Fast Wins To Construct An Efficient Studying Resolution
Optimizing your L&D could be easier than you think
Pop Quiz: What was the last training you completed as a learner? Can you remember anything more specific than the general topic, such as: B. a learning objective or an intended outcome? Were you able to apply the content on the job?
If you are having trouble answering these questions, do you think the last learner to complete a course you created would think similarly?
As a professional learner, our mission is to develop effective learning solutions. We want our content to be interesting and relevant to our learners and to have an impact on their performance at work. Creating effective programs can be easier than you think. Check out the following list of quick L&D quests you can put into practice right away.
Quick wins to build an effective learning solution
1. Involve learners in the design process
Most training programs exist because an organization’s leader or stakeholder has identified a training need (or what they perceive to be a training need). They have likely reached out to you with their request, and you’ve got to work interviewing subject matter experts (SMBs) and putting content together from pre-existing resources like presentation decks.
In this process of meeting the needs of business stakeholders, have you at any point considered the needs of your ultimate stakeholders: the learners themselves? If not, before starting your next problem, work on a more effective learning solution by consulting with actual learners throughout the design process.
Learner preferences and needs can easily be identified through methods such as focus groups or surveys. Once you understand who they are as people, you can document your results in resources like empathy cards and descriptions of the learner personality. Consider naming your sample persona and keeping that person in mind as you create content. The next time you hear an SME say, “You really need to know this information,” ask yourself questions like, “How does this information help Laura the learner in their work?” And “How motivated is Laura to do this training? “Would you like more tips on engaging learners? Check out this guide.
2. Use diagnoses and assessments to tailor learning
How well do shirts with the label “one size fits all” really fit you? Do all learning solutions meet your individual needs? Training courses are often geared towards the needs of a large, diverse audience. These target groups include enthusiastic and apathetic beginners and experts. Given the range of interests and experiences, each individual would benefit most from more personalized approaches to meet their individual needs.
Using user subsets, data, and ratings, you can customize their experience, create unique learning paths, and optimize your eLearning to increase efficiency and save time. Learners might even have the option to test outside of training, which saves time and resources. Respect your learners’ time and prior knowledge by presenting them with learning solutions tailored to their needs.
3. Include opportunities for collaboration
Man is a social being. By incorporating social elements into learning, we can increase the engagement of all users. If you’ve ever caught yourself checking up on social media during a class or at work, pause for a moment and consider why you felt it necessary. Take advantage of your learners’ need for social engagement now by giving them opportunities to collaborate and learn from one another in the next training program you develop!
Examples of social learning can be gamification, often made possible through the use of leaderboards that mark high achievers. Other elements can be polls and discussion forums where learners can share their thoughts and reactions and simply chat with each other about the content of the course. Social learning is a matter of course for people and an important part of creating an effective training program.
4. Curate additional resources
Content curation in learning solutions involves adding external content to your programs, such as: B. TED lectures, Coursera courses, industry articles, podcasts and more. Your training program may be limited to the expertise of your SMB or the amount of time you had to create content, but when you open your program to curated external sources the possibilities are endless!
Using curated content saves time and money and enables outside SMEs to bring their expertise to your training programs. These different sources can be combined with the unique content you create to provide your learners with a rich experience that utilizes numerous sources of information and perspectives.
These recommended approaches provide simple solutions for more effective learning experiences. Recognizing learners’ experiences and preferences is a good place to start so that all subsequent decisions are based on their real needs. Once you have a solid understanding of who your learners are and are informed about their preferences and habits through data, you will have the information you need to create learning experiences that meet their goals as well as your company’s goals.
When you start creating content, actively seek opportunities for your learners to connect with one another. Giving them the opportunity to discuss the content helps them think about it, ask questions, and coach others. This active learning corresponds to a high level of commitment, a high level of loyalty and ultimately a high level of performance in the workplace. Finally, use curated content to enrich your programs with multimedia resources from various sources. Creating effective learning content doesn’t have to be a challenge as long as you take conscious steps to create effective programs for impressive performance.
Kineo helps the world’s leading companies improve their performance through learning and technology. We combine quality of learning with award-winning customer service and innovation. We’re here to meet your learning and performance challenges – and deliver results.
Originally published on kineo.com.