User-generated content for better learning outcomes.

Keeping learners engaged is not an easy job. Companies are deploying innovative strategies like user-generated content (UGC) to encourage employees to use their knowledge and share it with other team members. A lot of data supports that UGC is a powerful business tool that can help your company grow faster than ever.  By applying UGC, the companies can gain the trust of their employees and ramp up their learning and development efforts. 

In this article, we’ll discuss user-generated content and how it can help you polish your employee training and development strategies.

What Is User-Generated Content?

UGC has become a major part of the digital business world. In workplace terms, the term refers to any content (photographs, videos, reviews, etc.) created and delivered by employees themselves. It has become extremely popular because it powers activity and engagement in employees who wouldn’t participate otherwise. It provides your team members with the opportunity to be more immersed in the production of content influencing the product or service your business specializes in.

This type of organization allows for equal participation. Other than that, your employees can contribute to the conversation about various projects without requiring managers to lead the way. As a result, UGC is an excellent way to elicit more creativity from your employees by promoting their input.

Why Is User-Generated Content Important for Your Business?

By setting up a training process revolving around UGC, you can expect better learning outcomes. Since participants are exposed to environments similar to the digital content consumed outside of work, they’ll absorb the knowledge shared by other participants more readily.

The reason UGC works is that people are naturally drawn to visual content. It makes the learning process more immersive, which is why you should stop pushing your content. Instead, give your team members the chance to create content themselves. Over time, they’ll eagerly structure their training by formulating plans, resulting in learners who want to make their training activities as fruitful as possible.

Another advantage of employing UGC is the knowledge sharing that occurs in every session. It allows you to include the most successful people within your business instead of those from external organizations. More experienced team members can share their knowledge and expertise with the rest, allowing for personalized learning. Once everyone has been presented with the best practices in your line of business, they’ll want to replicate those actions to improve themselves.

All of this combined builds close bonds in your community. Moreover, it engages participants to a much greater extent than ready-made content published by third parties.

How Do You Apply UGC to the Workplace?

The easiest way to integrate UGC initiatives into your corporate training is through LXP technology. It consists of many features that will improve your employees’ learning experience:

Content Creation

LXPs support user-generated content produced by end-users. Your employees can have editors who create lessons and posts that include documents, videos, images, and hyperlinks. Other users can leave comments and ratings on the lessons and posts.

AI-Driven Training and Recommendations

Some LXPs absorb training content, such as videos and documents, and implement AI e-learning to establish the purpose of the learning material. In turn, AI can trigger microlearning, recommendations, and training. In some cases, LXPs can perceive individual instructional needs and skip to a certain point in a video to find the perfect starting point for a given learner.

Content Curation

LXPs offer machine learning features that intelligently organize content found on the internet and provide personalized recommendations. Additionally, learners can manually collect third-party and internal content and share it with their peers.

Why Is LXP Technology Beneficial?

We’ve already mentioned some of the advantages of LXP learning, and here’s the summary:

Tailored Learning paths

LXPs guide your team members’ learning paths with personalized recommendations. As a result, your employees may have more to gain from the platform arising out of interactions and content directed at various learning goals. Moreover, administrators can manually configure recommendations to fit each user.

Agile Learning

Unlike traditional learning methods that require upfront planning, LXPs allow you to set up learning activities on-the-spot. This ensures an agile learning experience since the content is delivered flexibly and quickly in the natural workflow. There’s also the possibility to add microlearning content to solve particular needs, making it easier to accomplish learning goals under a busy schedule.

What Will Future Learning Look Like?

If you embrace UGC and other creative learning methods, such as design thinking, you’ll be fully prepared for the future of workplace training. It will require you to base your training activities according to employee needs and ensure engagement, participation, and opportunities to acquire new skills and ideas. Cutting-edge technology and LXPs enable you to achieve this goal in a time-saving and efficient manner.

A significant part of future workplace training will have to do with social learning. It’s a concept where employees learn by observing other peoples’ behaviours and their outcomes. At the end of the process, good forms of behaviour are promoted, whereas the bad ones are dispensed with.

As opposed to conventional methods that have a lower retention rate, social learning is much more efficient. Nowadays, people take to traits and things that they can retain more easily for having used them to solve real-life problems. This is where social learning comes in handy since it allows for a more practical learning environment and addresses the deficiencies of past learning methods.

