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If you look through any of the popular training providers’ websites, sooner or later you will find the infamous word “experiential”. And it’s no surprise! After all, an experiential learning event carries a promise of a fun, interactive, relevant, and applicable experience that goes beyond theory and builds real-world skills. So, we thought we’d take you on a journey through experiential learning and help you apply it to your own L&D interventions.   What is experiential learning? To answer this question, we need to go back to the 1970’s and visit David Kolb and Ron Fry, who first developed the model. It says that people learn best when they go through 4 stages in a continuous cycle of experience , reflection , thinking,  and action . Here they are in more details:   Concrete Experience : doing something, having an actual experience. Reflective Observation : stepping back and thinking about what just happened. Abstract Conceptualization : the “What if?” phase, forming hypotheses and ideas based on your reflections. Active Experimentation : testing the ideas and hypothesis.     Kolb's Experiential Learning Cycle - The L&D Academy Pros and Cons Experiential learning isn’t just another training buzzword—it actually works. It keeps people engaged and makes learning stick . Instead of just listening, participants do things , which makes the experience more interactive  and memorable . Plus, it pushes people to reflect  on what happened, helping them connect the dots  and learn from real situations . And the best part? It’s super practical . What you learn isn’t just theory—it’s something you can take straight to work and use right away.   Of course, it’s not all sunshine and rainbows. Experiential learning takes time . You can’t just throw people into an activity and expect magic to happen—it needs planning and debriefing . It can also be pricey , especially if you need special tools, props, or environments. And sometimes, you may need highly skilled facilitators  to guide the experience properly. If not done right, it can turn into just another fun activity with no real learning.   How to use it in L&D? + Example   To truly master experiential learning, it takes two things: understanding David Kolb’s experiential learning cycle and practicing it over and over again.   Stage 1: Concrete Experience The first step – the action – is the foundation upon which learners build their observations, reflections, and insights. For example, I once ran a training session for a customer service outsourcing center. We were working on profiling customers, and I designed a role-playing exercise, in which participants had to respond to complaints from customers with different personality types. Through this, they experienced firsthand the importance of empathy, emotional intelligence, and self-awareness. They also learned practical skills like complaint handling and effective communication strategies. The exercise wasn’t just theoretical, I didn’t have to walk them through each step or deliver a lengthy lecture. It was something they could experience and feel , something that mirrored the challenges they faced in their daily work.   Stage 2: Reflective Observation This is when learners step back and analyze what happened, comparing it to their previous experiences and knowledge. Reflection can be facilitated in a group, directed by a trainer, or done individually. In the role-play I mentioned above, I encouraged participants to re-evaluate their actions and emotions during the exercise. I asked questions like, “How did you feel when the customer pushed back?” or “What emotions would help you reach a better outcome?” Reflection allows learners to connect the dots between what they’ve done and what they know, setting the stage for deeper understanding.   Stage 3: Abstract Conceptualization This is where learners need to start forming new ideas or adapting their behavior based on the insights they gained. It’s about creating strategies they can apply in real-world settings. For instance, during the same role-play exercise, I asked participants to compare their actions in the exercise to their actual customer interactions. I asked “What would do differently to reach a better outcome?” or “What could you take from this experience and apply to your next interaction with a difficult customer?” These questions pushed them to think critically and begin forming actionable strategies.   Stage 4: Active Experimentation Finally, in the active experimentation phase, is where theory meets practice. Learners take the ideas they’ve formed and test them in real-world scenarios. If immediate testing isn’t possible, they create a plan for when and how they’ll experiment in the future. In our example, each participant created a cheat sheet outlining key strategies for handling different personality types. They left the session with a plan they could put into action the very next time they dealt with a complaint. This stage turns learning into doing, which is where the real growth happens.   Tip on using Kolb’s cycle What makes Kolb’s cycle so versatile is that it doesn’t always have to start with a Concrete Experience.  For instance, when coaching a first-time manager, they might come to you with a situation they’ve already encountered. Instead of re-creating the experience, you can start at the Reflective Observation  stage by asking, “What happened? How did it happen? How did you feel about it?” Then, guide them into Abstract Conceptualization  by exploring the “why” behind the event and brainstorming alternative approaches. Finally, help them plan for Active Experimentation by asking, “What will you do differently next time? What steps will you take? What resources do you need?”   Conclusion Experiential learning isn’t just a trend—it’s how we naturally grow and improve. Whether you’re designing a training session, coaching a team, or just looking for better ways to help people learn Kolb’s cycle gives you a solid framework to make it happen. So, why not put it to the test? Try incorporating one of these stages into your next session and see the difference for yourself.

While there are many different roles in Learning and Development (and we’re not just saying that, we’ve actually counted !), one thing remains true for all of them – they all need the basics. And what can be more foundational than the adult learning principles? Enter Andragogy! What is Andragogy? Developed over many years and finally refined by Malcolm Knowles in 1968, andragogy is the art and science of adult learning, as opposed to pedagogy, which focuses on educating children.     Originally Knowles outlined four  principles of adult learning in his early work. Later, he expanded his theory to include six key principles.  They are as follows: Andragogy: the 6 principles of adult learning Need to Know  – Adults need to understand why  they are learning something and how it can benefit them. Moreover, the reason needs to be deeply relevant to them and their context. Self-Concept  – Adults want to be self-directed  in their learning, not just passive recipients of information. They need to be in control of the learning experience and make their own decisions. Experience  – The prior knowledge and experience of adults is the foundation upon which new learning can occur. Effective learning connects with and builds on this experience. Readiness to Learn  – Adults are most ready to learn when they see a direct application to their real-life roles, tasks, or challenges.  In other words, they want to know if it can help them solve an immediate problem or a need. Orientation to Learning  – Adults are problem-centered rather than content-centered.  They prefer learning that helps them solve real-world problems  rather than just acquiring abstract knowledge. Motivation to Learn  – While external motivators (like promotions or incentives) can play a role, adults are mostly driven by intrinsic motivation —the desire for self-improvement, mastery, and growth.   Is it just us or are there a lot of overlaps in these principles? Pros and Cons There are some fairly obvious pros to applying andragogy in the workplace: Learners can take ownership of their learning and therefore be more engaged with it They can make the process more meaningful and relevant to their needs The focus is on real-world application back on the job Learner motivation is usually increased when people are invested in the learning process The learning experience can be quite flexible and adaptable so that it can fit different people, industries, and both organizational and personal needs.   But this does come with some cons too: Not everyone is ready to be self-directed It can be hard to implement such learning in an environment that requires structure The design and delivery of such learning requires very skilled instructional designers and/or facilitators Because of the assumption that adults have some prior experience, it can be less effective for learners who lack foundational knowledge   How can you use it in L&D? Andragogy is less concerned with what people learn and more with how  they do it. If L&D were to follow the principles, we would need to: Make Learning Relevant Tie learning events directly to workplace challenges and goals. This can be done by carefully crafting and communicating the learning objectives, using relevant examples and case studies that learners can related to, using the same language and jargon learners use, etc. Encourage Self-Direction Let learners choose topics, set learning goals, and control their pace. Set up an environment where people can access and choose what learning they consume. This could be done online via a Learning Management System that curates relevant learning content, a SharePoint page with a clever use of tags or a simple learning calendar with all planned events. Use Experiential Learning Replace long lectures with case studies, real-world projects, and problem-solving activities. We often learn more by doing the work than by listening to someone else talk about it. Facilitate Peer Learning Create environments where employees can learn from each other through discussions and collaboration. These types of spaces can be both online (Slack, Discord, Teams, etc.) and offline (brown bag lunches, internal TED-style conferences, networking events, etc.) Apply Learning Immediately Provide opportunities for hands-on practice and reflection. At the end of each learning event have clear calls to action, something learners can do immediately and have a quick win to give them enough momentum to keep going. Make it as easy as possible to apply what they are learning. Example To design and deliver an effective leadership program for middle managers, you could: Ask participants what are the actual challenges  they face in their day-to-day via surveys, interviews, and focus groups. Look for issues around performance management, conflict resolution, delegation, time management, people development, team engagement, motivating others, and so on. Then, design learning interventions that address those challenges specifically. Allow participants to choose what learning events and content  to engage in. Offer them a wide variety, including workshops, peer learning, coaching, mentoring, reading materials (books and articles), videos, project work, networking events, problem-solving activities, etc. For each, have a clear list of objectives that help learners connect the event or content to their challenges and understand what they will gain by engaging with it. For each learning event or content, give them a list of actions  they can take to apply what they’ve learned. For example, “delegate a task to one of your direct reports”, “write a list of learning opportunities you can offer your team members” or “book a meeting with your manager to discuss your career progression”. It needs to be a low-hanging fruit to give them the boost they need to continue applying what they’re learning.   Conclusion Andragogy isn’t just a learning theory—it’s a mindset shift  that changes how we approach corporate learning. When we move away from information overload and toward self-directed, experience-based learning , we can create learning that sticks.   Here’s your call to action: If you could change one thing  about workplace learning to make it more andragogical, what would it be?

Whether you just started doing learning presentations or that has been a part of your L&D responsibilities for a long time, there is a simple truth you may have learned – visuals dominate our world. We have all experienced bad presentations. But what is the secret to phenomenal visuals that help create engaging and memorable learning experiences? You don’t have to be a graphic designer to create great visuals. You may be a seasoned webinar host or a beginner trainer dipping your toes into the world of presentations (online or not). Either way, this article will equip you with practical tips on creating compelling visuals for any learning experience (like a training, workshop, webinar and so on). Let's unravel the art of visual communication, one slide at a time! Table of contents : Presentation Structure Tip 1. Use a Visual Hierarchy Tip 2. Keep It Simple Tip 3. Use Consistent Design Elements Tip 4. Less Text, More Visuals Tip 5. Use Typography to Your Advantage Tip 6. Use Color and Contrast Wisely Tip 7. Use High-Quality, Relevant Images Tip 8. Use Icons and Symbols Tip 9. Incorporate Data Visualization Tip 10. Use Animations and Transitions Sparingly Conclusion Presentation Structure First things first – we need to be clear on the structure of the presentation. Here are the slides you always need to consider: Starting Slide : This is the initial visual your audience sees as they log in. Make it inviting and relevant to your webinar topic. Title Slide : Introduce yourself and the webinar topic. This sets the stage for what's to come. Agenda Slide : Tell your audience what they can expect from the webinar. This keeps them tuned in and anticipating what's next. Navigation/Sub-Heading Slide : Helps guide your audience through your presentation journey by displaying where in the presentation you are at. Content Slides : This is where the magic happens! These are the main slides in your presentation where you deliver your information. There are several sub-types within this category, such as: Text Slides : These slides might feature bullet points, numbered lists, or key quotes. We have a lot to say about these slides, so read on. Image Slides : These slides primarily use visuals like photos, diagrams, or infographics to convey information. Data Slides : These slides present data in the form of graphs, charts, or tables. Process or Flowchart Slides : These slides illustrate a process or sequence of steps, often using arrows and diagrams. Interactive Slide : A great way to keep your audience engaged. These include a single word on a slide, quotes, conceptual images, video clips (max of 2-3 min long, otherwise you risk losing the audience), questions, quizzes, or prompts for discussion to engage your audience and encourage participation. Check out some examples below. Recap/Summary Slide : Reinforce the key points from your webinar, ensuring the audience retains the crucial takeaways. Q&A Slide : Invite your audience to ask questions or provide feedback. This slide often comes towards the end and fosters a sense of interaction and community. Conclusion/Call to Action Slide : Summarize your main message and encourage your audience to take some action, like trying out a new strategy or visiting a website. Contact Information/Thank You Slide : Conclude your webinar by thanking your audience for their time, and providing your contact information for further engagement. Tip 1. Use a Visual Hierarchy Your slides should follow a certain visual hierarchy – that is, guide the viewer’s eye to the most important elements first. The rule of thumb is to follow a “Z” pattern that our eyes follow naturally – start at top left corner, proceed to the top right corner, move diagonally to the bottom left corner and finish at the bottom right corner. For maximum impact, place your information on this path. This is not the only way to guide the viewer’s eye though. You can also use varying sizes, shapes, colors, and positions of the elements on your slide. Tip 2. Keep It Simple When it comes to visuals – less is more. Your audience should focus on what you are saying, not what’s written/displayed on the slide. That’s why any visual clutter (of images, text or shapes) can take away meaning from your slides because they turn into distractions. It’s a good practice to stick to a single idea or concept per slide. This will ensure your message is heard, it is clear, and easily digestible. Instead of having multiple elements together on a single slide, separate them. You don’t need a graph, bullet points, an image, and a block of text. Specifically for this last one – you should never have a big block of text on your slides! If you’re tempted to put it there, put it in the notes where people won’t see it. The only exception would be a quote. But even then, try to shorten it as much as possible. Tip 3. Use Consistent Design Elements When your visuals are consistent in color, fonts, image style and design layouts, your presentation looks cohesive and professional. Follow a consistent approach not only in the big things (like colors and fonts) but in the little one as well – titles, headlines, sentence capitalization and so on. If your company uses specific brand colors or has its own presentation template, use those. If you’re not restricted by a company template, we recommend our favorite template library – SlidesGo . They have both free and paid templates and infographics, so there is something for everyone. Tip 4. Less Text, More Visuals This tip is fairly simple – use as little text as possible. Instead, you can use visual elements such as images, graphs, charts, and infographics to communicate your message. Curious how to turn text into graphs? Head over to our other favorite library – PresentationGo . They have graphs for anything you can think of – charts and diagrams, text and tables, timelines and planning, graphics and metaphors, maps – you name it. Best of all – it’s completely free (though we strongly encourage you to donate as much as you can so the good folks at PresentationGo can keep running the website). Here's an additional tip – we like to remove all default placeholders on a slide and start with a blank slate. This way, we are not tied down to the default design layout. And we should be extra careful when we add different elements because we need to carefully think what value they add. For example, should the company logo be on every slide? Do we need a title everywhere? Can this bullet list be turned into something more engaging, like a graph? But what happens if you have to have some text on your slide? Then make sure it’s readable even on a mobile device – make sure the font is at least 16pt; even better if it’s 22pt. And stick to no more than 5 to 6 bullet points per slide. Anything above this number turns into clutter and makes it less memorable. White space Speaking of less is more, we have to talk about white space – that is all the space on your slide that is not occupied by an image, text or a graph, it’s the empty space without any content. White space allows your design to “breath”, to feel more spacious. A clean, uncluttered slide helps your audience focus on the key message. Some advertisers have even stated that white space “creates higher perceived value and imparts a feeling of luxury, it sharpens the viewer’s focus by isolating elements” (Duarte, 2012). Use whitespace effectively to create a balance between the elements on your slide. Simplicity often leads to greater clarity and understanding. Tip 5. Use Typography to Your Advantage The fonts you use can make or break your presentation, they communicate beyond the words they form. Did you know that over half a million fonts exist in the world? So how do you pick the right ones? For one, try to use 1 or 2 fonts for the entire deck. It might be tempting to use those fancy fonts your computer comes with or download one of the many free fonts online. But the simple truth is that your presentation doesn’t need it. Choose fonts that reflect the tone of your presentation. When it comes to choosing the font (or font combinations), stick to sans serif fonts (those without the little lines on top and bottoms of letters) because they are easier to read on screen. Examples of these are Arial and Calibri. Where sans serif fonts are more modern and fun, you can use serif fonts (like Palatino and Garamond) for when you need your text to look more elegant and or classy. You can also use script fonts for when you want to be more personal and show a more human side. We’ll let you explore those by yourself. Overall, combine different fronts sparingly and thoughtfully. What if you want to emphasize something? Use bold text, rather than underlining. It’s cleaner and draws the eye enough without overwhelming the viewer. Tip 6. Use Color and Contrast Wisely Color and contrast can be used to highlight important points and guide your audience’s attention. Stick to a limited color palette. Just like before, we err on the side of consistency – use the same 1 or 2 primary colors and no more than 1 or 2 complimentary colors throughout your deck. We recommend using colors that best align with your brand’s visual identity. You need to have a healthy contrast between the text and the background. The default white background and black text are a cliché for a reason – it’s easy to read and doesn’t strain the eyes. Contrast is key for anyone with visual impairments, so use light-dark contrast to help them as much as possible. When it comes to text and background, there are also some combinations you want to avoid, like red and green, red and blue and orange and blue. These colors interfere with each other and can seem to shake on the screen. Tip 7. Use High-Quality, Relevant Images Seeing a low-quality, pixelated image with a watermark or an outdated clipart on a presentation slide makes the presentation look unprofessional. That’s why if you want to use images, make sure they are high-quality. And to elevate your visual game to the next level, ensure all the images you use are in a similar style and color palette. They should look like the same photographer took all pictures, even if that’s not actually the case. VS. VS. Source: Freepik The same is true for any graphics you use. A great source of similar-looking illustrations can be found on Storyset . Just pick a style, change the color, and download the graphic(s) you need. And remember – less is more. Do you really need all 4 or 5 graphics on the same slide? Are they connected to each other and tell a story or do they distract and take away from your message? VS. Source: Storyset and Freepik Finally, while it can be tempting to pick the first image that pops into your search results, it’s much better to spend time and go for images that are relevant and not as cliché (for example, instead of using a bullseye to illustrate a goal, why not go for something less obvious?). Your images should be there to trigger emotions, illustrate a point or provide context. At the end of the day, an image's relevance is more important than its aesthetic appeal. VS. Tip 8. Use Icons and Symbols Icons and symbols can simplify complex ideas, making them quick to understand. They're great for summarizing information or drawing attention to key points. Make sure they're uniformly designed and large enough to be easily discerned. VS. Tip 9. Incorporate Data Visualization We often need to present data. And the simplest way is to just paste the graph that represents our data. But there is a better way. Any graph (like a pie chart or a bar graph) represents the “What” of the data. You need to find the “Why” and the “How” and spin a narrative from that. What made the numbers go up or down? How will people (learners, customers, end-users, etc.) be affected by that? VS. Having said that, keep in mind that sometimes the best chart is no chart at all. If there is a single number that conveys the message loud and strong – make it loud and strong on the slide as well. You can show this number as big as possible on the screen. If you want to share several elements related to the same thing (for example, tips on how to design compelling images for a webinar), consider displaying a diagram that shows how parts of a whole work together. All visual aids like graphs, charts, and infographics should be used whenever you want to simplify complex information and data. But you need to be careful too. Any visual elements you use in your slide deck need to be well-designed, easy to understand, and accurately labeled. Tip 10. Use Animations and Transitions Sparingly Movements draw the eye. Both great film directors and popular YouTubers know this. This is what animations allow you to do – add movement to your visuals. But just like everything we’ve discussed so far, less is more. Think of it this way – if you add every kind of animation, it would be like seasoning your dish with every spice available in the pantry. So let’s untangle animation. You should use animation when you want to: Reveal content gradually Emphasize key points Visualize data, like a step-by-step process, graph, a chart or reveal how things are put together Tell a story Comparing and contrasting Show direction If you are adding an animation and it doesn’t tick either of the boxes above, then remove it. Just because you can, doesn’t mean you should! Let’s assume that you’ve determined a proper need for the animation. Which one should you choose? There are just so many! The rule of thumb is to use natural animations, not busy, flashy, or frantic ones. Our favorite animations are: appear, fade, wipe and the occasional motion path (this is where you control the movement of an object on the screen). Also, if you’re going to use animation throughout your deck, make sure it’s the same one on all slides. Having multiple different animations can be very distracting. Conclusion You may have deduced by now that you don’t need to be a graphic design wizard to create compelling visuals. Stick to some basics: structure your presentation, keep your slides simple and visually consistent, limit your text and use more visual elements. Harness the power of typography, leverage color and contrast, and use high-quality images that resonate with your message. Icons and symbols can distill complex ideas into easily digestible nuggets of information, while data visualization can simplify complex data and make it more palatable. And, of course, remember to use animations and transitions judiciously to enhance your message, not distract from it. From captivating starting slides to engaging interactive slides, every image you use, every color you choose, and every word you write can make a world of difference in creating an unforgettable learning experience. One slide at a time, you have the power to transform your webinar from a mundane monologue into an immersive visual journey that leaves your audience yearning for more. How to you design compelling visuals for your learning interventions? Let us know in the comments down below. Source: Duarte, N. (2012) HBR Guide to Persuasive Presentations (HBR Guide series) . Boston, MA: Harvard Business Review Press.

