Applying Instructional Design to Leadership Development Training

The success of an organization is dependent upon many factors, including having a great leadership team. A strong leadership team is a foundation for high-performing teams that in turn generate desired business results.

Looking at the ‘Bigger Picture’ with Service Design to deliver a Unified Experience

As an emerging field, Service Design focuses on service and experience creation, curation, and implementation. As a practice, service design aims to provide a holistic service to the user through the design of systems and processes. Service design assesses and derives value from a multi-user perspective (customer, staff, and business). It is essentially channel and medium-agnostic and associates experience delivery to the operations and technology producing it.

How to make your investment in Training and Development worth it

In 2020, an estimated 82.5 billion U.S. dollars were spent on training across the United States (Statista, 2020). Organizations today are spending more on training than they ever have in the past, as the numerous benefits provided by investing in employee training and development opportunities continue to be recognized. Yet the question remains, how much of that training being developed is genuinely translating into noticeable positive differences in employee performance?

Going Beyond the Kirkpatrick Model: Rethinking Your Training Evaluation Strategy

Measuring training effectiveness is one of the many responsibilities for learning and development professionals and one of the many priorities for senior leadership in workplaces. According to Statista Research Department, every year, U.S businesses collectively invest more than $80 billion on training their employees, and global spending on training and development has increased by 400% in 11 years. This investment cost emphasizes the importance of measuring training effectiveness and business impact.

The Problem isn’t the Training; it’s Effective Knowledge Transfer

One of the biggest challenges for organizations is what happens after the training. Typically, training is seen as an isolated event. Afterward, many learning development professionals and supervisors find themselves asking, “why is the employee not using the information from training” or “why hasn’t the employee’s performance increased following training.” Questions such as this suggest that knowledge transfer did not occur after the employee left the classroom or virtual training session.

The Problem isn’t the Training; it’s Effective Knowledge Transfer

One of the biggest challenges for organizations is what happens after the training. Typically, training is seen as an isolated event. Afterward, many learning development professionals and supervisors find themselves asking, “why is the employee not using the information from training” or “why hasn’t the employee’s performance increased following training.” Questions such as this suggest that knowledge transfer did not occur after the employee left the classroom or virtual training session.

Going Beyond the Kirkpatrick Model: Rethinking Your Training Evaluation Strategy

Measuring training effectiveness is one of the many responsibilities for learning and development professionals and one of the many priorities for senior leadership in workplaces. According to Statista Research Department, every year, U.S businesses collectively invest more than $80 billion on training their employees, and global spending on training and development has increased by 400% in 11 years. This investment cost emphasizes the importance of measuring training effectiveness and business impact.

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