Social learning also has to do with learners’ ability to absorb and replicate ideal forms of behaviour. In this regard, it’s a useful addition to UGC, given that both concepts centre on paying attention to and retaining model forms of behaviour. As a result, having your employees learn in a UGC-driven environment from an experienced role model is an efficient way to teach them useful skills and techniques.

On to You

Although UGC brings with it somewhat nebulous concepts, now you know how all of them can help you train and develop your employees. Setting up UGC-focused activities will make your employees more immersed in the process and help them learn practical skills much faster.

To ensure proper application of UGC and related workplace learning concepts, reach out to Learnsure. We are the leading employee training solution on the market and know how to implement any contemporary workplace training method. Book our services and you’ll be on the right track.

Revolutionise Corporate Learning with Design Thinking.

Revolutionise Corporate Learning with Design Thinking.

Managing a company can get complicated. Some of the most challenging obstacles include skills development and managing business dynamics, stakeholders, and customer needs. Is it any wonder then that many businesses are resigned to an uncertain future for not being able to cope with the rapid tempo of change?

Luckily, there’s design thinking that you can adopt to control your business operations. Some of the most well-known companies, including Pepsi, Nike, and Google, have been practising this strategy, and there’s no reason to think that much smaller businesses can’t follow suit and enjoy many of the same benefits. It can help you with your company’s organization, communication, and goals

Take a look for yourself at the process of design thinking and how you can use it to run your business more efficiently.

What Is Design Thinking?

Design thinking aims to understand customer needs and embrace the use of creative thinking to resolve customer problems. In practice, design thinking can involve any number of human-centered innovation processes applicable to design activity, be it for a product, service, or the entire business.

The use of design thinking helps you address any concerns by putting customer needs first. The discipline centers on observing with empathy how users interact with their environment and it employs a direct approach to the development of solutions.

One of the critical components of these processes is visualizing concepts. In many cases, even vague concepts can spawn the brightest ideas, though it would require your team to think visually and your business to simplify a particular concept and make it tangible and much easier to understand.

Design thinking can comprise many stages, and one of the most common is a five-phase process:

  • Empathizing with customers
  • Defining your insights and customer needs and problems
  • Ideating to develop ideas for creative solutions
  • Prototyping to start developing solutions
  • Testing the solutions

Why Should Businesses Adopt Design Thinking?

The modern business landscape can be harsh and difficult to navigate. If companies can’t keep up, they won’t be able to adapt to the present state of affairs, let alone what the future holds.

Including design thinking in your corporate training can help you overcome these obstacles. Here are some of the reasons that make design thinking one of the best business training solutions:

It Helps You Make Plans

There are many distractions in today’s technology-driven world. Business leaders have to stay on top of changes and lead their company in the right direction. This is where design thinking can be immensely helpful.

It helps you visualize any aspect clearly and create a roadmap for the future. For instance, a visualized goal can give you an edge over your competition. In light of the constantly evolving business environment, having a well-thought-out objective at any moment in time can be crucial.

Team Innovation and Collaboration

A large part of design thinking concerns interactions, brainstorming, and eliciting contributions from all team members. This makes for an excellent method to obtain inputs and develop new ideas for products or services together. It promotes collaboration with the customer at its centre. In this fashion, you can use design thinking to align your employees with a common goal.

Problem Identification

Design thinking won’t build your products or services directly. What it does is offering solutions to real-life problems.

It requires posing relevant questions and identifying problems of paramount importance to your customers. For example, holding brainstorming sessions, as design thinking often calls for, can result in greater contribution from all and faster problem identification.

Creative Solutions

Many businesses fail to live up to their potential when all they do is making incremental improvements to their existing services and products. While the practice is perfectly acceptable and may well be good enough for survival, it can also leave your business vulnerable to outside disruptions.

Conversely, design thinking challenges the status quo by fostering creativity and enabling innovative ideas to surface. You can test those ideas later and determine if your customers would be happy with the end product. In doing so, the test results can provide you with a greater upside.

Learning at a Fast Pace

Design thinking assembles in a single room people from various departments for generating as many ideas as possible. This allows for quick testing of ideas in a prototype environment, after which you can pursue ideas that have traction and do away with the unpromising ones. The outcome is faster learning and problem-solving.

Clarity During Meetings

While full of useful insights, business meetings can also be a huge waste of time. You may discuss many things, but this doesn’t guarantee that your team will understand your company’s goals.

On the other hand, design thinking can lay out your expectations and get the team on the same page. With your employees in synergy, you can then develop a clear plan everyone will be able to follow easily.