Finding ways for employees to bond or interact socially with their coworkers can be difficult when they are not in the same space. Luckily, there are lots of ways to build their team spirit virtually! In this article, we share 7 ideas for teambuilding activities you and your colleagues can do while working remotely. Table of Contents: 1: Trivia Games 2. Scavenger Hunt 3. Problem-solving Workshops 4. Campfire 5. Escape Rooms 6. Talent Show 7. Improv Session Idea 1. Trivia Games In trivia games, you create your own questions and share them with your team so they can answer (in groups or individually). Virtual trivia is great for team building because it allows people to have fun together, even if they are not physically present. It also allows them to learn more about each other by asking questions that require more than 'yes' or 'no' answers. The benefits of virtual trivia include: The ability to customize games according to your needs and preferences. Increased team spirit as everyone takes part in creating a shared experience. A customizable game that can be used repeatedly with minimal preparation—no need to have multiple people create new content each time! It is low cost and can be done anywhere with internet access. One drawback to keep in mind is that if everyone on your team has already answered all of the questions before (and therefore knows them), they will become bored. If you're interested in creating a virtual trivia game for your next team building event, here's how it works: Decide on the theme of your game . What kind of questions will your players be answering? Do they have to answer questions about their coworkers? About their favorite movie stars? About other teams they work with? Choose the number of rounds you want to include in the game. Do you want each round to last for three minutes? Five minutes? Ten minutes? And how many rounds should there be? Create a list of trivia questions that will go along with the theme and round length you've chosen. Don't worry too much about making them perfect—you can always tweak them later! Select your technology. There's no need to develop an app yourself. Plenty of websites and platforms allow you to create a custom game without having to learn how to code or design anything yourself. It can be as simple as using Google Forms, Kahoot or Quizlet. Idea 2. Scanger Hunt Virtual scavenger hunts are a fun and easy way to get people working together. This game can be played with any group of people. Here's how it works: Set up the game . Create clues that lead from one location to another. The locations can be a virtual space or the physical space team members occupy at the time. Each clue should be something that will help guide players through their journey. They should also be specific enough to figure out what direction they need to go next without getting lost along the way! For example, participants need to collect items from a list you provide. The items should be found around the house. The first member to return to the webcam and show the collected item scores some points. Or the first person to collect all the items wins the game! Decide the players . You'll want to decide on how many people you'd like in your scavenger hunt teams and how long you'd like them to work on it (15 to 45 minutes is usually sufficient). If you're working with a smaller group, you can also have each person play for themselves. Run the game : Give the instructions (either verbally or via email) and let everyone run off. Make sure you're available at all times - you need to keep track of the score and answer any questions the teams might have. When the time's up, you also could run a small ceremony to award the winners and give out some (virtual) rewards for participation. If the scavenger hunt is themed (perhaps as part of a larger training initiative or a department strategy meeting), do a debrief session to: find parallels to the topic (ask, "how is this similar/different to how we normally work?") or draw some conclusions (like people's takeaways, next action steps, accountabilities, etc.) The best part about virtual scavenger hunts is there are no limitations; anyone around the world can play! If someone wants an excuse for a coffee break during work hours, then this would do just fine 😉 Idea 3. Problem-Solving Workshops Familiar with the 'The Desert Island Scenario'? Let's make it virtual too! In this activity, you can give your team a scenario where they are stranded on a deserted island and a list of items they need to choose from to survive. Players must work together to select the items they believe will be most appropriate. You can substitute the deserted island for a post-apocalyptic world or a pandemic lockdown. This activity drives participants to work together, collaborate and use critical thinking skills. And the best part - most of these games don't have a correct answer. They rely on team members' participation, communication, and problem-solving abilities. Idea 4. Campfire Missed the outdoor teambuilding experience? How about running a virtual campfire. This is a great way to get your team together, even if it's not feasible for everyone on the team to meet in person. You can do this in a virtual reality (VR) or augmented reality (AR) environment. Or you can use video conferencing software to share your screen with others. The more senses are involved, the better! Activities vary from scary storytelling to icebreakers and other camp activities. Either way, the goal is to create an environment where people are encouraged to share stories and ideas—and this can happen whether you're all in one physical space or across the globe. For extra flavor, send your team tiny campfire kits before the event with a small tealight candle (for the feel of a campfire), marshmallows and crackers, and bags of your favorite tea. Idea 5. Escape Rooms A virtual escape room is an interactive game in which players are 'locked' in a room with a series of puzzles and clues. The goal is to solve all the puzzles and find the way out within the set time (30 to 60 minutes is best for a virtual setting). To set up a virtual escape room, you need three things: A theme for the room - You can use any real or fake location as long as it's clear what kind of space you're trying to represent. You can choose any theme imaginable for this part: anything from ancient Egypt to outer space; pirates vs. ninjas; dinosaurs vs. robots—anything goes! Other ideas include escaping from jail, uncovering treasure in the jungle, finding your way out of a creepy carnival, or running from a zombie apocalypse. You can use some great (and free) platforms to set up your room. Microsoft Teams, Zoom, and KumoSpace come to mind. Share your appropriately decorated screen or use a virtual background for your camera to transport your participants to the location. Puzzles and clues - devise some fun and challenging (but not too difficult) puzzles your team needs to solve. Relate the clues to what is happening in this room. For example, if the theme is "hacker's den", ask participants to find an error in a code or a connection between two devices. Check out Hogwart's Digital Escape Room by Sydney Krawiec or the Midnight Express by Escape the Crate if you want to see a great example of a virtual escape room. Both of these are free and super fun! Idea 6. Talent Show A talent show is a fun way to get your team members to interact with each other and bond. There are many ways to make your talent show more interactive and engaging: Ask everyone what they're good at doing in their spare time. This will give you some good ideas about what types of talents are represented on your team. Not everyone is a singer or a dancer. Some people like cooking or playing video games. You might find that certain people don't usually share their skills because they haven't been asked before. If given the opportunity to share, people will feel more connected with those around them on a more personal level! Give everyone five minutes between rounds so they can practice beforehand. If possible, ask people to use props (like stationery, cutlery, or costumes). Keep the performances short, but make sure they are memorable. Ask performers to share their cameras so everyone can see them. For extra flavor, you can have a jury to select the winner. Or prepare some categories and ask everyone to vote on their favorite performances. A word of caution: although this method of teambuilding is very entertaining, it can be hard on people who are not very good at performing. In this case, carefully group people in teams with a mixture of different personalities. This way, everyone will get involved, and more bashful people won't feel left out. Idea 7. Improv Session Improv is a fantastic way to get your team members working together and thinking on their feet. The idea of improv, which is short for "improvise", is that you don't know what's going to happen next, and you have to make up the conversation as it goes along. Improv is a great way to get your team to think on their feet. It's also an excellent way to get them comfortable with each other. The benefits of improv are numerous - it can help the team learn how to trust one another, be more open and honest, and communicate effectively. Improvising can be challenging for some people who aren't used to being thrown into situations where they have no idea what's going on or how things are supposed to go. So keep that in mind when running improv sessions. Here's a simple improv activity you can try. Give the group a start of a story (usually just 1 sentence). Then everyone has to take turns adding their own sentences to the narrative. For extra flavor, make the story relatable to the team's reality (i.e., a difficult customer they had to deal with or software that always acts up). But you can also let them run with it completely amock. Though it is essential to instruct the group that the story must have a start, middle, and end. And that they need to introduce the hero(s), the obstacle to overcome, and the resolution. For more storytelling tips, check out our Storytelling for Training article. This fun and interactive activity will keep participants' energy high. And that's it! We hope our list of virtual teambuilding ideas will inspire you to create your next event! Share your success stories with us in the comments below or tag us on social media.

