Does Your Company Have a Safety Culture? This is a question all managers and executives need to ask themselves and then honestly evaluate their organization. Why is this so important? Well the most obvious reasons are as follows: A safe work culture provides…… ✓ Lower Worker Comp costs ✓ Lower insurance premiums ✓ Increased employee retention ✓ More engaged workforce ✓ Better recruiting ✓ No OSHA audits or fines ✓ Fewer lost work days ✓ And many more So what does a "safety culture" mean? It really comes down to attitude and it starts at the top. If the CEO believes in it and executives embrace it and managers empower it and supervisors demonstrate it then the rest of the employees will make it happen. That is when it becomes part of your culture. But if any one of the links in the chain is broken by lack of support then the entire safety culture is at risk of failing. Here is an example to consider… Becker Industries trains its new forklift operators with the minimum required OSHA training, they have safety banners hung up and they talk about safety at the monthly meetings. But a quick walk through the plant and you see forklift operators exiting aisles without slowing or honking, carrying loads in front of them that obstruct their view, driving too fast for conditions and some trucks have broken warning lights. Does Becker Industries have a safety culture? Of course not. But why not? It comes down to commitment and the management is not committed to safety, otherwise the supervisors would stop and coach when seeing unsafe practices, managers would discipline those that continue operating unsafely and executives would insist that safety devices are repaired. If all that happened then employees would start to recognize that Becker cares about their safety and would begin using safe practices. Another way a safety culture is embedded in an organization is through safety training. Since training is always the starting point of any new program it makes sense that safety training is how a great safety program should begin. So what does an outstanding safety program look like? Well, it starts on an employees’ first day and never stops as long as they work there. Here is an example… Stuart is a new employee at Excelsior and in his first morning he is introduced to the company’s safety policy by taking an online course that explains the safety culture, why it is important and what the expectations are for all employees. It includes a brief video from the CEO explaining his personal commitment to the safety of all employees. That makes an impression. During Stuart’s first afternoon he takes an online course for forklift certification that was professionally produced by the company who makes the forklift he will be driving. He takes a detailed, online test that ensures he understands the safe operation of the truck. He also has hands-on training with the certified trainer. This is not a quick overview but an in-depth orientation on the vehicle’s controls as well as significant time where Stuart must demonstrate his ability to safely operate the truck. Although the training was hands-on, the results are recorded electronically along with his online test results. On day two Stuart takes two important online courses. "Haz-Mat Safety in the Plant" and "Lock Out/Tag Out Procedures". These courses explain the Haz Mat material stored in the plant, outlines safety procedures, SDS locations (safety data sheet), what to do in an emergency as well as how to properly lock out equipment suspected of being defective. This was 20 minutes well spent and Stuart’s 100% score on the quizzes is recorded electronically and he receives a certificate showing his perfect score that really impresses his son that evening. On day three a supervisor notices Stuart exits an aisle on his forklift without slowing or honking. The supervisor immediately stops him and reminds him of the lift truck safety training and why it is important to follow the rules and what might have happened if a pedestrian was walking in his path. Later that day Stuart completes an online course on proper lifting and bending that explains and demonstrates why improper lifting is so harmful and how the effects last long after he stops working. The course has many videos and graphics that show, using actual footage from the plant, the mechanics of the body and how improper lifting puts excess strain on critical points. The course has hands-on activities that Stuart must complete to reinforce proper techniques. At the end is a short video segment by the HR Manager explaining her commitment to safety and encouraging everyone to be observant and quickly report all unsafe conditions. Later that week Stuart witnesses an employee driving a lift truck with an obstructed view because of an unusually tall load. He also sees a supervisor immediately stop the employee and explain the danger of his actions and then helps him correct the tall load so he can drive safely. Day five has Stuart taking a course online that explains how Excelsior is so committed to safety that it authorizes any employee to stop the work of any other person if they feel it is unsafe. This cutting edge policy is empowering and sends a clear message to Stuart that Excelsior values safety above productivity. The training provides several video-based examples from their own plant on how this "stop and work safely" initiative is put into practice. On day seven Stuart sees a dock plate that appears to have a slight weld crack. He is not sure but reports it to his supervisor anyway. The supervisor immediately initiates Excelsior’s "lock out/tag out" procedure and calls for service. The dock plate is found to be defective and repaired within 2 days. At the monthly safety-meeting Stuart is recognized publicly for his quick recognition of a dangerous situation and prompt reporting. Stuart’s training continues for weeks with additional online courses every couple days designed to explain safety procedures, describe unsafe conditions, training on what to do in an emergency, how to stop unsafe practices and how to safely operate new equipment. He is extremely impressed with the company’s commitment to safety and the effort spent on educating him and keeping him safe. No other company has ever done this for him.   Do you get the feeling that Excelsior has a "safety culture"? It is a multi-faceted approach from executive management support to positive recognition to quick corrective action, all supported with a strong training program. Excelsior’s online training programs are the foundation of their safety culture. The knowledge and examples learned in training set the standard and expectations for all employees. Your company can also have a world-class safety culture and it starts with training. The post 7 Benefits Of Safety Culture Your COO Should Care About appeared first on KMI Learning.

