As we approach Thanksgiving here in the US and the end of the year in general, I find myself reflecting on the year.
This year brought along with it many workplace shifts and challenges. For L&D, the biggest shift we faced was reimagining workplace learning without live, in person training classes.
Many L&D professionals were quick to convert all of their instructor-led live training into eLearning courses and curriculums, spending valuable time, energy, and resources to do so.
I am thankful to hear from folks how their work has helped organizations in a tremendously tough year!
However, while under pressure from organizations to deliver virtual content, many were not able to step back to assess if “taking everything digital” was actually benefiting the learners by closing the capability gap.
In the video below, I share how applying the LCD Model to remote learning strategies can not only save L&D departments time and energy but can guide L&D professionals to create engaging remote learning assets that impact performance.
Remote learning isn’t automatically the same as elearning or videos.
Take a moment to think about your remote learning strategy. Did it include moving all training content over to an eLearning or video format? Rather than developing video content, what other learning assets could you have developed for greater impact in the flow of work?
