Too many times, training struggles to show its impact on a business; the metrics used to measure training are unrelated to the bottom line results of a firm. Training departments often have difficulty showing their impact on sales and revenue goals. Thus training is viewed as a support function or engaged only when necessary.

How much does a car cost? How long does it take to build a house? How long is a piece of string? The answer in all cases—it depends. You can run into the same uncertainty with an eLearning project if it is not properly defined up front. If you don’t know what you are trying to accomplish, what stakeholders expect, what your technology constraints are, and what business drivers will affect your project, how can you create and follow a plan to a successful conclusion?

Sound learning theory underpins much of traditional instructional design (ID) and can greatly improve user experience, but the advent of a need-to-know-now culture is proving the art of innovation can and must work alongside the science of design. The challenge is to balance the needs of your users and the concerns of established IDs against harnessing the originality of developers who may lack a traditional background.

Creating learning objects is a time-consuming process. Most learning objects have content that could be used across different courses and departments. However, many learning objects, such as videos, tutorials, instructional documentation, and online courses are created with identifying details that make them difficult to repurpose or share with other members of the organization.

“Blended learning” was one of the hottest buzzwords at the dawn of the new millennium. At its worst, it was giving the learner the choice of attending the formal class in person or online. In its best and most cutting-edge application, it was a design construct focusing on combining or blending the best elements of face-to-face classes with eLearning courses to increase retention and/or reduce costs. It was a cutting-edge approach at the time, and for many organizations, this is where they currently are with applying blended learning. But the blend has changed.

Massive open online courses (MOOCs) have received a fair amount of publicity, but mixed reviews overall. Participants appreciate the collaborative nature of MOOCs, and their accessibility—but much of the learning is passive in style, which tends to be fairly ineffective, transfers poorly to on-the-job skill application, and doesn’t maintain participants’ interest. Today’s typical MOOC format is therefore not particularly well-suited for most corporate training needs. Companies are, nonetheless, interested in capturing the positive qualities of MOOCs.

An eLearning template is not a set of PowerPoint master slides. A true eLearning template is so much more, and has many elements and components. While a set of master backgrounds is a great start, there are often overlooked aspects of a template that are never considered. Designers and developers often begin with raw content and begin a project in their chosen authoring environment, rather than thinking through the overall user experience. For those projects that involve multiple modules where it’s important to keep a consistent look and feel, a template approach helps keep all assets organized across modules.

There is pressure on everyone in learning and development to stay ahead of the curve when it comes to new technology. Knowing the right questions to ask and getting clear information on how to educate clients enables you to switch gears from a reactive order-taker to a consultative partner. Instructional designers and managers need to be grounded in the fundamentals of mobile learning strategies.

We’re all hooked to our devices and our technology. Most of our work can’t be done without it, let alone the scheduling, management, and communications of our personal lives. Likewise, technology is an essential part of today’s training toolbox. So what does the eLearning landscape look like today? Where have we been, and where are we going?

In this session we will take a look back to better understand the current trends in eLearning in order to help us project what the future will bring. We’ll explore the changing nature of courseware; what mobile technology brings; simulations; and social tools. We’ll define some key terms being used and you will gain both ideas and inspiration for how you can incorporate eLearning into your training plans. You will leave this session better informed and motivated to try something new in your next learning initiative.

Onboarding is arguably one of the most important learning events in the career of a new employee. Many organizations, however, fail to set up a true learning-focused onboarding program. Instead of inspiring new members of the team, they kill motivation by using boring presentations and eReading instead of eLearning. In today’s workplace, there are many tools and technology that can add value and that will greatly improve this critical learning moment.

Everyone sees the power of gamification—a trending concept in the learning and development industry—in the workplace, but is either too expensive or no one knows how to implement it. Learning professionals are being asked to do more with less every day. So if you have already created a catalog of eLearning courses for your organization in Articulate Storyline, how can you make these more engaging? How can you save thousands of dollars by adding basic gamification elements to your existing and new courseware?

Research proves students learn best when doing; information strengthens schemas leading to long-term retention. Yet instructors often feel bound by the constraints of an online classroom. Since they do not meet face-to-face, it can be hard to find ways to encourage active application of information and combat the student fear of failure.

As the Spectrum Health University adapted to an ever-evolving health care landscape, the programs and offerings from the organization needed to change as well. Through an analysis of brand, audience and offerings, and a desire to more closely align with the organization’s new strategy, a sizable challenge was undertaken to reimagine the corporate university with the use of social collaborative platforms and the deployment of micro-learning resources.

The performance ecosystem is about more than just helping people do what is known that they need to do. In this era of continual change, the only sustainable differentiator will be the ability to adapt, deal with ambiguity, and innovate. This comes from a rich ecosystem, but it takes more. Where the culture doesn’t support sharing, where it’s not safe to contribute, the ecosystem can’t flourish, and organizations can miss out on the opportunity.

Today’s market requires faster onboarding; often there is overlap or confusion between process and training. Staff are overwhelmed by information in the initial stages of their performance and often forget or don’t have the opportunity to apply the why and the how of what they have learned in an appropriate timeframe.

Most people in the learning and development field didn’t choose the profession because of a deep love for statistics, and few have ready access to data scientists for consultation. But the availability of an ever-growing body of data highlights the value of a fundamental understanding of data collection and analysis. Learning data will only provide valuable, actionable information if curated and evaluated strategically.

