As with the previous 3 industrial revolutions, when the 4th industrial revolution arrives it will bring with it rapid technological change. More specifically, the 4th industrial revolution will be the automation revolution, characterized by an increase in robotic and automated technology in all sectors of life. It therefore goes without saying that the implications of these changes will be far reaching and will affect every sphere, including employment.
Gamification — the use of game-like scenarios for teaching or training purposes — is trending. Supporters cite several advantages to using gamification techniques, including increased learner engagement and enjoyment. For healthcare professionals, among the most time-poor in the world, increased engagement and enjoyment will make training less boring. But does gamification in healthcare training actually work to improve content mastery?
The world is on the brink of a 4th industrial revolution that will build upon the 3rd — the digital revolution — and which will be characterized by rapid technological change and automation. The shift toward automation, already occurring, is projected to have far-reaching consequences for every sphere of life, including, of course, employment.
On the surface it appears to be an easy win: tapping into the knowledge and expertise that exists within a company through user-generated content. Short how-to instructional videos can be cheaply and easily made and uploaded by experts across the company, then be searchable and accessible by every employee.
In the universal set “healthcare training,” there are many subsets. Professional healthcare subgroups requiring specialized training include:
The best healthcare employee training should do more than identify your employees’ strengths and target their weak areas. It should diagnose and treat unconscious incompetence — what healthcare employees don’t know they don’t know.
How confident are you that your end users are choosing the appropriate treatments for their patients as knowledgeably and as responsibly as they can? If your answer is anywhere along the spectrum of “I’m not sure” to “I’m reasonably confident,” then there’s work to be done.
Simulation training is indispensable in healthcare because it’s a safe space for learning: there are no life-or-death consequences attached to mistakes in the world of simulated medical emergencies. But simulation training by itself isn’t adequate to keep employees up-to-date in their medical knowledge and skills — you need additional learning tools and an effective training program to optimize your training impact and meet the evolving needs of training for healthcare systems today.
Should pharmaceutical companies care about external training, i.e., training physician end users to use their products effectively and safely while optimizing patient care? The answer is obvious: of course they should. Effective external training means better use of your products and more optimal patient care — and better business outcomes for your company.
Imagine this hypothetical situation: if you had to choose between two heart surgeons, both of whom had passed their Board exams, but one had achieved the minimum passing score and the other had scored 99%, which one would you choose?
Healthcare professionals all have the same goals: do what’s best for the patient and optimize patient care. But globally, iatrogenesis — the unintended adverse effects of medical intervention on patients — is a problem. So how do healthcare professionals produce better outcomes — and reduce iatrogenic effects — across the board?
Microlearning is an e-learning approach that breaks lessons into smaller chunks in order to make the training feel more manageable. Because of this, microlearning may seem like an attractive choice for an e-learning training solution for healthcare staff working under time pressure.
Researchers and physicians at the Massachusetts General Hospital, Harvard Medical School, Brigham and Women's Hospital, and NEJM Group conducted a survey study to determine user experiences with an adaptive learning platform and the impact on first-time American Board of Internal Medicine Certifying Examination (ABIM-CE) test takers. The study was published in AMEE MedEd Publish, an open access online journal for medical and health-care professionals.
The survey study examines the NEJM Knowledge+ adaptive learning platform, which we co-developed with NEJM Group, and found that the majority of respondents rated the platform as helpful and the content as good or excellent for exam preparation and relevant to their learning needs. The study also found that a significantly higher proportion of users reported passing the ABIM-CE on their first attempt compared to the national average (95 percent vs. 89 percent).
Unconscious incompetence is when you don’t know that you don’t know. You think you are doing one aspect of your job correctly when you actually aren’t. Our data shows that employees can be 15-40% unconsciously incompetent in critical aspects of their job. It’s a problem that hits every industry and affects efficiency and productivity everywhere. But in certain sectors, unconscious incompetence can be even more harmful — healthcare is one of these.
The point of medical training is to identify and close skill or professional practice gaps. And because of new technological developments or new research, there’s always a skill gap. Those skill gaps are the difference between what a clinician is doing versus what they should be doing. But there are easy solutions.
To train employees and external stakeholders in healthcare at the same time is no small feat.
