From the desks of Dave and Josh.
The digital revolution as a trend has loomed large over every industry for the past decade.
Its exact meaning, form, and impact has escaped definition and continues to confound learning experts tasked with making sense of it all and trying to distill it into a language everyone in the organization can understand.
So let’s start with facts: the digital revolution is very real. Its impact on strategic variables internal and external to your organization’s orbit will be substantial for years to come.
Another fact: Beyond the confines of your organization (whether you’re local or global), the marketplace in which you do business and interact with your customers is already digital, regardless of your organization’s affinity for it.
Now the bad news (…sort of): Research has shown that L&D experts are still searching for a common understanding of what the revolution is, what it's about, and more importantly, how to articulate its meaning in simple terms.
In the world of eLearning, good visual design should go hand in hand with good writing - when they are both attuned to each other, they greatly improve the overall learning experience. But what does good visual design look like? How does one approach it?
Over the past couple of years, it’s been impossible not to notice the number of clients asking for diversity and inclusion training. Chalk it up to recent updates to provincial labour legislation or to #metoo and #timesup. Either way, the change has been palpable, and seems driven by a genuine concern to start taking these issues seriously.
Let’s face it: Learning is tough. It’s messy. It’s effortful. And of course, it takes time. As learning professionals, we all know these truths, but the realities of our organizations and our learners often dictate otherwise. We focus on one-off “events” (e.g. online courses, ILT, bloated PowerPoint decks, etc.) in the hopes that something will stick and transfer of learning will occur, but everyone familiar with the Ebbinghaus forgetting curve knows just how much is retained in the days and weeks after those events. The need for journey-based learning is an imperative for organizations looking to secure better training ROI. Of course, these habits are difficult to break, so here are five ways you can start moving the needle toward journey-based learning within your organization.
SwissVBS is happy to invite Bay Ryley from Ryley Learning to guest blog this week on a subject that is gaining attention and becoming increasingly more important, workplace harassment.
“Eliminating Sexual Harassment: It’s Everyone’s Business” is an engaging digital learning program that instructs employees on how to identify, prevent, and report sexual harassment.
In 2004, the Motorola Razr V3 was one of the most popular cell phone choices, according to PC World, and touchscreens were unheard of. According to TechCrunch, it's expected that a full 70 percent of the world's population will have smartphones by the year 2020, and the average smartphone owner already checks the phone up to 85 times a day. So what does this mean for your HR or L&D department? Because we have come to use smartphones on such a daily — and really, hourly — basis, they provide a prime opportunity to make use of mobile learning technology to help employees learn faster and retain more.
As we come to the end of another year at SwissVBS, we like to reflect back on our journey and some of the highlights of the year.
For us, 2016 was clearly marked by three significant trends and strategic needs in the industry – Sales Enablement, Mobile Learning Reinforcement and quantifiable analytics.
Two summers ago, I participated in a course on Mindfulness Meditation. This style of meditation places the practitioner in a particular mental state by focusing one's awareness on the present moment. The present moment, is, of course, always changing depending on what is happening around you. It is defined by a constellation of smells, sounds, sights, feelings and emotions that surround us constantly.