How much will e-learning cost me? This is a question that most Operations Executives, HR Managers and Training Managers ask at some point.  It’s not an easy question to answer since there are so many possible variables. A better question and one that can be answered with a degree of certainty is "What is the cost of NOT training?" Consider how you train a new employee today.  It likely goes something like this: New hire John Smith arrives and spends time with HR filling out required paperwork. John is then taken to the department supervisor where he will be working and is introduced to a few people and given a brief overview of his job. John is handed off, typically to a tenured employee like Sandra, so that she can show John "the ropes". Sandra spends most of the first morning explaining and showing John how to do his new job.  She may even let him actually do the job or a few simpler tasks while she watches over him. By the first afternoon, John is pretty much on his own.  Sure Sandra is somewhere nearby in case John has a question but she has her own job to do. John struggles for the first week trying to figure out how to do his job with little interaction from the others in the department. This type of training is not uncommon in distribution or assembly line operations and has been the standard for generations.  Unfortunately, it has many flaws. John will be very unproductive his first two weeks and will likely make many mistakes.  He is a rookie after all. John will ask Sandra and any other employee nearby many questions and often the same question repeatedly for the more difficult or confusing tasks. John will not feel part of the team.  He knows he is struggling and let’s face it, no one likes to fail. After several weeks John feels like no one cares about him, he feels alone, he isn’t very successful and quits for a new job. So what did John’s few weeks on the job actually cost the company?  The many mistakes he made resulted in returns, replacement orders, and customer dissatisfaction.   The hands-on training he was given cost hours of Sandra’s time.  HR spent money on recruiting, interviewing, hiring, and new hire paperwork.  Detailed analysis has shown the investment in an employee during the first 60 days is between $8,000- $10,000.    No matter how you add it up the cost of turnover is expensive. So How can e-learning help? Progressive employers understand the benefits of engaging new employees and providing early training on important work practices.  Human Resource experts agree that providing an engaging workplace is a primary factor in retaining employees.  E-learning is designed to engage employees through a variety of media that can deliver any or all of the following topics . . . Welcome to our company- We’re glad you’re part of our team. Safety orientation- What you need to know to be safe on the job. Getting started- A guide to help you be successful in your first week. Quality matters- Why our team is so committed to quality. FAQ’s for our newest team members- We’ll help you be successful. Order selecting 101- How to be efficient and accurate in your new job. A well-designed e-learning program that offers new employees timely and actionable information will help them feel engaged, more productive, safer and part of the team.  It tells them you are more than just an employer; that you really care about them. That’s how you retain the best employees. The post Why You Should NEVER NOT Train! - The Cost of eLearning Development appeared first on KMI Learning.

