We may be living in the Information Age, but most of us can’t conceive how massively informative it really is. The Internet is growing at a rate of 3.7% per quarter, for a conservative estimate of 330.6M top level domains by Q1 2017. In the past two years alone, humans have produced more data than existed in our entire history. How do we avoid sinking in a vast sea of data? We use information skimming.
The learning industry is an open book when it comes to sharing information, trends, and strategies. Why? Because we believe that when organizations–big and small–improve their L&D initiatives, everyone benefits. eLearning conferences during the second half of 2017 promise to be forums for networking, thought leadership, and industry disruption, and we can’t wait.
In just a few short years, AI went from sci-fi thriller fodder to everyday reality. As soon as Amazon released Alexa and Apple’s old standby Siri started acting as a personal assistant, artificial intelligence became a part of just about every average Joe’s daily routine. But for some reason, that slow progression to mainstream hasn’t translated as adeptly to a learning strategy. In fact, a study performed by CLO and Raytheon found that only seven percent of organizations were leveraging predictive analysis in training.
The average adult human has a sustained attention span of 20 minutes, but some researchers are saying that’s been reduced to 5 minutes, with the internet to blame. If you’ve got a particularly long training session or meeting coming up, your brain needs all the help it can get. Mindful eating. Recent research says that certain foods improve cognition, while others are harmful to your brain. By minding what you eat, in other words, mindful eating, you can lengthen your attention span, retain information better and even decrease your risk of getting Alzheimer’s Disease as you age.
Employee attention: it’s the holy grail of any training program. But while shiny new methods and the latest tech aim to grab ahold of employee attention and drive engagement levels, the foundation still needs to be in place to make sure employees are really listening. Before you buy into new programs or the latest in training tech, make sure you always utilize the proven science of learning to make sure your learners are truly getting the most out of every moment. Here are 5 things you can do in order to get your employee’s attention:
Spending time with employees pays off—not just for them, but for the leaders and the entire organization. The question of how much time can be explored in a Fast Company post, “Why Managers Should Spend Exactly 6 Hours A Week With Each Employee.” But here at ELM, we’ve found that it’s not necessarily quantified time that’s made the biggest difference—it’s qualified time.
If you type “difference between leadership and management” into Google, you’ll come up with about 4,000,000 results with business information leaders like Harvard Business and Forbes at the top giving many, many tips on how to be a better leader versus a manager. Type into Pinterest “leadership quotes” and you’ll be scrolling for hours.
Any learning or product administrator can tell you a scary story about a time when glitches, grammar, design, and function served as a foil to their learners. When users are already consumed with other tasks, a digital learning module that functions anything less than flawlessly can seriously reduce motivation. But discovering the right way to do quality assurance can be a time-consuming and often frustrating task. Here at ELM, we’ve had our own share of frustration because the thing about quality assurance is: if your product is flawless, you’re done in a day. Otherwise, you have a time-consuming issue.
The idea of gamification often feels way too good to be true. A training method that promises increased engagement and produces learners that actually want to access materials and content? It’s no wonder that organizations are quick to jump on the gamification bandwagon. Unfortunately, poorly-planned gamification almost always falls flat, leaving learners bored and administrators wondering where they went wrong.
Corporations, desperate for skilled labor, are searching all over the world for anyone who can think outside the box. The problem is, all of the ping pong tables, free lunches, and incentives in the world may attract the top talent, but it doesn’t make them stay. What’s the point of hiring innovative people if you put them into an environment that kills creativity? The only thing that keeps skilled millennials around is a culture built on transparency, mentorship and trust.