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?
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.
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?
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.
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.
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?
The answer is: Always. But that seems impossible.
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.
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:
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.