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As Heraclitus, the oft-quoted, pre-Socratic philosopher said, “You can’t step into the same river twice.” He wasn’t the first thought leader to notice that flux is the natural state of the universe, and he’s certainly not the last.

L&D thought leaders are leaning into the flux with new ways of meeting our learners’ needs to practice their skills in building relationships, making decisions, and responding to all manner of complex situations. And because screen fatigue is real, we’re also embracing new ways to offer learning experiences that engage and energize our people.

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As workplaces, job roles, and team dynamics have evolved, so have learners’ needs, from recalling rules and procedures to relationship-building, decision-making, and responding to complex situations. L&D leaders are increasingly embracing immersive training solutions to help learners develop these skills in a nuanced and authentic practice environment.

Learning in augmented reality (AR), virtual reality (VR), or mixed reality (MR) helps L&D leaders create more engaging, enjoyable learning experiences.

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Microlearning, as the name suggests, refers to learning that is broken down into smaller bits for easy understanding. It was noticed that this type of learning helps in quick assimilation and stays on the top of the mind with good recall value for the learners.

Microlearning has become the most popular method of training employees to achieve organizational goals because of its wide range of utility, ease of training, speed, and strong recall value.

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In today’s rapidly shifting work environment, businesses that fail to innovate and adopt a tech-forward business strategy stand to fall behind the competition. Technology plays an essential role in business as new software products and tools help organizations overcome operational challenges.

New technologies in the workplace like machine learning (ML), Artificial Intelligence (AI), and deep learning transform the way we work.

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Sales performance gaps have a considerable financial impact on an organization. When reps don’t follow processes, are unprepared for calls, and do not listen well, they consistently fail to reach their sales goals. This causes a negative ripple effect throughout the organization.

Today, the salesperson’s job has become increasingly tricky. The global pandemic, supply chain issues, and skyrocketing inflation have created complexities that were not there before. Therefore, fixing performance issues is paramount. But how do you do that in a way that makes learning and behaviours stick? Gamification may be the answer.

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Online conference tools are changing the face of virtual learning as we speak. Their constantly-evolving features create an environment that promotes unlimited communication and knowledge distribution. In this article, we explore how advanced digital learning solutions empower educators by giving them control over the learning process, as well as how they boost learner engagement and motivation.

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Learning leaders have been experiencing learner pushback against poorly designed learning programs. Pushback from the leadership for not delivering enough impact is ever-increasing too. The two are closely linked and the reason is that the learning programs are missing a vital ingredient—learning engagement!

Is learning engagement missing from your learning initiatives? Chances are, yes!

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Think about engagement and motivation as a professional journey. Motivation is the fuel. Motivation can drive whatever vehicle you choose. You might think of this fuel as intrinsic (the driving force is to feel your accomplishment) and extrinsic (when you get to your destination you might get promoted). You have a full tank at the beginning.

But fuel without a vehicle is just excitement without progress. Engagement is that vehicle that moves you through this journey. Let’s say you pick a car as a vehicle. A car with a full tank. You’re ready to hit the road. Driving around in circles can quickly burn the fuel while you’re getting nowhere. Doing urgent errands instead of keeping on track can also waste your fuel. To drive a car, you’re going to need at least three different types of engagement.

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Learner disengagement is a challenging issue L&D teams deal with—in spite of creating engaging learning content that is easily accessible. In this article, I showcase how microlearning can simultaneously engage learners and boost performance.

Understanding learner-centric nuances is critical for L&D professionals in order for them to create effective learning, especially in today’s hybrid workplace.

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