In the world of online training or e-learning, there are basically two types of courses.  There are training courses that rely on generic, off the shelf material and those that use custom content designed specifically for your company.   They are really very different and they serve very different purposes. Let’s look at how each would work in a production or warehouse environment and the differences between the two. Generic training courses are designed to be, well, generic and while they can provide some basic level of training they cannot provide new employees with the detailed knowledge to effectively do a specific job. Traditionally these courses are used for training on tasks like: Driving a lift truck Safe bending and lifting Hazardous materials shipping Lock Out Tag Out These are all generic functions that are performed the same way in every plant or warehouse.  They are definitely important functions and training on them is critical to a safe operation.  Generic training courses are acceptable for providing the basics or enough to meet the minimum requirements from organizations like OSHA.   What generic courses cannot do is train your employees on job specific tasks or your own unique procedures. In a production environment like a manufacturing plant or warehouse, there are basic procedures you want your employees to follow.  Whether they are learning to receive inbound loads, assemble a valve or pick outbound orders you have developed procedures over the years that you feel are effective and productive.  But your procedures or SOP’s are very different than any other plant or warehouse.  You use terms that are unique to your company, you have paperwork and documents you have created internally, often computers or RF devices have customized screens, and you use tools with names that may be unique to your plant.  You may not think of your operation as unique or custom but it really is and training an employee on the specifics of their new job is challenging and often confusing for the employee. This is where custom content training can really help bring the new employee up to speed much faster and give them a better understanding of their new job.  Custom training using online or e-learning methods is designed to train on your exact procedures using your terminology, screens, documents, tools etc.   It will show them, in detail, how to do their new job exactly how you want them to do it, not a generic way or how a similar company does it.  Custom content courses are built by spending time in your operation, learning the job first then designing a course to show the employee exactly how to do it using pictures, video, screen captures, animation, text, etc. New employees, particularly younger generation or "millennials", are technically competent and have been learning through electronic methods most of their life.  Custom training hosted on the Internet is very comfortable to them and when used to show them visually how to do their new job, is a powerful tool that brings them to full productivity faster. Contrary to what some believe, custom content training is also very flexible and easily updated.  When a procedure is changed, a new document introduced or software upgraded, that specific section of the course can be modified to reflect the change.  Because custom eLearning courses are designed in smaller segments that fit together seamlessly, any one segment can be changed without affecting the rest of the course.  Think about movies and how they are easily edited with parts added or removed without having to reshoot the entire movie. It’s kind of like that. So to summarize, custom content training . . . Is designed specifically for your plant or warehouse. Uses your terms, documents, screens, tools, etc. Trains your employees exactly how you want them to be trained Shows them your SOP’s in your facility in detail. Reduces training time and gets them to full productivity faster. Will connect with your new employees because it is how they learn. Is flexible, adaptable and can be changed when your procedures change. So think of customized training as a new tool to be used in your plant, warehouse or operation that will improve safety, productivity and quality while engaging your employees. To learn more about custom content training and the benefits check out The ultimate checklist for choosing a great LMS - Don’t ever settle for less! and our new video eLearning Overview. The post Your Employees are Unique, Your Company is Unique, Your Training Should be Unique, too. appeared first on KMI Learning.

Employers who rely on temporary workers may soon find themselves required to train the temporaries as though they were their own employees. In a recent article in "Material Handling and Logistics" it was outlined that OSHA, and The Department of Labor believe that both staffing firms AND employers are jointly responsible for safety violations involving temporary employees. This represents a significant shift in responsibility and will put the employer at risk for OSHA fines and litigation in cases involving on the job accidents and temporary workers. Historically the staffing agency held the majority of the risk when a temporary employee was injured on the job. The courts have recently ruled that those who utilize the temporary workers are "joint employers" with the staffing agency thus jointly liable. What this means to you is training, especially safety training, of your temporary employees just became much more important. It is now incumbent on you to provide the same level of safety training to all workers. This can be problematic for you because temporary workers are, well, temporary. They tend to have a higher turnover rate and may only be with you for a few weeks or months. Plus your training budget is tight and you don’t have the time to train a lot more workers. So what can you do to minimize your exposure to the new OSHA guidelines and keep training costs reasonable? Consider online training or more commonly called eLearning. It’s a fast, easy and economical way to train large groups and remain compliant with the new guidelines. Consider the following about eLearning….. Every employee is trained with the same content every time so there is no variation in the message. You will know everyone is trained the same. It is web based and hosted by a LMS provider so you will need minimal involvement from your IT group, which is often a big hurdle to get past. Safety courses can be generic, or customized to your business. The same training can be offered in multiple languages. The employee simply clicks his/her language preference on the opening screen. All training history is documented online. No paper records to maintain. No need to train in large groups and tie up your workforce for hours. A simple quiz at the end ensures understanding of the safety content. Simple and easy reports can be run to verify who has been trained, reminders can even be set up for those who have not completed the training. Another way to streamline your safety training is to allow your eLearning provider to coordinate through your temporary agency so they are responsible for ensuring the required training is done in advance of the temporary worker’s start date. This takes the training burden off of you and gets them working and productive on the first day. OSHA has stated that the employer is best suited to provide site specific and job specific training and therefore, the burden of training rests on the employer, not the temporary agency. If you employ temporary or seasonal workers, let KMI help you meet the guidelines while keeping your cost low and training downtime to a minimum. For more information or to speak to a KMI training professional. The post You Will Want to Know About These New Laws for Temporary Workers and OSHA Training appeared first on KMI Learning.

