The Training Shift

The picture says it all! Come join us to upskill on designing performance oriented learning journeys with the Brinkerhoff Certification for designing HPLJs. Next batch starting January 27th 2025 at an APAC and Europe friendly time! Leave us a comment if you're interested or if you think someone in your network might be. #trainingdesign #designforperformance

Sounds familiar to anyone? #training #learninganddevelopment

We’re excited to announce the return of our 𝗕𝗿𝗶𝗻𝗸𝗲𝗿𝗵𝗼𝗳𝗳 𝗖𝗲𝗿𝘁𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻 for 𝗛𝗶𝗴𝗵 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗝𝗼𝘂𝗿𝗻𝗲𝘆𝘀® Champion Program, kicking off in 𝗝𝗮𝗻𝘂𝗮𝗿𝘆 𝟮𝟬𝟮𝟱! Reach out to us for more information and pricing in your region. #HPLJ # LearningJourney #ImpactfulDesign #HighPerformanceLearningJourneys

Exciting News!   After months of hard work, we’re thrilled to announce the launch of The Training Shift's new website!   Our online home is designed to give you a better look at who we are, what we stand for, and how we’re reshaping learning experiences.   We’re all about helping individuals and teams move from learning to performance—whether training you to design effective courses, enhancing your facilitation skills, or creating tailored learning solutions.   Check out our fresh look, explore our services, and see how we drive change at www.thetrainingshift.com   We can’t wait to share this next phase with you and continue to support individuals in upskilling and organizations in building their best teams.   #TheTrainingShift #LearningAndDevelopment #L&D #LearningJourney

We really enjoyed diving into the 𝗪𝗮𝘁𝗲𝗿𝘀𝗵𝗲𝗱 𝗠𝗲𝗮𝘀𝘂𝗿𝗶𝗻𝗴 𝘁𝗵𝗲 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗜𝗺𝗽𝗮𝗰𝘁 𝗼𝗳 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝟮𝟬𝟮𝟰 𝗿𝗲𝗽𝗼𝗿𝘁, which highlights the big gap between 𝘸𝘢𝘯𝘵𝘪𝘯𝘨 to measure the business impact of learning and actually 𝘥𝘰𝘪𝘯𝘨 𝘪𝘵. Check out the full Watershed report here: https://shorturl.at/jt839  The report points out a clear divide between organizations that have the tools and resources to measure learning impact effectively, and those that struggle because they’re lacking things like technology, people, or budget. These struggles actually boil down to three key barriers: 1. Accessing a clean, consolidated view of learning ecosystem data is hard. 2. L&D faces challenges around securing stakeholder buy-in. 3. Correlation vs. Causation—How do you confidently attribute impact to L&D efforts? What really sets successful organizations apart? Well, they align their learning programs with business goals, even when resources are tight. L&D teams that stay connected to business objectives are much better at measuring their impact effectively. So, how can organizations start tackling these challenges? That’s where the 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗧𝗿𝗮𝗻𝘀𝗳𝗲𝗿 𝗘𝘃𝗮𝗹𝘂𝗮𝘁𝗶𝗼𝗻 𝗠𝗼𝗱𝗲𝗹 (𝗟𝗧𝗘𝗠) by Will Thalheimer comes in. LTEM is an evaluation framework that measures learning impact by focusing on how effectively learning is transferred to real-world job performance, rather than just measuring learning activities (like attendance or satisfaction). Here’s how LTEM can help overcome some of the challenges highlighted in the report: 𝗠𝗼𝘃𝗶𝗻𝗴 𝗕𝗲𝘆𝗼𝗻𝗱 𝗕𝗮𝘀𝗶𝗰 𝗠𝗲𝘁𝗿𝗶𝗰𝘀: LTEM encourages a shift from measuring learner satisfaction or completion rates to assessing actual behaviour changes and business results. This aligns with the report's recommendation to prioritize metrics that reflect business performance. 𝗔𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁 𝘄𝗶𝘁𝗵 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗚𝗼𝗮𝗹𝘀: LTEM's focus on levels that connect learning outcomes with business impact (such as performance outcomes and results) can help L&D teams better align their programs with organizational KPIs, addressing a core issue identified in the report. 𝗦𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲𝗱 𝗠𝗲𝗮𝘀𝘂𝗿𝗲𝗺𝗲𝗻𝘁: LTEM provides a clear structure for evaluating learning programs at various levels, from reaction to results. This can help L&D teams gradually build their measurement capability, starting with small, measurable outcomes and expanding as they grow more confident and skilled, which the report suggests is an effective approach. Let’s close that gap – reach out to us to know how LTEM helps you measure how learning can drive real business performance. #LearningAndDevelopment #BusinessImpact #LTEM #L&D #LearningEvaluation #TTS