For years, the aviation industry has used AQP to train pilots and flight instructors, with exceptional results: even though air traffic has increased, the number of accidents continues to decrease. But just as the industry continues to innovate and evolve, so too must the tools and methods of training, in order to keep pilots, crews, and passengers safe in the skies.
When an airline needs to train, you know it’s no small undertaking. From flight operations, to airport and network operations, a large airline has to train thousands of employees. The obvious choice for training on this scale is to utilize online training.
In the age of social media, when companies can be held accountable at the click of a button, employees’ relationship with the public needs to be courteous and professional at all times.
Unconscious incompetence is one of the most prevalent and damaging problems facing the aviation workforce. Ever heard the saying, “You don’t know that you don’t know”? In a nutshell, that’s what unconscious incompetence is, and its effects on job performance are pervasive.
Pilots and flight instructors have different objectives for different jobs and require different content to be trained effectively. While traditional e-learning programs may struggle to handle different needs, Area9’s biological model makes it easy to train for different skill and experience levels, as well as for different but related roles.
Safety in the sky depends on your pilots updating their skills and refreshing their training periodically.
Aviation industry training depends on data collection to demonstrate that training happened and that it was successful. While AQP does collect data on participants, it typically relies on a pass/fail metric that does not differentiate between a trainee who demonstrates mastery and one who barely passes.
Which is preferable? Training that treats every pilot the same, regardless of knowledge and experience level? Or one that personalizes the learning and adjusts to each pilot based on what they need?
Onboarding a commercial pilot takes a long time: at least 2 months training with the airline. While time spent onboarding new pilots is crucial from a safety and compliance perspective, it also means fewer qualified pilots available to fly at any given time — and that’s a problem.
Despite advancements in technology, traditional challenges in pilot training persist:
The implementation of the Advanced Qualification Program (AQP) in 1990 changed aviation industry training for the better. With its emphasis on company-specific, innovative, and flexible training, and its data collection capacity for auditing purposes, AQP is a more creative and effective approach to aviation industry training than more traditional methods. And the results show that it works: there are fewer fatal airline accidents now than in the past — 2017 was a benchmark year for airliner safety.
While more concerned with cognitive and interpersonal skills than technical knowledge, Crew Resource Management (CRM) training aims to help flight crews respond appropriately to the situations they find themselves in. With an emphasis on teamwork, problem solving, and communication, it may seem counter intuitive to train these types of “soft skills” through an e-learning platform, but that couldn’t be farther from the truth.
Compliance training is not popular: most people find it to be the most painful form of corporate training. It is usually a recurring requirement and employees know they’ll have to retrain at again and again. In this post we’ll focus mostly on health and safety, but the same problems with traditional e-learning affect all forms of compliance training.
What is a major problem plaguing the world of professional sales training? It’s the time training takes.
A 2016 survey found that American companies had an average turnover rate of 17.8%. But the survey also found that 69% of employees are more likely to stay with a company for at least three years if they experience a positive onboarding process. Even if you exclude high-turnover industries like retail and hospitality, that’s still an extremely high overall turnover rate.
If, as a chief compliance officer, you’re looking to mitigate risk by training your healthcare staff in compliance issues, you’re probably looking for a type of corporate training that can deliver scalability, a quick method that doesn’t take learners out of the workplace for too long, and the ability to keep learners engaged so their compliance training can help when it’s needed most.
For the average salesperson, corporate training is the last place they want to be, and that’s because time spent in training is time spent not selling. This puts any would-be trainer at a disadvantage: take too long with the training, and you lose the sales crowd. But be too brief with the training (to accommodate for the fast-paced environment) and you risk spending too little time on important topics, thereby losing the learner’s interest.
In past corporate environments, career development plans were generally viewed as the company’s responsibility: the company had to ensure its employees had the skills and competencies necessary to move up in the ranks. Because employees tended to stay with one company longer, the old corporate ladder was a method of attracting employees to the company.
Organizations such as the Occupational Safety and Health Administration (OSHA) and the Centre for Medicare Services, and legislation such as the Health Insurance Portability and Accountability Act (HIPAA) and the Food Safety and Traceability Act (FSMA), have created professional standards and training requirements for businesses and institutions. When audited, the onus is on each entity to prove that they have met these specifications.
