Following the death of eLearning, the time has come for learning organizations to invest in defining their standards for the digital learning product development.
As learning designers, can we all agree that eLearning is dead? I’m not trying to be controversial, but eLearning conjures notions of bad PowerPoint-like courses (no offense PowerPoint, we still love you, but only when appropriate). You know the ones we’re talking about—the courses where your mouse hovers over the “next” button in anticipation of when you can advance to the next slide. It’s the courses with the excruciatingly slow voiceover, the click-until-you-get-it-right knowledge check, and the grand-finale quiz that serves as our shining beacon that this experience will eventually end. So, we feverishly click “next” through slide after slide, just to end the experience.
Today, we are going to jump back into the topic of digital habits. In our first post on this topic we discussed how we can use our target audiences digital habits and meet them where they already are. AKA using their already learned and formed digital habits to educate, inspire and inform. If our learners are connected to their mobile devices 24/7 we have to use that to our advantage! However, today we are going to take it one step further and discuss the six-letter word that has taken the marketing world by storm, content, but more importantly we are going to discuss how to structure your content so your learner engages with it!
We introduced you to WeThink through the lens of frontline worker development. We discussed scenarios in which organizations could help grow this employee segment, which is a win-win for all those involved! Today we are going to continue the conversation and dive into frontline worker development and how it not only benefits the worker and organization, but also the communities in which we live and thrive.
If you’ve been following WeThink from the beginning, you have the idea that frontline worker development is an important issue to us. We are not only passionate about it because, well, we’re learning professionals, but also because helping employees grow is a strategy that can be applied to employee retention across almost all industries. Frontline workers, specifically, are an integral part of an organization that don’t always have educational pathway options available to them. And we think that ought to change.