You live and work in a world of democratized video production. What once required hired professionals, specialized work, and thousands of dollars can now be accomplished by self-taught amateurs in hours with little to no resources beyond what’s already in their pockets. Video technology is ubiquitous. However, many professionals become so preoccupied with whether or not they can make a video that they often don’t stop to think if they should. Too often, this results in the development of ineffective content that doesn’t support user needs, wastes viewers’ time, and sets a poor precedent for the use of video within the organization.

As Cammy Bean states, “Good writing is the single biggest factor that can make the difference between an eLearning program that bores people to death and one that gets them to pay attention.” Yet many eLearning scripts are written in large part by subject matter experts whose prose is wordy and lifeless. Developers of eLearning must often revise the scripts and storyboards of subject matter experts, most of whom are not skilled writers and who often think everything they have written should be included in the course. It can be a frustrating and time-intensive experience to revise such prose—unless you know certain techniques.

Many client training models are geared to an onsite visit that compacts training into a deluge of information and often does not allow for the interaction of the client to effectively make the change they need to make. Many learning professionals are confronted with the problem of delivering instruction to clients or others who have a hard time understanding the process, the system implications, and the specifics of the content that is being delivered.

From its inception, distance learning at Infectious Diseases Institute (IDI) has covered three priority areas: creating distance learning and blended learning courses, providing post-training support for IDI alumni, and integrating education technology tools into face-to-face courses. However, IDI has faced the significant challenge of battling an environment where prospective trainees have little-to-no access to fast, reliable Internet. To deliver full-fledged, online courses, IDI has used the open-source software Poodle.

Anyone with a camera can post learning content on YouTube, but television and other media have raised the expectations of viewers, who demand highly engaging, interactive content. If it isn’t immediately relevant to their task at hand, they’ll click onto something else. At the same time, corporate budgets are tight, so instructional designers have to find creative ways to produce high-quality, professional content on a budget.

The learning and talent development consulting field has been growing and evolving over the last 15-plus years. With more professionals deciding to become consultants, there are underlying issues that arise and interfere with the day-to-day life of the consultant. Issues can include: finding opportunities to consult, knowing how to price one’s services, invoicing and getting paid, managing client expectations, negotiating changes to the work while it’s in progress, and protecting one’s own intellectual property when licensing it to clients.

Adopting the discipline of an embedded performance support (EPS) strategy has become an increasing imperative for many organizations. EPS remains a curiosity for many more wrapped in the question: “How do we get there?” Answering that question requires a long, hard look at whether the organization is ready to go there, or if they are in a state of readiness to go there.

There are many function and design issues to consider before beginning to build your online course, and it’s often tempting to begin by downloading a template to save time on the front end by eliminating layout and style decisions. There are many advantages to using templates, but there are a few things to consider, including how to implement the template once it’s created and/or customized.

Gamification is a hot topic, but where is the research to back up the use of gamification? Anyone interested in gamification for learning will be interested in seeing empirical results to be better informed about whether or not gamification is appropriate for their learning environment.

Boring page turner eBooks—often created just to get content out to learners—can be taken to a new level with engaging, interactive iBooks Author books. Learners should be engaged with a review or game to help them learn content by doing, instead of just reading.

Virtual training participants notoriously multi-task during live online sessions, which means they miss out on learning opportunities. In addition, there is a common misconception that an online presentation is the same thing as virtual training—it’s not. So virtual classroom designers and facilitators struggle to know how to capture the attention of their audience and keep participants engaged throughout a session so that learning transfer can occur.

Prior to the integration of its learning information sites into the common learning portal (CLP), the National Park Service (NPS) had over 25 different sites for its various learning programs. This made finding learning information complex for its workforce of over 20,000 employees. Navigation required knowledge of the URLs at various sites and each site had different navigation tools and varied widely in appearance. In addition, social learning opportunities in the form of communities were scattered among various commercial sites.

Have you ever gotten way too much content for a module, but you still tried to squeeze it all in? Do subject matter experts (SMEs) give you too much content and refuse to cut any away, because it’s all important? Do you wish you could just do small modules, knowing it is better for your audience, especially in today’s world of short attention spans and busy participants? You may often get content that others think is easy to put into a module, but there is a better way to please the SMEs and give your audience the best experience.

You’re excited about the promise of the xAPI-enabled world, but you’ve still got a learning management system (LMS) and a host of SCORM-based courses that you need. But what if you could get the most out of both a LMS and a learning record store (LRS) at the same time?

Designing training without an understanding of how the brain works is a lot like trying to get somewhere without a map. Even if you eventually arrive at your destination, you won’t know how you got there so that you can do it again. Once you understand how the brain works, you can use the attention, engagement, encoding, and retrieval processes of the brain to make training that is more effective, takes less time to produce, and delivers more lasting results.

Too often, learning is evaluated based upon one of two measures: whether learners like it, and/or how much it costs to produce. Unfortunately, the former isn’t useful, and the latter isn’t critical. Yet, increasingly, actions will have to be documented, and measurement is key. There are meaningful metrics for learning, but they should be about whether they are helping the organization. Kirkpatrick, ROI, impact—to make sense of these, you need to know some core concepts.