Sales and sales management training have the double hurdle of having to train many people over a vast territory (for example, employees in satellite offices or travelling sales reps) and with varied experience levels ranging from novice to expert.
Many traditional corporate training tools are the unfortunate cause of learning fatigue — a combination of ineffective, one-size-fits-all e-learning, disengaged learners, and tight training deadlines. Do you recognize any of those symptoms in your training?
When failure is not an option, compliance training must be done right the first time. But what if compliance training could do more than mitigate risk? What if training could teach employees to excel when the stakes are high?
Traditional corporate sales training has three components that often leave sales reps dissatisfied:
Wherever you are in the world, you’ll always be able to find a McDonald’s restaurant. The McDonald’s secret to global popularity can’t be found in any secret sauce: its success is a result of the corporation’s cultural astuteness. Whether serving a market that is predominantly vegetarian, or one that avoids beef, or pork, or enjoys fish, McDonald’s adjusts its menu to the local cultural flavor — to great success. While we aren’t responsible for McDonald’s corporate learning we have to assume that someone at McDonald’s at some time received cross-cultural training.
A compliance officer needs to understand the laws and regulations regarding their industry, but so do the employees within their company. Without company-wide knowledge of compliance, a company is put at risk for all sorts of noncompliance issues, and faces litigation.
In 2016, Millennials surpassed Gen Xers to become the largest part of the American workforce. In 2019, Millennials will outnumber the Baby Boomers in overall population. Sales management is going to have to get used to the changing attitudes and priorities of these Millennials who will soon make up the bulk of their workforce.
A good company looks ahead to anticipate opportunities before they arrive, and spends resources preparing their workforce to meet those opportunities. Online e-learning, as a way of accomplishing this, is an obvious plus for most companies as it easily reduces cost of training programs for employees. But companies used to traditional classroom learning will wonder if the reduced cost means sacrificing training quality.
You’d think that the training itself would be the most important part of compliance training. In many ways it is. But it might surprise you to learn that often, for a bank compliance officer, detailed reporting of compliance training may be more important than the training itself.
What’s better for sales than understanding the key differentiators of your product? What’s worse than not knowing? In a recent survey, less than one-third of buyers felt that their vendors were well informed. Is it acceptable that two out of three conversations with vendors are considered useless by the prospective purchaser.
Human Resources builds its team by bringing talented workers into the company. This is great, but to make a real lasting business impact the department needs a talent management strategy; it needs to hire highly engaged, high-performing employees all the time. Hiring employees who you know will be all that seems like it could be a difficult problem, but is it, really?
Assessments have been critical to successful compliance programs. Regular testing allows businesses to prove to auditors that the proper steps toward risk mitigation are being taken. The fact that Adaptive Learning uses formative assessment (teaching by asking questions throughout the course to assess learner understanding) instead of summative assessment (a post-course test) makes it much more powerful than traditional approaches to compliance training.
There are so many factors that sales reps can’t control, like client budget constraints or a slow growth economy. That’s why, when managing a sales territory, it’s important sales reps are able to use their time - the one factor they can control - wisely.
Employees who do not feel they can achieve their career goals at their current employer are 12 times more likely to consider leaving, according to IBM.
It doesn’t matter how strong your top line growth is when your bottom line expenses, like your medical sales training budget, are too high. As such, most sales teams keep their training expenses low - but at what cost? You still want top line growth, and training keeps the sword sharp for even your most experienced and knowledgeable sales professionals.
Millennials are no longer just a small cohort of recent graduates entering the workforce. Many have reached managerial positions and, in some cases, have been working up to a decade beyond their post-secondary education. According to Abacus Data, in 2018 in Canada Millennials will make up the largest cohort in the workforce, making them the most represented of any other age group; also, more Millennials are eligible to vote in Canada than Baby Boomers.
Adaptive Learning provides a proven and effective training program that reduces training time by 50% without sacrificing learner mastery, and it’s great at solving the problems that other e-learning platforms overlook. But can Adaptive Learning be used to train an effective sales team? A vice president of sales needs to know.
Because of cultural and economic changes, Millennials are more likely to change jobs frequently, or “job hop,” than older generations - especially in the five years following graduation. Often employers hope or expect that their new hires will stick with them for a long-term period, but that is getting less and less likely.
