Training tips that triumph
Memory science, microlearning and what actually makes workplace training stick.
The Seinfeld effect – maintaining the chain to the brain
Yep. You read that right. Seinfeld. Jerry Seinfeld, the American comedian. A man with obvious and valuable advice for those in Learning and Development, you’re thinking. Except of course, you’re probably not. You’re almost certainly thinking ‘What’s Jerry Seinfeld got to do with this?’ And you’d be right thinking that. Probably. When considering ideas such as training, learning, behaviour change and knowledge growth, the name Jerry Seinfeld wouldn’t ordinarily spring to mind, its fair to say. But Jerry can offer us help, he has advice for us, methods, practices we can take from. Lessons we can learn, even. Software developer Brad Isaac was a young amateur comedian who once asked Jerry for tips, advice on how to improve as a comedian. It turns out, it’s all about the chain. The driving force behind every performer is to get better, to be seen as the best, perfect their art, and for them to reach the top of their chosen field. For Seinfeld, that meant writing better jokes, and writing all the time, every day. It required constant commitment, discipline, motivation and drive. It meant an end to procrastination, and the ability to maintain the drive and keep improving. So Jerry came
Wranx announced as a finalist for The Learning Awards!
News alert!! We have been announced as a finalist for The Learning Awards! This week we were delighted to hear that Wranx has been shortlisted for the ‘Start-up Learning Provider of the Year’ award, where we will be competing against five other providers. The awards, which are hosted by the Learning and Performance Institute, look to recognise outstanding examples of high standards, best practice, innovation and excellence in Learning and Development. LPI Managing Director, Edmund Monk, said: “The heritage and reputation of The Learning Awards is unrivalled. For those who are shortlisted and those who eventually win, the experience often leads to career-changing opportunities as companies and individuals are sought out for their experience and innovation.” The Learning Awards ceremony takes place at the Dorchester hotel in London’s Park Lane in February 2017, where the winners will all be revealed… Fingers crossed!!! 😀
E-learning: This time it’s personal
As learning and development technologies develop, companies, organisations and educational establishments are increasingly recognising the value in personalised online and e-learning programmes. Although a relatively recent development, it is believed that organisations implementing personalised learning structures will bring many benefits. By harnessing technology, e-Learning can become more integrated, more specific, target led, and personal. Learning and Development providers recognise that advancement in e-Learning technologies and adaptive teaching methods enable organisations to support learners on their individual learning pathways. Personalised learning recognises the fact that we all operate differently, we learn differently, at differing pace, and therefore, we have different learning needs. By personalising the training, we can maximise its impact on the business or organisation. This is, after all, personal development. It’s about the person, and this time, it’s personal. Several techniques come into play when personalising learning plans, starting at the beginning of the pathway with assessments of the student/learner’s prior learning and achievements, going right through the process with integrated planning and access to real time data analysis for feedback and advice purposes. By aligning these processes, and allowing the student to select the right technologies, the right tools, the learning becomes more personalised and reactive. Personalised learning
The future worker
We find ourselves in the second half of the second decade of the second millennium in recorded history. That’s a lot of seconds. And how time flies. But we’re also experiencing many firsts. The digital revolution has changed everything. How we live, communicate and interact with our surroundings and each other. How we enjoy ourselves, how we think, how we learn and most of all, how we work. Huge sweeping changes, the size and impact of which have probably not been witnessed since the industrial revolution. For businesses and organisations of all sectors, these are times of unprecedented opportunity, and as we know when we experience change, there is an explicit need for fresh learning. To this end, Learning and Development providers supply such learning in the best way possible- by embracing the power and value of technology. Further, those providers know only too well that technology brings more than just solutions and answers to questions businesses already have, but also to problems not yet generally envisaged. Technology, clearly,
Tipping the iceberg of behaviour change
In an increasingly competitive corporate world, businesses and organisations recognise the need to create and build a common behavioural standard across their workforce. The need for a shared set of critical skills based on behavioural traits, and the ability to harness them, has never been clearer. Ideas sharpen in light of difficult and unpredictable financial
Learning trends: the evolution of a revolution
We live in changing times, a constant state of flux supported and fed by technological developments. The world turns, constantly changing, and that evolution is feeding this digital revolution of our times. This revolution brings changes to how we live, how we work, and importantly, to how we learn. Each year, The Open University’s Institute
Wranx shortlisted for Learning Technologies Awards
We are absolutely delighted to announce that we have been shortlisted for The Learning Technologies Awards! We have been shortlisted under the most innovative new learning technologies product category, which seeks to recognise innovative new products that have the potential to revolutionise the way learning is designed, delivered, supported, enhanced or managed. Here at Wranx, our
Learning at the moment of need – the time is always now
So much to learn, so little time, and so many methods of learning. The formal. The informal. Learning in the here and now. The list goes on, and in the ever changing, fluid, developing world of work, there is ever more need for that learning to be accessed in an easier way. Now. Right now.
Employee retention – modern solutions to slow the revolving door…..
The revolving door spins ever quicker, round and round, relentless and unforgiving. People come, and people go. It’s often a challenge for employers to keep up. The door doesn’t care. It just keeps spinning, round and round, bringing them in and sending them out. It’s not a bad metaphor, but its certainly a worrying one
Job-based learning – Escaping the confines of the norm
We inhabit a world ever-changing – distinct from last week and divergent from the one ahead. The modern business realm progresses rapidly, especially during financial challenges. Enterprises, governmental bodies, and educational institutions must continually reassess their responses to the world to uphold their performance standards. A rise in the need to access vast amounts of
The learning journey – we’re on the road to somewhere….
All businesses, we know, have a need for training. All should recognise the need for investing in their people. From SMEs and start ups to global organisations, the necessity for that investment is clear. Companies want better productivity, they want growth and sustainability, they need profitability in order to provide that growth, the growth towards
70:20:10 – Experience, Exposure and Education
How do we learn? When do we learn? And why? Why do organisations need their people to learn? And what do they want them to learn? Where? How often? When? And who teaches them? And when are all these questions going to stop? Well, right now would seem to be a good time. These are all pertinent questions, though. Organisations should be constantly challenging themselves into seeking new ways of enlightening their people, and encouraging their development, and building a knowledge based corporate structure. It is also just as important to identify the most effective ways to communicate essential information and to best ensure retention. As the world has changed in recent years, so has Learning and Development in the workplace. The workforce has become more transient, global and evolutionary, 24/7, and L&D providers need to tailor their response to these times. Less the instructor, more the introducer. Less the supervisor, more the supporter. Learning and Development professionals have recognised the worth of the 70-20-10 model since its creation in the 1980s at the Center For Creative Leadership, Greensboro, North Carolina, and was based on key evidence gathered from 200 successful managers reporting how they themselves learn. In this context,
Reading about it is the easy part
See what daily retrieval practice looks like running on your own training content.