One of the big issues around online training is perception that measuring and monitoring the effectiveness and substantive results of this training can be elusive. In other words, turning the training into an actionable outcome is the difference between a
Why all this audio training craze? (See previous post.) Last week, due to my own personal discovery of online tools (which are available to anyone seeking knowledge or the means of providing it), I was able to complete a book
As I suggested in last week’s blog, failed training initiatives–which squander organizations’ time and resources–are often due not only to the quantity or length of the training, but also to their texture. I touched on a few phenomena related to
Part of successful performance management is your ability to empathize with your trainees and be realistic in the kind of LMS online training administered. When I say “kind” of training, I don’t necessarily mean considerations like which LMS platform you choose, whether or
How can you create a positive atmosphere in your workplace and provide LMS training that is effective, stimulating, and prompts a sense of “flow” that boosts performance? In Csikszentmihalyi’s studies, he found that one major preoccupation that prevented people from
Motivating employees and ensuring that they are satisfied and fulfilled in their tasks isn’t an easy managerial task. How does one create a sense of dynamism in the workplace or in an LMS training program? In 1991 Mihaly Csikszentmihalyi wrote
