If you do any research on sales training, most of what you will find is focused on sales approaches and methods and not how people actually, like, learn selling skills. In other words, there are plenty of good — even great — sales methodologies and schools of thought, but a surprising dearth of practical, applicable training methods. Moreover, if you investigated this list of the top 20 sales training companies, you'll find they put a lot more emphasis selling their "proven" methodology, rather than on the specific techniques used to ensure your sales team actually learns and develops life-long, invaluable skills.
I recently shared some insights I've had on the usability of the iPad and walked you through the steps for creating your own iPad/iPhone-inspired app icons in PowerPoint. This post is all about applying the icons and an iPad theme to your online training course.
Most savvy HR managers and trainers recognize the value of training programs as something beyond a mandatory best practice -- they're a critical element of business success, and the programs themselves should be engaging, challenging, and fun. Sharlyn Lauby at the popular HR Bartender takes the concept to an even higher plane in her recent dispatch, suggesting that managers consider offering training on a more exclusive basis — as an earned reward.
Following Apple's unveiling of the iPad 2 , I found myself inundated with tons of great articles and thought-provoking blog posts about the impact of the iPad on the tablet market, the growing appetite for mobile learning, and how the iPad is being used by companies to increase productivity.
Speed reading is big business: Hundreds of companies host training seminars and courses, offer speed reading packages (offline and on), and hold patents on speed-reading formulas. If your organization or team is looking to bolster reading speed and retention, here's an infographic that will give anyone a head start -- with some basic DIY tactics and other helpful tips and supporting data. (For a deeper dive into the process behind all this, check out our recent Mindflash infographic on how the brain retains information.) One word of caution: Take it slow your first time through!
If there's any kind of upside to sick time I suppose it's having some downtime to catch up on my reading. As I convalesced from yet another illness last week, I was reminded that reading and laughter are still the best medicines. Jeff Goldman's post on Minute Bio, "Signs of Being in e-Learning Hell," was an entertaining pill to swallow — as funny as it was bitingly true.
The workplace learning space tends to split into two camps. The first camp believes that learning hasn’t changed fundamentally, only the tools and technologies used to enable learning. The second camp believes that learning has completely changed and that we must embrace a new fast-paced, social, mobile, and learning 2.0 world. In fact, the second camp would say we are being held captive as a profession by outdated tools that are just plain ineffective — tools such as ADDIE, learning objectives, instruction, and a top-down, centralized model for developing and delivering training. Although I’m squarely in the second camp, I'll admit that my first impulse when our team receives a training request is to start on a full-scale needs analysis and proceed through the process of analyzing, planning, and designing the "right and instructionally sound" program. But things are moving so fast in our business that we don’t always have the time or resources to work that way. For example, in the past few months I’ve had tight deadlines to develop an enormous amount of training, like many learning teams do. Instead of asking for more resources or prioritizing what needs to get done first, we’ve decided to embrace the changing world and attempt to suspend a lot of what we have been trained to do in our profession. A few critical lessons I’ve learned along the way:
What's on the horizon for learning and development technologies over the next few years? At Brightwave’s recent Learning Technologies 2011 Exhibition, a group of trainers, training managers, and other learning and development pros offered up their best forecasts. A few highlights from live audience polling:
Most startups these days recognize the critical importance of collaboration tools and other Web apps that can deliver huge value to an organization at minimal cost. But they're the exception, still, not the rule, in the wider business universe, where breakthrough apps and tools are still uncharted -- and often confusing -- territory for decision makers. What Pepperdine University launched recently for its business school holds some insights for managers and execs looking to break through tough barriers. Here's a brief look:
You know the expression -- "We only hear what we want to hear." I usually attribute this phrase to others, but I admit that last week at the ASTD TechKnowledge 2011 Conference, I only heard what I wanted to hear -- all about e-learning practices in organizations. Perhaps the other explanation is that so many speakers were talking about e-learning, I couldn't help but hear a constant echo.