Area9 Lyceum Blog

The answer is: Always. But that seems impossible.

So, you want to provide instructor-led healthcare compliance training. You provide a pretest because you want to make sure that your employees have some background knowledge before they take the training. Or maybe if they pass the pretest, they don’t have to take the training at all.

The narrative around learning disabilities (LDs) often centers on children and how their disabilities are managed and accommodated in schools. But the simple truth is that LDs are not cured. Learning disabilities are managed. So when those children with LDs leave school and become adults, they still have their LDs.

Companies are fed up with the ineffectiveness of traditional corporate training tools and are looking for a more effective training program. They want greater e-learning effectiveness, and new solutions to old problems. Here are a few businesses getting better results in corporate learning after switching to Adaptive Learning:

Everyone wants a magic pill for easy training delivery methods, because sales teams are busy enough as it is and don’t really have time to sit in training. Because of the changing nature of learning and education (not to mention technology) it’s easy for myths to develop in pursuit of those magic pills. Here are two of the biggest ones:

Learning fatigue occurs when there’s an unfortunate combination of ineffective, one-size-fits-all training and a disengaged workforce expected to achieve all their learning goals under tight deadlines. This is obviously a huge problem for compliance training. When so much time, money, and effort is put into developing corporate training, learning fatigue can sabotage it all.

How and what an employee learns is influenced by more than just the subject matter: previous knowledge, environment, and attitude all impact an employee’s learning experience.

If you want to become the next Serena Williams, you don’t take one tennis lesson and expect to win Wimbledon. You hire a coach to train you over a long period of time, nurture your skills, shore up your knowledge base, and set you up to learn newer, harder techniques. Then, you win Wimbledon. Coaching in the workplace functions the same way as coaching in sports.

2017 brought the #MeToo and the Time’s Up movements to prominence. It saw the “Silence Breakers” celebrated on the cover of Time magazine.

In the late 1990s the term e-learning first came into existence. Since then the evolution of e-learning has seen the advent of blended learning, learning as a form of talent management, and the rise and (now) the decline of the learning management system (LMS). Now we’re in the age of continuous learning. But what does this mean for the future of e-learning?

When we talk about artificial intelligence in pop culture, we tend to think about robots, and usually evil ones. But how often, when we think about AI, do we think about how artificial intelligence could help us learn?

According to a study conducted by Training magazine, companies averaged 53.8 hours of training per employee in 2015. That’s 13 hours more than in 2014. But how do we know that adding more time to the learning achieved better results?