Training Industry Magazine - November/December 2016 - 27

BURST TRAINING
CAMPAIGNS GROWING
FOR SOURCING ENGAGEMENTS
As the outsourcing market for large scale, comprehensive
BPO deals are declining, we are seeing more growth in
project, mission or initiative-based training engagements.
We refer to these as "burst" engagements. A training "burst"
is where the supplier is contracted to manage any or all
processes associated with a defined training initiative - such
as a product launch, technology implementation or change
management initiative. When the initiative is completed,
the supplier engagement ends. The primary difference of
this from traditional BPO engagements is those are "process"
oriented. Burst engagements are project based, and the
terms of the contract are more directed at the deliverables
related to completing the initiative. Burst engagements
provide an innovative option to the training leader and
substantially reduces the risks of traditional process
outsourcing engagements.

ADAPTIVE
LEARNING
Identifying ways to improve
the learning experience while
minimizing the impact on
employee downtime have
been challenges across the
industry. Adaptive learning
is about personalizing the
learning experience. By using
adaptive learning techniques,
we can reduce the time it
takes learners to become
proficient, eliminating the
need to cover content they
already understand. This
improves the effectiveness
of our programs because the
learner only focuses on what is
absolutely needed. Traditional
approaches
to
content
design involved developing
courseware in a one-size-fits-all
approach and then expecting
the learner to consume the
content. Adaptive learning is
about adapting the content
to the learner's needs. For
many years, the training
function has been interested in
personalizing the experience,
but now they can accomplish
this objective by letting the
platform adjust information
based on a learner's previous
responses. The future success
of adaptive learning is not
only in the design of the
technology, but in the design
of content. Content must be
shortened and modified into
learning objects, so it can be
consumed based only on what
the learner needs.

MULTIMODAL
LEARNING

SHIFTING TO A
CULTURE OF COACHING

Research related to the science
of learning has taught us that
one of the most effective
techniques for increasing
retention and application is
to reinforce content over an
extended period. Extending
the learning experience preand post-training requires
multiple touches throughout
the
learning
experience.
Technology is changing the
way content is accessed and
consumed, and changing how
training leaders look to design
learning experiences. In a 2016
study, 79 percent of training
leaders told us that offering
alternatives
for
training
modalities is vital to their
success. From mobile apps
and e-learning, to job aids
and simulations, employees
need multiple touches and
ways to consume information
and drive behavior change.
Essentially, these multiple
touches transform training
from an event into an extended
learning experience.

As the workplace continues to evolve with the emergence
of new generations and technologies, there has been
a gradual shift toward developing a more inclusive
learning culture. One where companies value the internal
development of future leaders, and where institutional
knowledge is passed on to up and coming talent. One of
the most effective ways to transfer proprietary knowledge
is through mentoring and coaching. And the old saying
holds true, that the best way to learn something new is
to teach it. Mentoring not only develops the ones who
follow in the footsteps, but it is also a wonderful way to
develop current talent for leadership roles. The challenge
is we haven't done as much as we should to develop
structured ways to develop the mentors. Cultures that
value coaching are ones that emphasize the value of the
talent, and provides a systematic approach to developing
mentors and a culture for coaching.

T R A I N I N G I N DUSTR Y MA GAZ INE - TRENDS201 7 I WWW.TRAI N IN GIN DU ST RY. C O M/ MAGA ZI N E

| 27


http://www.trainingindustry.com/ezine.aspx

Table of Contents for the Digital Edition of Training Industry Magazine - November/December 2016

