When training initiatives aren’t successful, it’s easy to blame your budget. If only you’d had enough money, it would have had better results. But more often than not it’s not the size of your budget, but how you’re using what you’ve been given. Budgets have been an eLearning scapegoat for as long as eLearning has existed; unfortunately, more money won’t necessarily fix something that’s fundamentally broken. Instead, learn how to use what you have to increase training effectiveness.
All posts by Jack Makhlouf
If you love a good deal, the idea of purchasing off-the-shelf training programs for your company can definitely sound appealing. From a low per-person price to promises of big returns, a savvy shopper might be swayed into nabbing more generic content for the right price. But before you hand over your credit card, you should know that off-the-shelf eLearning isn’t always the best deal. For some organizations, it makes sense, but for many others with large numbers of employees—well, it could cost much more than anticipated.
We’ve all heard the story of Goldilocks before: Girl finds a house; girl tests out furniture; girl eats food; gets found by bears; gets scared and runs away. But while the tale serves as an important reminder to stay out of the wood and away from strangers’ food, it can be applied in a whole new way to your learning content. After all, what’s a fairy story if not a cautionary tale? In this case, Goldilocks could be used as a metric for learning gaps –along with a few other signs that you have a bear-sized problem.
In a perfect world, each training session would find your entire team in the same room, learning from each other, and building lasting team relationships. But with business expansion, teams are finding themselves all over the country, even the world. Through satellite offices, telecommuting, and global branches it means that your organization doesn’t have to be in the same time zone, let alone the same room in order to have a learning session. But what about collaborative learning?
In an industry that was stagnant for a long time, we can’t help but be excited about the possibilities that innovation and creativity bring to the table for learning. The decades-long monopoly that bad eLearning and training once held over the corporate world has been replaced by engaging content and out-of-the-box delivery methods that keep learners glued and actually improve retention and results.
Once upon a time, some manager decided that the best way to let employees know how they’re doing was to summon them once a year for a nerve-wracking reckoning with the bosses called an “annual performance review”. During that meeting, they’d discuss what the employee was doing wrong, the things he was getting right, and then say goodbye for another year until it was time to do it all over again.
This was the norm for decades in HR, even though the annual performance review has always been considered malign by manager and employee alike. For managers, it meant a huge block of time spent evaluating, ranking, and meeting with employees. For employees, it meant ambiguous rankings that hurt morale more than it boosts.
Picture this: A pilot is in the cockpit of a fighter jet, pressing buttons and switching levers. As the propellers fire up, there’s an audible whir and you can hear the increase of power. The jet blasts down a runway and takes off into the sky at record speed. This is neuromarketing stimulation.
Gets your heart pumping and your palms sweaty, doesn’t it? Now, picture the scenario again, only this time, each frame is juxtaposed against the driver of a car having the same experience. Does it change your opinion on the power and speed of that car?
Asking your boss for a bigger L&D budget is probably about as enjoyable as a root canal, especially if they don’t really see the value in improving learning and education. But if you’re passionate about L&D and know that your organization could do way better, asking for a bump in the budget might be necessary. If you strategize correctly, you can create a bid for better learning that is practically impossible to deny.
Whipping up a boring corporate learning or training session into a dazzling & engaging eLearning experience has huge, obvious benefits. The question is – what model best fits your team? Which iterative design model – ADDIE or SAM – is best suited for your module or session and can ensure that your employees and learners retain all of the subject matter? In order to understand the models and choose what fits your eLearning program, we have to explain the origin and differences in the age old ADDIE vs SAM debate.
The building blocks of great learning may seem simple—if you build it, they will come, right? Wrong. Just because you’ve constructed great learning doesn’t mean you’ll see the success you want. Sure, great content is the foundation of a successful learning program, but there are other factors that make up the brick and mortar. Make sure you’re creating solid learning experiences by understanding the basic architecture behind any program.