3 Simple Learning Strategies To Implement Today

There is no better words in sports than “Game 7.” It’s the pinnacle of pressure and competition.  Tonight is Game 7 of the Major League Baseball World Series. – While it might not be currently but there is no arguing that baseball is America’s favorite pastime. One of the game’s most famous players was a player named Hank Aaron better known as “Hammerin Hank”. Aaron is most famous for hitting 755 career home runs, a record that stood from 1976 to 2007 until Barry Bonds broke it. But what’s interesting is – Hank had 799 more singles than Barry Bonds did in his career. Hank wasn’t just a homerun guy, he was arguably the best, most well-rounded player in the history of the game. He did what it took to help his team win and that wasn’t just swinging for the fences.

The same is true in corporate learning. It isn’t just about being great at one thing – like learner enrollment or test scores. It’s about being a well-rounded department that focuses on employee growth, powerful development programs, and innovative thinking. It’s hitting singles and doing the small things that add up to be great.

To improve corporate learning in your organization here are three strategies to evaluate against to ensure you are ahead of your learners and not just reacting to a current need:

  1.  Mobile Learning. 51% of total time spent on the Internet is spent on mobile devices. For the first time it’s pulled ahead of personal computers. The mobile movement is on! Your LMS’s ability to be accessed from an iPhone isn’t mobile learning and it isn’t going to cut it. Think mobile-first.  
  2. Microlearning. As learners’ screens have shrunk, so have their attention spans. The average learner on an hour-long webinar is going to be distracted 22 Times! Align by keeping your content short – under 4 minutes is the sweet spot.
  3. Content Medium. Facebook users view 4 billion videos per day! Now it doesn’t take a rocket scientist to figure out that most learners in organizations are on Facebook. Video is the preferred medium.

Channel your inner “Hammer Hank” and make corporate learning an important part of your organizations success. Start with these 3 strategies, but don’t limit yourself. Get creative and stay ahead of the curve!

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John Eades is the CEO of LearnLoft and Host of the Follow My Lead Podcast. He is passionate about the development of people. He writes, and speaks about modern leadership and learning techniques. You can find him on instagram @johngeades.

 

 

How to Get Employees Excited about Training

Have you ever noticed that employees aren’t excited about taking ANOTHER training program? And can you blame them? Past experiences have most likely taught them that another training program is something to be endured not relished.

Our research shows both the lack of enthusiasm and engagement with content are major challenges within L&D departments throughout all industries. Without buy-in from the employee, the learning content you work so hard to produce or spend money on will continue to be under utilized.

So, how do you get your employees trembling with excitement? How can you have them on the edge of their seats and WANTING to take your training?

The answer is simple…Promotion! Here are 3 ways you can promote organization training initiatives:

1. Create a kick-off video
With all the great tips and tricks on the web for creating great video, you’re probably the Spielburg of enterpise video content. Try creating a kick off video that outlines the value of your program and gets learners fired up about taking it.

2. Invite a motivational speaker to kick off your program
Motivational speakers are a great way to kick start your program and build some hype. There are all kinds of motivational speakers the key is your find someone who fits your culture and has expertise in the programs content.

3. Leverage your current meeting structure
Weekly team meetings, conference calls or webinars are a perfect time to promote the value your latest training initiative. Use this time to plug your content.

Try some or all of these three promotional tactics to get employees excited about training initiatives.

Effective Leadership for Organizations. LearnLoft’s out of the box training approach to helping organizations develop better and more proactive leaders. Find out more here.

4 Simple Ways to Improve Online Training

Online training has been around for many years and by its very nature it’s constantly changing and evolving as technology is enhanced and improved.  Check out our infographic below to learn 4 Simple Ways to Improve Online Training Today.

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LearnLoft uses all 4 of these keys, in their Getting Leadership Ready Program. It’s an out of the box training approach to helping organizations develop their young professionals to be better and more proactive leaders. Find out more here

The #1 Way to Get Respect as a Leader

Being a leader at any level isn’t easy.  Especially when it comes to holding people accountable.  We have all probably played a character in the famous corporate story of everybody, somebody, anybody, and nobody. Find out how to make accountability work for you, instead of against you as a leader in our Microlearning video.

Regardless of your role, accountability starts with looking in the mirror.  It’s your ticket to hold other people accountable.

Learn more about our leadership development program – Effective Leadership. Find out more here.

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5 Uncommon Ways to Motivate Employees

I am fortunate to have an amazing and motivated team. It takes a lot more than staying late, working weekends, or taking on an industrious project to faze them. But even highly motivated people need an extra boost of motivation on an on-going basis. One of the challenging parts of a leading team is being aware enough to determine precisely when that boost is necessary.

The key is being proactive. Turn off the distractions (here is one idea, Why All Leaders Should Delete Facebook) and get closer to the work environment (Get out from behind the desk).  Once the distractions are out of the way, it’s easier to realize when to pull the right levers. Then you can focus on increasing motivation levels in order to produce optimal results.