It is commonplace for business leaders and company owners to constantly ask, “What’s next for us?”. Yet this isn’t a question we often hear in Learning & Development. It’s hard to say for certain how L&D needs to adapt, even though a lot of organizations try (see the sources list at the bottom). But predicting the future can be hard, especially when we are constantly surrounded by rapid change. It seems the best we can hope for is to make an educated guess about the emerging roles in Learning and Development. Which is exactly what we will do in this article.   Considerations for L&D   What L&D will do depends on what the organization and its employees need. According to the different research and our experience in the past few years, we can make several assumptions: There is a shift towards work from home and hybrid ( 41% ), yet the majority of people ( 59% ) still work from an office or on location. Aligning to business objectives  is still the top priority for L&D. Which often comes down to “let’s make more money with fewer costs”. Learning is deemed valuable  for career development but it needs to be approachable and meaningful. Everyone has a unique career journey, and therefore, their learning experience needs to be personalized. AI and other new technologies are here to stay. It is often cheaper to promote someone internally (aka internal mobility) than to hire someone from outside and train them. Employees need to be equipped with the necessary competencies to help them make vertical or lateral career moves internally.     Emerging roles in L&D With all of the above in mind, what are the roles that will help organizations gain and/or keep their competitive advantage? Let’s explore the 3 roles we believe will become popular in the near future.   Personal Learning Experience Designer   Personal Learning Experience Designers will focus on crafting tailored learning pathways that cater to the unique needs and career goals of individual employees. The role might also be called Personal Career Consultant. They will work closely with employees to identify their strengths, areas for improvement, and aspirations, then design personalized development plans that incorporate various learning methods and tools.   For example, imagine a marketing assistant who aspires to become a digital marketing strategist. The designer might create a custom curriculum that includes online courses, mentoring sessions, and practical projects to help the assistant acquire the necessary skills and knowledge.   Learning AI Specialist   You can really go nuts with this role! A Learning AI Specialist will leverage artificial intelligence to enhance and streamline the learning process within organizations. They might develop and implement AI-driven tools that can analyze personal learning data, predict training needs, and offer personalized content recommendations.   For instance, imagine there is an internal system that can spit out a personalized learning path based on your career goals. Want to become a senior? Here’s what you need to do. Want to step into a leadership role? Check out these activities you can do to get ready. And everything you do is tracked and analyzed (why not even gamified?) to help you see your progress and maintain your motivation… especially when the going get tough!   Hybrid L&D Facilitator   This is something a lot of use currently do, even if we don’t use a fancy name for it. Hybrid L&D Facilitators will play a crucial role in bridging the gap between remote and in-person training and development. They will design and deliver learning experiences that are effective and engaging for both remote and on-site employees, ensuring that everyone has access to high-quality training regardless of their location.   Here’s a fun example – the facilitator organizes a blended learning workshop where remote participants join via a virtual platform while in-person attendees participate on-site. The first group has to do something (i.e., solve a puzzle or discuss a case study) that can be used by the in-person group to then go on a scavenger hunt or do a role play. They use interactive tools like virtual breakout rooms and collaborative whiteboards to foster engagement and collaboration among all participants.   What’s next?   While this exercise in creativity is certainly fun, we need to remember that that’s all it is for now. Time will tell if any of these will become mainstream. And if they do, remember – you heard it here first, folks! J    The future of L&D is brimming with potential, but it must adapt and align with business priorities to survive. If it does not, it risks losing its value and relevance, and business leaders will stop seeking its support. The emerging roles we highlight here promise to revolutionize professional development. But are you ready to embrace the change?  How can you ensure L&D remains a value-adding function in our organizations? Let us know your comments down below.   ----   Sources : Barrero, J.M., Bloom, N. and Davis, S.J., 2021. Why working from home will stick. National Bureau of Economic Research Working Paper 28731. [pdf] Available at: https://wfhresearch.com/wp-content/uploads/2024/06/WFHResearch_updates_June2024.pdf [Accessed June 2024]. CIPD, 2023. Learning at work 2023. [online] Available at: https://www.cipd.org/en/knowledge/reports/learning-at-work/ [Accessed June 2024]. Erickson, R., Moulton, D., Cleary, B., 2018. Are you overlooking your greatest source of talent?. [online] Available at: https://www2.deloitte.com/us/en/insights/deloitte-review/issue-23/unlocking-hidden-talent-internal-mobility.html [Accessed June 2024]. Haan, K., 2023. Remote Work Statistics And Trends In 2024. [online] Forbes. Available at: https://www.forbes.com/advisor/business/remote-work-statistics/ [Accessed June 2024]. Kotter, J., 2023. What’s next for learning and development: The past, present, and future of training in a hybrid world. [online] Forbes. Available at: https://www.forbes.com/sites/johnkotter/2023/04/24/whats-next-for-learning-and-development-the-past-present-and-future-of-training-in-a-hybrid-world/ [Accessed June 2024]. LinkedIn, 2024. LinkedIn Workplace Learning Report 2024. [pdf] Available at: https://learning.linkedin.com/content/dam/me/business/en-us/amp/learning-solutions/images/wlr-2024/LinkedIn-Workplace-Learning-Report-2024.pdf [Accessed June 2024]. Taylor, D.H., Vinauskaite, E., 2024. AI in L&D: From talk to action. [online] Available at: https://donaldhtaylor.co.uk/research_base/focus02-talk-to-action/ [Accessed June 2024].

When I was a kid, my dad used to take me and my sister on long road trips to the beach. It was a 5-hour drive where we would need to cross half the country to get to our destination. My dad challenged us to remember, in the correct order, the towns and rivers we would be crossing to arrive at the beach. He had previously designed an amazing scoring and reward scheme (peanut M&Ms) to keep tabs on the ‘game’. To this day, I am proud to say that I know my country’s geography better than any of my friends. It was knowledge acquired inadvertently while having a great time! I enjoyed the stories about the towns, discovering new things, and cared little about winning. My sister was all about winning! Both personality traits ( gamer types – keep reading for more on this!) were very well catered to by my dad’s game dynamics. Without knowing Gamification theory, my father designed a learning system for us to be engaged, to share, be challenged, and have fun and secure knowledge for life. Today, we know a lot more about how to design long-lasting learning experiences by using Gamification elements in the classroom. Let’s start from the beginning. What is ‘gamification’? Gamification is to use game-design elements in non-game contexts. It's adding a ‘play flavor’ to any context. In adult learning processes, gamification has proven to be an element that allows adults to fuel their imagination, boost their creativity and problem-solving abilities. It basically makes the ‘hard stuff more fun’ motivating learners and making them more engaged with the learning matter. Gamification theory in education is that people learn best when they are having fun. Gamification involves game-based elements like: Leaderboards and other progress indicators (badges, points) Competition Social connection and collaboration Player (learner) control Immediate feedback In our L&D world, gamification can be used in many learning scenarios such as: Onboarding Sales training Leadership training Compliance training Team building and engagement activities Now, let’s touch on the most important part of the process: the learner, aka The Gamer . Personality types in gaming According to Richard Bartle, gamers are divided into 4 different personalities that we will surely encounter within our learning scenarios: Killers Focus on winning, rank, and competition. They connect by leaderboards and ranks. In the context of L&D, you may find more ‘killers’ in areas such as sales teams. (Remember my sister?) Achievers Focus on reaching status and achieving goals. They are motivated by being recognized for their achievements. In organizations these are the people who seek to be promoted. Explorers Focus on curiosity, exploration, and discovery. They are curious about reaching less obvious conclusions or results. In the work environment, these people tend to be interested in ‘extracurricular’ activities like clubs, volunteering, and others. (to this day, this is me!) Socialites The friendly ones! They are all about networking and meeting new friends. They enjoy one-on-one activities, making new contacts, and ‘weaver’ their network. 10 ideas to gamify your training The exciting challenge for the L&D practitioner is to design engaging learning experiences that will ignite the playfulness in all 4 gamer personalities. Now, inspired by my dad’s simplicity and spontaneity; I want to share 10 ideas on how to infuse gamification in your training sessions: Idea 1. Scavenger adventures or employee onboarding missions These work great for boosting teamwork, collaboration, creative thinking, and fun competition. There are platforms to carry out this session in virtual environments or you can get creative and make great use of space in live sessions. Idea 2. Artwork, creative-crafty contests Get participants involved in artwork or creating crafty articles with materials they can easily find in their homes (for remote training) or in the surroundings of the training class. Idea 3. Bonus points for stellar participation Award points for different categories of participation during the class. (Best question, craziest idea, thought-provoking opinion). Idea 4. Track and reward learning streaks This would work very well for compliance and onboarding training seasons where multiple sessions must be completed. Idea 5. Debates and friendly battles One of the cornerstones of adult learning is making the process social. So give opportunities to your learners to discuss what they are learning or debate controversial topics, so they can discover different perspectives organically. Idea 6. Collectibles (and trading) Encourage negotiation skills with small rewards that can be collected and traded among participants. Idea 7. Find a word/image Hide words or images throughout the session (around the classroom if ‘live’ or in the virtual learning material) for students to find and earn rewards. Idea 8. Unlock your course Design a city map where each area has different tasks and objectives. Choose a known city with its landmarks (like New York) or get creative and create a new city for your students to discover. Idea 9. Create a range of distinctive rewards desirable to different gamers Remember some may like tangible things and others may want more subtle things, like a longer recess. Idea 10. Monitor, assess , and don’t be afraid to change Or adjust the ‘games’ as your learning journey develops. Give gamification a try! It has proven to encourage active and continuous learning, create more enjoyable and lasting education experiences, and is also a great way for scoring many peanut M&Ms!

If you're a facilitator, you probably have experience in both virtual and face-to-face settings. Traditional facilitation skills, such as questioning, listening, and observing non-verbal communication, are still critical in the virtual world. However, there are some extra components to consider when facilitating virtually. Below are some areas we've found helpful to consider and the 5 tools we use for our own events. Table of Contents: What to Consider Tool 1. Miro Tool 2. Sli.do Tool 3. Kumospace Tool 4. Kahoot Tool 5. Padlet Bonus tools What to Consider Virtual facilitation is a great way to connect with remote teams. It can help people visualize their work or build trust between team members. Whether you are new to virtual facilitation or have been doing it for a while, you need to consider these tools to bring your sessions to life: Virtual boards. A board is a visual tool that allows you to organize and share information. You can use it to track projects or visualize workflows, collaborate with others, and prioritize tasks. Sticky notes in various shapes and colors Voting tools Ability to draw on the screen with lines and arrows Adding icons, images, circles/ovals, text boxes, etc. Multiple boards in one workspace 5 Apps for Virtual Facilitation Tool 1. Miro Miro is a free tool that allows you to create custom boards and invite people to collaborate on them. You can share the board, add notes, shapes, text, emojis, attachments, and more. Miro allows participants to vote on all items on a board or specific areas. They have an extensive library of templates you can use, like Meeting minutes, Kanban boards, and brainstorming. How we use Miro: brainstorming ideas with team members breakout room exercises (i.e. prepare a presentation in a smaller group, read through materials, create a visual map, etc.) scenario-based case studies voting on ideas and concepts icebreakers and energizers Tool 2. Sli.do Sli.do is a free, easy-to-use audience response tool that allows participants to interact with presenters by submitting questions in real-time. Participants can use their mobile phones or computers during presentations and team-building activities. Sli.do also has a variety of other features, including polls and surveys, which allow you to gather information from your audience on the fly; it's great for remote meetings and large groups who aren't all sitting together in the same room or online meeting space. This virtual facilitator tool makes it easy to collect information without bogging down the presentation—or driving those taking notes crazy! How we use Sli.do: collect questions during an event get audiences' reactions (through polling) interacting with hundreds of participants Tool 3. Kumospace KumoSpace is a virtual meeting room that allows you to conduct collaborative meetings, trainings, and workshops with your colleagues or peers. You can also hold webinars and events as well as provide technical assistance to teams in real-time (though the large events features do not come with a free account). How we use Kumospace: 1-on-1 meeting rooms - A private chat space with one person at a time. Group sessions - an open virtual space where everyone joins in and can freely discuss any topics, just like in a physical room Whiteboard - A blank canvas where you can draw on with markers and share your ideas visually in real-time with other participants in the meeting room. Tool 4. Kahoot Kahoot! is a gamified response system that can be used with remote teams for presentations, team-building activities, and icebreakers. It's free to use, but you'll need to register with Kahoot! Before getting started. Your virtual session attendees will use their own devices during the meeting to follow along on their screen as you facilitate the event remotely or in person. How we use Kahoot: check understanding of a particular topic (through a quiz) check comprehension after a complex problem (through a quiz) gamifying learning content icebreakers and energizers Tool 5. Padlet Padlet is a free tool that allows teams to collaborate on virtual boards that are both creative and visually pleasing. It's great for virtual facilitation because you can create colorful, exciting boards that will help your audience better engage with the content you're presenting. Padlet also allows you to add links, videos, and images throughout your board. This provides additional resources for participants as they work through the process of creating their own group projects or presentations. How we use Padlet: ask participants to put a pin of where they are right now on a Google map brainstorm answers to case studies vote or comment on other people's contributions energizers during breaks (we ask participants to find a specific object - blue, round, frames, etc. - take a picture and post it on a board) Bonus tools The world of virtual facilitation tools is HUGE! Here is a list of additional tools you may want to try: Mentimeter : another audience-response tool, similar to Sli.do. It has a free plan and is easy to use, making it an excellent option for small teams or individuals who want to get started with virtual facilitation but aren't ready to commit to a paid plan just yet. Groupmap : A simple tool that allows anyone to make sense of information by placing items onto a shared digital whiteboard. It's visual voting - where everyone has a voice! Mural : another great virtual whiteboard for teams. Share boards, notes, documents, and links with ease. It's important to remember that virtual facilitation is a skill you can develop over time with practice. Each tool mentioned has its own unique features and benefits, so feel free to test them out and figure out which one works best for you and your team. You'll definitely find the right tool or combination of tools—and the right mix of introspection, brainstorming, collaboration, and creativity—to help your meeting be more impactful.