Do you ever think about how odd it is that we still use resumes to apply for jobs? With all the world’s technological advances and connectivity, employers still want to see a bunch of bullet points on a piece of paper. It’s weird, isn’t it? With all the things that have changed and are changing in the work environment, wouldn’t resume-use change too?
A compliance officer understands the risks of poor compliance training: lawsuits, litigation, poor workplace safety. You name it.
By 2025, 75% of the global workforce will be made up of Millennials. By then, if not sooner, your sales training will need to be mostly focused on reaching a Millennial audience. Unconscious incompetence disproportionately affects young professionals, so your corporate sales training will need to correct for this, or else it will affect your top and bottom line.
Because every brain is different, Adaptive Learning changes its curriculum to meet every learner’s need. This is similar to what a recommendation engine does, but not quite the same thing.
The answer is: Always. But that seems impossible.
Sales training has one goal: train employees to perform in a way that increases revenue through sales - in other words, to have business impact. But traditional corporate training often falls short of this goal. Maybe that’s because learners find the learning content unengaging or the training delivery method inefficient.
While we’re living in an increasingly digital world, classroom training and blended learning - a combination of online and classroom learning - still hold an important place for the learning function. Blended learning, especially, allows employees and businesses to get the best of both: the scale of online learning with the personal leadership of classroom facilitation.
So, you want to provide instructor-led healthcare compliance training. You provide a pretest because you want to make sure that your employees have some background knowledge before they take the training. Or maybe if they pass the pretest, they don’t have to take the training at all.
For corporate sales training to provide maximum business impact in the form of a productive sales team and increased revenue through sales numbers, the training must meet three key criteria.
The narrative around learning disabilities (LDs) often centers on children and how their disabilities are managed and accommodated in schools. But the simple truth is that LDs are not cured. Learning disabilities are managed. So when those children with LDs leave school and become adults, they still have their LDs.
Companies are fed up with the ineffectiveness of traditional corporate training tools and are looking for a more effective training program. They want greater e-learning effectiveness, and new solutions to old problems. Here are a few businesses getting better results in corporate learning after switching to Adaptive Learning:
Everyone wants a magic pill for easy training delivery methods, because sales teams are busy enough as it is and don’t really have time to sit in training. Because of the changing nature of learning and education (not to mention technology) it’s easy for myths to develop in pursuit of those magic pills. Here are two of the biggest ones:
If you want to make a change in learning and development, it won’t matter if you’ve convinced yourself Adaptive Learning is the key to an effective training program: you’ve still got to convince the stakeholders. And to do that you have to convince them that Adaptive Learning will positively affect your bottom line.
Learning fatigue occurs when there’s an unfortunate combination of ineffective, one-size-fits-all training and a disengaged workforce expected to achieve all their learning goals under tight deadlines. This is obviously a huge problem for compliance training. When so much time, money, and effort is put into developing corporate training, learning fatigue can sabotage it all.
Each brain is unique, and so traditional one-size-fits-all corporate training actually fits none. Personalized training is a better option, but how can you possibly offer personalized learning to 5000 or more employees? Adaptive Learning, that’s how.
How and what an employee learns is influenced by more than just the subject matter: previous knowledge, environment, and attitude all impact an employee’s learning experience.
Depending on the school of thought you adhere to you might have heard that there are four, seven, eight, even seventy-one types of learning styles. While experts vary, the general consensus is that there are at least three: visual, auditory, and kinesthetic. It’s commonly believed that to provide a unique learning experience, learners must be able to learn within their preferred style. But we’re not so sure.
Formative assessment is the process of using assessment procedures (like posing questions) during the learning process. The intention is to modify teaching and learning activities to improve a learner’s success.
Before we talk about unconscious incompetence, let’s talk about unconscious competence. Unconscious competence is a fancy way of saying “second nature” and it’s the level of competence that every sales rep should aspire to. When you think of unconscious competence think of the saying “it’s as easy as riding a bike”: once you learn how to do it, it’s a skill that comes naturally to you so you don’t have to think about it.
If you want to become the next Serena Williams, you don’t take one tennis lesson and expect to win Wimbledon. You hire a coach to train you over a long period of time, nurture your skills, shore up your knowledge base, and set you up to learn newer, harder techniques. Then, you win Wimbledon. Coaching in the workplace functions the same way as coaching in sports.