If you have a company fleet and company drivers then you know how serious the driver shortage is today. Drivers have many employment options that include signing bonuses, inflated pay rates, and many other incentives. Other employers are actively recruiting drivers, your drivers, and you should have a plan to keep them happily employed with you. Professional drivers are on the road most or all of their day and generally feel excluded and removed from activities and information that other employees receive. Additionally DOT regulations seem to change quickly and drivers know they must stay current but often feel unable to keep up. Keeping them engaged, interested and current on DOT is an important part of retaining your drivers. Some of the more progressive employers are keeping their drivers engaged using online tools and web-based training available anywhere at any time which is important for drivers on the road. Online programs have been used successfully for years to train and engage office and operations personnel, to provide professional and compliance training, safety training, educational credits, industry information and many other topics. So how can online training help you retain your drivers and make them feel valued? Here are just a few possibilities…. ☞ Send monthly, or weekly, company updates on policies, procedures, announcements, organizational changes, HR updates and other company specific information so they don’t feel forgotten or "the last to know". ☞ DOT is always publishing new information and a number of driver specific newsletters exist that can be electronically forwarded to them and archived for recall if needed. ☞ DOT physicals are a requirement for all drivers and unfortunately, some miss their deadlines. An online program can automatically send them reminders 60 then 30 days in advance of their due date. If anyone gets within 7 days of their due date a notice can be automatically sent to the company alerting them to this problem. ☞ Deadlines as basic as license expiration can be loaded into the online portal so drivers are reminded well in advance to renew. ☞ Safety bulletins are common in transportation but how many drivers actually read them? An interesting approach is to put these bulletins online, then send a reminder that a new edition is waiting for them. Now add 3 short quiz questions at the end of the bulletin that they answer online to confirm they read and understood the safety topic. If they have not read the bulletin after a predetermined time then reminders are sent and eventually a notice to the home office alerting them. ☞ Real life examples are helpful for learning what to do or what to avoid to remain safe and productive. An online forum available only to your drivers to share stories, successes, opportunities and challenges, and occasionally humor, will give them access to information from their peers which is often viewed as more "real" than other sources. ☞ Keeping up with time off and vacations is often a problem for employers when drivers are seldom in the office. Use online tools for drivers to schedule their time off and give visibility to a master calendar. ☞ Often employers have required training and coordinating these sessions is a challenge especially if conducted as classroom training. Put the training sessions online for drivers to take at their convenience. Online training has been used for years for other professions and many tools exist to ensure they are engaged, paying attention and understand the material. Allowing them to do this on their terms, at their convenience shows you value their time. ☞ Online programs can be used to provide ancillary or voluntary learning to enhance their knowledge on non-work topics like financial investing, software skills, English language skills, e-mail training and more. Progressive employers know these inexpensive offerings set a positive tone with your drivers that you care about them as a person. These are just a few of the ways an integrated online program can help engage your drivers. Most importantly it is portable and available 24/7 so they access it when convenient for them via smartphones, tablets, laptops or desktops at home. If your drivers return to the shop each night then an inexpensive kiosk can be set up to allow access to this information. Drivers are an important part of your business; turnover is expensive and finding experienced drivers is very difficult. So avoid costly turnover by spending a little to retain the quality drivers you have and offer them something other employers cannot; access to information on their terms and a way to engage with the company so they feel like part of the team. Online training is surprisingly affordable and easy to get started with little or no involvement from your IT group. To see how online learning can benefit your company contact KMI Learning for a free demo. The post Retaining Your Drivers - It’s the Smartest Thing You Can Do appeared first on KMI Learning.

