Caveo Learning

Corporate Strategy and Learning Center

Mining for Gold Among Learning Trends of Today and Tomorrow

Posted by Jeff Carpenter on July 21, 2017

A number of trends in learning & development are exciting and promising… but not all that glitters is learning gold. What's important is not necessarily that learning leaders jump on trends, but that they pay attention to them to assess whether or not their organization would benefit from them.

Learning is getting more customized, more adaptive, and made available however and wherever—and budgets are not increasing at the same rate as expectations. Don't let technology overshadow your business aims; there’s a tendency for learning organizations to address technology first, and then figure out after the fact how they’ll use it and how it's going to impact the user base. Above all, make sure your L&D organization is not simply ahead of the curve, but is innovating to drive actual enterprise-wide benefits.

Here’s a look at some of the learning trends generating buzz throughout L&D, and our assessment of their potential value.

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8 Tips for Successfully Implementing Informal Learning

Posted by Paul Powell on March 9, 2017

Today’s workforce is populated by on-the-go learners. Whether through social media, blogs, apps, or texts and watercooler conversations, learners have come to expect that help with performance needs will be quickly accessible and available when, where, and how they need it.

The ability to learn and practice without signing up for a course or earning a certificate is at the heart of informal learning. And while informal initiatives are becoming increasingly commonplace, plenty of learning leaders remain unsure about how the format fits within their organizational culture, or how to gain the necessary buy-in and support from senior leadership.

So how can you harness the power of informal L&D in a way that boosts your organizational performance? Here are eight tips for successfully leveraging informal learning.

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Gamification is Overrated... Unless We're Talking Serious Games

Posted by Tim Youngman on February 2, 2017

Gamification is often cited by enthusiastic supporters as a tactic to engage and motivate learners by providing a more enjoyable learning experience. More importantly, when done well, gamification can provide meaningful context for the performance intervention while reducing time to competency, creating higher proficiency, and increasing retention.

Those things are generally true, yet gamification is lately losing steam as a learning trend because of the time and expense to develop and its difficulty to maintain. The question learning leaders need to ask is whether gamification is the right solution to achieve a given business objective. In most cases, it’s not.

Before we delve into when it's a good idea to use gamification, let's first define exactly what we are referring to—and what we aren't—when we talk about gamification.

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2017 Learning Trends: Custom, Adaptive, Anywhere, and Impactful

Posted by Jeff Carpenter on December 12, 2016

Learning is getting more customized, more adaptive, and made available however and wherever… but as ever, the only trend that really matters is delivering business value.

The way the world works continues to evolve at a rapid pace—and with it, the roles and expectations of the learning & development organization. Learning deliverables must be available in the time and place and format that users need them. Performance solutions are increasingly interactive and customized. And more than ever, business stakeholders are holding learning leaders to account when it comes to justifying budget requests and proving the value of L&D initiatives.

Make no mistake: these are all good things. But they require a commitment on the part of learning professionals to recalibrate the way they think about the role of L&D within the larger enterprise.

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The eLearning and Mobile Learning Lessons of Pokémon Go

Posted by Adam Kirby on September 15, 2016

Whether you love it or are mystified by it, there’s no denying that the pop culture impact of Pokémon Go has been immediate and staggering, becoming the most popular mobile game in history within barely a week of its July release.

While it’s a bit of a stretch to call Pokémon Go a learning game, there are nevertheless a number of important lessons that instructional designers and eLearning developers can glean from Pikachu and friends. Gamification and mobile learning are among the hottest topics in L&D today, and there are a number of training takeaways inspired by Pokémon Go.

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Day-in-the-Life Training a Key Part of Effective Team Building

Posted by Robert Davis and Russell Williams on September 8, 2016

Imagine a basketball player driving for the hoop on a fast break—the defenders move in front of him, and with his eyes still set straight ahead, he lofts the ball to his left. His teammate grabs it on the dead run, and with the defense outflanked, dunks it. Beautiful play. The crowd goes wild.