What are some creative ways to develop leaders? Business acumen is typically obtained through experience. Developing learning solutions that grow business acumen in an effective way is difficult to produce. Especially when the content is nuanced or complex. Gamification is one of the topics buzzing around the industry, but if you speak to many people, there is little application beyond putting badges on existing content.

Sketchnoting is a visual language with a hierarchy and structure similar to written language. In order to communicate visually, or in this case communicate to yourself with your own notes, you start with the visual basics and look at the building blocks. Sketchnoting is about listening, processing, and transferring the key ideas into telling a story with your notes.

For instructional designers and facilitators, the challenge is to create learning materials that reach and affect audiences positively, and do not elicit feelings of exclusion or discrimination. However, you’re human, and every human has hidden or unconscious biases that impact our behaviors and thoughts. This can lead to unintentional missteps in design and delivery. As learning becomes more story-driven, you need to be sensitive to how you present characters, including race, gender, gender identity, and organizational roles.

Do your eLearning courses need a punch of creativity? Have your users grown tired of the same drag and drop interactions? Would you like to add something new and exciting that will increase learner retention? With the brain processing visual information 60,000 times faster than text, it’s crucial to have visual impact in your courses. The good news is that design tools are more powerful than ever and provide developers with more options for creativity.

Technology continues to advance rapidly, changing how we live and interact with the world around us. Today’s learning professionals face the challenge of staying ahead of this curve and tracking the technologies that are shaping the future of organizational learning, while at the same time recognizing technologies that may be more of a passing fad.

According to Forbes, 61 percent of companies that have LMS systems plan to replace them in the next two years. However, nearly a third of smaller companies still do not have a LMS to deploy training. Many companies are well advanced in terms of online training and development for their employees, but many are late adopters. How do you get from behind the curve? Should you? And if so, how do you go from not much, to state-of-the art?

As trainers, we work hard to create great training. As a result, we are disappointed when our employees fail to learn or don’t transfer learning back to their workplace. We may be tempted to blame our students, but the truth is that we often fail because we don’t understand the mind of the learner. As a result, we build training modules that are not consistent with the brain’s natural means of acquisition. Teaching should be more effective, and it can be more effective once we understand how the learner’s mind operates.

Developing eLearning content within a website is very easy if you know your tools, tags, rules, etc. The problem is that the rules keep changing. The way web content was built two years ago does not follow today’s best practices. More and more power has also been given to CSS. Applying some of these new rules can not only be difficult to remember, but knowing how and when to apply these rules adds to the complexity.

Netflix knows what you want to watch because its algorithm interprets audience data and weighs those insights against the content in its library. With each like and click, Facebook continues to build an empire around the idea that social media can be as personal as your name. Every experience is catered to the individual, except the way employees are trained. Calculating the ROI for employee development can be costly and difficult, yet with the 21^st century economy becoming more dependent on knowledge workers, on-demand skill development is critical to success.

JetBlue University (JBU) has recently built a hotel for its employees going through training, and is in the process of implementing a new learning management system with a social learning component. Several of JBU’s workgroups are adopting iPads for use in their workflows. With all of these new opportunities for use in training, JBU needed to look at its current learning landscape, and determine if the current strategy supports where it wanted to go in the future as it relates to training and employee performance.

Students don’t know what they don’t know. This concept applies not only to academics, but to learners in any environment. This means that educators and developers are constantly developing resources that focus on what they anticipate the learner needs. Adaptive learning technologies are now providing the data that allows us to understand specific knowledge deficiencies. This is not only changing the learning environment, but also the process by which content is generated.

Learning professionals all struggle to measure the transfer of skill from the classroom to the job, especially with geographically dispersed learners. Designers need advice on how to solve this measurement challenge and involve managers in the solution. How do you observe and assess your remote employees performing critical job competencies?

The use of badges, points, leaderboards, and other concepts that are commonly found in games have enthusiastically been incorporated into online training by instructional specialists hoping to create a more engaging and motivational learning experience for end users. But is the gamification of learning actually yielding the results that warrant the hype?

New eLearning instructional designers often hear about the need to incorporate interaction into courses and the power of effective simulations. Some find it difficult to get started and the examples they find give a basic tree structure but do not explain how to develop the tree into a full simulation. What can you do if you are feeling overwhelmed and don’t know how to implement the best practices you are learning about?

Writing is an underdiscussed aspect of instructional design. In fact, many people get into the field without realizing that writing is a significant part of a learning designer’s job. It is difficult to do it well, and learning designers may be required to write in at least 10 different forms that involve unique styles. Yet there is no single source of instruction for writing in all of these styles.

Most corporate and adult continuing education eLearning courses include audio tracks, mostly as voiceover, but also for animated characters. As a result, many eLearning professionals find themselves writing audio scripts as part of their work. What are the skills needed to produce better audio?

Habits—the automatic, unconscious behaviors we undertake daily—have historically been viewed as a negative. However, habits, and how they form, have become a hot topic in fields like health care, management, and energy conservation. Positive habit building can have a major impact on organizations and individuals. And app developers are leveraging smart devices as digital support tools for habit formation.

Curation is a term that is becoming more and more common in the learning field. Unfortunately, most people do not understand what curation is, why curation is important, how it will impact their role, and how to leverage it for their organization. And yet it is a critical future competency for those in the field.