As a Learning and Development professional, you understand the importance of creating effective learning programs that meet the needs of your target audience. However, even the most well-designed learning initiative can fail if it’s not marketed effectively. That's why crafting an L&D marketing message that resonates with your audience is crucial to ensuring the success of your programs. In this article, we'll explore 7 key strategies for developing a marketing message that engages and motivates your audience to take action. Table of contents: 1. Know your audience 2. Focus on benefits 3. Use Clear and Simple Language 4. Make it Engaging 5. Highlight Your Unique Selling Proposition (USP) 6. Provide Social Proof 7. Chose the right channel Conclusion 1. Know your audience The first step in creating a marketing message that resonates with your audience is to understand who they are. This means identifying their needs, goals, and pain points so that you can tailor your message to meet those needs. For example, if you're creating a training program for a sales team, you'll want to focus on how the program will help them close more deals and increase revenue. Conduct Market research The first step in getting to know your audience is to conduct market research for the employees in your organization. This can involve gathering data from a variety of sources, mostly HR reports and surveys. By analyzing this data, you can gain insights into your audience's demographics, behaviors, and preferences. For example, you may discover that your audience is primarily made up of millennial professionals who are interested in career advancement opportunities. Create Learner Personas Another important strategy is to create learner personas. These are fictional representations of your ideal customers, based on real data and research. A learner persona should include information such as age, gender, job title, interests, pain points, and goals. By creating these personas, you can better understand your audience's motivations and develop a marketing message that speaks directly to them. Use social listening tools In addition to gathering data, you can also use social listening tools to monitor conversations and trends in employees' behaviors. By monitoring internal social media platforms, online forums, and other online communities, you can gain valuable insights into your audience's interests, concerns, and opinions. This information can then be used to create a marketing message that resonates with them and addresses their needs and pain points. Test your marketing message Finally, it's important to test your marketing message with your target audience before launching it. This can involve conducting A/B testing on your Learning Management System (LMS) or internal social media platforms or even conducting a pilot program for your learning initiative. By testing your message, you can get feedback from your audience and make adjustments to ensure that it resonates with them and motivates them to take action. 2. Focus on benefits The next tip is to focus on benefits. People are more likely to be interested in something if they see the benefits it can provide them with. By highlighting the benefits of your program, you can persuade your audience to take action and enroll in your learning program. What аre some of the benefits employees may want? How about improved job performance, increased productivity, or career advancement? What are some other benefits you’d expect? Identify the learning program advantages The first step in focusing on benefits is to identify the specific advantages your learning program offers. For example, does your program help employees learn new skills, increase their productivity, or improve their job performance? Once you have identified the benefits, you can start to highlight them in your marketing message. Be specific and provide examples When highlighting benefits, it's important to be specific and provide concrete examples. Instead of saying that your program can improve job performance, you could say that employees who complete the program can expect to increase their sales by 25% or reduce their error rates by 50%. Providing specific examples helps your audience imagine the tangible benefits applied to their lives directly and, hopefully, motivates them to take action. Emphasize the value In addition to highlighting the benefits of your program, it's also important to emphasize the value it offers. People are more likely to enroll in a program if they feel that they are getting a good deal. This could include offering things like access to additional resources and support (i.e. one-on-one coaching or mentoring) or highlighting how the program will help advance their career in the future. 3. Use Clear and Simple Language Avoid using technical jargon or complicated language that may confuse your audience. Instead, use clear and simple language that everyone can understand. This will help ensure that your message is accessible to everyone and that they can easily grasp the key points. Audience level of familiarity When creating your marketing message, consider the audience's level of familiarity with the subject matter. For example, if you're marketing a data analytics training program to employees who are not familiar with the subject, you'll need to use language that is easy to understand. This could include using analogies or real-life examples to explain complex concepts. Use visuals Another effective strategy is to use visuals to support your message. This could include using diagrams or flowcharts to illustrate a process or concept. Visuals can help make your message more engaging and easier to understand, particularly for those who are visual learners. Keep it concise When crafting a marketing message, it is important to strike a balance between being clear and concise, while also providing enough information to persuade your audience to take action. A concise and compelling message is more likely to resonate with your audience and motivate them to enroll in your training programs. Here are some examples: Concise language: "Learn new skills to advance your career." "Improve productivity with our time management training." "Get personalized coaching for better results." Verbose language: "Our training programs offer a comprehensive range of courses that provide the opportunity to acquire new skills and knowledge to help you advance your career to the next level." "Our time management training is designed to assist individuals in increasing their productivity by teaching them how to effectively manage their time and prioritize tasks in order to meet their goals and deadlines." "Our coaching program offers a unique opportunity to receive individualized attention and guidance in order to achieve optimal results." Use tools When creating your marketing message, consider using plain language tools or software to simplify your language. These tools can help you identify complicated phrases or jargon and suggest simpler alternatives. One of our favorite tools is QuillBot , it can paraphrase text to make it easier for the reader to understand. Another one is, of course, ChatGPT . This tool can suggest simpler alternatives to complex or technical language, help you edit your marketing message to ensure it is clear, concise and easy to understand, and assist in analyzing your audience based on their preferences and characteristics. 4. Make it Engaging Your message should be engaging and capture the attention of your audience. By using a variety of formats and storytelling techniques , you can capture the attention of your audience and connect with them on an emotional level. Use different formats One effective strategy for making your message engaging is to use a variety of formats, such as video, graphics, or animations. These formats can help make your message more visually appealing and interesting, particularly for those who are visual learners. For example, you could create a short animated video that explains the benefits of your learning program or use infographics to illustrate key concepts. Storytelling Another effective strategy is to use storytelling techniques to create a narrative that resonates with your audience. This could involve sharing success stories from previous program participants or creating a fictional story that illustrates the benefits of your training program. By creating a story that connects with your audience's emotions, you can help them see the value in your program and motivate them to take action. Create interactive content In addition to using storytelling techniques, you can also make your message more engaging by creating interactive content. This could include quizzes, polls, or games that allow your audience to interact with your message and actively engage with the content. Use humor Another effective strategy for making your message engaging is to use humor or other attention-grabbing tactics. For example, you could use a humorous meme or gif to grab your audience's attention and make them more likely to engage with your message. However, it's important to use these tactics in moderation – make sure it’s appropriate and relevant to your audience. 5. Highlight Your Unique Selling Proposition (USP) The Unique Selling Proposition (USP) should answer 1 question – What makes your learning program stand out from others in the market? The USP is there to differentiate your offering and make it more appealing to your target audience. Conduct a competitive analysis One effective strategy for highlighting your USP is to conduct a competitive analysis to identify what makes your program unique. This could involve researching other (internal or external) training programs in your industry and identifying the features and benefits that they offer. By understanding what other companies are offering, you can identify gaps in the market and highlight the features that make your program stand out. Highlight the benefits of your USP Another effective strategy is to focus on the benefits of your USP. For example, if your program offers personalized coaching, emphasize how this feature can help employees achieve their goals and improve their job performance. Another example – the program is facilitated by leaders within the business, which is great opportunity not only to learn from them, but get to know them in a different setting. 6. Provide Social Proof Social proof can be a powerful tool in convincing people to take action. Highlight success stories and testimonials from people who have benefited from your training programs to demonstrate their effectiveness and build trust with your audience. Get testimonials One effective strategy for providing social proof is to gather testimonials from previous program participants. This could involve reaching out to alumni of your program and asking them to share their experiences and how the program has helped them. By sharing these testimonials on your Learning Management System, internal social media, intranet or marketing materials, you can demonstrate the real-world impact of your training program and persuade others to enroll. Use case studies Another effective strategy is to use case studies. They involve analyzing the success of a specific program participant or group of participants and demonstrating how they have benefited from the program. By sharing these case studies with your audience, you can illustrate the impact of your training program and provide tangible evidence of its effectiveness. Make it relevant It's also important to use social proof that is relevant to your audience. For example, if you're marketing a leadership development program to mid-level managers, you'll want to share testimonials and case studies from other mid-level managers who have benefited from the program. This will help your audience see themselves in the success stories and feel more motivated to enroll in the program. Use influencers Another effective strategy is to use social proof from internal learning champions or (formal or informal) leaders. This could involve sharing endorsements from popular company leaders or featuring quotes from learning champions. This builds credibility and trust with your audience. 7. Choose the right channel Last but not least, let’s talk about selecting the right internal communication channel. This is critical for delivering your L&D marketing message to your target audience effectively. There are a variety of communication channels that you can use, including the intranet, SharePoint, learning management system (LMS), email, internal social media, and more. Let’s take a deeper dive. Intranet One effective channel for delivering your L&D marketing message is the intranet. It is a central hub for internal communication and can be used to share information and updates about your training programs. By posting updates, testimonials, success stories, and other relevant content on the intranet, you can ensure that your message reaches a wide audience and is easily accessible to everyone in the organization. LMS Another effective channel is the learning management system (LMS). The LMS is designed specifically for delivering and managing training programs, making it an ideal channel for marketing your L&D offerings. By including marketing messages and promotional materials within the LMS, you can ensure that your message is seen by those who are actively engaged in learning and development. Email Email is another effective communication channel for delivering your L&D marketing messages. It allows you to reach a large audience quickly and easily, and can be customized to target specific groups or individuals within the organization. By using email to promote your training programs, you can ensure that your message is seen by those who are most likely to be interested in your offerings. Internal social media Internal social media is also an effective communication channel for delivering your L&D marketing message. By using internal social media platforms such as Yammer, Workplace by Facebook, or Slack, you can share updates, testimonials, and other promotional materials in a more casual and engaging way. This can help increase engagement and generate interest in your training programs among employees. Conclusion Crafting an L&D marketing message that resonates with your audience is critical for the success of you L&D programs. By understanding your audience, focusing on benefits, using clear and simple language, making it engaging, highlighting your unique selling proposition, and providing social proof, you can create a compelling message that motivates people to take action and enroll in your programs. How do you market your L&D programs? Let us know in the comments below.

As a Learning and Development professional, you're asked to do more with less. In addition, you have to shift from in-person experiences to online and remote learning. You might be struggling with this new reality, wondering how you're going to deliver the same level of quality learning without access to the usual offline techniques. But all is not lost! There are many practical ways to design engaging and interactive virtual learning experiences for your learners—without breaking the bank. In this article, we'll share some tips on how to do this. Table of contents: 1. Connect to the big picture 2. Build a personal connection 3. Make it hands-on 4. Use multimedia to guide the experience 5. Tie it to real-life 6. End with an opportunity for reflection and action planning Conclusion 1. Connect to the big picture If you want to engage your remote learners, you'll have to connect their learning to the big picture. That means you should help them understand: How does the current learning fit into the overall program plan? How the courses they're taking will lead them toward their personal goals and aspirations? How will what they learn in this course affect them personally? The best way to go about it is to set clear and meaningful learning objectives. It's not enough to say, "By the end of this course, you will improve your communication skills." The objectives need to truly embody your learner's reality: "By the end of this course, you will be able to create a dialogue with your key stakeholders and get their buy-in every time." Moreover, when you want to engage remote learners, you need to help them see how what they are learning is relevant to their lives. Give them answers to these questions: How will this course improve your job performance? What kind of knowledge or skills do you need to achieve your personal goals? How does this course relate to other classes you have taken in the past or are currently taking? 2. Build a personal connection Be sure to build a personal connection with your students. The easiest way to do this is by getting to know them. This will make all the difference in helping them feel connected and invest themselves in the learning initiative. Some of the things you can try are to: ask your learners about their work, challenges, interest, and hobbies before the learning experience during the interaction, use their names, and ask them to share their challenges prepare a photo challenge people can participate in before, during, or after the learning is taking place Make your learners feel special, rather than just another student or a statistic in your dashboard. You can even ask about their personal life if it's relevant to your subject matter! Just make sure you respect any boundaries they set for themselves before doing so. 3. Make it hands-on The best way to engage remote learners is by making your content hands-on and interactive. Use interactive activities : Interactive activities will help your students learn through their individual actions rather than just listening or watching others. These types of exercises also have the potential to break down communication barriers and allow for more participation from remote students who may be shy or nervous about speaking up in class. Make it active : An activity that requires students to move around is a great way for them to get involved in the lesson. Especially if there's a physical component involved, like building something out of available objects around the house or using their bodies as instruments. If you want this kind of activity but don't want them moving too much, try adding some movement into your presentation through technology. For example, have some PowerPoint slides with built-in movement (or even better yet, with advanced animation. Just be careful not to overdo it!) Use collaboration tools : Collaboration tools allow students who aren't in the same room to work together on projects remotely using computers, tablets, and smartphones. Collaborating via technology can often feel more personal than working with someone next to you. Online you don't have any distractions like eye contact or body language to account for. Instead, you can focus on what needs to be done. Check out our post on the 5 apps for virtual facilitation . Use simulations: this gives learners a chance to practice hard skills, like coding, basic grammar, and working with software. Use mobile learning apps: there are apps out there that offer gamification elements to motivate users while learning new things. Learn more about Gamifying your training on our blog. 4. Use multimedia to guide the experience The key to successful remote learning is the use of multimedia. Use multimedia to help learners understand the content, context, skills, concepts, and application of the material. The following are a few examples: Content : Use video or audio recordings that introduce new concepts and provide instructions on carrying out procedures or completing tasks. This can be done by an instructor or pre-recorded by a subject matter expert. Any additional media you use will liven up your session and break the monotony of listening to only one person. Context : If your course has a virtual room set up in which participants can interact with each other during lessons (such as KumoSpace ), consider having the instructor hold periodic "office hours" where participants can ask questions and get their issues resolved. You could also establish an official hashtag for this purpose so that everyone knows where all questions should go! Explanation and Demonstration : Use video tutorials for conceptual explanations and demonstrations of how a skill is done. This is especially helpful for visual learners who need to see things in action before they understand them. This helps them develop their own mental models of how something works without having to memorize step-by-step instructions from a book or manual. Different perspectives: For complex topics or ideas with multiple layers of meaning or interpretation—for example, leadership—add audio recordings that offer different perspectives on those same concepts. This way, learners can actively interpret what they read rather than having it interpreted for them by an instructor or textbook author. 5. Tie it to real-life A great way to engage your remote learners is to tie the learning you provide with real-life examples. For example, if your company has a mission statement that includes being "A company that makes a difference in people's lives," then tie your course material into how each individual can make their own unique difference. If you are teaching a class on leadership skills, then show them how they can use those skills on their current projects or in their current roles at work. It's essential to make the content you are presenting relevant to your learners' lives. This can be done in several ways: by tying what they're learning to their company strategy and mission, using real-life examples, or giving them some kind of work that they can do on their own (like a case study or a project). 6. End with an opportunity for reflection and action planning We've mentioned how important it is that your learners understand the learning goals and objectives. But you also need to ensure they know what they are supposed to do next and how they will be evaluated. For this, you may want your learners to: take a quiz or test, reflect on their learning, or come up with an action plan for the future. Whatever the case, provide clear instructions at the end of the learning intervention so that everyone leaves with an understanding of what's expected. Be sure to give your learners some opportunity for reflection and action planning by asking them questions like, "How does this relate to what we've done before? How does it help us reach our goals?" This way, even if they can't see how everything ties together at first glance, they'll start thinking about ways in which each piece fits into a bigger picture, as well as how each piece relates back to their own personal goals and/or interests. How can you give your learners an opportunity to apply what they learn and make their learning experiences more engaging? Here are some ideas: Teach your learners how to connect their learning with their work by sharing examples and stories from the business. Teach your learners how to connect their learning with the team/group they work in so that they can share knowledge, experience, and perspectives across teams. Encourage them to book some time and talk to their team members about their key takeaways. Help learners understand the big picture and show how everything connects together over time (e.g., future workplace). Involve their managers, encourage conversations on how things might change in the future, and follow up sometime after the end of the learning program. Conclusion I always tell my learners that we need to agree on a definition before we can have a conversation about an issue. So let's define engaging learning as when learners use their heads and their hands to do something meaningful. And that's what I'm asking you to do right now! Think about your own remote learning and development approach—what one strategy will make it more engaging? Pick one idea from this article or think of the best thing you saw someone else do in the past year and write it down. How can you apply it in your next remote course or learning program?