Product knowledge is a driving force behind your sales team’s success. When your team knows your products - all of your products - they’re able to: communicate effectively with your buyers; create excitement around your products and services; boost your buyers’ confidence in your products and business, and; easily relieve objections buyers may have.
“Just in time” training typically means giving people access to content at the moment of need. Google Search delivers just in time content every day. The value is that it provides learning satisfaction at the point of need. So when your staff can’t remember the specifics of a certain regulation, they have access to resources that help them find the answer to their question. Access to content on demand is an invaluable part of a learning strategy, especially when formal training is infrequent or difficult to access.
What makes good training in the corporate learning world? There are many forms of corporate learning and e-learning, and many options are a good thing, but sometimes that much choice can be overwhelming and tricky. For starters, let’s identify two differing strategies and see what comes out. This time we’ll explore microlearning versus Adaptive Learning.
“Scrap learning” refers to any corporate learning and training that doesn’t end up applied to work. In the training and work education worlds, there is a ton of scrap learning. You’ve most likely experienced scrap learning yourself.
Unfortunately, everyone has.
In the late 1990s the term e-learning first came into existence. Since then the evolution of e-learning has seen the advent of blended learning, learning as a form of talent management, and the rise and (now) the decline of the learning management system (LMS). Now we’re in the age of continuous learning. But what does this mean for the future of e-learning?
When we talk about artificial intelligence in pop culture, we tend to think about robots, and usually evil ones. But how often, when we think about AI, do we think about how artificial intelligence could help us learn?
Which is better: e-learning or classroom instruction? It’s a question Learning and Development (L&D) has been asking since e-learning first came on the scene two decades ago. We’re ready for an answer. So let’s break down both options.
When you log on to an online retailer, like Amazon, one of the first things you’ll see are recommendations for future purchases. If you purchased a certain brand of stroller, Amazon might suggest you take a look at the brand’s car seats, as well. Online retailers keep track of what you bought so that they know what you might like in the future, providing a more personalized shopping experience in the process. And no surprise - customers love this feature because it shortens the time it takes them to shop, and helps them shop more effectively.
The learning function has two purposes: to deliver business impact by training employees, and to prove that the training has impact.
According to a study conducted by Training magazine, companies averaged 53.8 hours of training per employee in 2015. That’s 13 hours more than in 2014. But how do we know that adding more time to the learning achieved better results?
2017 was a great year for exploring the advantages of Adaptive Learning, and we hope this blog has been helpful, informative, and a good guide to e-learning resources. This post is a quick celebration of the top five blog posts most enjoyed by CLOs this past year in the Area9 blog.
We all know what we want from our corporate learning initiatives: learning that has business impact. Some corporate learning approaches claim to provide exactly that, but do they really? Microlearning is one of those approaches. Here, we’ll break down what microlearning is and how it stacks up against Adaptive Learning.
It’s easy to imagine what makes bad corporate training, but what makes good training? That depends on what you want out of it.
If there’s one certainty in the business world, it’s this: mistakes will be made. That’s not just a fact of business, of course. That’s a fact of life. Human beings are flawed. We make mistakes. We have knowledge gaps, and the sooner we accept this, the more open we’ll be to better methods of corporate learning.
Global spending on corporate training is going up - as much as 2-5% - and yet rates of unconscious incompetence in the workforce are as high as ever. It’s getting more and more expensive to force employees into unfulfilling training that ultimately falls short.
When you take a training course to get your motorcycle license, does passing the course make you a master motorist? No, of course not. The course only means you have the most basic knowledge required to safely operate a motorcycle on the road.
As corporate learning continues to evolve, so does the role of the corporate training instructor. Learners expect instructors to take on a different role than the one we’ve seen in traditional corporate training. This new role combined with Adaptive Learning creates the perfect environment for blended learning.
Before we talk about which is better than the other, let’s talk about trends. In 2018, online corporate training programs are developing fast and becoming ever-more accessible.
We know Adaptive Learning has a positive business impact because it:
We already know that Adaptive Learning has multiple benefits for the learner and the business, but the technology also benefits the instructional designers who create corporate e-learning courses.
While corporate e-learning reaps the benefits of technological advancement, there is always a risk that digital progress could negatively impact other essential skills.
