Not everyone can be a great learning professional. But, you don’t need to be a “professional” learning professional to create or contribute to exceptional learning experiences for others.
Online training is typically made for mass consumption—one reason why it’s so cost effective compared to classroom training. It is typically not meant for private tutoring or coaching. However, if every learner feels that the training is personalized for him or her, you’ve created a meaningful connection and made the learning session feel individualized.
Stores—brick-and-mortar or eCommerce sites—want customers to buy their products or services. And recommend the products to others. Then, return and buy more. Similarly, for online training, you want trainees—whether employees, partners, or customers—to buy (or buy into) your eLearning content. And use and apply it. And rate it positively through recommendations and endorsements. And come back and “buy” more. Effectively, to become loyal customers.
Question: Do you really need quizzes in your online training modules?
Select the best answer to the question from the choices below.
Microlearning generally involves dissecting learning into “microscopic” learning bursts (typically 2-10 minutes each). Supporters say microlearning matches human brain processing capabilities, combating learner boredom, disengagement, and poor retention.
Online training is a powerful learning vehicle—it allows people to learn on their own schedule (asynchronously), at the own pace (on-demand), and on their device of choice (flexibly). And developing online training via an LMS is scalable, as you can train thousands in a short time. So, it’s a natural leap to use this same learning vehicle to expand your company’s global reach by delivering your online training in multiple languages.
In developing your last online training module, you likely poured significant effort into choosing the right training vehicle to solve the business problem, creating engaging content, mapping learning to expected outcomes, etc. Good stuff, and essential to excellent instructional design. But did your training inspire action? Post-training, did the learner change her behavior or attitude or apply her newfound knowledge to improve workplace performance?