As someone who has spent the last 12 years in the Learning & Development (L&D) field, I can tell you that it's both a rewarding and challenging career. But if you've ever thought that maybe L&D is for you and aren't sure how to start moving in this direction, here are seven easy steps for turning your dream job into a reality: Table of contents: Step 1: Build foundational L&D knowledge Step 2: Improve your technology expertise Step 3: Get some practice Step 4: Develop soft skills Step 5: Join an L&D community Step 6: Get an entry job in L&D Step 7: Keep learning Step 1: Build foundational L&D knowledge As a learning and development professional, your job is to help employees learn and develop. This means that you need a good understanding of learning and development, why it's important for companies success, and what you should be doing to support that learning. The first step in becoming a Learning & Development professional is building foundational knowledge—i.e., the basic concepts that underlie all learning programs. These concepts include things like "knowledge acquisition" (the process by which people acquire new information), "learning theory" (the study of how we learn), and "behavioral change" (changing people's behavior). If you'd like to get an introduction to the topic of Learning and Development , make sure you watch What is L&D in our free Start a Career in L&D guide. And for more in-depth knowledge, we suggest you take a look at our course "Learning & Development Fundamentals: Practitioner's Guide". Step 2: Improve your technology expertise Let's face it: you can't be an effective L&D professional if you don't know how to use technology. This includes staple programs like M.S. Powerpoint, Excel, and Word, but also more specific technologies, like eLearning and video creation software, as well as Learning Management Systems (LMS). There are many ways to learn about new technologies and apply them to your work. Which ones will be critical for you to know depends on the type of L&D role you are in. It is a good idea to seek ways to improve your technical expertise constantly. Here are some ways to do that: Read books and blogs about learning technologies. (You can review a curated list by EdTech Books here ) Attend conferences where people discuss new technology in the field of L&D. (For example, several conferences focus on learning technologies: by Learning Technologies and eLearning Industry , to name a few) Join online communities dedicated to specific types of technology or other topics related to your work as an L&D professional (e.g., LinkedIn groups or communities). Participate in conversations with other professionals who specialize in similar areas (e.g., through Facebook Messenger chats or groups). Step 3: Get some practice It's cliche, but practice makes perfect. You can only become an expert if you spend time doing the work. To learn the ropes, you need to get some practice under your belt by gaining experience through internships or training programs. If that's not an option for you, find someone who has done what you want to do and ask them for advice on how they got started. I sometimes get approached by aspiring L&D practitioners on LinkedIn , and I'm always happy to share some advice from my personal experience. Another option is volunteering for a relevant organization; many companies look for volunteers with skills that could be helpful for their cause. Think of youth organizations or the Red Cross. If there aren't any volunteer opportunities available in your area, consider offering a completely free digital or in-person presentation or class on a topic of your choice and promote it through Facebook or other social media platforms. Even if just 5 people show up, it's still a great experience and will teach you a lot. Step 4: Develop soft skills Soft skills are the competencies that help you work with other people. They include things like communication, teamwork, leadership and more. In L&D, we often emphasize soft skills because they're important for our day-to-day functioning and foster a culture of learning in our organizations. But guess what? Soft skills are important for all jobs! You can't be successful at your job if you don't have good interpersonal competencies —and it doesn't matter if you're an accountant or an aerospace engineer; you’d still need to work well with others, or you won't get far on the career ladder. So how do we develop these essential soft skills? The first step is realizing that developing them will take time. Not everything comes naturally—you'll need practice and get feedback from others. There are plenty of courses online , many even free, so pick up a topic and start learning. Another great way to learn is through books, but remember that it's not enough to just read about something - you also need to carve out time to practice that skill. Step 5: Join an L&D community An L&D community is a group of people with similar interests in the field of learning. These communities come in all shapes and sizes, from informal Slack channels to more formal LinkedIn groups. Joining one can be a great way to learn new things, connect with other professionals in your field, and get your foot in the door. Some L&D communities even help their members land jobs! Joining an L&D community is easy: look for one online or ask around at conferences or meetups to find out which ones are active in your area. Here are some of the groups I'm part of: L&D Connect Organization Development, Learning Development and Human Resources TrainingZone - training, learning & development P.S. The L&D Academy has its own private community on LinkedIn . Make sure to check it out! Step 6: Get an entry-level job in L&D If you're going to make it into L&D, you need to start somewhere. But before you apply for L&D positions left and right, make sure you're clear on what type of role you want. Yes, surprise, surprise! There is more than one L&D role ! And each role may require a different set of competencies . So, if you'd like to be prepared for that first interview, make sure you first spend some time learning about your desired role and career path and develop a few of the critical competencies required for it. Once you feel you've done all the prep you need, start applying. LinkedIn is a great place to search for L&D jobs, stay up-to-date with industry news, and make meaningful work relationships. Some other places you can look up: Glassdoor Indeed MonsterJobs Step 7: Keep learning! You might be thinking, "Gee, that's a lot of work—and how am I going to fit it all in?" The good news is that you don't have to do all this at once; you can spread out the learning and development process over time. The important thing is to keep learning new skills and acquiring knowledge to continue progressing in your career. Here are some ways: Keep up with technology changes—Learn about new tech products, software programs, and devices as they come out and what they mean for your industry or team. For example: What does augmented reality mean for H.R. professionals? How could VR/AR help training programs? Learn from others—Listen to podcasts like The eLearning Coach and L&D+ for Learning and Development topics. Also, check out TED Talks , with more than 2 million talks on topics ranging from science & technology to design & architecture. These are great resources full of valuable information! Becoming a Learning & Development professional can be challenging, but it's also a great career opportunity. Take it one step at a time, and don't overwhelm yourself. As an aspiring L&D professional, you should know that learning doesn't happen overnight. 😉

In recent years, virtual onboarding programs have become an increasingly popular solution for organizations looking to efficiently integrate new employees into their workforce. The COVID-19 pandemic has further accelerated this trend, with many companies shifting to remote work arrangements and consequently, virtual onboarding programs. While there are some similarities between virtual and traditional onboarding, there are some unique challenges and opportunities that come with the virtual format. In this post, we'll explore five tips for creating an effective virtual employee onboarding program. Table of contents: 1. Set Clear Expectations 2. Leverage Technology to Create Engaging Content 3. Provide Opportunities for Feedback and Support 4. Incorporate Company Culture and Values 5. Continuously Evaluate and Improve 1. Set Clear Expectations The first step in creating an effective virtual onboarding program is to set clear expectations for the new employee. It's important to make sure the new hire knows what they will be doing, who they will be working with, and what their goals and objectives are. This should help them feel more comfortable and confident as they start their new role. One way to do this is to provide the new employee with a detailed onboarding plan that outlines their tasks and responsibilities for the first few weeks or months. This plan should include specific goals, deadlines, and any training and development opportunities they will have. It's also important to establish open and two-way communication channels from the beginning. This includes setting up regular check-ins with the new employee and providing them with contact information for their manager, HR representative, and any other relevant stakeholders. This will help them feel supported and connected to the organization, even when working remotely. 2. Leverage Technology to Create Engaging Content In a virtual onboarding program, it's inevitable to use technology to create engaging and interactive content. This can include video tutorials, virtual tours of the workplace, interactive quizzes, and other multimedia content. This will help the new employee feel more engaged and interested in the onboarding process. One effective way to create engaging content is to utilise a learning management system (LMS). An LMS can help you organize and deliver onboarding content in a structured and organized way. It can also track the progress of the new employee and provide them with feedback and support. Another way to use technology is to incorporate social learning into the onboarding program. This can include virtual discussions, peer-to-peer learning, and collaborative projects. This will help the new employee feel more connected to their colleagues and the organization as a whole. Try leveraging your internal social media channels (Yammer, Slack, etc.) and intranet. 3. Provide Opportunities for Feedback and Support When an onboarding program is virtual, it becomes that much more important to provide opportunities for personalized feedback and support. If possible, try to integrate mandatory regular check-ins for the whole duration of the program. This includes a weekly (or daily, if required) 1:1 with the line manager. Consider introducing a "buddy system" where the new joiner is paired with a more experienced member of the team, and they act as their buddy to help them integrate more quickly. Encourage the new employee to ask questions and provide feedback on the onboarding process. This can help identify areas for improvement and ensure that the new employee feels supported and engaged throughout the process. You can do this by including an online survey at the end of the onboarding program or meeting with the new joiner for an interview. 4. Incorporate Company Culture and Values Incorporating company culture and values is an important building block of any effective onboarding. It's when things go virtual that this becomes a real challenge. But just because it's hard, doesn't mean it's impossible. One effective way to incorporate company culture and values is to make it an integral part of the onboarding content. This can include videos or written materials that explain the organization's history, values, and mission, virtual events, or activities that help the new employee feel more connected to the organization's culture. It takes more than reading a brochure or watching a video to fully understand and embrace a company's culture though. This is where a line manager's role becomes extremely important in making sure they introduce real-life examples of what it means to embody each of the company's values. Work with your managers to make sure they set aside time and opportunities to talk to their teams about the company culture and values. 5. Continuously Evaluate and Improve Finally, it's important to continuously evaluate and improve the virtual onboarding program. This can include soliciting feedback from new employees (and their line managers), tracking their progress and success in their role, and identifying areas for improvement. One effective way to do this is to establish metrics for success , such as retention rates, employee engagement scores, or time to productivity. This can help you identify areas where the onboarding program is succeeding and where it may need improvement. Regularly reviewing and updating the program can help ensure that it remains effective and relevant, especially as the organization evolves over time. This can also help the organization stay competitive in terms of attracting and retaining top talent. Creating an effective virtual onboarding program is essential for organizations looking to efficiently integrate new employees into their workforce, especially in a remote work environment. By setting clear expectations, leveraging technology, providing opportunities for feedback and support, incorporating company culture and values, and continuously evaluating and improving the onboarding program, organizations can create a successful virtual onboarding program that helps new employees feel connected, supported, and engaged from the start.

Think back to high school or university. You'd attend a class where a teacher or professor presents a theory and then assigns you homework. Allegedly, this helps you build knowledge and skills. But research doesn't support better academic achievements due to home assignments. Many supported a change in the educational systems around the world. So in the late 1990s, things started to shift, and the world was introduced to Flipped Classrooms or the 'backward instructional design model.' What is a Flipped Classroom? Where traditionally, the theory is presented during a classroom session and students practice at home, in a flipped classroom, this is… flipped. In this backward model, learners study the theoretical aspect of the topic by themselves and then discuss and practice in the classroom with a teacher and their peers. The initial materials can be presented in any format – video, written articles or blogs, podcasts, and many others. It's important to note that if the learner doesn't understand something at this stage, they are welcome to address their questions to the trainer or tutor. Nowadays, you can use a range of communication channels to manage this part – email, phone, a learning management system, or any of the hundreds of messengers. This way, you ensure that once trainees enter the classroom, they have gained the knowledge on the topic, and you can focus on building particular skills using this knowledge. During the face-to-face part of the training, learners can participate in debates and discussions, solve complex problems, and perform real-world or simulated activities that increase their learning depth. Let's look at the concept from a practical point of view. If you have to train a group of new hires on a new payment system, you can send them the manual in advance and ask them to read through it. Or send them a video describing it. When they join you live, they get to try it out, join a simulation and ask questions. Pros and Cons of a Flipped Classroom Flipped classrooms have some expected advantages and disadvantages. The advantages include: Flexible access to initial materials because they can be opened and read when required The learning content can be curated from existing materials (videos, books, articles, etc.) Where learning content needs to be created, it can be relatively inexpensive (i.e., create a document, record a video, prepare a presentation, etc.) Learners can work at their own pace and recap as required. Learners have access to the learning materials indefinitely. Learners are free to come up with novel solutions or even resources. Learners have an active role in studying. Enables real-time discussions among learners and the trainer Classroom activities focus on real-world application, therefore helping learners retain the knowledge for a more extended period. Just like with any other learning method, flipped classrooms have some disadvantages. But there are ways to counter them too. Disadvantages How to counter Lack of engagement with the trainer or other learners before the face-to-face training Provide learners with the means to contact you or the trainer before the live session. This can be done via email, phone, messenger, or the LMS There is a risk that learners will not cover the material before joining the classroom session Explain the method and how it works before learners sign up. Make sure to include information on what actions they will be expected to take and how much time they will need to invest in the entire learning experience Involve learners' managers and/or explain their employees' time and effort investment and double-check if this is ok Highlight that people who have not completed the pre-classroom materials will not be admitted to the classroom session Include short, interactive activities (videos, games, assignments, etc.) Plan at least some time at the beginning of your classroom session for a quick recap to make sure that even people who haven't completed the pre-work are on the same page May require extra equipment or IT skills to access some of the learning materials Ensure that all learners can access the content by running a test or a pilot with a sample group. If some learners do not have access to the needed equipment, change the format (to print) or lend them a temporary device (i.e., a company laptop, a tablet, or a phone). How to design and deliver a Flipped Classroom The process you would use to design and deliver flipped classrooms would be similar to traditional face-to-face training. The difference is in finding a learning method that is not a lecture or a face-to-face presentation. Let's see how that could work in practice. 1. Preparation Just like with traditional classroom training, you need to start by considering who your learners are, their needs, and desired outcomes from the training. Unlike a conventional classroom, you also need to create or curate the pre-course materials, upload them to be accessed by your learners, or distribute them in print. 2. Introduction, explanation, and demonstration How you introduce, explain, and demonstrate the learning content will play a massive role in your learners' successful retention and application. And again, unlike traditional classroom training, these three steps are done without physical interaction between the learners and the trainer. This is where technology can come to play. A lot of trainers would opt-in for a quick video lecture that they record and send via email or a Learning Management System. You can also include quizzes and practical exercises learners can try before coming to the classroom session. 3. Imitation The main focus of the classroom portion of the learning experience is to imitate the trainer - that is, to try things on your own. If done right and in a safe environment, this can be a lot of fun. It's also an excellent opportunity for trainers to use gamification techniques , experiential learning principles, and active and social learning approaches. 4. Wrap up This stage of the training process can and should be done at the end of the live session. But it should extend beyond that as well. Learners should have a way to contact the trainer and their peers in case of any questions or need for further support. Again, this can easily be accomplished with access to an online community, email, phone, messenger, or the LMS. Flipped Classroom example I was working with a payroll provider company. They had an employee training program on how to file case documentation. It wasn't very popular with employees and proved to be somewhat ineffective. I did some analysis for them, and it revealed people mostly found the classroom training to be long and boring. We decided to try a different approach. We created 6 different videos explaining the 6 filing processes. Then, 2 weeks before the training, the group was split into 6 teams. Each team randomly received 1 of the 6 videos, accompanied by real examples and a quiz on the content. In those 2 weeks, they had to work through the cases and prepare to teach the other participants their assigned filing process. In the classroom session, the teams took turns presenting their documentation filing process, asking questions, and learning from others. When we evaluated their retention 6 months later, it was improved by 68%. Tips for L&D on Implementing a Flipped Classroom If you are want to introduce Flipped Classrooms in your organization, consider the following two questions: Is the organization ready for it? and, Do you have all the necessary resources to launch it? Tip 1. Run a pilot You can find the answer to the first question by doing a small-scale pilot flipped classroom and then collecting feedback. Usually, there are a lot of volunteers willing to participate. A pilot is a great and inexpensive way to test the waters because you don't commit to anything, and you can evaluate the readiness of the organization and the people involved. To run a test or a pilot, talk to the potential participants of the flipped classroom, their managers, and HR. They can tell you more about the organization's readiness to adopt new things and can also indicate how well this learning intervention would fit with the overall company culture and strategy. Tip 2. Use what's available You can go big or small when it comes to resources - it really depends on your budget and imagination. We've done flipped classrooms with just emails. We've also done super intricate online courses and video animations. The best resource is the one that's already available. Is dedicated software, like LMS, convenient? Yes, absolutely! But you don't need to rush out and buy the most expensive program. There are wonderful free alternatives: you can track participation on an Excel or Google sheet, you can record a video of you talking or demonstrating something on your phone, you can send articles or books via email, you can use any free quiz maker to test their understanding. Make a list of the different steps in the initiative, like pre-class, in-class, and post-class. And then just think about what the learners need to have access to in each step. For example, before the session, you may want to share a YouTube video and a link to a Harvard Business Review article. During the classroom, you may want to do a role play with everyone in the room. Finally, after the session, you may want to set up some projects they work on as part of their day-to-day. Then it's a matter of mapping what software or resources you already have for each step. In this example, you don't need anything but email, SurveyMonkey, and Word or Excel. What existing learning programs can benefit from flipping the traditional classroom training in your organization? Or perhaps you think it would be great to have it as a stand-alone development offer? Why not even replace your existing in-house training? Let us know by sharing your thoughts on social media, and remember to tag us!

