Caveo CEO Jeff Carpenter will be co-presenting at Elliott Masie's Learning 2018 conference, annually one of the learning & development industry's most highly anticipated events. Catherine Curtis, Senior Manager of Global Instructional Design at Amazon, will join Carpenter in presenting Adaptive Learning: Meeting the Dynamic Needs of Your Employees, targeting learning leaders and established learning professionals.
Corporate Strategy and Learning Center
Caveo CEO Jeff Carpenter will be participating in a leadership panel to discuss how AI is impacting the employee experience at this year's CLO Leadership Summit, hosted by Future Workplace. Held October 11–12 in NYC, Jeff will join Michael Bland, CLO of TIAA, and Bob Fogel of McGraw Hill Education on the panel, and Kevin Mulcahy, Partner at Future Workplace, will act as moderator. Caveo is also a proud sponsoring partner of the summit.
Renie McClay, Senior Project Manager at Caveo, is presenting at the Association for Talent Development Kansas City Chapter's (ATDKC) Fall Conference 2018, on September 27 in Overland Park, KS. This annual conference is the area's largest talent development event, bringing the latest in trends and tools for engaging learners. Talent development practitioners from all around the greater Kansas City area will be in attendance at the Johnson County Community College.
This year's ATDKC Fall Conference theme is Get A Clue, and is intended to help broaden and deepen awareness of how to ask the right questions, targeting instructional designers, training practitioners, and learning consultants.
Acting within the conference theme, McClay's session is titled Defining Learning Solutions within the Organization Budget.
At some point, all learning and development organizations are faced with the need for a learning partner—business objectives or performance gaps may demand L&D personnel and expertise that can’t be organically added in a timely or cost-efficient manner.
Large-scale partner arrangements are more common than many learning leaders realize, but so too are potential pitfalls. Learning leaders generally have a pretty solid idea of what they hope to get out of L&D services arrangements, but for a host of reasons, partnerships don’t always deliver on expectations. However, thoughtful planning, including asking the right questions as part of the careful evaluation of prospective partners, can go a long way toward ensuring a productive L&D partnership arrangement.
Here is a look at the motivations, challenges, opportunities, and benefits facing learning leaders when it comes to learning partner services, as well as what to consider before engaging with a learning partner.
Are you struggling to be creative? Do your eLearning courses seem uninspiring? If so, do not despair. You may be surprised at the number of instructional designers and trainers who lament their lack of creativity—especially when their businesses expect continuous innovation.
If you want to build creative learning activities, no matter what the medium—in-person, virtual instructor-led, or digital learning—first clarify your purpose for the activity. Ask: “What learning do I want the participants to achieve?” Start with the end goal in mind, or your creativity could miss its mark with recipients.
Audiences are becoming more and more diverse. With varieties of native languages in the room, it is important to look at what is helpful as well as what may hinder or confuse when designing learning. You may be designing learning for a French-owned firm that needs to train English speakers. Or it may be a US-owned firm, with global customers and employees. It may be something specific like onboarding or selling skills in varying languages and with varying cultural references.
While you may have done instructional design for many years, an expanded definition of instructional design from a global view is the artistic ability to get the lesson across to any culture or in any language. Here are tips and suggestions to help accomplish objectives across a varied audience when designing or delivering training.
Training Industry has named Caveo Learning to its 2018 Training Outsourcing Companies Watch List.
Selection to the list is based on the following criteria:
- Innovative service offerings
- Ability to provide services on a global basis
- Unique and proven approach to Business Process Outsourcing (BPO) solutions
- Quality of clients served
Each company who participates undergoes extensive research, including thorough analysis of their capabilities, experience, and expertise. The end result is a list that acknowledges companies poised to capture share in the training outsourcing marketplace.
For the second year in a row, Training Industry has named Caveo Learning to its Top 20 Content Development Companies List!
Selection to the list is based on the following criteria:
- Industry visibility, innovation, and impact
- Capability to develop and deliver multiple types of content
- Company size and growth potential
- Depth and breadth of subject matter expertise
- Quality of clients
- Geographic reach
Training Industry is the most trusted source of information on the business of learning, continually monitoring the training marketplace to help organizations find the best providers of training services and technologies. Caveo is proud to be included in this prestigious list.
Training content on onboarding information, product knowledge, or processes can be inherently dry and hard to deliver in an engaging manner. But dry or not, this content is important for employees to learn about their workplace, the processes they need to follow, regulations they need to comply with, and changes or initiatives happening throughout the company. It’s up to the training department to deliver this content properly.
However, because this information often does not apply directly to everyday tasks, it’s difficult to train using performance-oriented learning methods. Therefore, before training on informational content, it’s important to consider the learners’ perspective, existing knowledge, and how motivated they are to learn the content.
We are in a time where organizations are offering up robust training programs to their workforces. No longer do learners have a flat, one-instance training event. L&D departments are designing full-scale programs with stages of training for their learners. These programs direct a learner through their learning journey over the course of several weeks or even months. That journey involves multiple stops where the learner will interact with a variety of training deliverables in different formats, such as instructor-led, eLearning, virtual instructor-led, social learning, and self-paced asynchronous learning.
These comprehensive, blended training programs allow learners to engage with the content in a variety of ways. This variety is a bonus for learners and organizations—it enhances learning and content retention and drives the learner toward achieving the training’s business goals. But, these complex programs can create some chaos for the learner if they aren’t organized and structured in a way that the learner can easily navigate them. This is where a learning map comes into play.