Perspectives
Table of Contents
Naked Truth: The Hallmarks of Learning Are Generation Agnostic
The Power of Unconscious Learning
Hidden Biases Hinder Our Success
Three Leadership Lessons
The Impact of New Technology on the Leadership Development Industry
Four Steps, Two Voices: Navigating the Manager-Millennial Relationship
Key Trends for 2017: Innovation in Educational Technology
Treating Our Learners as Customers
If Not Learning Styles, Then What?
PACE: Prescription for an Adaptive Course Environment
Is Microlearning Enough?
Learning Portfolio Transformation
Lean Learning: Why You Need to Cut the Fat to Demonstrate Learning Value
Nestles Journey Toward Leanring Effectiveness
How to Assess for Success in Offshore English Skills
Moving From Events to Journeys to Get Demonstrable Results
Fixing the Leaky Leadership Pipeline
The Three C's: Making Technology Work in Corporate Training
Science Fiction or Reality? Opensesame Explores Virtual Reality with Series B Funding
Company News
What's Online
Training Talk
Training Industry Magazine - November/December 2016 - Intro
Training Industry Magazine - November/December 2016 - Cover1
Training Industry Magazine - November/December 2016 - Cover2
Training Industry Magazine - November/December 2016 - Perspectives
Training Industry Magazine - November/December 2016 - Table of Contents
Training Industry Magazine - November/December 2016 - 5
Training Industry Magazine - November/December 2016 - 6
Training Industry Magazine - November/December 2016 - 7
Training Industry Magazine - November/December 2016 - 8
Training Industry Magazine - November/December 2016 - Naked Truth: The Hallmarks of Learning Are Generation Agnostic
Training Industry Magazine - November/December 2016 - 10
Training Industry Magazine - November/December 2016 - The Power of Unconscious Learning
Training Industry Magazine - November/December 2016 - 12
Training Industry Magazine - November/December 2016 - Hidden Biases Hinder Our Success
Training Industry Magazine - November/December 2016 - 14
Training Industry Magazine - November/December 2016 - Three Leadership Lessons
Training Industry Magazine - November/December 2016 - The Impact of New Technology on the Leadership Development Industry
Training Industry Magazine - November/December 2016 - 17
Training Industry Magazine - November/December 2016 - 18
Training Industry Magazine - November/December 2016 - 19
Training Industry Magazine - November/December 2016 - Four Steps, Two Voices: Navigating the Manager-Millennial Relationship
Training Industry Magazine - November/December 2016 - 21
Training Industry Magazine - November/December 2016 - 22
Training Industry Magazine - November/December 2016 - 23
Training Industry Magazine - November/December 2016 - Key Trends for 2017: Innovation in Educational Technology
Training Industry Magazine - November/December 2016 - 25
Training Industry Magazine - November/December 2016 - 26
Training Industry Magazine - November/December 2016 - 27
Training Industry Magazine - November/December 2016 - 28
Training Industry Magazine - November/December 2016 - 29
Training Industry Magazine - November/December 2016 - Treating Our Learners as Customers
Training Industry Magazine - November/December 2016 - 31
Training Industry Magazine - November/December 2016 - 32
Training Industry Magazine - November/December 2016 - 33
Training Industry Magazine - November/December 2016 - If Not Learning Styles, Then What?
Training Industry Magazine - November/December 2016 - 35
Training Industry Magazine - November/December 2016 - 36
Training Industry Magazine - November/December 2016 - 37
Training Industry Magazine - November/December 2016 - PACE: Prescription for an Adaptive Course Environment
Training Industry Magazine - November/December 2016 - 39
Training Industry Magazine - November/December 2016 - 40
Training Industry Magazine - November/December 2016 - 41
Training Industry Magazine - November/December 2016 - 42
Training Industry Magazine - November/December 2016 - Is Microlearning Enough?
Training Industry Magazine - November/December 2016 - 44
Training Industry Magazine - November/December 2016 - 45
Training Industry Magazine - November/December 2016 - 46
Training Industry Magazine - November/December 2016 - Learning Portfolio Transformation
Training Industry Magazine - November/December 2016 - 48
Training Industry Magazine - November/December 2016 - 49
Training Industry Magazine - November/December 2016 - Lean Learning: Why You Need to Cut the Fat to Demonstrate Learning Value
Training Industry Magazine - November/December 2016 - 51
Training Industry Magazine - November/December 2016 - 52
Training Industry Magazine - November/December 2016 - 53
Training Industry Magazine - November/December 2016 - Nestles Journey Toward Leanring Effectiveness
Training Industry Magazine - November/December 2016 - 55
Training Industry Magazine - November/December 2016 - How to Assess for Success in Offshore English Skills
Training Industry Magazine - November/December 2016 - 57
Training Industry Magazine - November/December 2016 - Moving From Events to Journeys to Get Demonstrable Results
Training Industry Magazine - November/December 2016 - 59
Training Industry Magazine - November/December 2016 - 60
Training Industry Magazine - November/December 2016 - Fixing the Leaky Leadership Pipeline
Training Industry Magazine - November/December 2016 - 62
Training Industry Magazine - November/December 2016 - The Three C's: Making Technology Work in Corporate Training
Training Industry Magazine - November/December 2016 - Science Fiction or Reality? Opensesame Explores Virtual Reality with Series B Funding
Training Industry Magazine - November/December 2016 - Company News
Training Industry Magazine - November/December 2016 - What's Online
Training Industry Magazine - November/December 2016 - Training Talk
Training Industry Magazine - November/December 2016 - Cover4
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