In a study from 2020 , the CIPD discovered that 98% of L&D practitioners aspire to build a learning culture. Yet, only 36% claim to have achieved this. We all know why it is important, but the question we often can't answer is how to build a learning culture. But perhaps there is another question that we need to ask first. And that is, "what exactly is a learning culture?" Table of contents: What is culture? What is a learning culture? 6 Building blocks of a learning culture How to build a learning culture? Live stream - "Building a Learning Culture" Watch the recording from our live stream on how to build a learning culture on YouTube: What is culture? To explain what a learning culture is, we need to understand what a culture is. And let's just start with the obvious – it isn't easy to define because it is not something you can touch or quantify. You can think of culture as the opposite of nature– anything that is man-made and intangible (Fee, 2011). Usually, a specific culture would be described in terms of the attitudes, values, and traditional practices that a group of people would share. We have all heard of Japanese business etiquette and how different it is from the European or North American ones. What is a learning culture? If culture is intangible, how can we define learning culture? Broadly, we can say that it is a climate within the organization where people enjoy learning. But that is a rather simplistic view. A learning culture is also about embedding learning into the day-to-day practices of an organization, promoting and rewarding learning at different levels (CIPD, 2020). This is how we get the term learning organization . In other words, an organization that promotes and celebrates learning and where people have many opportunities to develop (Fee, 2011). In reality, this means: giving people opportunities to learn, letting them challenge each other encouraging questioning the status quo and business practices, supporting self-reflection on their knowledge, skills, behaviors, and actions, changing themselves for the purpose of changing the organization. In the day-to-day, this can mean having a dedicated time for learning where employees can: attend trainings, conferences or workshops, watch online courses or mobile learning, participate or observe a project, rotate jobs or observe others, Listen to a podcast Get coached or mentored Read a book and many others But that in itself isn't enough. Once an employee has gained any new knowledge, a learning organization would encourage that person to apply it to their work, experiment, optimize processes and share their learnings with others. 6 Building blocks of a learning culture So how can we define what it is more precisely? The best way is to look at the building blocks of a learning organization. We've developed our own list of the six most important characteristics inspired by numerous authors (see sources below) and our own experience. A learning organization: 1. Supports personal mastery One of the key human drivers is to become really good at what you like to do. And yes, it is usually applied to our hobbies. But the same principles apply when we are at work. We want to be seen as experts and to feel proud of our accomplishments. This can be motivating to a lot of people and inspire them to create change. Example : you want to become the head of the L&D department in a few years. A learning organization would encourage this by supporting you professionally, emotionally, and even financially. 2. Creates on-the-job learning opportunities for all employees This is a pretty straightforward one. In a learning organization, all employees have access to learning and, what's more, are encouraged to apply it back to their job. Example : A QA wants to develop an automated test to check for bugs in the software before releasing it to the users. A Learning organization would also sponsor this person to attend a course or a qualification program. But that's not the end of the story. This person would also be encouraged to apply everything they learn back on the job, find an optimal solution that works for the specific software and language, and train other people on the team. This way, the organization not only supports the personal development of this QA but also ensures it is applying the best practices from the industry. 3. Empower people to make decisions by challenging the status quo. There is a famous quote by Steve Jobs "It doesn't make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do". If you help your people become smart but then rob them of the opportunity to challenge you, your organization is doomed. You will be taking away its power to change, adapt, be innovative, outrun, and outperform the competition. Empowerment has another dimension too. It is about supporting the culture of asking 'why'. When people learn , they feel motivated to do more and try new things. But this can only be helpful if that person understands their growth's impact on the work and the organization as a whole. Example : An employee is part of a succession plan to step into the role of a manager. A Learning organization will allow that person to try new management approaches, implement innovative solutions, and challenge the status quo so the team can grow and become more productive and engaged (…and profitable by proxy). 4. Encourage collaboration, feedback, and knowledge sharing. We learn a great deal from each other. And feedback plays a key role in this because it is a wonderful opportunity to improve ourselves. If we do something well, it would be great to know about it so we can repeat it in the future. If we suck at something, the sooner we know, the sooner we can change it. Example : A customer support agent is not reaching their Net Promoter Score (NPS) targets. They are encouraged to talk to their colleagues and try new things. But their performance will not improve quickly unless they have immediate access to their NPS scores to monitor their progress. They need to see the link between their approach and how customers rate their experience as soon as the interaction is over. Moreover, this agent would need continuous feedback from their peers and manager to know what specifically they need to start, stop and continue doing. 5. Inspire active experimentation and learning from mistakes quickly. When working on something new, you can either: Work on it for weeks to polish every last detail and then present it to the client or user OR Get a rough draft to the client or user, ask for feedback, polish the draft and ask for feedback again; repeat until the final product is just what the client needs. If you're a perfectionist, the second option probably sounds like torture. But the truth is that the quicker you can make some mistakes, the quicker you can learn from them and move on to other things. Making room for mistakes lets us collect intelligent information so we can improve while still making progress on our work. It's important to remember that we all make mistakes. And that is ok! As long as we learn from them and we never repeat the same mistake twice. A learning organization not only allows but encourages mistakes, as opposed to perfecting month-long projects only for them to fail upon their first encounter with the client. Example: A popular anecdote tells the story of a newly hired executive who made a huge mistake and lost millions for the company. The CEO was asked why he didn't fire that person. The response was, "Why would I fire him? He just learned a million-dollar lesson. You can't train for that!" 6. All organizational systems and practices should facilitate learning. A culture of learning cannot thrive without the right environment. If there are no policies and procedures in place that support learning initiatives, there won't be a tangible shift in the mindset. Example: In a company with no clearly defined and transparent career paths (i.e., if you want and can do ABC, you can pursue XYZ careers or titles), people may wonder what's the point of having access to different learning opportunities. After all, learning should have an end goal. Without it, it's just learning for the love of learning but with no applicability on the job. How does your organization stack up against these six building blocks? Let us know in the comments below. So is it worth building a learning culture? Yes! Can it be challenging? Of course! How can we do it? It's easier than you might think! How to build a learning culture? Let's assume that the desired outcome is to build a learning culture that encompasses all six building blocks above. This leaves us with the key three steps to getting there. Step 1. Evaluate the current learning environment. Before you can plan the route, you need to understand your starting point. You can do this by researching existing data, like engagement or cultural surveys. Or you can simply ask – in interviews, focus groups, and questionnaires. This should give you enough data to compare your current environment to the six building blocks. Consider the existing culture within the organization because you will never be working with a blank canvas. So knowing where the ridges are, where the paint is thicker or thinner, will allow you to maneuver and build a more sustainable shift towards learning. Step 2. Design and implement appropriate interventions. All interventions you decide to use need to support learning at all organizational levels. Again, look at the six building blocks – how can you provide learning opportunities, encourage feedback, experimentation, knowledge sharing, and collaboration? What systems need to be put in place to allow for the shift? What communication channels should you utilize? There are many things to consider in the design. One of the biggest challenges is quantifying what a learning culture should be. How many learning opportunities should there be? How often should managers provide feedback to their employees? What kind of experiments and mistakes are people allowed to make? Step 3. Monitor the perceptions and attitudes. Culture is dynamic, it's alive. You must ensure that you are continuously monitoring the perceptions and attitudes of all people throughout the organization. Whenever there is a shift, you need to clearly understand what caused it and how you can sustain it or course-correct it. Conclusion Building a learning culture is complicated, and there aren't clear-cut answers or solutions. But with the right approach and process, you can move mountains. If you want to learn more on this subject, in our flagship course, "Introduction to Learning and Development", you'll find more information and several practical exercises to try building a learning culture yourself. How do you build a learning culture? Let us know in the comments below. And if you have any questions, don't hesitate to contact us via email or on our social media channels. Sources : Creating learning cultures: assessing the evidence. (2020). https://www.cipd.org/uk/knowledge/evidence-reviews/learning-cultures-evidence/ Garvin, D. (1993). Building a Learning Organization. https://hbr.org/1993/07/building-a-learning-organization Hill, J. (2021). The Benefits Of A Learning Organization Culture - Bloomfire. https://bloomfire.com/blog/benefits-learning-organization-culture/ Learning and development strategy: an introduction, CIPD - https://www.cipd.co.uk/knowledge/strategy/development/factsheet Build a winning L&D strategy, Training Journal - https://www.trainingjournal.com/articles/feature/build-winning-ld-strategy Fee, K. (2011). 101 Learning and Development Tools . 1st ed. London: Kogan Page. Gold, J., Holden, R., Stwerard, J., Iles, P. and Beardwell, J. (2013). Human Resource Development. 2nd ed. London: Palgrave Macmillan. Elkeles, T., Phillips, J. and Phillips, P. (2017). The Chief Talent Officer . 1st ed. Abingdon, Oxon: Routledge.

You’ve been asked to prepare a webinar on a hot topic in your organization. Or you need to translate a 4-hour face-to-face training into a 1-hour webinar. You prepare your slides. Your script and your computer are ready. Everyone seems to be excited. You do your thing. And then the feedback comes in… “Booooring!”, “That’s 1 hour of my life I’m not getting back”, and “I can watch the recording again to put me to sleep at night”. What went wrong?! You didn’t follow our tips for creating an engaging webinar. So let’s remedy that! Table of contents: 1. Purposeful and Clear Objectives 2. Engaging Pre-Webinar Activities 3. Gamification 4. Use Emotion and Storytelling 5. Real-Time Demonstration 6. Multimedia Integration 7. Active Social Media Involvement 8. Clear and Visually Compelling Slides 9. Participant Collaboration 10. Audience Spotlights 11. Virtual Backgrounds and Props 12. Use of Augmented Reality (AR) or Virtual Reality (VR) 13. Use of Chatbots 14. Inclusion of Relevant Case Studies 15. Expert Panel Discussion Summary 1. Purposeful and Clear Objectives This may not be fun or exciting, but it is the single most important thing you need to create an engaging webinar. The main question you must answer is “Why is this webinar needed?”. Or you can rephrase it to “What will the participants walk away with?” Once you know what the purpose of your webinar is, break it down into specific skills and/or knowledge, define the objectives, and give your webinar a direction that will help you create meaningful content. Not to mention that purposeful and clear objectives will help your audience understand what they can expect to gain from participating before they set foot inside your webinar (so to speak 😊). 2. Engaging Pre-Webinar Activities Engagement with your webinar shouldn’t start at the beginning of the session. Use the time before participants even log in to engage them with an activity. Or invite them to prepare material for the session. Both could further stimulate their interest in the topic and your session. Some examples of pre-webinar activities include creating a short video, reading an article, or filling out a survey. 3. Gamification Any game-design elements you add to your webinar will surely be crowd-pleasers. After all, who doesn't like playing games? Consider adding things like mini competitions, awarding points, leaderboards, rewards for participation, and so on. Just to be clear – gamification is much more than just counting points. So instead, focus on the game-like elements we mention here, rather than who wins. It will boost engagement and make learning more fun and interactive. 4. Use Emotion and Storytelling There is a famous quote by Maya Angelou that says, “People don’t always remember what you say or even what you do, but they always remember how you make them feel.” This is true for webinars as well. Tell compelling stories, use humor, or create a personal connection with your audience through emotional language and storytelling. 5. Real-Time Demonstration Not every topic will allow for a demonstration. But if appropriate, show people how a new software performs or the workflow of a process or a soft skills model. This will give the audience a practical understanding of the subject and demonstrate the desired end goal more visually and kinaesthetically. 6. Multimedia Integration Listening to someone talk for an extended period of time can be tiresome. So switch it up with videos, infographics, audio clips, and animations. These can bring your content to life and help break up the presentation to maintain the audience’s interest. 7. Active Social Media Involvement Social media is ever-present in our lives. And if you can’t beat it, join it. Use social media for pre-event promotion, live tweeting during the event, or a post-webinar discussion place. This can create a buzz around the session and prolong the engagement way after it is over. 8. Clear and Visually Compelling Slides We can talk about visually compelling slides for many hours… days even! But for the purposes of engagement, let’s just say you need to “create slides that people will understand in 3 seconds. People can either listen to you or read your slides – they won’t do both simultaneously (not without missing key parts of your message, anyway). So make sure they can quickly comprehend your visuals and then turn their attention back to what you’re saying.” (Duarte, 2012) Try to use as little text as possible. Instead, focus on bullet points, diagrams, images, or infographics to convey your message more effectively. 9. Participant Collaboration Who said the facilitator is the only one to talk during a webinar? Get your attendees into breakout rooms and have them discuss a topic, solve a problem or even work on a project. Social and collaborative learning has tons of benefits, like enhancing learning retention, creating a sense of belonging, and, most importantly for us - making the webinar more interactive. Keep in mind that not everyone will feel comfortable talking to people they haven’t met in person before. So if you’re going to use breakout rooms, allow some people to opt out of the experience. But also make sure to tell them they will be missing out and, if they prefer, they can participate as silent observers instead. 10. Audience Spotlights Breakouts may not always be possible. So consider giving your audience a spotlight instead. You can take a moment to acknowledge someone’s comment, idea, or question. Or showcase someone’s work, have them share their experiences, and contribute to the content with their own perspective or experience. This encourages more participation because it shows the audience their engagement is valued and recognized. 11. Virtual Backgrounds and Props Go nuts with your virtual background and props. Have them search for clues in your background related to the topic, or have them change their background based on a theme (for example, to a color that reflects their mood right now). Some webinar software even allows you to use filters, so why not utilize those as well? 12. Use of Augmented Reality (AR) or Virtual Reality (VR) AR and VR are becoming more and more prevalent in our day-to-day. So it’s only natural that you try to incorporate these into your webinar, making it an immersive and unforgettable experience for your participants. You can demonstrate a new product in 3D, lead everyone on a virtual site tour, create an immersive learning simulation, create an interactive presentation (as opposed to static slides), visualize data more creatively, and so much more! 13. Use of Chatbots And while we’re talking about new technologies, why not use AI chatbots during your webinar? A well-designed chatbot can respond to frequently asked questions, provide technical support and even deliver the content (i.e., provide additional resources in response to a certain trigger). 14. Inclusion of Relevant Case Studies Of course, no amount of new technology can replace the good old case study. Real-world examples will not only make your webinar more engaging, they will also provide context and make it easier for attendees to see how the information can be applied to their own situations. 15. Expert Panel Discussion Finally, you can add yet another level of interactivity by inviting experts to share their unique perspectives for a more dynamic and engaging discussion. This brings a variety of industry experts to a single platform. Summary If you follow at least some of these tips, you can wave goodbye to "boring" and say hello to riveting webinars! Make sure to define clear objectives upfront and then wrap your participants in an engaging blanket of pre-webinar activities, multimedia content, gamification, and compelling storytelling. Integrate modern wonders like AR/VR and AI chatbots for an immersive experience and don't forget the power of social media to create a buzz. Use visually clear slides, stimulate participant collaboration, and shine the spotlight on your audience. Roll out relevant case studies and invite expert panelists for a dynamic discussion. Your webinar is not a one-man (or one-woman) show but a vibrant, interactive stage where knowledge and experience are shared. So take the leap and let your webinars be the talk of the town! What did we miss on our list? Let us know in the comments below. Source: Duarte, N. (2012) HBR Guide to Persuasive Presentations (HBR Guide series) . Boston, MA: Harvard Business Review Press.