As technology develops faster than ever, the digital skills shelf life gets shorter. Before your employees have mastered a new technology the next generation is already available with new features and skills to learn.
Learner needs are changing fast. Training Industry identified all the ways learner needs will influence corporate training delivery methods in 2018. First on their list: personalized learning is in high demand, pushing the corporate training function to catch up.
The Danish Growth Fund has made a record-breaking $30 million investment in the Danish technology and learning company Area9 Lyceum. With this investment, considerably larger than previous investments by the fund, The Danish Growth Fund clearly signals their ambition of placing Denmark as world-leading in the field of educational technology.
As the Boomer generation ages, new workers will be needed to fill empty positions. But what happens to a new hire when the gaps in their knowledge are too big? Mistakes happen and productivity is lost.
Social media makes it so everyone is on their phones all the time. But what if instead of following Twitter you could use your mobile device for something productive? With mobile Adaptive Learning, you can.
Millennials, technology, and the economy are having a profound impact on retail, service, and hospitality industries. As industries change, your business needs to change with them or risk being left behind.
At Area9 Learning, we know that when your business has thousands of employees and only a few training managers, it’s probably difficult to find a training platform that teaches at scale, gets employees up to speed fast, and still allows you to maintain the level of control you need to ensure your organization’s standards are met.
If your corporate e-learning program doesn’t positively impact your business, then what’s the point? Adaptive Learning brings with it maximum business impact: it benefits the learner and your business making it more effective than traditional corporate learning programs.
Much as Adaptive Learning improves retail employee training by saving staff time away from the sales floor, Adaptive Learning improves hospitality staff training.
If there is one disadvantage to Adaptive Learning, it’s that there are a lot of new terms to learn in order to understand how the Adaptive Learning process works.
Unconscious incompetence is not knowing what you don’t know. And when you take action based on a misperception, it can be hazardous. It’s a problem that affects every industry and every business.
Adaptive Learning technology can be used in any corporate learning scenario. But here’s a snapshot of a few industries who are killing it with adapted technology.
How Much Is Training For All Your Employees Costing You?
Many business leaders have mixed feelings about traditional e-learning (maybe you’re one of them).
Employees want to do training, but don’t always see it as a priority - especially because online training is often boring.
It’s not as hard as you think to make the transition from your traditional corporate training programs to Adaptive Learning. From working with subject matter experts and curating your learning content, to creating learning objectives (LOs), to authoring probes (questions), and compiling learning resources, Area9 makes the transition from traditional e-learning to Adaptive Learning easy.
Have you been told gamification is the next big thing in business education? At Area9, we’re not convinced.
Formative assessment - or teaching by asking questions - sets Adaptive Learning software apart from traditional corporate learning delivery methods.
Adaptive Learning is an easy solution to many of your corporate training problems without any of the risk. Adaptive Learning uses cognitive neuroscience and computer science to solve 3 common corporate training problems.
Industries with a high employee turnover rate - like hospitality, transportation, and retail - must not only onboard a revolving door of employees, they must meet their diverse learning needs as well.
A frequent complaint about traditional learning is that it takes employees away from their jobs. They spend valuable time training when they could be working. Worse, the impact of the training is unknown. But it doesn’t have to be that way. There’s a fix for everything that’s broken about e-learning right now, so that your employees can take impactful training courses or learn new systems anywhere.
The Adaptive Learning model sets itself apart from traditional corporate e-learning because it is able to focus on building and measuring proficiency. Traditional corporate e-learning focuses on “course completion” as the key performance indicator (KPI) - but course completion has nothing to do with mastery of information.
We already know that Adaptive Learning is a versatile corporate training tool that can onboard new employees or train an experienced team. But Adaptive Learning is especially helpful for complex technical training (like software programming or laboratory medicine) because it helps uncover unconscious incompetence, something traditional corporate training tools cannot do.
The short answer is: yes. The Adaptive Learning platform benefits your learners and has an impact on your business, because with Adaptive Learning software:
In corporate training, it is typical to measure learners’ success by high attendance and course completion. But that’s not how corporate training should be measured. Success should be measured by a learner’s ability to take what they’ve learned and apply it back into the business, efficiently and effectively.
You know that corporate learning is essential to every successful business. But finding the right learning delivery method for your business is difficult, especially with so many options like gamification or microlearning.
