“Our job is to give the client what they want.” Nope. Our job is to save the client from themselves. We need to learn who they are and what challenges they’re facing, and then help them do the analysis that they probably skipped. Learn more.
Does that learning objective really want what’s best for you? Conventional objectives aren’t always our friends. These three questions will help you set boundaries with our frenemy. Learn more.
How can we make mandatory training actually useful? With some disobedience, questions, and a sneaky workaround to “everyone must be exposed to all the information.” Learn more.
I’m in your branching scenario, and I’ve made a bad choice. Can I go back and change my decision, or do I have to continue, looking for ways to recover from my mistake? It depends! Learn more.
“How can I design training for new software?” Maybe training isn’t even necessary. Let’s look at some alternatives. Learn more.
Your client wants “one course for everyone.” You know this means “one generic info dump that everyone will forget.” How can you steer the project in the right direction? Learn more.
Your new client wants you to design training for chainsaw users. But what does he really need? And could I possibly be serious about this scenario? Learn more.
Can Bob the training guy get $40,000 to develop his course? Find out how a strong goal can justify your project and focus your design. Learn more.
Do you feel like you’re an assembly line worker in a course factory, expected to crank out training on demand? Break free of the assembly line with a strong kickoff meeting that puts you in charge. Learn more.
Business leaders love their L&D departments! Well, maybe 20 percent of them do, according to surveys. Here are three ways to get real business results and win the love you deserve. Read more.