Designing effective learning is an essential part of Learning & Development responsibilities, but it isn't always easy. To do it well, you need to design programs that are relevant to the work people do, engaging, and timely. You also need to make sure your learners have enough time and support at work so they can apply what they've learned. Knowing what some of the most common reasons for learning programs to fail are will help you plan carefully to avoid them. Let's take a look. Table of Contents 1: The training isn't relevant 2: No support for learners before and after 3: The training is not learner-centric 4: The training is one-size-fits-all 5: Employees don't believe learning programs are effective 6: Learning is not practical 7: No post-program evaluation 8: Not enough time to learn 9: Not enough time to apply the learning 1. The training isn't relevant When training is not relevant to the work people do and the company's goals, it can be a waste of time for both employees and employers. For example, if you're teaching employees how to use a new piece of office equipment and they are working in an area that doesn't even have access to that piece of equipment, then the training will be irrelevant for them. As such, there aren;t any takeaways for them and this can lead to frustration from both parties: the employee feels like he or she isn't being taken seriously by management and no thought has been given to what their real learning needs are; while management thinks that their employees are irresponsible or have no interest in learning new things and growing in their role. 2. No support for learners before and after You've done the work to create an amazing learning program and you want it to be a success. But there's one thing you haven't considered: how do you support your learners before and after the program? Learning is a process, not an event. And just like any other process in life, it needs support at each step along the way. Think about pre-program preparation as "getting ready" for what's coming next by reviewing course materials or preparing for an online discussion with fellow learners. For example, if a learner is enrolling in a coding bootcamp, maybe their pre-program preparation will involve brushing up on their JavaScript fundamentals. Post-program support can help learners apply and solidify their knowledge. For example, if an employee took an accounting course over the summer break and plans to do this full-time this fall, scheduling some practice sessions with peers who have taken the same course will help them brush up on their knowledge. This will allow them both time to get acclimated while also providing practice opportunities that challenge both themselves and their colleagues. 3. Training is not learner-centric It is quite common for a company to roll out a learning program that caters to a specific business need, without fully considering the employees' needs as well. Designing around a learner's needs is directly linked to how effective the program would be, because if a learner is not fully invested, then it doesn't matter how much money and time you have put into it — it will flop. Contrary to what some CEOs out there might think, employees are not robots and cannot be simply programmed with the new skill or knowledge. It takes time to learn new things and to do that, the training has to fit with their learning needs and learning abilities. Here is where applying knowledge of user experience or human-centered design comes in handy. Looking into learning experience design (LXD) and adopting some of its principles will help you create more effective programs that don't simply tick off boxes, but instead have a lasting impact. 4. The training is one-size-fit-all When it comes to creating a learning program, your audience is obviously important. You need to be sure you're providing the right content in the right way to the right people . But many companies are so focused on getting as many people through their programs as possible that they don't give much thought to tailoring their content for different audiences. What this often results in is an experience that feels generic — one where learners aren't getting what they need from their learning environment because it's not tailored to meet their specific learning styles and learning abilities. It's especially important not to assume that everyone learns best by reading from a screen or being told what they need to know through recorded lectures — even though these methods may work well for some. It's best to take some time before developing any new courseware or content and do some research into how your particular audience likes to learn. If you can't do that, the next best thing is to figure out how other companies have approached tailoring their training materials (and whether or not those approaches were successful). Having knowledge of Learning Styles theory will also help you integrate elements into your programs that cater to each individual's preferred style. 5. Employees don't believe learning programs are effective Time is precious and adult learners often want to know what they'll get in return for investing time in learning. As L&D professionals we take pride in the work we do and know it will be worth their while, but we have to realise that most of the time it's not a case of "build it and they will come". This means we need to create a marketing and communications plan, as we do in the design and development of the program. When someone asks you "what will I get out of this program", it helps to have a list of convincing benefits. And you need to think beyond just the learning objectives. Most people run away from marketing or don't believe it's needed when we talk about corporate learning, but marketing is simply about telling people what a great product (in this case - learning program) you are offering, how it will benefit them and when and how they can take advantage of it. Creating a learning culture in the organisation would also help, as employees would be self-driven learners and would seek learning rather than wait to be offered. Our article on " How to Build a Learning Culture " will give you some ideas. 6. Learning is not practical When a learner doesn’t know how to apply new knowledge, they can get stuck in the thinking phase and they might stop learning altogether. How can we overcome this problem? We need to make sure learning is practical. This means introducing opportunities for people to practice real-life scenarios during and after the learning intervention. This could be in the form of a business simulation, tailored specifically to the company, or it could be an in-house project that the learners get assigned to right after the program that helps them apply their newly acquired knowledge and skills. 7. No post-program evaluation Most companies usually have some form of feedback they collect after a program, but the more important part is what you actually do with the feedback afterwards. You need to make sure feedback is collected and then acted upon, to improve the program so that it is time well-spent for the employees. If you've already established a Level 1 evaluation process (according to Kirkpatrick's evaluation model ), then you can consider proceeding to the next levels to assess effectiveness and return of investment. If your company is entirely new to evaluation, then you might want to start with first designing post-training surveys, which are sent out immediately after a program has ended. There are two main types of feedback you can ask for: quantitative and qualitative. Quantitative feedback is data-based, such as numbers or scores on a test or survey response. Qualitative feedback includes comments about people's experiences (e.g., "I really liked the action learning format.") Both types of information are important when it comes to improving your program. To learn more about evaluation, check out these articles: How to Evaluate Learning Impact A quick guide to measuring the ROI of Learning 8. Not enough time to learn This is a big one and one of the most common barriers to learning at work. Often employers want their employees to be trained and ready to go in no time. Because they don't necessarily understand how knowledge is acquired, retained and applied, they simply think sending someone to a 2-day training is enough to have that person be ready to perform the tasks they have been just taught. It's our job as Learning & Development experts to explain to stakeholders how learning works and that it takes both time and practice on the job. We need to help them understand that learning should be an integral part of everyday work and not seen as a one-off event. When designing a learning program, make sure to factor in not just the duration of the actual learning program, but also the pre- and post-course learning, as well as any on-the-job learning required. Package it well and explain to senior management/stakeholders that for a learning program to be effective, they need to allow employees enough time to learn and apply the knowledge afterwards. 9. Not enough time to apply the learning Linked to the previous reason why most learning programs fail, is that employees don't have enough time available at work to apply what they're learning. When employees are busy with their regular duties, it's difficult for them to find time outside of work in order to apply the skills they're learning in a meaningful way. If you want your company's training to be successful, you need to make sure that employees can spend some dedicated time during their days focusing on what they've learned from training programs. Ideally, if the training was relevant to their role, this shouldn't be hard, because they would be applying the skill right away. Unfortunately, this is not always the case. Sometimes employees join a learning program months in advance and by the time they need to apply the new skill, they have already lost a lot of the knowledge. A second reason why many organizations have trouble achieving results from their training is because there aren't enough opportunities for employees to reflect on what they've learned and share those insights with others. Employees often get overwhelmed by all the information presented during training sessions, which makes it difficult for them later on when trying remember what was covered or understand how it applies in real-world scenarios outside of class time (if at all). The best way around this problem? Encourage reflection and sharing through forums where people can ask questions or offer insights without fear of judgment; create a dedicated space where attendees can post ideas related directly back to the course content or consider organising regular study support groups where people can meet and exchange thoughts and ideas. Conclusion So, how can we make programs more effective and minimise the chance of them failing? First of all, remember that people are busy and don’t want to spend their time on something that won’t be useful. This means that you need to figure out what employees will get out of the program and how it will make them better at their jobs. Design programs for the learners, not for the company. Next, you should create a plan for connecting what people learn with what they do every day so that they can see the connection between theory and practice—and apply their new knowledge immediately. Finally, consider finding ways for learners to share with each other as well as mentors or instructors who can offer support throughout the process! If you're looking for more L&D resources - we have a free Resource Library . And if you're new to Learning and Development and you'd like to deepen your overall knowledge - make sure you check out our course Learning and Development Fundamentals: Practitioner's Guide

As Learning & Development professionals, we all dream of more engaged learners, who are excited to take up any course or piece of learning we offer and get completely immersed in it. Let’s be real though: it’s very rare that a learner typically even finishes a course, let alone soak up every last drop of knowledge and is fully engaged throughout the whole thing. One can dream though, right? While it’s true that engagement levels can never be as high as we L&D folks would like to, there are tips you can apply, which will help you raise them a bit. (And keep them high!) What is learner engagement? Learner engagement implies that the learner is actively participating in the learning process instead of just skimming through for the sake of program completion and getting it over with. To ensure learning takes place, we need engagement. An engaged learner: Makes effort in problem-solving Assures active participation Is enthusiastic and positive Enjoys learning and reflecting on the skills learned Benefits of learner engagement Hugely engaged learners complete learning programs successfully and are also better at retaining that knowledge and as a result, are also better performers. Higher learner engagement has also a positive impact on the workplace. The changes can be seen in terms of the following: Creativity: As the employees learn new skills effectively, they try to apply them in different aspects of their work. For instance, they may take initiatives in suggesting improvements for various existing processes and strategies of the company and may even try to provide ideas for new projects. Learning culture: When learners are excited about what they are learning, they become ‘torch bearers’ of the learning program. They motivate their peers to learn too. Seeing them performing more efficiently and their enhanced productivity, others are also inspired to get involved in the learning. Improved communication and cooperation : When you learn something enthusiastically, you tend to discuss it with peers. The discussion could happen verbally, over forums or action learning activities which lead to collaboration among people. How to increase learner engagement So what can you do to effectively increase learner engagement and keep it high to reap the positive benefits for the organization? Tip 1 : Set specific goals The goals of the program should be relatable to learners’ short- and long-term career goals. If there is some relation between program goals and learners’ personal goals, they will be emotionally invested in the learning as it helps them in personal growth too. You should introduce the program goals in the beginning so that learners can relate to them and know in advance what is expected from them. Tip 2: Apply good pedagogy We should try to adapt the program style depending on learner needs and goals. For example, if interpersonal skills are to be learned, then a webinar would be a preferable program style. And let’s say if HTML is to be learned, then a website or LMS with tutorials and video content would be more appropriate. Tip 3: Keep it creative and interesting For example, if slides are involved and the program is about sales then keep the slides graphical and relevant. That would help you represent multidimensional data (various time zones, multiple variables, etc.) in a single graph without writing multiple lines to do the same. As graphs are self-explanatory with minimal text, you can move through swiftly and promote engagement as understanding comparisons in graphical form is easier than reading a lot of text. Tip 4: Keep content accessible The learning content should be easily available to the learner. The learning should be made flexible in terms of anytime, anyplace, anywhere learning. If activities like projects, case studies, etc. are involved, then learners should have control over when, where, and how they are going to implement the skills. They should also have the opportunity to explore learning content on their own. For instance, if the program is about improving communication skills, learners may be told about “Toastmasters” clubs that they can then explore on their own and improve their presentation skills. Tip 5: Provide constructive feedback We should aim to provide developmental feedback in a constructive and delicate way. It ensures they are more receptive to the inputs given. And they can apply them immediately to improve their performance. Tip 6: Use experiential learning We should try to introduce experiential learning wherever possible because that highlights default behaviors and improves self-awareness. For example, W3schools uses “Tryit Editor” for HTML tutorials. The way it works is they give you the tags and an explanation of what they do. And in the editor, you can simultaneously try it out and see how the code works in real-time. This makes learning more interesting and easier to follow. Tip 7: Make it social Focus on providing multiple diverse platforms and mechanisms for learners to have a voice. The ability to have discussions, ask questions, provide suggestions, raise concerns, and get involved in decision-making can improve learner engagement. It also creates and boosts a learner-driven support system, which nurtures learning and spreads positivity in the workplace. Tip 8: Make it fun Meg Whitman rightly said, “If you have fun at your job, you are going to be more effective”. So, try to make it more fun. While doing so, we still need to keep in mind that fun is not the main purpose here, it’s making learning more engaging and effective as a result. Unnecessary or irrelevant fun activities will distract from the learning process. For example, if a program is about project planning, then to demonstrate common mistakes while planning, we could use real-world case studies that show how poor planning led to project failures. Instead, if we use an interesting case study about how lousy project testing led to delays in project completion, it would sure be fun but irrelevant and distracting. What tried-and-tested tips do you have for boosting learner engagement? Let us know in the comments!