Your staff are as varied in their education, knowledge, and experience as your customers are. But while your business processes can most likely adapt to the diverse needs of your customers, your current corporate training capabilities are probably not as diverse; “one size fits none” is one of the biggest problems in corporate e-learning today.
Almost every training function in the corporate world has their own learning management system (LMS), either created in-house or by a third party. So if you are looking to change your corporate e-learning platform, one of the major questions you must ask is: how will the new platform integrate with your existing LMS?
One of the most frequently asked questions about Adaptive Learning software is: how do you know it helps people learn? Short answer: research and empirical evidence.
On Thursday, November 9th at the Disruptive Innovation Festival curated by the MacArthur Foundation, join Ulrik Juul Christensen, Todd Rose and Sandy Speicher in the afternoon (in Europe) for the 'Headliner' talk.
Traditional corporate learning and corporate e-learning teaches content and then asks questions to establish which parts the learner absorbed.You can expect there will be parts the learner remembers. But there will also be parts they don’t remember, and they’ll get many of the answers right simply by guessing (not because they truly have mastered the topic well enough to apply the information in a real setting). So how, in a corporate training environment, can you remediate these knowledge gaps which could be the very gaps you set out to solve in the first place?
A major problem with traditional corporate training programs is the time it takes to deliver them. Corporate training often burdens your staff - your company’s most valuable asset - with death-by-PowerPoint presentations or boring page-turn e-learning. And, after it becomes clear your staff have not understood or applied what they were supposed to learn, your company must spend more money and time on costly re-training.
Corporate learning and e-learning are too often seen as a “check the box” exercise. Learners do not engage with the content and the result is that they do not learn anything, they do not master the content, and therefore they cannot bring that mastery back into the business.
One of the biggest benefits of e-learning is that it is convenient. But many feel there is no substitute for in-classroom learning. Research shows that the combination of the two - blended learning - combines the advantages of each for better outcomes; here are some of the things you need to know about how the benefits of blended learning can improve corporate learning program.
Globalization, the demand for higher productivity and profit margins, and the practice of working remotely have increasingly driven companies toward e-learning as a training method over the last two decades. Despite its initial promise, the mass-produced quality of e-learning hinders its ability to deliver in 3 important ways: efficiency, engagement, and effectiveness. Adaptive Learning is
e-learning that delivers the efficiency, engagement, and effectiveness - the 3Es - and more to corporate learners.
You’ve heard the saying “you don’t know what you don’t know”; this is unconscious incompetence. Imagine your sales team: are they confident that they understand all of the important features of your products? In reality, they probably don’t. That lack of knowledge is a reason your company might miss revenue goals. You’re not alone; unconscious incompetence negatively affects most companies.
For years, corporate satisfaction with e-learning has been low - and rightly so. Low engagement, difficulty in measuring outcomes, and lack of impact has left learners and training departments alike with bad feelings and low expectations of e-learning. E-Learning overcomes logistical challenges, but fails in most other areas.
The intent behind corporate training is this: providing engaging learning opportunities to multiple learners for maximum business impact. Unfortunately the intention often falls short of the reality and you instead get a PowerPoint deck that does little to engage, teach, or impact the business.
Corporate e-learning hasn’t changed since 1840; it uses summative assessment which doesn’t guarantee mastery. Learners need formative assessment for success.
Because every brain is different, every brain learns differently. To truly learn, people (and their brains) must be fully engaged in the content. Despite the problem it set out to solve, e-learning is widely criticized for failing to provide this level of engagement we expect.
THE FORUM WAS A SPECIAL OPPORTUNITY TO BRING TOGETHER VISIONARY ART AND SCIENCE WORLD LEADERS.
Check out the link below for the latest webinar from Nick Howe, Area9 Learning’s Chief Learning Officer: Adaptive Learning Is Easier Than You Think
After spending billions of dollars a year on corporate learning, U.S. companies probably assume that their employees have the knowledge and skills they need to carry out their jobs. The employees themselves probably think they’re prepared, too, having gone through these exercises.
Medicine is decades ahead of education in terms of acknowledging that patients have significant individual differences. The latest generation of this, precision medicine, is going as far as developing drugs targeting subspecies of cancers based on their genetic profile. Precision Education is the antithesis of ‘average’ and a concept – not a technology – that applied appropriately is the end of the one-size-fits-all approach.
