How do you design and deliver engaging and relevant learning experiences for your employees?

This isn't a one-size-fits-all approach. The key is to prioritize understanding your employees! Think of it like planning a party - you want to know what kind of food they like, what games they enjoy. Get their input through surveys or casual discussions. Once you have a sense of their needs and interests, tailor activities that address their challenges. Make it interactive and fun! Break away from traditional lectures with simulations, games, or even hands-on activities. Don't forget to wrap it all up with a debriefing session. This is where you connect the dots between the activities and the learning objectives, ensuring everyone walks away with valuable takeaways .

1. Engage with team members (group/one to one basis) to learn the challenges and knowledge gaps. 2. Try to link the specific knowledge gaps to relevant skill sets while designing the course. 3. Incorporate appropriate learning methodologies depending on your employees work schedules/deliverables. The learning should bend with day to day activities of the team. 4. Incorporate a process to calculate the net promoter score of the course that you have designed.

No learner engages content in a vacuum. As teachers, coaches and trainers, to know our learners, we must know their contexts, past and present. The learner and the learning always exists in a time and a space. Yes, there are some typologies and terms that appear evergreen, but the staying power of a lesson is in its utility for this moment and beyond. The way we stitch the subject matter to the lives of the learners is the most important undertaking in the learning interaction. And the depth of that connection is predicated on how well we know where our learners are and from whence they came. It's not enough to ask learners who they are now. We must ask who were they? How did they come to be here? And what holds them in this place?

1. Engaging, relevant learning starts with focused listening to the defined needs and wishes of others. Ask open- ended questions to discover, decipher, and define a journey for an individual based on their perspective, passion, and perceived purpose or mission. 2. Provide alignment to the overall goals of the system, and cross walk the goals. Rank order rhetoric priorty opportunities. 3. Build a menu of options for groups that scale at the speed of impact. 4. Ask for feedback and input to build the menu, its options, methods, format, spaces, and places. Repeat.

During the covid lockdowns when everyone was virtual, we organized weekly virtual lunch & learns on Kumospace. This created an opportunity for people to connect, build relationships, and learn something new about the company or project. Knowledge sharing is important and so is driving engagement amongst the team. Also, to promote leadership development, a new person was asked and supported in presenting a different topic or project each week.

While data and robust learning objectives are essential tools of the instructional designer, we must never forget that this is a human centered craft. And humans are masters of habituation. Learning goes against this inclination. Asking people to learn is asking people to change. The resistance to that change is complex and rarely observed successfully in survey or LMS use data. The way we work around our resistance to change is through novel stimuli, creativity, beauty, etc. What this looks like for your learners can come from all sorts of sources. It's important to use qualitative data collection methods to capture what inspires people to continually choose change.

Its really important to Recognize that employees have diverse learning preferences and styles. we need to offer a variety of learning formats, such as e-learning modules, webinars, workshops, or mentorship programs. By providing opportunities for employees to choose the learning path that best suits their needs will allow them to take ownership of their development.

It's essential to recognize that employees have diverse learning preferences and styles. We need to offer a variety of learning formats, such as e-learning modules, webinars, workshops, or mentorship programs. Providing opportunities for employees to choose the learning path that best suits their needs will allow them to take ownership of their development.

Nowadays, everyone can access knowledge in under 5 minutes; a lot are using GenAI, but also google and YouTube as well as a myriad of other learning sources. What's missing is the time to discuss with peers intentionally and engage in group discussion about individual action plans. Then, the time to reflect on the action and share successes, of course. Create time to create effective learning.

It's a must to do; regularly evaluate the effectiveness of the learning experiences through assessments, quizzes, or performance evaluations. Could you review the employee feedback and make necessary adjustments to improve future programs? Continuous iteration ensures that the learning experiences remain relevant and impactful.

