is to attend a free webinar on June 9 at 1 PM ET for a 30 minute overview with Jennifer and Brad. Register here.

Have you seen the movies Apollo 13, Splash and A Beautiful Mind? How about the TV series Arrested Development, 24 and Empire? Do you know what ties them all together? What makes them all similar and somehow connected?Source: OWN - Oprah Winfrey NetworkAll of them are credited to award-winning Hollywood producer Brian Grazer. But more importantly, these films and TV series were a result of Grazer's "curiosity conversations." 'Curiosity Conversations' to Expand LearningGrazer defines curiosity as the "process of asking questions, genuine questions, that are not leading to an ask for something in return." The goals of a "curiosity conversation" is to learn an insight or the secret to someone's process or success and expand each other's lives. Courtesy of : Super Soul Sunday | Oprah Winfrey Network"Curiosity conversations" are basically informal discussions that Grazer had and is still having with individuals outside of the entertainment industry and which became the inspiration behind his creations.Tips to Integrating 'Curiosity Conversations' in eLearningAsking questions is a manifestation of one's curiosity. But other than proving someone has a thirst for learning, curiosity, or more specifically the asking of questions, is the oil we need to keep us going. Humans have been called the "ultimate learning machines," and as with any machine, we need to be maintained to continue working efficiently.How do trainers or designers trigger curiosity in learners? Here are some suggestions:1. Ask story questions In story-based elearning, story questions are powerful tools that stimulate learners to connect or relate new learning to their existing storehouse of experiences and memories. Asking what, where, when, why, and how questions-queries that can't be answered by yes or no-grants learners permission to open up or share their insights.2. Have curiosity conversations In line with asking story questions, elearning professionals can try using Grazer's "curiosity conversations" to dive deep into the minds of each other to spur the creation of new ideas or simply to gain insights and new learning.3. Provide an "exploration bonus" Although everyone has a baseline curiosity and curiosity itself is an intrinsic motivation, it might take more than a little bit of courage for learners to give in to it because that would mean going outside of their comfort zone. However, trainers and designers can give learners a little push by taking a leaf out of the evolution theory and provide an "exploration bonus" to learners. Reward learners for trying something new.ConclusionCuriosity is a trait which is in all of us. It's important for trainers and designers to be able to trigger or stimulate learners' interest since curiosity makes learning easier and fun for them.ReferencesTom Stafford (June 19, 2012). "Why are We Curious?". BBCGrubber, Matthias, et al. (October 2014). States of Curiosity Modulate Hippocampus-Dependent Learning via the Dopaminergic Circuit. Neuron.Tip #15 - How to Add Curiosity in eLearning StoriesTip #28 - Create Memorable Story-based Test QuestionsTip#42 - Provoking Learners with Story QuestionsRay Jimenez, PhDVignettes Learning"Helping Learners Learn Their Way"Ray Jimenez, PhD Vignettes Learning Learn more about story and experience-based eLearning

Have you seen the movies Apollo 13, Splash and A Beautiful Mind? How about the TV series Arrested Development, 24 and Empire? Do you know what ties them all together? What makes them all similar and somehow connected?Source: OWN - Oprah Winfrey NetworkAll of them are credited to award-winning Hollywood producer Brian Grazer. But more importantly, these films and TV series were a result of Grazer's "curiosity conversations." 'Curiosity Conversations' to Expand LearningGrazer defines curiosity as the "process of asking questions, genuine questions, that are not leading to an ask for something in return." The goals of a "curiosity conversation" is to learn an insight or the secret to someone's process or success and expand each other's lives. Courtesy of : Super Soul Sunday | Oprah Winfrey Network"Curiosity conversations" are basically informal discussions that Grazer had and is still having with individuals outside of the entertainment industry and which became the inspiration behind his creations.Tips to Integrating 'Curiosity Conversations' in eLearningAsking questions is a manifestation of one's curiosity. But other than proving someone has a thirst for learning, curiosity, or more specifically the asking of questions, is the oil we need to keep us going. Humans have been called the "ultimate learning machines," and as with any machine, we need to be maintained to continue working efficiently.How do trainers or designers trigger curiosity in learners? Here are some suggestions:1. Ask story questions In story-based elearning, story questions are powerful tools that stimulate learners to connect or relate new learning to their existing storehouse of experiences and memories. Asking what, where, when, why, and how questions-queries that can't be answered by yes or no-grants learners permission to open up or share their insights.2. Have curiosity conversations In line with asking story questions, elearning professionals can try using Grazer's "curiosity conversations" to dive deep into the minds of each other to spur the creation of new ideas or simply to gain insights and new learning.3. Provide an "exploration bonus" Although everyone has a baseline curiosity and curiosity itself is an intrinsic motivation, it might take more than a little bit of courage for learners to give in to it because that would mean going outside of their comfort zone. However, trainers and designers can give learners a little push by taking a leaf out of the evolution theory and provide an "exploration bonus" to learners. Reward learners for trying something new.ConclusionCuriosity is a trait which is in all of us. It's important for trainers and designers to be able to trigger or stimulate learners' interest since curiosity makes learning easier and fun for them.ReferencesTom Stafford (June 19, 2012). "Why are We Curious?". BBCGrubber, Matthias, et al. (October 2014). States of Curiosity Modulate Hippocampus-Dependent Learning via the Dopaminergic Circuit. Neuron.Tip #15 - How to Add Curiosity in eLearning StoriesTip #28 - Create Memorable Story-based Test QuestionsTip#42 - Provoking Learners with Story QuestionsRay Jimenez, PhDVignettes Learning"Helping Learners Learn Their Way"Ray Jimenez, PhD Vignettes Learning Learn more about story and experience-based eLearning