How Do You Implement Design Thinking

Design thinking consists of a range of principles. Coming up is a summary of what you should do to encourage design thinking:

  • Find a way to add quality to your product or service by learning from seasoned practitioners.
  • Conduct experiments to boost your team’s creative confidence. The goal is to let them take risks in safe environments.
  • Start coaching and facilitating creativity, collaboration, and co-creation.
  • Focus on the customer experience.
  • Help your team develop thought-provoking insights, redefine problems, and produce ideas according to your research.
  • Encourage many different perspectives and check your assumptions.

In implementing this process, there are four crucial factors that will determine your success:

  • Leadership – It’s up to you as the leader to connect design thinking activities to strategic goals. Offer resources, direction, and commitment.
  • People – Encourage your team to take the initiative during changes through lighthouse projects. Develop a design thinking environment that shares best practices.
  • Process – Adapt the general design thinking process to suit your company’s goals.
  • Environment – Set up collaborative workspaces for your employees. Use them to innovate with partners and customers.

Make Your Business Thrive

As you can see, design thinking can help polish your business operations in many ways. Primarily, it enables you to define crucial problems and develop apt solutions to those problems, increasing your chances for success.

Best of all, you don’t have to take on this process on your own. Reach out to Learnsure and you’ll receive optimized learning solutions for your company. We can help your team embrace design thinking and be ready for future innovations.

Don’t settle for average performance. Choose your Learnsure solution and we’ll help your company blossom!

Innovative Learning for the digital age.

Innovative thinking for the digital age

One of the most important investments that any business owner can make is in the employees. This doesn’t only refer to the basics such as salaries and benefits. There are more significant details for making your employees feel appreciated and nurtured.

To be successful, a company needs to provide its employees with the knowledge and tools necessary to become skillful contributors. The staff must also be incentivized to use their skills properly.

Over the years, corporations have become aware of the importance of employee training and skill development to their success. More and more companies are starting to invest in Chief Learning Officers well-versed in training people to thrive in the corporate environment.

These executives are experts in innovative learning strategies, which should be the focal point of any business in this digital age. By adopting innovative learning, companies can enhance business operations and maximize the chances of success.

Such a holistic approach has proven effective for all organizations. Every company should foster employee development with consistent educational tactics, whether self-driven or structured. But how exactly can a business encourage the staff to be more innovative and creative?

In this article, we’ll provide you with three main tactics you can use to develop innovative learning: design thinking, behaviorism, and experiential learning.

Design Thinking

Design thinking is a process of identifying different solutions and strategies that may not be readily visible. In the main, design thinking attempts to understand customers, challenges assumptions, and redefines problems.

At the center of this process lies an interest to understand your target customers. It enables you to observe them and empathize with them.

The process can also help you question many problems, assumptions, and the implications of business decisions. As such, design thinking is an effective strategy for addressing vague or unknown issues. It allows you to redefine them in ways that are learner-centered. It encourages you to organize brainstorming sessions and take a direct testing approach.

Design Thinking Stages

You can find multiple implementations of design thinking, which can contain anywhere from three to seven stages. Nonetheless, the process is very similar in that the stages epitomize the same principles.

To give you a brief depiction of how design thinking works, we’ll mention what the process includes in its five-stage form:

  • Empathize – Learning about the audience for which you’re designing
  • Define – Developing personas based on demographics, goals, and objectives
  • Ideate – Brainstorming ideas while suspending judgment and encouraging creativity
  • Prototype – Creating sketches or building 3D models
  • Test – Learning what works and what doesn’t

Bear in mind that the sequence isn’t inviolable. You shouldn’t consider this process as a hierarchy of the five steps. Instead, it’s just an overview of the actions contributing to innovative thinking and business projects.

What’s the Value of Design Thinking to Businesses?

Nowadays, businesses face countless challenges, from budgetary concerns to technological adoption. It’s no secret that companies have to go through frequent project failures. According to an IEEE Spectrum report, some of the most common reasons a project fails include:

  • Stakeholder politics
  • Poor customer and developer communication
  • Ill-defined requirements

Design thinking can help you overcome these obstacles in several ways. For instance, if your business has trouble retaining customers, design thinking can direct your staff to reexamine their efforts and develop new retention ideas and techniques. They’re also encouraged to collaborate with people of different viewpoints. This can lead to strategic innovation and the solving of major problems.