In the previous blog Holding on to Your Corporate Knowledge When Shift Happens, we looked at the shift that is taking place at the workplace. And we looked at the loss of an irreplaceable resource: knowledge. We also looked at how eLearning is empowering organizations in Shift Happens! 3 Techniques for Companies to Preserve the Knowledge of Retiring Employees to capture the experience and knowledge as experts within our organizations are retiring. And we talked about how to transfer that knowledge from those who are retiring to those who are coming into our workforce: the millennials. In this blog series, "eLearning in Leadership Training and Development," we’re looking at another challenge facing the workforce of the future: leadership… or rather, the lack of it. This potential shortage of leaders is listed in the Outlook on the Global Agenda 2015 as the 3rd most troubling trend, right up there with deepening income inequality and persistent jobless growth. If you look at the facts, however, it appears that our apparent shortage of future leaders is based more on a difference in points of view, rather than an actual shortage. Okay, it’s true that there are 10,000 people retiring from the workforce every day. It’s also true that currently, 1 in every 3 people in the workforce fall between the ages of 18 and 34. This makes the Millennial generation the largest group of people in the US labor force. So it’s not about the numbers, folks. There’s not a scarcity in the population per se. The Internet Generation, Millennials, Generation Y — however you refer to the youngest members of our workforce — are… well, they’re different, aren’t they? Different, that is, from Gen X. They’re certainly possessed of a different mindset than the Baby Boomers. And leadership itself has also changed with time. Gone are the days when leaders said "jump" and the people’s response was "how high." Today, the most effective leaders are influencers, listeners, creators of consensus, communicators, and delegators. Effective leaders are masters of empowering others; they identify and create leaders around them. Increasingly among younger members of the workforce, leadership occurs as a team effort, rather than as an individual phenomenon. And this differs — sometimes fundamentally — from the mindset of previous generations. "The best leaders are … the most insatiable learners," said John Gardner in 1990. Today, 25 years later, eLearning serves up learning to match any and all of the largest appetites for knowledge. The trick is to create ways to present that knowledge in a way that meets your learners where they are. And that includes the knowledge that is carried by members of your workforce: the same ones who are potentially retiring in vast numbers. But can eLearning impact an apparent shortage of leaders for the future? Here’s the simple answer: yes — if we address that future with the creative and innovative use of technology — and knowledge — that is already available today. And since eLearning is one of the most rapidly growing areas of the training industry, it is perfectly poised to deliver leadership training and development to a world that is potentially starving for effective leadership. While some people show a greater tendency toward embracing leadership, there really is no such thing as a born leader. Leadership is a skillset, available to anyone. In other words, it can be learned. And eLearning can be used to provide the leadership training and development tools to nurture the leaders that are already around you. In the following posts of this series, we invite you to consider some questions openly and honestly. The questions are intended to help you evaluate and assess the effectiveness of the training and development programs that are already in place. Be forewarned: these questions may require a very honest look at how things are already going in our organizations. We’ll also outline some of the features of eLearning relevant to the question that we’re asking you to consider. Ultimately, we hope you will look at eLearning newly: as an effective way to discover and develop your future leadership. Even if you are already effectively utilizing eLearning, you may discover new ways to apply this incredibly flexible technology. The post Introducing eLearning in Leadership Training and Development against the Leader Shortage appeared first on KMI Learning.