Consistency of good leadership is essential to secure the loyalty of those around you at work and on the world stage.

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Creative companies are innovative,they are able to pull off the ground and stay viable for sustainable periods. As an up-and-coming organization, how can you be labeled as innovative? How can you create and disrupt the status quo to stay aloft? One tried and tested strategy is eLearning. In this article, we explain what innovation is and how you can achieve it for your organization through eLearning. Innovative organizations do not copy what other organizations do. Instead, they have a creative team that, based on extant research and best practices, comes up with out-of-the-box ideas to lure in more business. And these ideas, quite often, prove to be phenomenal! Case studies are published in universities where innovative business ideas become theories that are sworn upon. A common pattern in such organizations is the continuous upgrade of the human resources through training and development. Another prominent feature of innovative and creative companies is that they encourage the use of educational and productive technology to collaborate and disseminate knowledge. Knowledge is the main asset in these organizations. It is preserved and passed on as a heritage commodity from one generation of employees to the next. How do these organizations leverage their creativity with innovation for long-term success? Innovation is a product made of knowledge, curiosity and imagination. Innovation is a product made of knowledge, curiosity and imagination.Click To Tweet The larger the volume of the knowledge repository in your organization, the greater ideas you have to play with. This yields a variety of products and services that are unique and new. So, what do the innovative companies do to establish the process of creativity within their employees? Let’s uncover the three levels of creativity and knowledge that pave the way towards innovation through eLearning: Discovery The starting point of innovation through eLearning, or not, is discovery. Discovery can be made when learning about a phenomenon, a protocol or a process in an eLearning course. Discoveries are usually those "stumbled-upon" ideas that are simply being viewed from a new perspective. When eLearning programs are meaningful and engaging to employees, they are able to connect their experience with new knowledge to make a discovery in practice or presentation of a product. Invention The second level of innovation is invention. By this, we mean a new tool, a new process or a new procedure that is adapted to the unique needs of the organization. eLearning development is based on filling the learning gaps of an organization. Once employees overcome these gaps, they are able to invent new ideas. In short, in the presence of existing knowledge, new inventions are made. Creation Creation is the ultimate level of innovation. There is still a wealth of unique ideas and products that can be created,and they materialize to respond to a customer need or a market demand. The success of these creations depends upon how well-informed employees are on the latest market trends. This is possible though learning and collaboration on a Learning Management System. Let’s look into the a few steps that lead organizations to innovation through eLearning: 1. Creative employees are well engaged and encouraged to talk. So what can you do? Have employees share their videos and audios for common knowledge throughout your company LMS. Then, create discussion board topics that promote active discussion, so that employees can share their thoughts and opinions. 2. Innovation through eLearning comes from knowledge. Keep fresh and new eLearning courses coming! Discover your employees’ learning needs by asking them what they would like to learn. Also, a good idea would be for you to benchmark learning strategies with leading organizations. Innovation through eLearning comes from knowledge.Click To Tweet 3. Multiple perceptions lead to innovation. You cannot imagine how much it helps when an idea is experienced through multiple eyes. So be our guest and find out: have teams collaborate and debate through the LMS and new, diverse ideas will pop. 4. Use educational and productivity enhancing tools to create ideas and share with team members. Have an Ideas page on the LMS, where learners share fresh ideas. It pretty much is innovation through eLearning in the clearest sense! 5. Provide healthy breaks from work and eLearning! Let the knowledge sink in by allowing your employees to take entertainment breaks, even through the LMS itself, in the form of a video posted, for example. 6. Broaden your employees’ experiences. Richer experiences lead to new idea generation, and eLearning offers a variety of experiences through interactivity and simulation. Also, new scenarios transport learners to a new location and encourage them to use their knowledge for decision making. The more updated your employees are though eLearning, the more innovative they will be. That’s what innovation through eLearning is all about! This leads to the notion of the upcoming big idea that everyone wants to hear about. In order to become a leading organization, you need to keep them hooked to your learning management system and communicate through its collaboration tools. The post 6 Steps to Innovation through eLearning appeared first on TalentLMS Blog.