Creating content is great, but acquiring new skills isn't based on what new information you learn; it's learning how and when to apply it. Learning engagement increases the more relevant and aligned to someone's strengths the content is, but the transition to changed behaviour is dependent on someone's ability to self-reflect, create an action plan and have time to implement the skill numerous times with a high degree of accountability.

Its a must to do,Regularly evaluate the effectiveness of the learning experiences through assessments, quizzes, or performance evaluations. Analyze the feedback received from employees and make necessary adjustments to improve future programs. Continuous iteration ensures that the learning experiences remain relevant and impactful.

In designing learning content, starting with an engaging activity, like a game, proves effective. For instance, when teaching SMART goals, I ask learners to suggest a goal, which often leads to multiple interpretations. This sets the stage to introduce the SMART framework, showing how its clear, precise criteria lead to a universally understood goal. This method captures attention and demonstrates practical application, making the learning experience more impactful for adult learners.

As training trends toward micro-on-demand learning, the importance of crafting an engaging program escalates. With users having shorter attention spans, capturing their interest right from the outset is imperative. This entails designing interactive content, incorporating multimedia elements, and implementing gamification strategies to foster active participation and sustain learner engagement throughout the learning journey. Additionally, leveraging personalized learning paths and adaptive technologies can enhance user motivation and facilitate meaningful learning experiences tailored to individual needs and preferences.

For an educational program to really work, it needs careful planning and effort. It's important to clearly share the goals, what you expect from everyone involved, and the benefits of the training, both before it starts and as it goes on. Making sure everyone knows how to access and use the learning materials or platform is key to getting ready for what's ahead. It's also vital to create a supportive and collaborative space. This means building an environment where everyone feels comfortable talking, sharing ideas, and giving feedback. Encouraging this kind of interaction helps everyone grow and makes the whole training experience more effective.

In today's dynamic workplace, creating engaging learning experiences means transcending traditional methods. Embracing technologies and peer learning is key. By turning learning into a collective journey, outcomes improve significantly. Implementing online courses, competitive learning challenges, and using tools for bite-sized, engaging content can transform learning. These methods respect employees' time and cater to diverse adult learning styles, fostering both individual and collective growth.

Fostering the learning environment in an organization can be a challenge at times! It is important to clearly define the learning needs of the organisation or specific groups and then encourage them to take up learning through making the resources available for them and also emphasising on the positive impact of learning.

Evaluating ROI in L&D requires discerning between vanity and business metrics. Vanity metrics include employee satisfaction, feedback, attendance rates, and assessment results. While informative, they aren’t directly tied to business impact. Business metrics, on the other hand, are critical for ROI evaluation. They encompass improved performance reviews, alignment with organizational business metrics, enhanced employee productivity, and increased engagement and retention. Also crucial is tracking progress in closing workforce skill gaps and the number of new skills acquired per learner. This approach ensures a comprehensive assessment of L&D’s true impact on organizational performance and growth.

The 70:20:10 rule of learning states: 10% (only) can be learned from training, 20% is learned based on interactions with others, and 70% is learned on the job by practicing the matter. This clearly shows that training alone will not provide significant learning, even though it may be useful as a starting point. A blended-learning approach mixing standard training, custom training, e-learning, coaching, and communities of practice gives the best results. The blending of learning solutions is not simply offering a choice of modalities, but also takes into account content, learning styles, teaching techniques and learning environments, and aligns to specific learning objectives.

Ensure that the learning experiences are relevant and applicable to employees' day-to-day work. Incorporate real-world scenarios, practical exercises, and hands-on projects that allow employees to apply their newly acquired knowledge and skills immediately. This approach enhances engagement and reinforces learning retention. These would empowers employees to thrive in their roles and contribute to the company's overall success.

Make it fun. We all know those boring learning videos we all have to watch to pass regulatory mandates. Change it up a bit and let people teach others based on their experiences. Every person within a company has such a unique background and experiences, its always more interesting to here real stories then made up ones. Pulling from the experiences of your team members to support the learning experience also shows people taking the courses who they can reach out to for support who has been done this road before.