"There is strength in numbers." "Many hands make light work." "No man is an island." We’ve all heard these sayings so often that they’ve become clichés. Yet, we traditionally tend to think of leaders as rather heroic individuals: singular, exceptional people who step up, or step forward and take the helm…or the fall, depending on the circumstance. The model of heroic leadership is fast becoming a relic of the past. As our workforce gets younger, a new paradigm of leadership is emerging: leading as a team or a collective. And eLearning is perfectly poised to train and develop the leadership teams of the future. Why? Because eLearning incorporates social media like webinars and social networks as part of their training structures. Think about it: we human beings are social creatures. We share. It’s part of our wiring. The human race has been sharing information socially ever since there’s been a human race. In more modern terms, we text, email, post, and tweet our best and worst experiences. We tell each other about our favorite show on cable. Or we talk about the terrible service at this bank or that restaurant. Or we rave about the best place to get organic avocados, bananas, tomatoes, etc. And we subscribe to - and use - technologies that increase our ability to share with an ever-expanding network of social connections. If something (or someone) has impacted you in any way, you’re probably talking about it. And you’re talking about it with a lot of people. So for this blog on leadership training, we invite you to consider this question: Does your leadership training and development program allow for team interaction, and learning in a social media network? Social media/social networking is now a fact of life in developed- and developing countries. The connectivity of the internet provides us with opportunities to share our experiences with unprecedented speed. And so far, social media is an underutilized tool for leadership eLearning. And there is still some resistance to using social media in training programs, particularly among the baby-boomer generation of leaders. As a counter to that resistance, we offer this rather simple recipe. Take the emerging paradigm of collective/team leadership. Add the tendency of human beings to share. Blend in the social aspect of eLearning. Roll the mixture out liberally on various mobile or internet-capable devices. And voilá! You get a leadership training and development program that (potentially, at least) serves up leadership success. Well, the theory is nice. But let’s take a closer look at the practical aspects of social media in leadership eLearning. Connections in the classroom and beyond. eLearning is web-based, and learners can access the information individually. But then, learners can use social media to share what they have learned with each other. Peers can now connect with each other, and discuss their ideas, thoughts and insights. Each person experiences information individually and uniquely. And if they can share that unique experience, they can learn as a community. Learning in a community boosts the effectiveness of training. What one learner may struggle with, another may grasp quickly, then pass on the knowledge to his/her cohorts. When learners work together toward mastering common subject matter, the resulting synergy boosts the learning potential. It also boosts the effectiveness of the leadership team. From independence to integration, to innovation. Another plus to eLearning’s social media aspect is the exploration and innovation that comes with community learning. New ideas emerge as solutions for challenges (both existing and potential), without "reinventing the wheel." Social media can be built into the eLearning experience. And when there is a built-in structure for the social aspect of eLearning, information is shared more freely. New ideas and solutions emerge. While leaders-in-training receive instruction on the organization’s best practices and policies, they’re also free to explore and discover, leading to innovation. This community approach to leadership development allows for flexibility, which means the organization can evolve and shift as time goes by while also maintaining its competitive edge. Developing your leaders in a team environment also supports them in relationship and consensus building. As leadership models shift from a single heroic individual to a team or community of leaders, the ability to build relationships becomes even more important. An effective team of leaders will potentially strengthen relationships in the workforce, leading to greater employee empowerment and morale. Team leadership training empowers discovery of future leaders Team leadership development can further create an environment where leaders are willing to listen to, and acknowledge, the ideas and thinking that emerges from the people whom they lead. And this allows leaders to create and discover other leaders. Furthermore, the community is better able to identify the strengths and weaknesses of the learning group as a whole, as well as the strengths and weaknesses of the individual member. Strengths can then be refined, and weaknesses can become areas of development. So, why not view social media as an investment in the future of your leaders? Especially when you consider that our workforce is shifting toward a generation for whom using social media is as normal as using a phone? To resist that shift is to lock your organization in the past. Far better, then, to incorporate the use of social networking as part of leadership development. In our next blog, we’re looking at eLearning that takes leadership training and development to a whole new level. As eLearning becomes more and more engaging, blurring the lines between education and entertainment seems to be inevitable. Look for our next article, where we start looking outside the xBox for leadership training and development! This article was first published on eLearningIndustry.com   The post eLearning In Leadership Training And Development: Strength And Synergy appeared first on KMI Learning.

We discuss the trends and issues we observed during the weeks of April 6-19, 2015 as we flipped resources into our Flipboard magazine (http://bit.ly/trendsandissues). In this episode of our podcast, we discuss 2 trends and 1 smorgasbord. The first trend dealt with online learning and specifically MOOCs. There were a number of articles dealing with policy, research, and reviews about online […] Tags:   Del.icio.us Facebook TweetThis Digg StumbleUpon Comments:  1 (One) on this itemCopyright © Trends & Issues [Episode 37 Trends for the Weeks of April 6 - 19 Online Learning Policies & Research and Opposition to Standardized Common Core Testing], All Right Reserved. 2015.

We discuss the trends and issues we observed during the weeks of August 17-27, 2015 as we flipped resources into our Flipboard magazine (http://bit.ly/trendsandissues). In this episode of our podcast, we discuss 5 trends. The first trend was a return of MOOCs in the news. The second trend is campus security and networks news. The third […] Tags:   Del.icio.us Facebook TweetThis Digg StumbleUpon Comments:  2 comments on this itemCopyright © Trends & Issues [Episode 45 Trends for Weeks of August 17-27 Cheating MOOCs, Campus Network Security, Apple Watch, and VR Campus Tours], All Right Reserved. 2015.

We discuss the trends and issues we observed during the weeks of September 1-13 as we flipped resources into our Flipboard magazine (http://bit.ly/trendsandissues). In this episode of our podcast, we discuss 3 trends. The first trend was consumer VR products. We observed a number of new VR products being discussed. New products and uses of […] Tags:   Del.icio.us Facebook TweetThis Digg StumbleUpon Comments:  1 (One) on this itemCopyright © Trends & Issues [Episode 46 Trends for the Weeks of September 1-13 Consumer VR, Tech & Young Children, and the iPad Pro], All Right Reserved. 2015.

We discuss the trends and issues we observed during the weeks of September 12-27 as we flipped resources into our Flipboard magazine (http://bit.ly/trendsandissues). In this episode of our podcast, we discuss 2 trends. The first trend was VR, VR, and more VR. News and articles about virtual reality dominated the resources we flipped into the […] Tags:   Del.icio.us Facebook TweetThis Digg StumbleUpon Comments:  1 (One) on this itemCopyright © Trends & Issues [Episode 47 Trends and Issues for the Weeks of September 12-27 VR and More VR & Equity Issues], All Right Reserved. 2015.

