Examples, Demo Micro-Learning Ray Jimenez, PhD VignettesLearning.com

What is behind social learning, mobile learning, AppleWatch, and other Internet tools?  These "access- anytime-anywhere"  tools and solutions are MICRO-LEARNING. It is  micro feedback, micro-application, micro-goals, micro-games, micro-exercises, micro-search and other micro forms. Micro-learning is an ubiquitous part of our day to day learning, but we don’t notice them. They are "hiding in plain sight", blending with the background of our daily grind.

In today’s dynamic and multi-generational workplace, employees have high expectations for their leaders and their organizations. They’re looking for organizations and leaders who not only operate to make a profit, but are driven by purpose.

Subject matter experts (SMEs) are great resources to deliver skillful presentation material. But SMEs have their own strengths, weaknesses, and issues. How can you utilize their strengths and minimize weaknesses to obtain the best results?

A LOLA is a Live Online Learning Activity that transforms boring webinars into dynamic interaction. In this walk-the-talk session, learn to increase and improve interactivity in your virtual classrooms through the use of five new types of LOLA.  Use textra games to add something extra to textual content on the screen. Use Assessment-Based Learning Activities to integrate diagnosis with just-in-time training. Use instructional magic to intrigue your participants into mindful learning. Combine storytelling techniques with the case method. Use optical illusions to encourage metaphorical exploration.

Why do many of our eLearning and training programs get stuck in memorization and testing rather than the application of learning in actual job situations?

L&D functions that focus on the right learning metrics successfully double or even triple the level of impact that their learning programs have on the organization. This session will focus on 4 underutilized metrics: Scrap Learning, Predictive ROI, Net Promoter Score, and Manager Support Rate.

Investment in training for many organizations often results in a roller coaster effect: a temporary improvement in performance, followed by declines or learning plateaus. According to research published in Learning Solutions, 80% of what employees learn is forgotten within 30 days. Battling this up and down cycle has become a constant challenge for trainers. How do you replace incremental and fleeting increases in knowledge with lasting fluency that learners can call upon in real performance situations?

Is your company ready to launch a new product? Your sales and support reps might not be. If the product is complex, your customers might not know how to use it, either. Training is a critical part of every product launch, as it helps employees and customers in a variety of roles and locations build the knowledge and skills they need to sell, service and use the new product effectively.

How doctor’s break a difficult diagnosis to patients often is a make or break step in ensuring proper care. This video is an example of the wrong way for a doctor to break a difficult diagnosis - part of a public health video and eLearning course teaching doctors about patient centered care. The video is a sad, but often ‘typical’ example of a seemingly insensitive doctor breaking bad news to worried parents.

This video is the introduction to the Leadership Choice "Connecting with People" online course. The video introduces learner to the 4 communication styles through four very different individuals selected to be part of a project team. The online course then examines each style more closely and gives information on how best to communicate and interact with them.

  Mrs. Tyler is found dead in her home. Who did it? We look to Detectives Jennifer and Ray to find out. This video is the introduction to an online critical thinking class called ‘Validity of Points of View.’ The initial video introduces learners to the characters, the crime scene and the release of the suspect. The eLearning course takes the learner through all the steps of critical thinking and works backwards through the evidence to solve the crime.

For the trainers and participants,  webinars are great, until the trainers simply "yack" at learners. That’s when learners start multitasking and therefore, do not learn from the sessions.

A repertoire of specific techniques and treatments that you can quickly apply in almost any situation, focusing on images and slide layout:

They’re Massive, they’re Open, and they’re Online, and they’re getting lots of buzz. But of all the possibilities offered by MOOCs, the Corporate MOOC model stands out as a way to get real business impact and long-term results from social learning and innovative new technologies.

The real benefit of e-learning is being able to create a design that improves learners’ skills and behavior while simultaneously achieving the operational advantages that e-learning offers organizations. Yet much e-learning is composed of largely wasted opportunities for useful interactivity. What most people fail to understand about e-learning, is that the mere presence of technology in a learning environment does not change the essential aspects of how people learn. Learning does not occur passively. In live teaching, lecture formats with minimal activity on the part of the learner do not work very well. Yet some e-learning designers tend to create e-learning lessons that are little more than exercises in listening or reading. Learners need to be intellectually engaged for learning to happen. Lasting change requires meaningful and compelling mental engagement and interaction.

Why do many of our eLearning and training programs get stuck in memorization and testing rather than the application of learning in actual job situations? We are well aware that training impacts and performance on the job are what our senior managers look for. However, a lot of elearning and training fall short of this goal. In this webinar, you will examine and explore the stumbling blocks to faster applications of learning. You will discover examples and methods that would accelerate your focus on learning that is immediately applicable in the workplace.

Is it possible to blend tried and true theories of instructional design while meeting the needs of your learner population and stakeholders who are begging for games? Does gamification of eLearning even make sense for your organization or the needs of your learners? In the webinar "Aligning eLearning Game Designs to Bloom’s Taxonomy", Angel Green will provide a sneak peek to Allen Interactions’ Taxonomy Alignment for Gaming (TAG) —based on Bloom’s Taxonomy— to help instructional designers in their quest to incorporate gaming into their learning designs. You're welcome to download this complimentary infographic, but please also join us for the webinar.  See below.

Choosing strategic technology does not guarantee that you'll be able to reap the efficiency rewards. Whether virtual learning, communities, or management systems, most technology implementations fail to deliver the ROI the business needed. 

Selling is not easy, especially under pressure. Pressure changes how the brain functions; it diminishes our ability to think, make decisions and connect with others. That’s why the ability to manage pressure is one of the things that sets high-performing sales people and sales leaders apart. And it’s one of the reasons smart people often fall short.

There is a lot of excitement and buzz in the industry around "gamification" of learning. What does this mean for instructional designers? Is it possible to blend tried and true theories of instructional design while meeting the needs of your learner population and stakeholders who are begging for games? Does gamification of eLearning even make sense for your organization or the needs of your learners? 

A lot of what we do as learning and training professionals center on building our credibility as EXPERTS in our respective fields. Our desires include becoming a consultant and change agent so we can introduce and lead our leaders to make changes. Failure means we suffer from having low impact contributions on the job. Consequently, we lose excitement and commitment to our roles  as developers and inspirers of people.  

What’s the difference between training targeted specifically at front-line sales managers versus general leadership training targeted at other supervisory functions within an organization? Unfortunately, in many cases, nothing. While it is clear that there is merit to tying sales manager training to an organization’s competency model, most of the training sales managers receive tends to be too blunt of an instrument to address the day-to-day realities of sales management.

Are you struggling with the challenges of delivering training to a global employee base? Would you like to provide more interactive and engaging training? How about social learning - is this one of your training objectives?