Professional Documents
Culture Documents
for Impactful
Digital Learning
Introduction
The Challenge:
The Theory:
The Practice:
Try to captivate your learners
through interactive courses that
feature an inductive instructional
approach. By alternating concepts
with practice, they will assimilate
knowledge much better, and
remain focused and engaged
through the end of the course.
To get a personalized learning
experience, you will need quizzes
and self-assessments. Make sure
The Challenge:
The Theory:
2 Michael M. Lombardo and Robert W. Eichinger. The Career Architect Developlment Planner. 1996.
3 David A. Kolb. Experiential Learning: Experience as the Source of Learning and Development. 1984.
Reed MIDEM
The Practice:
Try to select training courses that
catch learners attention through
concrete, realistic situations they
can relate to.
Aim to apply the 70-20-10 model as
much as possible by always linking
concepts to real-life situations,
making sure learners can put the
conceptual parts of learning into
practice, and that they have an
opportunity to share best practices
with others.
The Challenge:
The Theory:
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The Practice:
The industry you operate in, as well
as the maturity of your organization,
has an influence on the type of
metrics you set to capture the
added value of L&D initiatives. For
example, if you are part of a financial
organization, youll need to include
corporate compliance metrics,
which might not be the case if you
work at an advertising firm.
Learning must be
constructed, not acquired,
and occur in an ecosystem
where each individual can
learn and teach
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The Challenge:
The Theory:
5 T. M. Duffy and D.J. Cunningham. Constructivism: Implications for the Design and Delivery of Instruction. 1996.
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The Practice:
Make sure your training courses
are not just about a featured expert
sharing their knowledge, but that they
involve the learner and invite them
to co-construct learning takeaways
based on their own experience.
Try to work mentoring into the
process of learning as much as
possible. A mentor, be it a peer, a
manager, or an external trainer, will
help foster dialogue and sharing with
the learner, challenge their thinking,
and make them a co-constructor of
their own learning experience.
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Learning is an
emotional process
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The Challenge:
The Theory:
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The Practice:
Appeal to learners emotional
intelligence through training. Value
learning content that features
storytelling and uses metaphors,
images, and other techniques that
generate emotion and identification
from the learner. Appealing to their
emotional intelligence will make a
lasting impression and boost their
ability to assimilate the concept and
apply it to their situations.
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The Challenge:
The Theory:
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The Practice:
Enable discussions. Turn the
discussion feature on. Encourage
learners following similar training
courses to share and discuss
with each other. Through every
discussion generated, youre
adding value for your employees
by allowing them to learn from
each other and by creating an open
communication platform. If you want
to make sure discussions dont stray
too far from corporate policies and
values, add a moderator.
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The Challenge:
The Theory:
8 Theo Hug. Micro-learning and Narration. Innsbruck Paper presented at the fourth Media in Transition
conference. May 6-8, 2005. MIT. Cambridge, Mass., USA.
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The Practice:
Make sure your learning is
accessible at any time, anywhere,
and from any device. That way, you
foster just in time learning, where
learners are able to easily and
seamlessly access the right content
when they need it the most right
before a meeting, while waiting for
the bus, or during their afternoon
coffee break.
Strive for quality. Theres a lot of
content out there. Some of it is great
make sure thats what you provide
to your learners. Employees usually
only have limited time to complete
training courses. By providing them
with top-notch content with real
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About CrossKnowledge
CrossKnowledge is an engaging, forward-looking digital learning solution, driving business outcomes
and the ability to transform individuals and entire organizations. We provide a customized, fully integrated
learning solution and implement it at unmatched velocity. CrossKnowledges learning solution is complete
bringing together our cutting-edge technology and world-class content into a blended environment. Only
CrossKnowledge has the experience, agility, and foresight to help you build an innovative and more effective
learning solution. CrossKnowledge, a Wiley brand, serves over 7 million users in 130 countries.
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