We discuss the trends and issues we observed during the weeks of September 28-October 11 as we flipped resources into our Flipboard magazine (http://bit.ly/trendsandissues). In this episode of our podcast, we discuss 4 trends. The first trend is one that continues to remain a trend-Virtual Reality and Augmented Reality.  News and articles about virtual reality […] Tags:   Del.icio.us Facebook TweetThis Digg StumbleUpon Comments:  1 (One) on this itemCopyright © Trends & Issues [Episode 48 Trends for the Weeks of September 28-October 11More VR/AR, Tablets & Smartphones, Network Security & Privacy, and Wearables], All Right Reserved. 2015.

We discuss the trends and issues we observed during the weeks of October 12-25 as we flipped resources into our Flipboard magazine (http://bit.ly/trendsandissues). In this episode of our podcast, we discuss 5 trends: two major and three minor trends. The first trend is MOOCs. There were a wide-range of resources discussing the current state of […] Tags:   Del.icio.us Facebook TweetThis Digg StumbleUpon Comments:  1 (One) on this itemCopyright © Trends & Issues [Episode 49 Trends for October 11-25 MOOCs, AR/VR, Wearables, Cybersecurity Issues, and iOS Emojis], All Right Reserved. 2015.

Our 50th episode is a compilation of six interviews we conducted with individuals attending the annual conference of the Association for Educational Communications and Technology that was held in Indianapolis, Indiana from November 3-7. We asked these individuals to discuss the major trend or trends they believe are impacting instructional design, educational technology, and learning […] Tags:   Del.icio.us Facebook TweetThis Digg StumbleUpon Comments:  0 (Zero), Be the first to leave a reply!Copyright © Trends & Issues [Episode 50 From the AECT Conference November 3-7], All Right Reserved. 2015.

We discuss the trends and issues we observed during the weeks of November 9-23 as we flipped resources into our Flipboard magazine (http://bit.ly/trendsandissues). We have three trends that we discuss. There were a number of resources we flipped that showed unique uses of VR by companies (e.g. Volvo). The second trend are a variety of […] Tags:   Del.icio.us Facebook TweetThis Digg StumbleUpon Comments:  1 (One) on this itemCopyright © Trends & Issues [Episode 51 Trends for Weeks of November 9-23 VR Applications, Online Learning, and Apple Products], All Right Reserved. 2015.

Batman defeats Joker and other villains with the help of the items in his utility belt. Bob the Builder can fix just about anything with the tools in his belt. Military and law enforcement officers carry what they need to do their jobs and protect people on their belts. Ok, so technical writers and instructional designers may not wear utility belts but keeping a variety of software tools at the ready for any situation is a good idea. To help you be efficient, up-to-date, and completive, I’ve gathered a list of common software tools in our industry to help you in any situation. The list is not all-inclusive, but it became rather extensive so I broke it into three tables - technical writing, instructor led training, including virtual instructor led training (VILT), and eLearning separately. Note, some software appears in more than one list. Remember, you are responsible for your professional development. I’m hoping this software list will help you identify any weaknesses so you can take action to strengthen your tool belt. Knowing how to use the software and in which situations to use it is key. Technical Writing Explanation of the difference between word processing, desktop publishing, and content authoring software: Word processing software. These are the most basic authoring tools and sometimes that is all you need. Creating text styles like headings, adding headers and footer, and inserting graphics sometimes is enough to get the job done. Desktop publishing software. These are a several steps up from word processing software. They are more robust and able to handle larger file sizes. With a desktop publishing software you can create page layouts for brochures, job aids, quick reference guides, and large manuals. Sections, chapters, indexes, table of contents, and references are easier to create and manage. Complex templates can be created once and reused over and over so that all of your documents have a consistent look. Content authoring software. These also allow you to create page layouts but are geared towards larger manuals and other items that do not require as much graphic design elements. Content authoring software allows for publication to several formats including HTML, PDF, XML, etc. Instructor Led Training (ILT and VILT) eLearning

In this information age we tend to over think and over complicate things, including how to make eLearning more exciting for learners. Don’t over think it! CommLab India created this simple but effective infographic providing four tips for making boring content more interesting. Gamify to create fun. Use decision making scenarios. Do away with jargon. More visuals, less text. You can view the entire blog post here.