Many training videos are not compelling; too many are just shot against a beige cinderblock wall. Video must be visually compelling to hold the viewer’s attention, but most video producers don’t know what tools and techniques are available, or think that they are too expensive.

Taking a hands-on technology class and providing it online can be tough. How do you keep the interactivity of the course? How do you transform the exercises? How do you make the lecture parts engaging enough? When an online session can match the effectiveness of its ILT counterpart, you can reach more learners, lower travel costs, and even generate revenue.

Intellectual property law affects every stage of the development process. Yet it is daunting and complex. Trying to gain a working knowledge can be overwhelming. As a result, decision making is rooted in ignorance, fear, or frustration, none of which contributes to project goals. The continuing struggle to quickly develop content may lead you to infringe on someone else’s work, expose your work to an unpleasant legal action, or miss out on using free media to enhance your projects.

How do we enable learners to practice and improve their ability to respond appropriately in a conversational context? Obvious examples for conversational training are: people who are learning a new language, new hires in call centers or in customer service, or trainees in the hospitality industry. While person-to-person conversational training is ideal, the time available for individual training in person-to-person settings is often limited.

Do you feel stuck in a rut because of outdated learning methods and the limitations imposed on you by your learning management system? You’re not alone. Today’s learning methods and technologies are not adapting quickly enough to keep up with the evolving needs of organizations and the entry of millennials into the mainstream workforce. Though there are many stand-alone technologies available, it can be challenging to know how to organize the various tools under one over-arching learning strategy.

As a learning leader, you want to build a world class learning model. But the problem is you need executive support, funding, IT support, etc. A learning ecosystem that satisfies today’s learner requires changing the conversation with all the stakeholders.

By now, learning professionals are likely convinced that curation should be one of their skill sets, and many articles have offered them advice on essential tools and the qualities of good curation. But the articles assume that everyone knows how to search for material on the Internet and how to find and vet a solid set of learning resources to recommend. It’s usually not as easy as typing keywords into the search box and picking a couple of items off the first few pages of results.

Digital badging is gaining traction in varied corners of the learning and development space from traditional academic environments to organizations and more. However, due to its relative novelty, there are some significant adoption barriers to those incorporating badging strategies.

Taking the plunge and deciding to create a serious game is an exciting and daunting task. Critical for Checkers and Rally’s was to find the right partner to help the company realize the benefits of this learning method. Other companies had tried, failed, or abandoned their investment. The mission was to realize the significant benefits by developing a serious game that could drive results by reducing costs, improve proficiency, encourage engagement, and deliver effective learning.

Did you know that the visual design of eLearning, slides, and other instructional materials have a big impact on learner success? Well-designed materials can motivate learners, improve comprehension, and assist retention.

Too often, content is cranked out without understanding the audience and looking at the best options for delivering solutions. Everyone wants to be more creative, but time, budget, and resources are frequently used as a crutch.

L&D practitioners face three significant challenges: adding context to their mobile learning and performance support challenges, understanding the possibilities of new technologies, and opportunities to see real-world applications.

As futurist Ray Kurzweil noted, “We are destroying jobs at the bottom of the skill ladder, we are adding new jobs at the top of the skill ladder. To keep up with that rising skill ladder, we need to make people more skilled. One methodology to do that is education.” To be enablers of the skill sets of the future, jobs in the learning profession will change.

Is your organization employing a workforce of motivated and vibrant human beings? Or is the office full of lumbering zombies barely able to pillage snacks from the kitchen and groan in meetings? Many organizations have employees that are so disengaged that it’s like they are becoming the working dead. But there’s hope, and you can save them!

Learning and development managers are faced with an ever-changing technical environment and a marketplace requiring cost-effective, competitive solutions. Questions most managers face include: how to ensure that an appropriate mix of training professionals are hired to meet customers’ educational and technical needs, while keeping prices competitive; determining the correct toolset needed to reach a training audience; considering if there is a one-size-fits-all solution appropriate for a team; and how to maintain an eLearning team’s relevance in a fast-moving training world. Staying ahead of new technology while keeping price in check is a challenge.

Mobile is the new way of learning. Learners want it and companies want to provide it. However, app development can be expensive, especially if you are starting from a mostly print or standard eLearning model of training. Finding a way to give learners and organizations the mobile learning they want without breaking the bank is a must in today’s training market.

Social learning is the latest trend in eLearning and corporate L&D—for good reason. As organizations move from hierarchies to wirearchies and communities of practice become the new content management solution, building meaningful connections between colleagues is critical. However, most organizations are going about social learning the wrong way, and technology vendors aren’t helping by bolting on discussion forums and adding integrations into social media which are not enough to capture the benefits of social learning.

Microlearning video is the creation of video-based content under one minute in length that is primarily consumed on mobile devices. The rise of user-generated micro-content has required the use of rapid storyboarding and predefined video content structures. As the length of the video decreases, so does the optimal format of the video.

Storyline 2 is Articulate’s most powerful tool yet, but many are not using it to its fullest capabilities and producing the level of engagement and interactivity needed in many eLearning solutions. Storyline 2 is laden with such a wide variety of features that it is easy for users to lose track of some of the key, lesser-known features that provide an opportunity to create dynamic eLearning.

