MS in Learning Design and Technology | University of San Diego’s Post

Are you aiming to make an impact in corporate training? Our newest blog post sheds light on the essential skills, education and certifications that can help you succeed. Discover how our master’s program can be the key to unlocking your career potential. Start your journey today.

training and development

Great training is not boring and neither is life in the Red Rock office When was the last time you sat through a training and when it finished, you thought, “I wish there was just a little more.” Engaging training doesn’t guarantee that people will learn, but if the training is not engaging, it’s going to be very difficult for people to learn anything. Wouldn’t it be nice if the people in your organization walked out of their next professional development opportunity saying that was amazing. Best training we’ve ever done. If you are leading a training, here’s 3 things to think about that can help engage your audience: 1) MOVE - provide opportunities for people to get out of their seat, work collaboratively, and engage not just their mind, but their body. 2) MAKE IT RELEVANT - people care about things that are connected to their experience in the workplace. The closer the exercises and activities are to their actual experience the more helpful they will be. 3) SURPRISE - adding something unexpected can add a boost of energy to a key moment. You dont have to hang upside down (but you could, nice work Scott JOHNSON ) but a little surprise can go a long way.

For many fast-paced companies, traditional wisdom has been to train an employee for their specific role as fast as possible so they can begin to contribute on the fastest possible timeline. Today, a new mindset and a new buzzword are sweeping across industries of all sorts: skill-building. Instead of merely teaching new hires their job duties, why not invest in the long term and help them learn broad skills that help them excel wherever their journey with your company leads? https://shorturl.at/MuTsm

In today's rapidly evolving job market, the importance of continuous learning and skill development cannot be overstated. On-the-job training is the process of learning while working, and it offers a multitude of advantages for both associates and employers. In this article, we will explore the numerous benefits of on-the-job training and why it has become an integral part of modern workforce development.

Is Your Training Hitting the Mark? 🎯 At MYCA Learning, we believe personalized learning starts with a crucial first step: understanding your employees' unique needs. 💡 With insights into skill gaps, career goals, and learning styles, you can: ✅ Deliver relevant training ✅ Boost engagement ✅ Drive real results Skip the guesswork and build training that works. Ready to start? We’re here to help every step of the way. https://lnkd.in/g7raA75v

Happy Monday all! Today I am posting in defense of my industry - learning and development. Recently, I discovered that not everyone really knows what learning and development teams do within an organization. In one instance, I was asked... 🙋♂️ Potential New Friend: "So, Shaun, what do you do?" 👨🏫 Me: "I'm a consultant for learning and development strategies." 🤷♂️ Potential New Friend: *Blank stare* 👨🏫 Me: "I develop programs to improve performance, skill, knowledge, and analyze where gaps are within roles." 🤷♂️ Potential New Friend: *Blank stare* 🙍♂️ Me: *Trying to think of a different way to explain this without using the dreaded "T" word, but eventually cave in* - "I'm in training." *defeated* 👨🔬 Potential New Friend: "Oh really! I've done some training myself over the years." 🤦♂️ Me: *Sigh* This interaction is all too common with my industry, and so I wanted to share some things about what a learning and development does. Throughout this week I hope to add some additional thoughts and maybe even give cause to think about how you are can better interact with this crucial team in your organization. 💡 An L&D team is more than training, and even if it was just training, it is more than just training frontline employees. 💡 The L&D team is positioned in an organization so that they can interact and support all teams, and levels within the organization, from frontline employees to the executive team. From customer support & operations to product & engineering. 💡 Your L&D team analyzes the needs of teams and individuals to address gaps in performance and skill...much like a product team would do with a product and service that the company delivers on. 💡 A Learning & Development team is also a mini-marketing team. They have to market their programs to the teams and individuals, build a brand that aligns with the company values and mission, and are often the first point of contact for employees with a company's values. 💡 An L&D team has to execute relentlessly on projects. There is no shortage of requests that come in and there are always improvements to be made, changes to manage, and new products and services to make aware. Your L&D team might be the best team in the company at executing project timelines and following through with minimal to no support. (That might be a selfish take :)) 💡 Did you know that your L&D team, along with other People team functions, are one of the only groups in the company that reach out, collaborate with, and deliver results to every part of the business? This makes them great thought partners, collaborators, and stakeholder managers. If you are under-utilizing your L&D team, I invite you to connect with the leader of that organization, and strike up a conversation. Get to know them. Partner with them. If your organization does not yet have an L&D team and you are now realizing what a mistake that is, reach out to me...I can help with that! #learninganddevelopment

🧠 92% of U.S. employees say learning something new on the job makes them more motivated and engaged in their work ✍️ Learn how to implement meaningful learning into your #EmployeeTraining programs: https://hubs.ly/Q02TF9dQ0

What is cross-training in the workplace? Cross-training, also referred to as ‘cross-skilling’, is when an organisation develops a multi-skilled workforce by providing training and development to ensure that the employees have the capabilities and knowledge to perform more than one role within the organisation. Employees are trained to perform tasks they were not initially employed to do, leading to increased motivation and workplace proficiency. Upskilling, reskilling, and cross-training can all be considered as part of an individual’s Continuing Professional Development (#CPD). When looking at building a skills development programme there a number of things to consider. Here are some simple tips to help develop and implement your programme: 1. Define your goals. 2. Job enrichment vs job enhancement. 3. Who will undergo training and who will train? 4. Introduce the programme to employees in a positive manner. 5. Simple and effective feedback procedures. 6. Deploy and implement new skills.

A lot of articles I've read online recently decry the lack of training for employees: "it costs too much and they'll leave us anyways", or, "why on earth would I want to become a manager - they don't train you and all you get is more work". Well, I think there are easy solutions that don't break the bank and support work life/balance. This can include: 1. Show skills including soft skills by leading by example and explain why 2. Shadowing opportunities - watch, ask questions and learn 3. Use the free tools that often come with the software you already own or other free resources online (Youtube videos for example) 4. Carving out time for your staff to learn and grow All this supports succession planning, staff retention and improved productivity...which influences your company's bottom line.