Digital badges and credentials have blown up. Now, we need to verify them through an industry standard that makes sense to stakeholders.
- Keeping up with (and verifying) digital badges and credentialing February 6, 2020Digital badges and credentials have blown up. Now, we need to verify them through an industry standard that makes sense to stakeholders. Read More
The majority of experiences that have a lasting impact on us as humans are those we truly feel a part of. Why should learning be any different?
When done right, emotional learning centers in the brain can be effectively engaged with scenario-based storytelling using video or animation.
To help employees drive their own development how and where they want means creating the ultimate employee experience full of rich, personalized learning.
A well-designed harassment training program can provide a meaningful learning experience to engage, educate and influence individuals to make the right decisions and take the right actions.
The brain learns best when an experience engages the hippocampus, a region of the brain that’s active when new information is embedded into long-term memory. The hippocampus activates when four conditions are met: attention, generation, emotion and spacing — a framework that the NeuroLeadership Institute calls the AGES Model.
Using emotion and loss aversion techniques can be an effective effort to drive learner engagement and optimize learning.
Human trafficking is a $150 billion industry affecting 40.3 million victims globally. Certain industries, such as transportation, hospitality and healthcare, are taking steps to educate their workforce on identifying signs of human trafficking and how to react.
Structures in a startup are informal and agile. People, roles and responsibilities tend to change fast, and a default training program is not agile enough to keep up. In this context, is the 70:20:10 model relevant?
Learning and development at Nissan North America, part of the Renault-Nissan-Mitsubishi Alliance, is undergoing dramatic transformation, says Jim Irvine, dean of leadership and business colleges for the automobile manufacturer. That involves getting all three companies on the same LMS, reintroducing digital learning, and redesigning all high-potential and accelerated learning programs.
When it comes to soft skills, acquiring new knowledge and putting it into practice in the workplace entails significant behavioral change. Executive coaching is a powerful way to teach these skills and make sure they stick.
Self-directed learning has a place in corporate learning, but it needs to be well-aligned with an organization’s L&D goals.
Executives and employees are clamoring for more training, and learning leaders are more than happy to oblige.
State Farm partners with Bright Horizons EdAssist to reap real rewards from its tuition reimbursement program.
When employees know their knowledge and experience are valued and appreciated, the conversations between peers will become more meaningful and knowledge enhancing.
Initially launched in 2007, the March of Dimes campaign now includes interactive learning modules and a content library on topics such as preconception planning, learning the signs of preterm labor and breastfeeding.