How to Drive Learner Engagement and Performance Through Gamification

EI Design uses proven gamification approaches and techniques to achieve successful gamification, including focusing on longer-term gamification which can include gaming apps, VR integration, microlearning, and personalized gaming challenges. Ultimately, their approach to game-based learning is driving learner adoption, engagement, retention and performance

Innovative Approaches to Redefine Your Leadership Development Training

Employers should provide time for their leaders and high potentials to absorb what they have learned and apply it in a safe environment, such as peer groups and live or online simulations. In addition to formal training, at least half of organizations say their leaders will leverage videos, web-based training, job aids, infographics, podcasts, or tool kits to get additional information on leadership.

How to Reimagine Induction and Onboarding Training for a Hybrid Workplace

As companies make their way through The Great Resignation in the wake of the pandemic, they must prepare for the wave of onboarding that will occur on the other side. Knowing that many workers will either want or have to stay remote will change how companies approach onboarding new talent. But those changes can lead to a better experience for the learners and better results for the business.

Creating a Stronger Link between Learning and Performance

Brandon Hall Group Smartchoice Preferred Provider EI Design developed a framework for building a Learning and Performance Ecosystem. Their integrated approach to learning and performance is designed with the learners’ needs in mind and always driven by key outcomes — for individuals and the business. This sets the proper foundation with a focus on the right metrics. EI Design then helps their clients choose the right evaluation model to measure impact. The goal is to take a holistic approach and drive performance and behavior change.

A Framework to Measure the Business Impact of Training Programs

The gap between what it takes to make Level 2 measurements (the degree to which participants acquire the intended knowledge, skills, attitudes, confidence and commitment) and Level 3 measurements (the degree to which participants apply what they learned during training when they are back on the job) is massive. It is a leap many companies are unwilling or unable to make. Most L&D teams are already completely overwhelmed, even with the minimal measurement they already do. That’s why it is often necessary to enlist some help.

How to Avoid Learner Fatigue by Creating Positive Learner Experiences and Learning Experiences

To prevent what occurred in so many organizations suffering the “Zoom fatigue” brought on by an endless stream of video meetings, L&D must take a more thoughtful, holistic approach to creating and delivering learning for a hybrid workforce. It starts with recognizing learning’s place in the overall employee experience and ensuring it is enhancing that experience rather than detracting from it.