In recent years, learning has moved closer to the workplace. Classrooms have moved out of corporate learning centers and into training rooms co-located with offices. Online learning is delivered directly to the desktop more than ever before. The next challenge is to move learning directly into the workflow. To do this, there needs to be a move beyond course delivery and into a broader, more comprehensive, and strategic approach that focuses not just on learning, but on performance and productivity.

Employees today don’t just use the Internet—they live in it! And they expect their online learning experience on the job to match their online experience in their digital, highly connected life. Is your ecosystem up to the challenge, or does it seem boring and limited to your learners? We’ve been reading about the wave of new employees in the workforce for years, but have we built the learning and performance support environment that will engage them and help them thrive?

In this interactive session, we will explore how the brain operates and how it expects to seek out, receive, and apply information. Then you’ll learn about specific ways to evaluate your current ecosystem and identify ways to tailor it to meet the needs of your connected employees. You will be able to immediately use this information to evaluate your own ecosystem’s readiness and the five things you can do right now to make it more effective for all.

The current learning environment is massively disruptive, with new learning technologies appearing daily. Focus has shifted from content to experience, and learning strategies now call for a new emphasis on informal learning, collaboration, and user-generated and curated content. Throw into the mix a wide variety of devices and approaches like gamification, and organizational learning has become a very confusing and complicated state.

Agile processes are all the rage due to their ability to create products faster and more efficiently. This means that instructional designers and other learning and development professionals are being challenged to approach their work with speed, flexibility, and accuracy. However, typical design and development processes fail to support this challenge.

eLearning and instructional professionals often have questions surrounding design vision, which is the range of motion of creative design ideas that they can incorporate visually into learning projects. Many find themselves struggling to be more creative and seek to extend their visual approaches to type, images, and composition. For the designer, more methods mean more opportunities to create better visual solutions for learning materials and content-driven courses.

Your company is growing fast. Your team has expanded way beyond the small, intimate group it once was. Demands are increasing. Development tools are changing. The new people have to be brought up to speed, now. And your industry is heavily regulated, so it has to be right. How do you maintain the independent spirit that made your company successful and still get all the work done?

Designing open and digital badges for evidence presented in curated learning ePortfolios, endorses and verifies the claims that a learner makes in this digital narrative—these claims are made against badge criteria and standards that have been co-designed by key stakeholders in the learning journey. Dartmouth College designed and developed badging to track the portion of a course that focused on digital scholarship skills where students could receive both a grade and a badge for each assignment, which would earn a progress badge, and completion of an entire training sequence or practice sequence would earn a completion badge.

Let’s face it. Learning proposals rarely elicit enthusiastic responses from clients, except when the solution includes video. Suddenly, the decision makers are paying attention. But those nods of approval start disappearing when the discussion turns to the cost, timelines, and sustainability of outsourcing video production. So you have two options: get out your wallet, or find a cheaper, faster, more flexible way to produce the videos you need.

How do you know if the money spent on training and development is worth it? One of the ways find out is by using analytics to assess who is using content: where, when, and how. Deciphering the ways to analyze a program’s effectiveness can be confusing. There is a lot of talk about big data, but what does it all mean? And just because there is a lot of data, does that really make any of it valuable?

During design and development SMEs, stakeholders sometimes suggest ideas or practices that are antithetical to good instructional design. For example, a designer might have a stakeholder who believes it’s best to simply film a daylong stand-up training session and deliver it as one video. In this case, like so many others, it’s helpful for the designer to identify research findings to help them understand why learning should be designed differently.

Despite its growing popularity, online facilitation remains a mystery to many faculty and workplace learning professionals. Often restricted by learning management system platforms, online facilitators feel constrained when designing, developing, and delivering high-impact, high-engagement learning events.

Performance orientation and discovery efforts should be a priority before making any decisions about what kind of training should be developed, if any, and how to design, develop, and deliver training using embedded performance support assets.

In today’s device-rich world, it’s absolutely essential to make your eLearning courses available on all types of devices, irrespective of their varying screen sizes, in the best possible manner. Creating responsive courses helps you achieve this goal and helps meet learners where they are.

Many speakers have aptly discussed the need for experiential, problem-based learning. These talks leave educators, consultants, and designers excited and motivated for change. But still, they are left wondering what makes experiential learning successful? And, even more, they don’t know how to effectively use technology when implementing experiential learning.

Organizations are increasingly looking beyond the confines of learning management systems. Where organizations were once focused on content delivery, they’re now switching to user-generated content and more social, connected learning experiences. As devices and sensors are added to the learning environment, datasets have marched toward the realms of big data. Yet, as is so often the case with data-driven strategies, connecting data with action can remain a mystery.

Training events often fall short of delivering results in the workplace. Training can be too far removed from application on the job, and in many cases there is a reliance on outmoded models that fail to take into account the dynamic environment of the modern workplace. The demand for information and action is accelerating. This paradigm requires a different approach to supporting performance and development, including real-time access to people, process, tools, and content, linked to the unique needs of the individual.

If you taught them this, why don’t they do it? Educational services at Saint Vincent Hospital got tired of hearing this question and started looking for a new learning paradigm for the institution. The solution was found in performance support. By blending learning opportunities and performance support for associates—before a class, during a class, and on-the-job—Saint Vincent is able to significantly impact job performance.