Transformative learning is increasingly becoming the leading andragogy (adult teaching and learning) strategy in the current technologically competitive eLearning environment. So, how can eLearning developers and instruction designers adopt this trend within their courses? Is this trend only for the seasoned eLearning professionals or is it adaptable by any trainer wishing to produce in-house eLearning training programs. Find out in this article! Transformative learning is by essence learning that leads to direct transfer of learning objectives to the work context of the learner. Is it possible to have this phenomenon applied to the thousands of learners registered in your eLearning course? When you provide a training program to diverse learners who are geographically dispersed around the globe, providing the transformative learning edge becomes a challenge. Sometimes even an impossible feat! How can you, as a training provider, ensure that your next eLearning program promotes complete transfer of learning objectives? What is transformative learning and why should I care? Before we answer the question, let us explain the benefits of an eLearning program that is transformative in nature. If there is one justification an adult learner would give to themselves for allocating time from their busy lives to learn something new, it is this: what will this course do for me? Will I gain something meaningful and valuable to my current tasks at work? Will this course make me perform better, make a change in my end product? Or help me gain team-wide recognition? If the answer to all these questions is "yes", the adult learner will not hesitate to register for your eLearning course - and won’t drop out. Also, line managers and team leaders are specifically looking for eLearning programs that yield productive value for the organization. While it is nice to grow personally as a learner, growing professionally is more in demand than ever. Transformative learning provides this organization-specific professional growth. The features of transformative learning are only implemented when the course mentor, instructor or trainer is progressive and accepting on the transformative learning strategies. Transformative learning provides this organization-specific professional growth.Click To Tweet When training your trainers, remind them that the success of the course will be impacted directly by their actions when mentoring the course. Inform them of the benefits of transformative learning and how they can promote it when leading their eLearning sessions. How do I create transformative learning experiences in eLearning? eLearning trainers need to create a self-reflection activity in which they think about their interactions with adult learners. Were there any unique problems in communication with the learner? How did the instructor solve them? eLearning instructors need to understand that they cannot encourage their learners in a transformative process, if they are unwilling to do it themselves. These ten questions should facilitate the self-reflection of the instructor and guide them towards transformative course implementation: 1. How do you view yourself as an instructor? Do you see yourself as an expert? Are you open to the views and opinions of others? How do you accept and/or process those views when you encounter them? 2. How much more do you feel you need to learn about teaching and learning, or about your current subject matter? 3. How do you generally run a class? Do you depend on the course materials and discussion methods or are you running your own agenda as well? 4. In the ILT (instructor-led training) discussion, do you empower the trainees to pursue knowledge on their own? Do you incorporate individualized, collaborative exercises during your course mentoring session? 5. How do discussions generally go in your eLearning courses? Are they usually dominated by a few participants? Are your discussions uniformly interactive? 6. How comfortable do you feel with the concept of promoting self-knowledge and experience in learners? Do you motivate learners to learn for the sake of learning and promote a culture of learning organization? 7. How comfortable are you when trainees disagree with your view point? How would you feel if a trainee suggested that you read material that they have discovered in their learning process? 8. Do you feel that you need to maintain control of the learning environment? How comfortable are you in giving over this control to learners and being equal participant? 9. How comfortable are you with receiving material from the students that is not grammatically correct or well-written, but is truly the expression of their self? 10. How do you define learning? What do you hope to see as learning outcomes from an eLearning course session? You can make transformative eLearning Transformative learning is not a special field of andragogy. Rather it talks about being mindful when addressing the needs of adult learners. Transformative learning can only be implemented if the course mentor has a self-reflecting attitude towards the process. eLearning program designers can also use these ten points to reinforce transformative learning practices for the course mentor. The goal of any eLearning program is to create a learning experience that is transferable to the learner’s work life. The time spent on the training program should return as a valuable performance driver. What do you do in your eLearning mentoring or development to create transformative learning for your trainees? The post 10 Steps to Create Transformative Learning Experiences appeared first on TalentLMS Blog.

​There are a lot of imposters delivering fluffy edutainment which muddies the reputation of L&D.  Every year at the ATD International Conference (and all) & Expo, a new group of vendors show up with impossible promises, cool give-aways, free drinks, and the new God's-Gift-to-Training. The next year, they are gone and a new crop appears. Here are some of the one's I was most unexcited about:Giant libraries of micro- learning (subscription, of course).  Everyone wants to learn everything like they do on YouTube and Google, right? I don't. These tiny nuggets of learning guarantee that you can learn any (little) thing instantly. Plug and Play. I hope my doctor doesn't switch to a micro-learning strategy.  A growing number of LMS (Learning Management Systems) vendors and a growing number of consultants who want to help you remove your LMS.  #ironicFive different DISC vendors, some of whom are happy to explain to you that this single assessment can clearly categorize every one of your employees accurately. (Full disclosure: I am a big fan of TTI Success Insights' DISC and would love to help you learn to use multiple science diagnostics, but not just DISC by itself).Vendors who fill their booths with screaming craziness, talking only to each other and throwing back shots behind the counter. My IT side is offended by the tech-as-boy-wildman stereotype. That said, our mascot is a giant Goose, so perhaps I speak out of turn.

Readiness does not come with having the same job title for a period of time; it evolves as leaders face significant challenges.