We are delighted to announce that Training Industry has named Area9 Learning to its 2017 Top 20 list of Training Delivery companies. Training Industry is the leading global resource for training professionals responsible for improving business performance.
Area9 Learning has partnered with the award-winning sommelier, Caleb Ganzer, to launch the first personalized wine education course, using adaptive learning - for an introduction to the course, see more here.
In a recent article in VentureBeat, Area9 Executive Chairman, Dr. Ulrik Juul Christensen is discussing the need for intelligent approaches to the coming AI-revolution;
If you want to know what the future of learning looks like, head over to the Association for Talent Development International Conference and Expo in Atlanta, GA, May 21-24.
Come visit us at Booth 306 in the expo hall to learn why adaptive learning is the future of corporate education, and maybe win some great prizes and giveaways…
Plus we have two great workshop sessions:
Today, it was announced that Area9 has expanded its partnership with the NEJM Group using NEJM Knowledge+ to also covers orthopaedics in collaboration with JBJS. JBJS Clinical Classroom on NEJM Knowledge+ will be available before the end of 2017
AACC, a global scientific and medical professional organization dedicated to better health through laboratory medicine, is pleased to announce the launch of AACC Learning Lab. Developed through a collaboration with NEJM Group—the publisher of the New England Journal of Medicine, and Area9 Learning—a global leader in adaptive learning technology—AACC Learning Lab is designed to help laboratory medicine experts expand their knowledge and enhance their ability to find answers to challenging patient health problems.
In March 2016, Area9 carried out a case study which recognized Hitachi Data Systems (HDS), the multi-billion dollar global IT data and information company, for its strategic decision to adopt Area9 Learning’s innovative platform for all its online training. We are delighted to announce that the learning industry’s top associations and analysts feel the same way.
It seems like there’s an ever growing requirement for compliance training. Sarbanes-Oxley, HIPPA, COPPA, Gramm-Leach-Bliley, FCPA, OSHA…the list goes on. Luckily, the latest research* shows — and this may be surprising — that compliance training is one of the greatest drivers of workforce creativity.
Shinola, the Detroit based luxury good manufacturer, has chosen to partner with Area9 Learning to deliver adaptive e-learning for their store associates. Shinola currently has 14 stores in the US, a number that is expected to grow to 21 by the end of the year.
Area9 Learning is doing a showcase at this year’s Masie’s Learning 2016, which will take place in Orlando, Florida from the 23rd – 26th October.
BOSTON, May 23, 2016 – Area9 Learning’s adaptive learning methods help Hitachi Data Systems achieve a 50% decrease in training time for its sales teams, and uncover and remediate critical knowledge gaps.
In partnership with Area9, the National Safety Council (NSC) has launched a new adaptive online version of the Supervisor’s Safety Development Program (SSDP) called SSDP Online.
Area9 Learning has partnered with TrackMan to deliver a new educational experience for golfers. TrackMan is the World’s leading golf analytic company, using a fully wireless, easy to use, indoor/outdoor, radar-based solution for analyzing the impact conditions and resulting ball flight in golf. By combing the insights from the TrackMan solutions with adaptive learning, golfers now have a chance to cover topics such as Ball Flight Laws, Course Management and TrackMan’s Fundamentals. This state-of-the-art content is presented in various formats, from video and animations, to interactive “calculators” that help explain the game in new, innovative ways.
Area9 Learning’s Chairman, Dr. Ulrik Juul Christensen, sharing his views with Clinical Chemistry on the effectiveness of adaptive learning technology in medical education. Clinical Chemistry is the leading international journal of clinical laboratory science.
NEJM GROUP AND AREA9 CONTINUE SUCCESSFUL PARTNERSHIP WITH THE LAUNCH OF FAMILY MEDICINE BOARD REVIEW
Area9 has entered into a multi-year agreement with Hitachi Data Systems (HDS), for broad implementation of adaptive technology.
Based on area9´s unique technology NEJM Group – the organization behind the New England Journal of Medicine and NEJM Journal Watch – has launched NEJM Knowledge+ Internal Medicine Board Review, a self assessment and continuous learning solution that employ the very latest adaptive learning technologies to increase learning efficiency and knowledge retention.