I’m often asked how to make training more effective, and I always share the five actions I think are critical to creating training that makes a difference. Read on to find out what five things I think are most important to effective training.
Read MoreHow Practice Helped Me Learn the Pythagorean Theorem and Can Help You Too!
Practice is critical to the development of new skills. It allows learners to apply new skills and receive feedback on the results. The process of practicing increases learning in a way that simply reading about a skill will never do. Once you acknowledge the importance of practice, this post will help you increase the effectiveness of practice.
Read MoreFAQ: How do we develop training when we aren’t experts in the subject?
Instructional designers have a window into many worlds: we tell people how to sell surgical products, feed infants in a NICU, and comply with corporate-wide budgeting processes. Next month, we may provide guidance on preventing sexual harassment, developing new leaders, and retaining customers. How can we develop meaningful and applicable training without being authorities in these areas?
Read MoreHow to Radically Increase Engagement in Your Training Programs
Every developer, HR manager, or other individual responsible for training struggles with a lack of employee engagement in training. “It’s hard enough to get employees to complete required compliance training programs, so forget about getting them to complete anything optional,” is the sentiment we hear often from frustrated HR professionals. Why is it so hard to get employees to engage in training?
Read MoreTraining with the End in Mind
The training manager described multiple interactions between the field reps and the customer. I immediately saw the connection between training engineers in customer relationship building and the business goal of increasing sales. Unfortunately, the training manager did not make that connection.
Read MoreDisengaged Employees Are Dangerous to Your Team Health
Fifty-one percent of the workforce just shows up. Their disengagement from their work suggests they mark time while there, largely neutral toward what they do and the organization’s goals. Wondering what you can do about them?
Read MoreFour Lessons in Good Training Design I Learned from My Kindergartner
Tantrums in corporate classrooms may look a little different than a kindergartner's tantrum, a tantrum is a tantrum and should be avoided at all costs. Here are four lessons that I learned from these five-year-old besties.
Read MoreShow It, Don't Say It! An Interactive Post
A picture is worth a thousand words is true in training, as well. In this post, you get the opportunity to compare a static table with an interactive graphic. Trust me, there's no comparison!
Read MoreSaving the World from Ineffective Training, One Organization at a Time!
Two years ago, John enlisted our help to redesign a series of existing courses, which he recently described as “still the most interactive and engaging courses in the catalog.” But that was just the beginning of the relationship between this client and Gillespie Associates.
Read MoreNew Hire Orientation: From Dead Bore to We Want More!
Training systems are often designed to shovel every possible bit of knowledge into a new employee’s head with the expectation that they’ll be able to apply that knowledge on the job. Does a new employee need to know everything on Day or Week 1? No. They don’t even need a fraction of that. And the knowledge they do need has to support their performance in the moment.
Read More