Exciting news from 𝗧𝗵𝗲 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗦𝗵𝗶𝗳𝘁! We’re now offering personalized and group coaching to help instructional designers elevate their eLearning design and development skills. 𝘚𝘸𝘪𝘱𝘦 𝘵𝘩𝘳𝘰𝘶𝘨𝘩 𝘵𝘩𝘦 𝘪𝘮𝘢𝘨𝘦𝘴 𝘣𝘦𝘭𝘰𝘸 𝘵𝘰 𝘴𝘦𝘦 𝘩𝘰𝘸 𝘸𝘦 𝘤𝘢𝘯 𝘩𝘦𝘭𝘱 𝘺𝘰𝘶 𝘶𝘯𝘭𝘦𝘢𝘴𝘩 𝘺𝘰𝘶𝘳 𝘪𝘯𝘴𝘵𝘳𝘶𝘤𝘵𝘪𝘰𝘯𝘢𝘭 𝘥𝘦𝘴𝘪𝘨𝘯 𝘴𝘶𝘱𝘦𝘳𝘱𝘰𝘸𝘦𝘳𝘴!

Congratulations to our co-founder Ruhi Grewal for LTEM Gold Certified! 

Congratulations to our co-founder Shilpa Subramaniam for getting another feather in her hat by getting LTEM Gold Certified! 

Curious about how to design a performance-oriented learning journey? Swipe through the images below for four practical and useful tips you can apply! Reach out to us to create learning journeys that drive results and deliver measurable impact. #trainingdesign #learningjourney

In our last post, we looked at Bloom's taxonomy and highlighted that its pyramid structure isn’t ideal for writing learning objectives because learning doesn't follow a strict hierarchy or linear progression. So, are there alternatives to Bloom’s taxonomy? Yes! There are quite a few popular ones out there like SOLO, ICE, and Marzano’s Taxonomy. But we’ll dive into our favourite one, 𝗗𝗲𝗲 𝗙𝗶𝗻𝗸’𝘀 𝗧𝗮𝘅𝗼𝗻𝗼𝗺𝘆 𝗼𝗳 𝗦𝗶𝗴𝗻𝗶𝗳𝗶𝗰𝗮𝗻𝘁 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴, and share why we’re such big fans. Dee Fink views learning as a process of meaningful change, suggesting that real learning only occurs when something significant shifts in a person’s life. We agree, believing that learners must move beyond just acquiring knowledge to actually applying it in practice. A standout feature of The Taxonomy of Significant Learning is that it includes six major categories that are circular, interactive, and connected. The beauty of this taxonomy is that it 𝗶𝗻𝘁𝗲𝗴𝗿𝗮𝘁𝗲𝘀 𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝘃𝗲 𝗮𝗻𝗱 𝗮𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝗮𝗿𝗲𝗮𝘀 by including social and emotional components. This holistic approach recognizes how learning is intertwined, making it a valuable tool for creating learner-centered outcomes and designing comprehensive training programs. 𝗧𝗵𝗲 𝟲 𝘁𝘆𝗽𝗲𝘀 𝗼𝗳 𝘀𝗶𝗴𝗻𝗶𝗳𝗶𝗰𝗮𝗻𝘁 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 1. Foundational Knowledge Remember and understand information. Other learning will build off of this base of content knowledge. 2. Application Learn a new action, whether a new skill, or way of thinking. 3. Integration Make connections between ideas, learning experiences, or subjects, revealing the deeper rules or processes that connect seemingly unrelated phenomena. 4. Human Dimension Learn about yourself and others, which means how the material applies to learners and those around them. 5. Caring Developing interest or value for the topic within learners. If you have chosen a topic to include because it is important, often you will want learners to develop a similar appreciation. 6. Learning How to Learn Improving learners’ learning skills while simultaneously learning content. This means that learners are not only becoming more efficient at learning but also becoming self-directed to continue learning beyond the course. 𝗗𝗲𝗲 𝗙𝗶𝗻𝗸’𝘀 𝗧𝗮𝘅𝗼𝗻𝗼𝗺𝘆 𝗶𝗻 𝗮𝗰𝘁𝗶𝗼𝗻 To help designers come up with observable and measurable learning objectives for each category, Dee Fink provides a list of action verbs to use (see second image below). The third image shows an example of how action verbs have been used to craft objectives for a first-time manager program. There are loads of resources about how you can use Dee Fink’s taxonomy to design training courses. Here are some of our favourites: Intentional College https://shorturl.at/Jhqmy Fink’s Taxonomy of Significant Learning https://shorturl.at/oJdLJ Verbs for Significant Learning Objectives https://shorturl.at/J3K57 Using Fink’s Taxonomy in Course Design https://shorturl.at/c7rfF