Most of the articles out there today will rehash the history and traditions of St. Patrick’s Day, cover the revelry, and of course, tell you which restaurant is serving the best corned beef nearest to you. But beyond its culture, the Emerald Isle celebrates tremendous economic growth, and a large majority is in thanks to American companies.
The cold call: Love it or hate it, it’s often a necessary evil in the world of sales and marketing. But just because it’s not always the most personal of contact methods doesn’t mean it has to involve a script and an inevitable firm rejection. With the right training, it’s possible to turn your sales force into masters of the cold call. No, it’s not as simple as compliance or procedural training, but taking the time to improve sales soft skills could result in your next big break.
What is Neurolearning?
Neurolearning is a learning method that is aligned with the way in which your brain processes information. Neurolearning optimizes your learning experience by creating a positive mood through visual storytelling, facilitates your brain to embed new learning in existing knowledge, and enhances information recall speed.
No one can really tell you the exact recipe for organizational success, but it usually has many of the same ingredients. A dash of momentum; a generous helping of insight; all the right key players. But if you want to make sure your organization is seen as not just successful, but also an innovative workplace that employees love, it needs to be a learning organization as well. Successful learning and development teams see past training by rote to actually educate employees and improve talent management.
Here is a list of 5 core ingredients that transcend every successful L&D department.
You’ve probably heard the story about the turkeys that go to the flying convention, where they learn to soar like eagles. Of course, after the convention, all the turkeys turn around and walk home.
It’s a poignant metaphor for instructional design. What good are beautifully designed eLearning modules if learners forget what they’ve experienced the moment class is over? It’s through the design of programs and modules that learners internalize information deeply enough to actually change their behavior. Understanding how design is linked to learner retention can help you avoid the “turkey effect” during (and after) training.
You’ve probably heard of the Golden Rule: Do unto others as you would have other do to you. Basically, the Golden Rule tells you to treat people the way that you’d like to be treated. There’s a problem, though.
What if people don’t want to be treated like you?
Every individual is just that–an individual. That means that applying the same experience, be it eLearning, management, or just daily interactions, to everyone you work with may be a disservice to different people. You might think you’re applying to Golden Rule, but learners and colleagues are wishing you’d treat them differently.
Perhaps the Golden Rule isn’t to treat people the way you’d like to be treated, but to treat people the way they want to be treated.
In order to achieve this, it’s important to understand the four interaction styles. Most–if not all–the people you come in contact with can fit into one of the four following categories, allowing you to toggle the way you work, talk, and interact with them.
An analytical person operates with facts and logic, rather than ideas and imagination. They want hard numbers, and won’t really make a move until the payoff is absolutely sure. Rather than come up with ideas, the analytical prefer to ask questions and form hypotheses, acting in a cautious and careful way. When interacting with an analytical type, it’s important to bring hard facts and clear numbers to support your ideas.
The person who is all about results can be considered a driver. Drivers make quick decisions and thrive on fast environments and tons of competition. They’re definitely considered extroverts and are the ones who take action. Because of this, working with drivers means to be able to show results and execute quickly–or risk getting steamrolled along the way.
There are people that can be considered real team players. Whether it’s making sure everyone’s included or participating in conflict management, the amiable type prefers to be a peacemaker. Amiable workers know that everyone does their best when relying on and working with one another, so they make great team leaders. They are sometimes quiet, but endlessly patient, so they operate best where they can solve problems and keep everyone on track.
Sometimes known as the dreamers of the interactive styles, the expressives are those who love to brainstorm, come up with new ideas, and look at the big picture. And, not only do they get excited about their lofty projects, they’re able to get other people excited about new ideas, too. This means expressive types and invaluable as motivators and taking initiative to start something new.
Getting to know your own interaction type is just as important as getting to know the types of those you work with. Once you understand how you prefer to interact with your team, you can adjust your style to treat people the way they want to be treated–whether or not it’s the same as your preferences.
Let us know which interaction style you most relate to in the comments below.
It’s the Holy Grail for L&D professionals: that moment when learners go from passive participants to involved champions because they had an “aha” moment. The “aha” moment is a much-sought after, often-misunderstood facet of training, but it doesn’t have to be a slippery, illusive concept. By taking certain steps, it’s possible to engineer that lightbulb moment for learners to suddenly grasp new concepts and allow them to change their behavior.
At the beginning of the year, we predicted some of the trending issues that would make headlines in the eLearning sphere for 2015. So, how did we do? With the benefit of hindsight, we peek at the highlight reel for 2015 to find out whether the forecasts made through our eLearning crystal ball came true–or not.
We get it: Change can be hard. But when your small private online course (SPOC) isn’t cutting it anymore, it’s probably time to make some alterations. After all, not only is ineffective training a waste of time, but it can be a burden on financial resources as well. If your SPOC is guilty of the following five offenses, it’s probably time to embrace change, revamp your course material, and learn to love more effective training.
Unless you’re a total noob, you know that video games are onto something when it comes to engaging players and getting them hooked. But consider this: According to ESRB, the average gamer is 34 years old. It’s a surprising number and one that might look suspiciously similar to that of the age of your average learner.
Now, contrast the sights, sounds, and motivation when playing a video game to a webinar: Traditionally one-note and easily forgotten, webinars are rarely as exciting as button-mashing during a fight game, but that doesn’t mean they can’t be just as engaging. By stealing a few interactive elements from video games, webinars can level up to something more than just a visual presentation.