It’s a daunting challenge to transition from individual contributor to frontline leader; a challenge that requires new leaders to develop what can be a bewildering variety of new skills. To succeed, new leaders must practice those skills on the job, but few actually do. As a result, many leadership development programs focus on providing great training events only.

Over the last decade, there has been an industry-wide emphasis on developing learning objects with embedded gamification elements. However, taking the concept of gamification past the singular learning objects to the more global, overall learner experience is more of a rarity.

As adoption of the xAPI begins to take hold, the convergence of working and learning offers instructional designers the opportunity and the challenge to do more than ever before. The xAPI allows for more robust and interesting tracking of the learning process, including learning that happens outside the LMS and on the job. As an instructional designer, are you ready to step up to this challenge?

In early 2014, Jane Bozarth’s husband was diagnosed with a large tumor perched atop his brain stem like a golf ball on a tee. The story of his surgery and recovery—“Performance Matters,” which appeared in The eLearning Guild’s Learning Solutions Magazine—became the most popular piece she’s ever published. This session will explore the story, its associated observations, and issues learned throughout relevant to L&D.

Subject matter experts (SMEs) are the lifeline of work for instructional designers, trainers, and facilitators of learning. SMEs bring the content to life and provide both relevance and context. However, it can often seem like you and your SME are speaking two different languages, causing the instructional design process and, more importantly, communication to break down. How can you work better with and coach SMEs through your design and development processes to better ensure a positive working relationship and, most importantly, a successful learning initiative?

Have you ever wished you could wave a magic wand to make your narrated voice work sound clean and crisp? Well, there is no magic wand, but a digital audio workstation (DAW) comes close. Broadcast professionals spend hundreds if not thousands of dollars creating their ideal audio post-production environment, but with careful planning you won’t need to spend a penny.

Video has long since been a medium that evokes emotion and sells products through dynamic storytelling. In the past, however, it has been a passive medium. Fortunately, new knowledge and advancements make it possible to create more interactive video outputs.

Producing virtual sessions can be a technical challenge, especially when some participants are located in areas with low or sporadic Internet connections, either domestically or around the globe. Virtual learning professionals located in such environments require effective, simple, on-time support: before, during, and after training deliveries.

Feedback not only serves to inform learners completing eLearning modules, but it can also motivate or demotivate if not properly constructed. How feedback is targeted, displayed, and conveyed can greatly impact any eLearning course’s success. Are you doing all you can to provide your learners the insights and information they need to learn all they can?

Including media in the training you create can be a fantastic way to make your content easier to understand and remember. But you don’t always have the time and budget to hire someone to create these design assets for you, and sometimes stock media just won’t cut it. There is another option, however: creating media yourself, as you likely already have with two tools that can help you out—your smartphone and tablet. By knowing more about the apps and tools that can help you create some of the media needed, and using a device you already own, you can be more efficient and keep project budgets down.

Many learning and development (L&D) organizations today are well positioned to enable executives within their enterprise to drive change—rapidly capitalizing on emerging changes in technology, process, and skill. However, not all executives outside of L&D view it as an essential, foundational partner. In fact, according to a recent survey of senior learning professionals conducted by the Human Capital Institute, a great challenge facing CLOs today is gaining executive buy-in and overcoming the view of L&D as a cost center.

The Experience API and emerging technologies afford organizations the opportunity to create adaptive learning ecosystems of functionality to support learners. Designing learning ecosystems and adaptive systems requires a shift in design approaches. While the Experience API can provide common tracking similar to SCORM for a learning management system, it really extends the ability to collect data with value between systems. This intersystem data value, combined with new design approaches, unlocks a number of use cases.

There’s lots of talk about replacing training with performance support, and in many cases, it’s a great idea. But what about the times when you need both? How do you incorporate performance support within a training context? How do you use instructional design to get the best of both worlds, and why should you do it? Ideally, your clients should be clamoring for performance support. But in reality, if an independent strategy can’t get traction, perhaps it’s time for a more unified approach.

Conventional learning methods were quite simply not working for Bloomingdale’s. The learning tactics at Bloomingdale’s were not driving the correct behavior with their 15,000 associates, and as a result the company turned to microlearning as a way to change behavior and drive bottom line results.

In this session, you will learn why Bloomingdale’s decided to break away from conventional practices and try microlearning in 2012—before microlearning was a known term. You will explore the issues the company faced when it was decided to take the organization down the microlearning path and what the dramatic results have been. You will learn from the pitfalls and successes that were encountered along the way. For some, this session will provide a wake-up call for how learning professionals need to adapt their approaches to better meet the needs of a business and its employees. For others, it will help them gain a better perspective on the true benefits of taking a microlearning approach.

In this session, you will learn:

Most organizations operating in the modern training space ask many irrelevant and/or misdirected questions about mobile and social learning, e.g., “Will this be on an iPad, iPhone, or Android?” This question leads to discussions about screen real estate, etc., but misses the critical point relating to the learner experience in mobile and the equivalence of experience for others in non-mobile environments.

Technology has completely changed the way we live, work, and learn. Technology has brought us the Internet, smartphones, tablets, and many more tools that have changed our lives forever. Of course, these same technologies have also brought us memes like Socially Awkward Penguin, Success Kid, and yes, Grumpy Cat.