In your meetings, make sure to elicit as much participation as possible. According to Lawton Ursrey, now Chief Product Officer at UserIQ, getting ideas from everyone is paramount. It’s worth prolonging your sessions to hear your team members’ suggestions on numerous issues.

Since design thinking promotes the testing of ideas, it can lead to valuable feedback in the early stages. This is conducive to early breakthroughs and more efficient business practices. When inputs are received early, you may be able to avoid spending money on worthless solutions.

Additionally, design thinking can be a way out of many stressful and challenging situations. It can remind your team members that solutions are available. All you need is to focus your efforts on finding them. This strategy can foster an encouraging environment in your business.

Behaviourism

Applying behavioural psychology in the workplace can improve your business. To explain, we’ll go through B. F. Skinner’s reinforcement theory.

Unlike others, reinforced behaviours tend to be adopted. The gist of the theory is that you can condition people’s actions. This has direct implications for workplace training and development.

The main thing is to coach your team properly and provide appropriate reinforcement. You’ll help them develop preferred forms of behavior and dissuade the detrimental. In this regard, positive reinforcement is much more preferable to negative.

Positive reinforcement rewards desirable behaviors. If you want to promote any approved behavior, you’ll want to make sure to recognize or reward the team member who exhibits that behavior.

Doing this periodically is the best way to go. There’s no reason to condition your staff to always expect a reward for a job well done.

Additionally, the rewards should have inherent value for the staff. It can be a unique congratulatory note, an outing, or a dinner at their favorite restaurant.

This means that you should find out about your team member’s preferences beforehand, which you can accomplish with a survey. If you use the same reward for all, it can be tantamount to not recognizing an employee altogether if they don’t care for the reward.

Experiential Learning

Now we get to the final part of effective corporate training, which is experiential learning. As the name implies, this is learning through one’s experience, such as workplace exercises.

Some of the most common examples include group activities that focus on problem-solving (could be company-specific), job rotation, adventure learning, and shadowing programs.

With today’s cutting-edge technology, you can even set up e-learning and virtual simulations. Along with other methods, you can organize direct practice in controlled environments. Your team members can apply what they’ve learned in real business situations.

According to a study conducted by ATD (Association for Talent Development) and the Institute for Corporate Productivity, top companies regularly invest in experiential learning initiatives. On top of that, high-performing companies organize experiential leadership activities created by in-house or outsourced instructional designers.

Best of all, this can be emulated at other companies, including yours. Make use of experiential learning if you want your company to blossom. Still not convinced?

Find out more about the intricacies of experiential learning:

Closely Resembles Reality

Experiential learning isn’t a straightforward activity, nor is it a 100% accurate depiction of real-life situations. The reason why it’s useful is that it falls right in the middle of these two extremes.

When you set up an experiential learning activity, participants have to solve real problems. These are problems designed to imitate workplace challenges and require participants to apply the skills that they use daily. This bridges the gap between practice and theory.

Unlike simulations, experiential learning exercises don’t replicate reality. Rather, they serve as themed scenarios and metaphors for the problems that workers face in their everyday work lives. They might not recognize the similarities at first, but they will soon understand the importance of the exercises and how to apply what’s learned.

Triggers Predictable Learning

Experiential learning isn’t accidental learning. The goal may be to teach the significance of planning or another practice, such as conducting a productive meeting. No matter the objective, the exercises instil a set of values in team members.

In other words, you don’t just initiate an experiential learning activity and wait to see the outcome. Instead, you design the exercise beforehand and incorporate all the principles you’d want your team members to adopt. And if these principles are relevant in the real world, your teams’ approach to the game will imitate what they need to succeed in the workplace.

Thanks to the predictable outcomes, you can be confident that your employees will come away with improved skills and knowledge.

Team Members Have to Be Involved

One of the most useful characteristics of experiential learning is its immersive nature. Staff members are engaged and encouraged to use a critical approach. This deep involvement allows them to retain new concepts much better. Furthermore, this evokes a greater desire to improve, both during learning and at work.

Innovation Is Key

If your team members are underperforming or not living up to their potential, your company needs change. Otherwise, you may fail to catch up to businesses that are already using modern workplace learning techniques.

The most important step is to adopt the three practices we mentioned above. They’ll help the entire staff focus on their work by practicing in a controlled environment and thinking about problems critically.

However, implementing these strategies can be challenging. Luckily, you can always turn to Learnsure for first-class workplace training solutions. We’ll share all our expertise to get your employees honing their skills and embracing how other high-performance businesses work.