How did the player know for certain that his teammate was there? That’s teamwork fed by familiarity, trust, and a knowledge that goes as deep as muscles and bone. Those traits are key to building an effective, engaged team that works in sync.

In team-building training, learning & development tends to focus on individual skills: demonstrating leadership, employing empathy, listening, and using the “yes, and” response that allows groups to find consensus-based paths forward. But what have we done about building essential knowledge of another person’s perspectives, mindset, and the job responsibilities that they own? And what steps have been taken to foster commonality across work units, divisions, or between distinct groups within the organization, all of which may have competing viewpoints?

This is where day-in-the-life training comes in.

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How to Build a Modern Learning Culture Through Innovation

Posted by Adam Kirby on July 22, 2016

More and more, stakeholders throughout the business are bypassing the learning function to create learning outside the learning & development organization. To win back the hearts of these stakeholders (and win a bigger share of the organizational budget), learning leaders must deliver solutions that are exciting, cutting-edge, efficient—in a word, innovative.

But what exactly is innovation? We tend to think of innovation as being something technologically oriented, but it's really much broader than that. At its core, innovation is about looking at existing processes, through a different lens—coming up with a new idea or method to drive positive change. There’s often a technological component, but some of the most impactful innovations are entirely analog. It’s about seeing patterns where others see noise, and stubbornly pushing ahead for the betterment of the organization.

To be innovative, you have to embrace a certain level of discomfort, because change isn’t comfortable. And you have to realize that others won’t see the future state the way you see it, so you have to be ready to explain what the new reality looks like, why it’s better than the present, and how to get there.

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9 Ways to Use Social Media in Training

Posted by Renie McClay on May 12, 2016

Engagement is a key to successful learning, and the workforce is increasingly tech and media savvy, so of course more and more learning organizations are using social media in training. Social media has training uses before, during, and after training sessions, as an innovative and effective method for delivering content.

Nearly half of learning leaders—45%, according to a November 2015 survey by ATD Research—provide instruction on using social media for learning. If you haven’t yet begun employing social media tools in your learning initiatives, it may be time to start exploring the possibilities.

Here are nine ways L&D organizations can incorporate social media into the training process.

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8 Questions When Converting Training to eLearning or Virtual ILT

Posted by Barbara Opyt on April 21, 2016

Taking instructor-led training online with virtual ILT or eLearning carries a host of potential benefits, both financial and practical. When making the transition from classroom training to an online or blended learning program, though, it may be better to scope the project as a new build of the training, rather than incorrectly scope it as a direct conversion of existing content.

There are many reasons why converting ILT to eLearning or VILT might be a good idea. Offering the content online grows the potential audience, while reducing time and travel costs. Today's workers are used to digital knowledge transfer formats, and they appreciate being able to set their own pace. And, in the case of eLearning anyway, it's available on demand any time.

But online training formats come with challenges that in-person learning programs don't have. When taking ILT online with VILT or eLearning, it's important to thoughtfully consider the qualities that make good ILT successful, like hands-on practice and interpersonal interaction. Instructional designers must not fail to account for intrinsic differences of the platforms when converting training to VILT or eLearning.

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Virtual ILT Reality: Instructor-Led Training Conversion is Complex

Posted by Renie McClay on April 7, 2016

In theory, it should be simple—take existing instructor-led training programs and put them online. Set up a webcam or shoehorn the training into a webinar platform, and get all the benefits of in-person ILT without the costs of travel, facilities, and time away from the job.

It’s a great idea, and we’re seeing more and more learning organizations attempt this straight conversion to virtual instructor-led training from traditional ILT. But in reality, going virtual is a lot more complex, requiring careful thought about how to retain those components that really make in-person ILT shine, like participant-centered interactivity, interpersonal camaraderie, and hands-on practice.

ILT conversion to VILT can absolutely be a smart and successful move, but only if it’s done right.

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