Unless you have been happily living under a rock for the last 2 years, you are very aware that Zoom is a tool of preference among learning facilitators worldwide. Due to its user-friendliness and great features, we have been using this fantastic tool for most of our meetings and learning sessions (webinars, trainings, and team-building events). However, there might be some Zoom features you may not be aware of or are underusing. In this article, we bring you a list of 7 Zoom features that will save your online learning event. Let's begin! Table of Content: Tip 1. Explore the features! Tip 2. Set up your 'classroom' Tip 3. Stamp away! Annotation tool Tip 4. Live Opinions with Polling Tip 5. Get a room! I mean... Breakout Room :) Tip 6. Can I get your reaction? Tip 7. There's an App for that! Bonus Tip! Tip 1. Explore the features! Many Zoom features need to be activated while setting up your Zoom account. Start by logging into your Zoom web account and click on Settings on the menu on the left. Go over the options on the screen (Meeting, Recording, Audio Conferencing, and any others your account is enabled for). Take your time to carefully read each option. You would be surprised by the number of features you can enable/disable for your account. Tip 2. Set up your 'classroom'. Before your session starts, ensure your meeting layout is correctly set up. That may include having your chat window opened in your secondary monitor to communicate and gather input from your audience. If you've turned on "private chat" in the Meeting Settings, participants will be able to send private messages to each other. I also recommend that you keep the Participants panel displayed. This way, you can keep an eye on your attendees. You will know their audio status (muted or unmuted), video status (webcam on or off), and their current feedback status (raised hand, yes, no, emojis, and so on). Tip 3. Stamp away! Annotation tool After I started using the Annotation tool in my sessions, I can hardly imagine not having that great feature available for my learners. Annotations add the wonderful feel of collaboration and interaction we may have lost with virtual learning experiences. Your learners can draw on your shared screen, stamp, or add text to make your training more creative and fun. Bonus reminder: Before asking participants to annotate, make sure you add a quick instruction on how to find this feature. It is common for people to feel lost and not know where to find or use it (including how to close the toolbar once the activity is done). Oh! And remember, you can hide annotators' names from the 'More' option in your meeting controls. Tip 4. Live opinions with Polling Polling is a wonderful way to interact and gather valuable information for your training session. People get excited to provide their opinion and see the group's results. Zoom's polls are a bit more complicated to set up, though. BEFORE the session, you need to turn on polling in your Meeting Settings. This is where you can add poll questions and possible answers. DURING your session, select Polling from the Control Bar to open the Polls window. Select the poll question you want, then click Launch Polling. You'll see real-time results on screen as participants respond. Once finished, click on End Polling and then Share Results. Tip 5. Get a Room! I mean... Breakout Room :) Zoom breakout rooms can help participants feel a sense of community and social presence. Here are a few tips on using this amazing feature: Wherever possible, have an additional colleague help you set up the rooms in advance, so you don't spend too much time on this during the session. Make sure everyone knows what they will be doing in the breakout room before sending them 'away'. Ask a few times if there are any questions (one way to go about it is to ask everyone to give you a thumbs up from the reactions button if they are clear on their task). Encourage learners to use audio and video where possible. Keeping breakout rooms between 2 to 6 people will help everyone feel engaged and get everyone to contribute to the discussion. Make sure there is plenty of time for breakout activities. A rule of thumb is to allow at least 2-3 minutes for people to get their bearings and then at least 4-5 minutes per person to answer a single question. If you have more than 1 question, then multiply the time. Use the "Broadcast a message to all" option to inform the groups how much time they have left for the activity and remind them of any instructions. I can't tell you the number of times people go into breakout rooms, and the 'what did we need to do here?' question comes up once the group is away from the main meeting room. In recent updates, Zoom allows the facilitator to continue sharing their screen in the breakout rooms. If that feature isn't enabled for you or is not something you want, send the instructions via the chat window, as that will remain active during the breakout activity. Tip 6. Can I get your reaction? One underutilized tool is the Reactions button. With just a couple of clicks, people can tell you how they feel, whether you should go faster or slower, answer Yes/No questions, and indicate they have queries. Let your learners know from the start that you expect them to use the reaction buttons and encourage them throughout - ask them if they are ready, how they feel after the break, if they agree with you, and so on. Tip 7. There's an App for that! In another recent update, Zoom allowed the installation of additional apps. These are third-party software that you can add to your Zoom account. But the best part - learners don't have to install anything on their own computers. The apps work within the Zoom meeting. While it's still a new feature, some noteworthy mentions are the Timer, Miro and Asana integration, virtual backgrounds for all participants and many others. For the latest updates, keep an eye on Zoom's website . Bonus tip: be planned, not canned! Yes, you want to know your material thoroughly and test all features you will use in advance. Someone once told me: "The more preparation, the less perspiration during the event." However, remember that doesn't mean memorizing and reciting your lines. Think of those training sessions you attended that struck a chord the most. Very likely, the most effective presenters were not robotic mannequins blurting out a script. Quite the opposite - they were having a conversation with you. Do the same! Be yourself and enjoy! What other Zoom features have you been using recently? Let us know in the comments below or share your ideas on social media (remember to tag us).

Pin This for Later! “New year, new me” is a phrase we hear way too often at the start of a new year. It’s a fresh new leaf, turning a new page, the air is filled with optimism and opportunity. And then by January 31st, we’re just over it. Why is it that some people manage to stick to their resolutions and achieve their goals, whereas others give up shortly after they start? The simple answer is this: For a goal to turn into reality, you have to work towards it every day, and to do that - you have to turn that daily action into a habit. It has to be so much ingrained into your daily routine that you don’t even think about it, you just do it. This article will provide you with the best tips for developing productive habits that bring you closer to your goals. It will include ways to motivate yourself to follow through with your actions. The end result will be a great way to get into the habit of achieving new goals and living a more successful lifestyle. Tip 1: Know your ‘why’ It is a proven fact that most people who are motivated to do something tend to follow through with their actions. You may even think that this is just common sense, but the truth is that there are many people out there who lack the motivation to accomplish anything at all. People that fail to see results because they lack motivation to actually take action are not alone. They are in fact the majority, according to research conducted by University of Pennsylvania psychologists. The research found that people who lack the motivation to follow through with their goals and aspirations are actually more likely to give up before they have succeeded at all. The reason is that they are unwilling to put in the extra time and effort that is required to achieve results. So success is often not so much about talent, and skill it’s about consistency and following through. Or in other words: “ Hustle beats talent when talent doesn't hustle .” What is the solution? Know why you’re setting this particular goal for yourself in the first place. What will its achievement give you? Is it money, a sense of accomplishment, more freedom…? Whatever it is, write it down and put it somewhere where you can look at it every single day, so you never lose focus and forget your motivation. Tip 2: Start small You’ve probably heard it before that "Habit is second nature." What this means is that once you establish a good habit, it will become almost impossible for you to stop doing it or even slow down your performance of it. This is true whether you are an expert musician, a world-class athlete, or someone who wants to lose weight or start their own business. In the case of developing good habits, one proven way to do this is by establishing small goals and then working your way up to the larger goal. For example, if your goal is to lose 30 pounds, one way to go about this would be to decide to lose 1 pound per week. After three months of following this plan, you would have lost 12 pounds. From there, you could decide to change your goal to lose 2 pounds per week. And after another three months, you would have lost 24 pounds. And so on. The point is that by setting small, easily attainable goals, you will find it much easier to achieve the results that you want. And more importantly - to sustain them. On the other hand, if you set extremely difficult goals, you will find it nearly impossible to achieve them. The reason is that it is much more difficult to overcome a negative habit than it is to establish a positive one. This is why it is important to know how to break bad habits as well as how to develop good ones. Tip 3. Develop discipline The first step to success is often the hardest step of all. In this case, the hardest step is actually developing the habit of getting things done. It is no wonder that people who are unmotivated are also the people who are least likely to succeed. It takes a lot of energy and motivation to be successful. And, most people don't have that extra "oomph" that is required to make a move and actually achieve something. However, once people develop the habit of getting things done, they will find that it becomes easier and easier to stay motivated. This is because they will have developed a "mental muscle" that will keep them going even when the "physical muscle" that is required to get things done is lacking. They say motivation usually gets you started, but it’s a discipline that takes you to the finish line. How that discipline would look like is entirely up to you. Perhaps you are someone who needs an accountability partner - in which case find a buddy, who will check in on you and your goals daily. Or join a group or community. If you’re someone who’s more introverted, there are websites like Focusmate where you virtually work alongside someone. Another option would be an app like Done that helps you track your daily habit completion and reminds you if you’re not on track. www.thedoneapp.com Last, but not least: Don’t sweat it. If you fall off the wagon, you can always get back on. Give yourself grace and don’t wait for Monday or for January to start again. Every day is a new opportunity to start fresh. Good luck!

Have you ever wondered what a typical day in the life of an L&D professional looks like? Well, then you’re in luck because today I’m spilling all the beans and giving you a glance at what my day looks like. Of course, depending on your line of work and other factors (seniority, focal areas, industry, etc.) this may vary; but there are tasks and responsibilities that could be applied to most L&D professionals, in one way or another. So here we go! But wait! … first things first! A nice cup of coffee and now we are ready to get started! On a typical Monday, I start my day by reviewing my calendar and my project portfolio (a simple document where I keep track of my progress on projects I am involved in). I need to be clear with the priorities for the day and the week and the status of my tasks in each project. Then I check my email inbox and read a request from a manager that is asking for a Time Management training session for her team. She wants this to be a virtual session, delivered in 3 weeks. That brings me to responsibility no. 1 in the L&D life: Learning Needs Analysis (LNA) This is the process of identifying the knowledge, skills, and attitudes that are required to meet the needs of this manager’s learning request. Put simply, I will meet with the manager to discuss what the current situation is, the issue we are trying to fix, review any current data, define goals, and set indicators to measure the results of the training. If you’re interested in taking a deeper dive into this, then make sure you check out our LNA guide ! Sounds like a lot and it is! But remember, a robust LNA will make our lives a lot easier for the upcoming steps of the process! I set up the meeting with the manager and move on to my next task for the day. Next up, time to work on responsibility no. 2. Learning Experience Design I need to prepare the material for a Change Management program I must deliver in 2 weeks. I already have my LNA completed for this one: I have defined the objectives, audience, and learning methods I will be using. Next, I will proceed with creating the training material and the additional learning content. I will storyboard the content, curate topical articles and video to send to participants in advance, prepare slides, workbooks, ice breakers, energizers, and any other relevant material needed for the session. I need to allow enough time to do a dry run of the session with my L&D peers, implement any feedback and be ready for first delivery day. So exciting! This brings us to lunchtime! Before that though… let's grab a nice sandwich! Never skip your meals 😊 Next… I need to prepare a Training Evaluation Report for a webinar session delivered last week. This is responsibility no. 3. Learning Evaluation Alrighty, let's tackle this evaluation report by analyzing all data gathered after the session, via surveys and data comparison (from before and after the webinar). The data could include answers to questions like: “How satisfied were learners after each webinar?” “Did they find the content relevant and practical?“ ”What was the employee engagement throughout the session?” ”How was performance improved because of the webinar?” “Would they recommend the session to a colleague?“ This is the infamous NPS score. The main objective of learning evaluation is to measure the impact on the business along with learner satisfaction. Moreover, we will use any valuable information for future learning programs. Very often, preparing the report isn’t enough, I also need to send this evaluation to all stakeholders. My communication of the results must be clear, summarized for easy understanding but with enough data available, in case it’s needed. Luckily, I have been working with these stakeholders for a while and know what kind of data they need and how they prefer it is presented. All of this takes me to responsibility no. 4: Data Analysis This is the process of comprising the assessment, transformation, and arrangement of a set of data in a given manner to extract useful information. As a L&D professional, I am accountable for the information I provide to our stakeholders, before and after a learning experience. My personal journey through upskilling myself in this area has been exciting, challenging, and extremely useful. Using data effectively to demonstrate the impact our learning experiences have on the organization is the best tool to enhance a learning culture, prove our worth as L&D and place our department in the top priorities for the business. Data is your friend! Get better at it! The last part of my day is usually devoted to studying, reading, researching, and (tadaaa!) learning. This takes us to the final stop of this ‘day in the life’ journey and that is: Continuously improving your L&D Skills I always stay hungry for new knowledge, to improve my technical skills, and to learn about the business I work in. My tip to you - keep yourself updated, read a lot, take courses, and always be curious about what is new in the learning industry. I like to keep a good balance between my technical skills, like data analysis, learning content design, time and project management, and my interpersonal skills, such as change management, communication skills, emotional intelligence, creative problem solving, feedback abilities, and others. Keeping yourself updated, motivated and knowledgeable will be the best investment you do as an L&D professional. You will inspire others to do the same. For more resources and information on Learning & Development, make sure to check out our flagship course Learning and Development Fundamentals: Practitioner's Guide . So, my friends, this is how we wrap up our Monday, time to rest but… before we forget – let’s pour a nice glass of your favorite evening beverage (for me it’s wine!) to wind down and get the evening started.

'Hey team, we need to postpone the training on Time Management. We have a spike in client contacts and cannot afford to lose any agents for the next few weeks." We have heard similar statements many, many times from people managers. As L&D professionals, we know the real value of training. It: closes skill gaps improves organizational agility and continuity is a reliable tool for people engagement, development, and motivation. So, the real challenge is how do we get leaders to see this value and prioritize training activities for their teams? How do we move our learning initiatives to the A-list of priorities for the organization? How do we attract executives into fostering a culture of learning and development without feeling that they may be neglecting any other part of the operation? The process is not simple or fast, but it's achievable. We are sharing 5 straightforward 'hacks' on how to get managers to prioritize learning for their teams: 1. Business strategy alignment Make sure you are fully aligned with the business strategy. Our function is to support the organization's tactical plans, and we must be in the loop of what is going on and what is coming up. For example, suppose the company is embarking on an Agile Transformation. In that case, L&D should focus on building people's capabilities to meet the challenges ahead. Your networking skills should be sharp, so you have open communication with key stakeholders regarding what is happening and what's on the horizon. As an L&D professional, you must always be 5 steps ahead of the game! How to do it: meet regularly with business leaders and HR keep up to date with all developments in the business stay informed of new products or services read the news about the industry and competitors keep a close eye on customer and employee satisfaction surveys 2. Scale-up and budgets The effective execution of L&D initiatives (timely and within budget) is vital to gaining trust and support from business leaders. We may face numerous training requests and low budgets (who hasn't been there, right?). We must keep the 'conversation going' with executives about their priorities, timelines, and budgets to ensure we meet the expected learning deliverables. Our mindset needs to go from limited audience learning initiatives to programs with the potential to be rolled out for the entire organization. The program's cost per person will decline, and the impact of your work will increase! Win-win! How to do it: track all costs measure the impact of all learning offerings set clear success measures for each initiative and program be transparent with the budgets and costs set the expectations of your stakeholders early on 3. Data, data, data Managers are running a business and need data to analyze their progress. The measurement of the impact on business performance becomes a MUST! We need to move away from traditional metrics like completion rates and old-school satisfaction surveys (aka ' vanity metrics '). How to do it: We suggest three areas to focus on – these can be your Key Performance Indicators (KPIs): Business sync : how aligned are our initiatives and investments with business strategy and priorities? Learning results : did the learning intervention change and/or improve people's performance? How? What data can support this? Operational value : how well are the resources and budgets being used? Get familiarized with ROI (Return on Investment) statistics. As important as the design and execution of great training sessions are, our ability to measure results in the areas above matters (sometimes more). Have your numbers ready to share in your meeting with any executive. Tip : Ensure that all the metrics have been agreed upon in advance. This way, you can showcase the impact more efficiently and take those metrics into consideration for the design itself. 4. Get them involved! While leaders may not need loads of details most of the time, you should consider an occasional invitation to one of your sessions or a more detailed walk-through of the training design. Your credibility as a training delivering person will increase, and you can showcase the real value of the learning event. Get their feedback and apply it! How to do it: agree on the training objectives with the managers get in the habit of sending the first drafts of your training design to managers for their approval invite them to contribute to the design or delivery (ask them to tell a story, share their experiences, get involved in a discussion, etc.) ask managers to step in as coaches or mentors ask managers to pick the best time and place for the training session discuss all challenges and pain points of their teams and what they are doing to overcome them after a learning event, reach out to them to ask for their observations on the changes in their team members 5. Be flexible and versatile! So…yes…training will be canceled or postponed eventually. It's ok; it's part of what we do. BUT! Be ready to offer alternatives, and be flexible and versatile. If a training cannot happen in the scheduled time, is there any material you can share in the meantime? Any videos, self-paced training, or any other option? Can the session be split and/or prioritize the most critical parts of the content? Your adaptability, resilience, and fast adjustment to change will take you a long way in these situations. Don't be afraid to try new and alternative things. Be creative and offer solutions! Lastly, the most important suggestion is to foster the communication lines with the leaders you work with. How to do it: Have periodical, short meetings or touchpoints keep them informed of the progress of each of their team members listen carefully to their needs, worries, and positive feedback (do more of what they liked!) ask many questions to ensure you understand the context and environment of the team Transparency, trust, and open communication will make you and the managers a fantastic team! What other things have you tried to help managers prioritize learning for their teams? Let us know on social media by tagging us @thelndacademy!