Contact us now and don’t miss out on our innovative, sure-fire techniques.

The future of L&D will be learner-centric and data-driven

Data Driven Learning

The composition of the workforce across many industries is changing rapidly. Today, according to the World Leaders’ Summit in London study, freelancers would be half of the full-time global workforce by 2020. Not to mention, a big shift towards remote working. For instance, technology leaders like Microsoft, Accenture and Dell have already increased the strength of their remote workforce. They’re building a new workforce that is agile, adaptive and resilient to changes in the workplace environment.  

The insurance industry is not an exception. Today, they face the same challenges as others. In fact, they have a difficult transformation ahead of them. Building relationships is the key to thrive in the insurance industry. However, the current pandemic has shown that the traditional relationship-building no longer works. Hence, the insurance industry has to reinvent corporate learning and development. They have to ensure that their workforce adapts to the new environment and learns to build business relationships online.

We think that the future of insurance learning and development will be learner-centric and data-driven. We clearly see the immediate challenges. The remote workforce would be hard to manage and insurance companies will struggle with the efficiency. This will drive a greater need to learn more about their workforce and customised learning solutions. The patterns emerging out of learner data will help deliver professional training that is learner-centric and data-driven.

Learner-centric corporate learning and development

The current learning and development environment focuses on delivering programs based on classroom training methods. Typically, the workforce is in the audience and the trainer is at the centre of attention. The feedback is incidental and hardly contributes to the improvement of the training program.

We think that the learning spotlight should be on the employee. The insurance industry needs to look at the learning needs of the individual employee. They need to analyse the impact of learning on their performance. And develop a plan that contributes to their development.

By designing learning solutions based on learners’ needs and requirements, the insurance industry can create a learning experience that increases engagement, encourages participation and equip learners with ideas and skills to succeed professionally.

Data-Driven corporate learning and development

A couple of indicators to measure the impact of learning is not enough to drive modern learning and development programs. It needs granular data to fully understand the effectiveness of corporate learning and development programs.

The current learning and development environment lacks the ability to track and analyze the performance of every employee in the organization. With the emergence of newer and better digital learning platforms and mobile learning apps, the insurance industry can capture data to understand and influence the behaviour of their learners. They can create and analyse various data sets to pinpoint the problems, recognise learning patterns and map the competencies of their workforce more precisely than ever.  

We think learning data can not only give trainers and chief learning officers a 360-degree view of employee performance but also empower them to fundamentally reshape the learning and development philosophy.

Design Thinking – Unleash Teams’ Creative Potential

Design Thinking in Corporate Learning

What’s the biggest enemy of innovation?

Fear of failure.

One of the main problems lies in individual biases and learned behaviors. People get in their own way and stymy their creativity. They pre-judge themselves and think that ideas are unworthy. And that results in teams that struggle to apply new ideas.

Jeanne Liedtka published an article Why Design Thinking Works as featured in the Harvard Business Review a few years ago. In it, she talks about how design thinking works to “help the innovators themselves.” It’s a holistic approach to solution-finding that assists both clientsclient and team membersmember.

Implementing design thinking in corporate learning and development can unleash a torrent of creativity for your teams. But before you learn how, let’s talk about what design thinking means…

What Is Design Thinking?

Most companies look for employees who are great problem-solvers. They want employees who think outside the box. But design thinking goes a step beyond those coveted soft skills.

It’s a non-linear way to come up with solutions to challenging problems. It is methodical and focuses on “we-solutions” using collaborative methods.

Design thinking frameworks can vary from three to six steps. Generally, most training programs adhere to the five-stage model. The model was initially proposed by the Hasso-Plattner Institute of Design at Stanford.

These stages include:

Empathize

This stage is often labeled as the “understand” stage. It’s where team members learn about the people who have a particular challenge. You can think of it as an “identify” stage. You’re looking at the “who” of a particular scenario.

This is where empathy comes in.

It’s important to feel what it’s like to be them with this challenge, if possible. Empathy helps employees create more effective solutions because they feel personally invested.

Define

Once you do the research and feel empathy for the people involved, it helps you define the real problem. You’re able to do a deep dive past obvious solutions because you can look at it from different angles.

Ideate

Ideate or ideation is when you start creating possible solutions. Teams throw out ideas without worries of judgment or restrictions. More ideas generated means more potential solutions to the challenge.

Prototype

The hands-on exploration of a preliminary solution, this stage could mean anything from a series of sketches to a cardboard prototype. If the solution is an idea, you may even see teams use storyboards. It all depends on the industry and solution.