“People often say that motivation doesn’t last. Well neither does bathing- that’s why we recommend it daily.” – Zig Ziglar

Motivation by its very nature doesn’t last forever. Everyday I try to do something non-traditional to create either a long or short-term motivation depending on the needs of team. Some ideas work and some don’t. I’ll let you benefit from what I’ve learned by providing 5 of the most uncommon ways I’ve motivated my team, that actually worked.

Buy New Technology

Honestly, who doesn’t like new toys? Like a kid with a new bike on Christmas morning, chomping at the bit to ride it in the snow; it creates excitement. For my team, it was a new Canon 70D Camera to help us create more engaging Microlearning. The team was so giddy; they couldn’t wait for it to arrive. It doesn’t have to be expensive, but it should allow your team a chance to do their jobs better or reframe their thinking.

Invest in Their Development 

If an employee shows interest in something outside of their current role, invest in them. We have a team member who saw an opportunity to help us as a front-end developer. So, we are supporting him by making a small monthly financial investment and setting aside time for him to develop his new skill. You could invest in our new Getting Leadership Ready program, a Lynda.com license, or a ticket to an industry conference such as Salesforce.com Dreamforce. Ultimately, by doing this you will have a happy employee who sees their leader as someone who empowers them to live up to their full potential.

Impromptu out of the Office Lunches

How much would you like if someone came and told you to drop everything at 11:45 for a surprise lunch at The Palm, Ruth’s Chris, or Maggiano’s ? I wouldn’t recommend this motivation tactic if you have a big afternoon workload. Your team ends up wanting to have a George Costanza nap underneath their desk for an hour to two after, but it provided tremendous long-term motivation. It was something they cherished and works hard in hopes that we do it again.

Give Ownership of the Company

In his book, Above the Line, Urban Meyer compares renting vs. owning a home and how as a home owner he was naturally more motivated to take better care of his house. It’s a great example of why all employees should have ownership in the company for which they are working so hard. Even if it’s a really small amount, providing ownership might be the most powerful way to motivate anyone. If giving ownership isn’t an option for you and your team, find a similar way to provide empowerment. Allow them to make the next hire, lead the next project, or make a purchasing decision.

Write Them Thank You Notes

One of my favorite leaders used to write hand written thank-you notes to every employee on their work anniversary. I thought it was a brilliant way to motivate; showing personal appreciation for the work and commitment each employee made for the last 365 days. Try writing your individual team members when you see motivation levels drop; a thoughtful note from you may be just what is needed to turn things around.

These unconventional methods worked to motivate my team, and hopefully will provide you with some new ideas to try. If you have you own innovative approaches to inspire, let us know and provide your ideas in the comments section below.

Online Leadership Programs. LearnLoft’s out of the box training approach to helping organizations develop their young professionals to be better and more proactive leaders. Find out more here.

7 Trends Shaping Corporate Learning in 2016

Where the learner goes, learning and development follows.

There is a strong case to be made that this hasn’t always been the case, but in the past 5 years it has become a requirement.  Learners want content in different forms, modalities, and  length. They even want the technology they are being served learning content to be mobile, in the cloud, and be social in nature.

Ever-evolving and and adaptive technology is driving and transforming learning everyday.  Learning and Development departments that want to thrive are in a constant race to adapt and take advantage of these advancements while they’re still relevant and useful.  Here are 7 trends that learning and development will have to embrace to stay ahead of the game.

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4 Keys to Knowledge Transfer and Learner Engagement

Imagine being able to guarantee knowledge is transferred, skills are honed and learners are engaged, all in the shortest amount of time possible. Wouldn’t that be awesome?
At LearnLoft we’re passionate about creating engaging learning experiences that transfers knowledge in the shortest amount of time. We’re so passionate that we want to share with you some of the key points that are most important with today’s modern learner.
Check out our infographic below that takes a deeper look at the 4 key elements to increasing knowledge transfer and learner engagement.

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4 Key Ingredients to Online Learning

4 Key Ingredients to Online Learning

I love to cook.  What’s most unfortunate about my love to cook, is it isn’t one of my strong suits.  So in order to combat my lack of cooking skills, I rely heavily on following recipes to ensure I use the right ingredients.  Online learning isn’t much different.

There are 4 key “ingredients” that have to be present in order to be successful with online learning today.

Technology- The most important ingredient in order to have the ability to serve up training online.  But don’t be fooled, all learning technology isn’t the same.  Ensure the technology that is used, aligns with the audience.  As an example, if the audience is constantly on the go and primarily using their mobile devices, ensure the technology not only supports the phone but is optimized for it.

Content- Learning technology without content on it is worthless.  Ensure the content that is being served up, matches the needs of the audience.  As an example, if the audience is millennial, ensure you are using video and building it in microlearning format.

Accountability – Easily the most forgotten ingredient in online learning is accountability.  This is having a mechanism to ensure the audience is held accountable.  As an example,  first line managers are a fantastic way to keep learners accountable for not only taking the training but ensuring that knowledge is transferred and implemented

Social-  The newest ingredient to the list has come about because of the explosion in social networking. People are more comfortable than ever to share knowledge and help others.  Using this ingredient allows the audience to learn from more than the learning asset itself.  It’s plugging into the collective intelligence of the group.

Ensure these four “ingredients” are present in the right amounts to be more successful with online learning today!