Learning in an eLearning module is generally assessed through multiple choice questions, rather than measuring demonstrations of target behaviors. When you design eLearning, you build in knowledge checks. All too often, these quizzes are reading comprehension tests rather than authentic assessments of skills. You need to test the target objectives to ensure you meet the goal of the program.

There is plenty of research about the increasing use of video to engage learners and drive performance. The thirst for video content is effectively shown in some startling stats: YouTube is the second-most used search engine with over 1 billion-plus unique users every month; and online video is forecast to account for 60 percent of all web data by 2020. When video is the most popular, shareable form of media content, how can you explore the learning opportunities the technology affords?

If you look at the learning solutions that are being produced today, there is still an issue with the solutions hitting the mark and moving the needle for a learner. You need to take a step back and focus on the learner, the experience you want them to have, and how to convey the information in a way that moves a learner to action outside of the learning event.

How often are you faced with the dilemma and the questions: “Can I use this?” or “Where can I find images, video, music, and audio I can actually use without violating copyright?” With so many media assets, such as images, video, and audio readily available online, it can be a headache to figure out what you can use for a project and what is restricted by copyright. How can you ensure you are working within the legal guidelines, but still get the job done?

Shrinking budgets and accelerated production schedules can make it difficult to leave room for professional voiceover narration for eLearning projects, and it’s often one of the first things cut. Unfortunately, skimping on quality narration can leave learners confused or distracted, which has a direct negative impact on their attention and retention.

The difference between a novice and an expert Captivate developer primarily falls in knowing things like when and how to create user variables, system variables, and shared actions. Impossible, you say? You’ll never be able to wrap your head around these topics?

Video can be a highly effective form of media for learning. However, adding video to an eLearning course has historically been expensive and something that required a large amount of time and skill to create. That’s not the case today, with the tools for creating and editing video becoming both easier to use and less expensive.

Choosing an LMS can be wrought with peril. There are many decisions that go into selecting the system that provides the best fit for your company, and there seem to be no end of things waiting to trip you up on your path to your new system. But if you know what to look for, you can avoid the hazards!

Your learning ecosystem already exists in the resources scattered across your intranet and beyond, but your learners don’t know how to find them. When they are able to access this wealth of information, they are often overwhelmed, leaving the resources underutilized and the employees frustrated and still unable to meet their performance improvement needs. Many organizations have platforms such as an LMS and the content that they want to highlight, but they lack middleware and associated processes to connect the dots.

The struggle of managers to identify the best candidates for the roles within their learning and development (L&D) ecosystem is always an issue, as is cultivating the development of valuable skills and knowledge within the existing ecosystem. The problem can be addressed by detailing the capabilities and competencies that are of the most value and importance in the L&D ecosystem, given the range of experience, degrees (formal education), and certifications available for professional development within the industry.

How did Samsung Australia prepare for a shift from live, in-person training and product launch services to sales teams at 24-plus wireless carriers and big box retailers across Australia and New Zealand? What is required to train more than 20,000 external retail staff on an end-to-end platform—spanning registration, content delivery, and tracking—and provide support for each carrier through a privately branded experience?

With the dazzle of technology and tools, it’s easy to get distracted from the basic question: “What will the learner be able to do after the experience that they can’t do now?” Return to the days of accelerated learning and rediscover the nuggets needed to design learning that drives retention and fun by honoring the unique needs of each participant.

SCORM, the xAPI, cmi5, and a host of other learning data standards exist and have widespread acceptance in the learning community. How can these standards extend beyond the learning world into the realm of enterprise technology? What the industry needs now is a distinct and real conversation on how to align learning technology with the technology used by the rest of the enterprise.

A badge is a symbol or indicator of an accomplishment, skill, competency, or interest. Badges provide evidence of learning that happens in and beyond formal learning settings. Unlike transcripts or resumes, badges give prospective employers, schools, collaborators, and other learners a more complete picture of knowledge, skills, and abilities of the badgeholder. As with degrees, certificates, and credentials, a comprehensive ecosystem surrounds and supports badges.

Animation is a powerful tool for creating engaging eLearning experiences. Sadly, most animations are used without purpose as a design embellishment. When this happens, the use of animation distracts the learner from the content, rather than helping to elevate the content.

The classic eLearning lesson forces participants to read slide after slide of textual content and take an evaluation when completed. Employees retain just enough to pass the test, so they can check off yet another mandatory course. As a rule, employees dread this kind of learning but consider it a necessary evil.

Whether it is educating the public about a hobby, product, or public service, informal learning is becoming an increasingly important channel. The options for distributing video-based informal learning content have grown. YouTube, Apple TV, Amazon Fire TV, Roku, and other devices all provide important pathways to reach consumers and learners. Despite the number of channels now available, not all channels are appropriate to reach all audiences.

Virtual classroom technologies are not new. In fact, you may already be hosting web-based meetings and training sessions. But are your preparation, delivery, engagement, and evaluation skills good enough to pass CompTIA’s trainer certification tests (CTT+)? Great virtual instructor-led training requires much more than logging in, turning on your microphone, and reading bulleted slides or demonstrating software features. You need to shift your approach to make the very best use of the resources available in WebEx, Adobe Connect, or GoTo webinar and engage learners in meaningful ways.