A few weeks ago in It’s a Game. It’s a Tool. It’s Learning Battle Cards! I wrote about an exciting new tool that is coming out in October called Learning Battle Cards. Well, the discount code that I mentioned is here!! The 20% discount code is 6a8319. Follow these instructions to place your order: Go to http://www.learningbattlecards.com/ and scroll to the bottom. Click the Order Your LBC Deck button. Select the LBC deck. In the Coupon Code box type 6a8319 to receive 20% off your order!

The battle is on. Who will win? Humans versus robots!! Ok, so maybe the comparison of using a human recorded voice versus the text-to-speech isn’t that exciting, but it is good to know the differences and the pros and cons for each. VivaeLearning has a great video to demonstrate. Adobe Captivate - Audio Narration: Human vs Robot

Today I’m attending the 2015 Content Marketing World Conference in Cleveland, OH. You can follow my highlights of the conference on my Twitter feed, @jessiner #CMWorld. As technical writers and instructional designers we need to stay up on the current trends and be versatile. Well, the marketing folks keep a pulse on what customers want and what they need. Often they are responsible for ensuring customers get the training and documentation they need. They are also very committed to properly portraying the company messaging and brand.  Today my goal is to understand training and documentation from their perspective and learn how I can incorporate more polish into my deliverables. I want to create an experience for people, not just a bunch of papers and PowerPoint slides. Who better to learn from than the people responsible for customer experience at major corporations? So follow along with me on Twitter and next week I’ll report my findings on how technical writers and instructional designer can use content marketing.

I promised a report on the Content Marketing World conference when it was done and here it is: I have a lot to learn! The conference was the largest I’ve ever attended and it was first-rate. They had celebrity keynote speakers, stage sets, music playing, gameshows, informative and energized sessions, and the vendors had awesome giveaways. It was the Disneyland of conferences. Well worth the money and time. You can view some of my observations during the conference on my Twitter feed (@jessiner #CMWorld). I was overwhelmed with how little I actually knew about content marketing. I looked at it as just another type of writing, but if you have ever written a new product sell sheet for a company you quickly realized that what information the marketing team finds important can be very different than what you are accustom to. On top of that, I discovered that content marketing is much more complex than simply writing a few sell sheets and social media posts. There is a science and art behind it that is completely different from instructional design and technical writing. However, there is a grey area where content marketing, instructional design, and technical writing overlap. The common factor for all three is that they all transfer information to an audience, and the key to being successful is knowing and delivering what the audience needs and wants. No matter how well-written, visually appealing, or skillfully taught, if it doesn’t meet the audience’s needs, then it is not valuable.

Time is running out to save on your Learning Battle Cards order. The 20% off offer expires September 30th. See Discount Code for Learning Battle Cards! for details. What are Learning Battle Cards? Only the coolest training development tool ever! The set of cards will help you break out of your instructional design rut and spark your creativity. You can get more information from the post It’s a Game. It’s a Tool. It’s Learning Battle Cards!

Pinterest is a visual social media tool. A lot of people think of it as a site full of arts and crafts and recipes. However, I have found it full of useful information in a variety of topics. Recently I discovered a world of technical writing, elearning, adult learning theory, and coaching infographics available on Pinterest. I created a Tech Com and Instructional Design board with some of the great information I’ve found. Follow my Pinterest board and see what is out there.

We’ve all watched science fiction movies and shows where people are surrounded by and interact with holograms. I never really expected to see it in the average person’s everyday life during my lifetime. However, it looks like it will be her sooner than I ever thought. Microsoft has introduced HoloLens. Microsoft describes HoloLens as "the first fully untethered, see-through holographic computer. It enables high-definition holograms to come to life in your world, seamlessly integrating with your physical places, spaces, and things. We call this experience mixed reality. Holograms mixed with your real world will unlock all new ways to create, communicate, work, and play." Mixed reality. Having holograms integrated with your real world. Does that have your wheels turning? If it doesn’t watch the video demonstrating its uses. Here is what caught my attention as an instructional designer and technical writer: Training can happen anywhere in real-time. From their desk, employees can learn about and interact with new company products. Employees can learn how to operate equipment and learn new skills by practicing on a hologram. User manuals can be supplemented with real-time, step-by-step instructions. Field technicians can get help from supervisors who can see what they see. Mixed reality can be and exciting new chapter in the instructional design and technical documentation world. Support and training are going to be more visual and hands-on instead of word and paper driven. We will need to adjust how we deliver information to our audience, but if we adapt there is still a place for us in mixed reality.