Test

The final stage is all about seeing if the prototype works. Teams may need to refine prototypes depending on a test response. Or, they may need to create an entirely new solution. But this is all part of the process.

In the design thinking process, each stage happens in a non-linear fashion. Some team members may work concurrently on more than one stage at a time. At the same time, teams may double back to other stages when they receive new information. Each stage is a different mode, but they don’t necessarily work sequentially.

Design thinking is applicable in an array of situations. Check out some examples of design thinking at work in the world today:

IDEO.org’s Clean Team in Ghana

Ghana had a major problem. Millions of Ghanaians didn’t have in-home toilets. They also had few options for sanitation. This was a very tough problem that needed a creative solution.

As such, Unilever and WSUP (Water and Sanitation for the Urban Poor) got together with IDEO.org. Together they developed Clean Team, which works as a sanitation subscription service. They deliver and maintain toilets and Ghana has a new sanitation option.

Airbnb

A little over a decade ago, Airbnb was a failing startup. The company reached an earnings plateau of $200 per week. The three founders knew that something had to change or they weren’t going to survive.

They had to dig down deep and let go of the belief that everything they did “had to be scalable.”

Instead, they pivoted and gave themselves permission to dive into their creativity well. It was only after they embraced design thinking that they started seeing real changes.

How Do We Implement Design Thinking in Our Workplace?

In the job description, you can always request candidates who are familiar with design thinking. But it’s much more efficient to work with the talent that you have through learning and development or L&D.

With the rise in corporate training, L&D sectors are growing. More companies recognize the importance of reskilling or upskilling their employees. In 2019, a LinkedIn Report revealed that learning opportunities directly influenced employee retention. As many as 94% of employees said that they would stay longer if companies invested in their training.

So, it all comes down to your corporate training program.

You can implement design thinking into your workplace as a new business strategy. But it may be more advantageous to use design thinking in corporate training.

Generally, people learn about design thinking by attending workshops that address specific problems to give them real-world applications. That avenue may work for your company.

However, you can also incorporate design thinking strategies into corporate learning.

Here’s how it would work:

Imagine employees entering a sales training or insurance training program. In the training, they’re presented with a problem unique to the department. Rather than working individually, they’re encouraged to work within teams using design thinking steps.

In doing so, they rewrite old behavioral learning habits. Ideally, teams will learn to trust their own creativity. They let go of methods and ideologies that don’t work and embrace a new way of creating solutions.

The Biggest Challenges for Implementing Design Thinking in Corporate Training

Which skills do companies care about the most?

According to the 2020 LinkedIn Learning report, the answer is soft skills. Creative problem-solving & design thinking skills come in at 42% for many companies.

Despite the high demand, reskill or upskill learning has its challenges:

1. Getting Managers to Make Learning a Priority

Managers believe in learning soft skills for themselves. According to LinkedIn Learning data, they spend 30% more time learning these skills. Yet, it can be difficult to get managers on board with promoting a learning environment.

Without manager support, employees may hesitate to engage in training programs. They may question its legitimacy.

The problem isn’t entirely with managers, though.

As many as 83% of executives support employee learning, according to LinkedIn. However, that number drops to 27% for CEOs. The lack of support from the top can severely limit engagement and legitimacy.

2. Increasing Learner Engagement

Staying current with learning trends like micro-learning and gamification helps keep learners engaged. Micro-learning divides big subjects into bite-sized, manageable chunks. And since researchers found that people are more likely to engage and learn through mobile games, many learning platforms incorporated gamification.

You can also find companies like Learnsure that create customized learning programs with micro-learning and gamification principles.

In addition, the available enterprise training options also help increase learner engagement. It encourages self-directed learning with access to lessons at any time or place.

The training program also encourages engagement with other team members. It allows for an environment of shared learning and accountability. Both of those characteristics can help increase engagement in the long run.

Discover a New Solution with Design Thinking in Learning

You have a phenomenal team of star performers, but they aren’t performing as they should. They’re boxed in by old ways of problem-solving that works for them at the expense of innovation.

But you can take steps to change that way of thinking. For a start, try introducing a new solution-orientated model in their corporate training program. This subtle introduction can help ease employees into design thinking.

It’s a win-win.

Your team has a new way of finding solutions for clients. And clients will love the innovative solutions developed by your team.

Are you ready to unleash your teams’ potential? Contact Learnsure to book a demo.