A number of myths persist about the alleged, ever-shortening attention spans of people, but what does the science say? Neuroscience, behavioral economics, and consumer psychology all offer insights into how attention is managed and allocated. Additionally, the ability to manage attention and focus seems to be related to the abilities that allocate willpower and influence how decisions are made.

Most eLearning developers want to be efficient and productive, and want to please their customers. Clients or supervisors, however, often do not understand why it takes so long to develop eLearning. Captivate developers require an extensive set of tools and techniques in their arsenal in order to utilize the intricacies of the full environment effectively.

Learners prefer modern learning solutions and companies want increased organizational effectiveness. Learning leaders want to provide the best learning solutions possible, but often face the problem of lacking executive support, funding, IT support, etc. Getting executives to invest money requires changing the status quo, having tough conversations, and making trade-offs.

With the advent of the xAPI, a new learning technology product has come into being: the learning record store (LRS). It is a requirement for using the xAPI to track learner behavior, serving as a repository for data generated by the xAPI statements. Stakeholders need to know the basics of how LRSs work and the range of features available in them in order to make intelligent acquisition, ecosystem design, and implementation decisions. In order to use the xAPI, you must have an LRS.

Every workplace has a culture. However, the real culture within an organization often doesn’t resemble the mission statement and core values posted in the hallways and on the company’s website. And, if eLearning or knowledge is included in the company’s values, this tends to refer to limited, formal training events, or tuition reimbursement. Learning professionals must understand the foundational impact their efforts can have on the organization and its culture—everything from the way work is done to how employees relate to customers.

A multinational industrial manufacturing company recognized that it had excessively high inventory costs. The executive vice president of quality systems engaged a L&D organization to see whether they could help. L&D conducted a thorough needs analysis, harvested knowledge from experts, and developed a solution using five ecosystem components: performance support, knowledge management, access to experts, social networking and collaboration, and structured learning.  

Many eLearning professionals are attempting to use gamification and serious games to spark employee engagement and drive learning retention; it seems everyone is working to make the best serious game that will enhance learning objectives and retention. The biggest setbacks for some have been little-to-no planning, tough-to-pinpoint metrics, little-to-no implementation strategy, and insufficient or nonexistent post-deployment support.

A complete software system overhaul is a challenge for any organization. The Lawrence Berkeley National Laboratory completely re-engineered its 17-year-old system from the ground up, requiring training on the new systems and related processes for each of its employees. Creating a learning program, which includes 189 different processes for 4,300 employees across 21 role groups with a core team of two in less than eight months, makes for overwhelming odds against success.

While there are webinars that talk about what you should consider before becoming a freelance consultant, there remains the challenge of what to do once you make the choice to become a freelancer. In other words, what do you need to put in place to protect yourself and your new business, and how do you thrive in a competitive landscape?

As learning solutions reach increasingly diverse audiences, it is not only appropriate to ensure that courses are accessible, but it’s also the law. Remaining in compliance helps you and/or your organization avoid costly legal issues. Avoid being forced to return to old content to fix current and potential issues. Start with the end in mind, and learn to build online courses and presentations right from the start.

Clients come to eLearning developers with many questions and preconceived ideas about generally what's possible and specifically what's feasible. Maybe all they've ever seen are poorly developed read-and-click courses or maybe they want rapid eLearning, but don't know exactly what that means. As a developer, you know there are many factors to consider including focus, timeline, design, scope, and content development. How can you and your client have an informed, common understanding when you have your initial discussion?

Many L&D professionals look inward toward their own field for professional development. While this approach certainly has its merits, it also has its downsides, such as: the likelihood of groupthink, reduced exposure to other disciplines, and minimized opportunities for thinking and acting differently. None of the downsides are sound ingredients for ensuring that you, as a professional, are as well-informed as you should be.

OER (open education resources) have gained ground in quality and access over the last decade. How did this movement start? Where is it going? How can OER benefit your learning programs? Answers to these questions will be provided by looking at examples of quality OER options for integration to online learning experiences. The bottom line: OER saves money, provides quality materials to the learning environment, and opens doors to education for students who in the past would not be able to afford higher-level learning programs.

Performance support is typically designed and developed separately from other training solutions. As such, it becomes a solution that may not be used as it was intended, if at all. When part of a complete solution, performance support better serves to enhance and reinforce formal learning initiatives for a more effective solution.

As the financial and operational benefits of big data become more apparent to business leaders, the demand for accountable and impactful learning is growing. Learning portals, MOOCs, the xAPI, social media, and collaboration tools provide new channels for learning delivery, yet most learning departments are stuck measuring the traditional four levels.

Traditional approaches to learning and development are no longer responsive enough to continuously build and refresh the capabilities and skills that organizations and employees need. So workers and business leaders are increasingly looking beyond what their L&D departments have to offer. And those learners are choosing to learn and develop in different ways from a much more diverse range of sources. Meanwhile, most L&D infrastructure is still geared for the same old thing: creating, managing, and delivering formal training.

Organizational learning’s transformation is being driven by two forces: technology and the need for business agility. In the industrial era of the last century, training was the default for organizations, as information was not easily accessible and many work tasks were repeatable. Today the opposite is true; information is plentiful and easily accessed and routine work is being automated, creating a greater need for creativity and problem-solving skills. With employees being increasingly comfortable with job movement, social connection must be the new centerpiece.