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Everyone! Enjoy looking back at our journey :)

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Hello everyone! Thank you so much for your full-out engagement and participation. Thank you so much for becoming an empty vessel and for discussing with us too. :)

We would very much appreciate if you can fill-out this survey so we can consider your feedback as we conduct the next runs. Thank you so much, Team Merck! :)

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Turn data collection into an experience with Typeform. Create beautiful online forms, surveys, quizzes, and so much more. Try it for FREE.

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We are all so proud of you! Remember though that practice is key. So immediate application and consistency of practice is highly encouraged. :)

We wish you all the best in your trainings moving forward!

Love, iLeap® Team

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Dear Trainers, I am so grateful to be given the opportunity to do the Fundamental Trainer Skills program for you (Thank you, Annette and Nilakshi). We, the whole iLeap Team, are just so proud to see all of your presentations. Thank you for applying the skills, tools and techniques we've discussed the past week. Your presentations are wonderfully prepared, well-thought-out and seamlessly executed. You are all awesome!

More than anything, thank you for becoming an Empty Vessel. You are all experts and experienced in your field but thank you so much for having the humility to learn new things. This value of yours will truly bring you to places.

Trainers, we will miss you! Looking forward to hopefully seeing you in person once this pandemic is over.

- Denise

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Nilakshi

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Krunal R Chodvadiya

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Abdul Arsh

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Hello team! Kindly click on the links below to access the webinar recordings. Thank you!

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Topic: Train The Trainer for Merck
Start Time : May 24, 2021 12:01 PM

Meeting Recording:
https://us02web.zoom.us/rec/share/DtQx9tySXI35Bkg_2Fsy3noa8XLNmDpBJZC9jD-yTjEiTx5s_r5lm80Q7qMMaf8q.U3A5vQ2P-wJqS_fa

Access Passcode: jHEA&K0d
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Topic: Train The Trainer for Merck
Start Time : May 25, 2021 11:59 AM

Meeting Recording:
https://us02web.zoom.us/rec/share/TMhL3-rIbGj42CEDXmWdU3nqB3yQUhXag4sHz8SSwUVB0bz35qsjhCrJRlQwyxCJ.MWSj20YrkMs6p5rA

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Topic: Train The Trainer for Merck
Start Time : May 26, 2021 12:04 PM

Meeting Recording:
https://us02web.zoom.us/rec/share/zLpbk9K97QSnHMfia3HalAfuZJecSR_mUZv2L5pAHd8gDP93mCjP-B1qnSyB72gP.JKmYt6ZYu0NExZWz

Access Passcode: A?*84tzQ

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Ankur Gautam

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Meenu Bansal

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Prasad

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Parag Vachhani

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Arijit

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Milind

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Rajasekhar_selfie

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Pai

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Hello, Merck team! Here's a quick quiz which can also serve as a reviewer as you prepare for your revalida presentation. Kindly complete before Monday. Enjoy!

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Merck Basic 2021 Virtual Module-compressed

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Thejaswi

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5 min reading time

Every trainer's ambition is to make corporate learning as impactful and engaging as possible. But how? One method to master great training and course creation is by understanding how your learners' learn.

Adult Learning Theory, also known as andragogy, is a concept that has been around for years. It highlights the distinct ways adults best respond to learning and it's a must-know for any training provider. Adult learning is a relatively simple theory to grasp, so let's explain what it is and how its principles can be applied to your corporate learning strategy.

If you're interested in hearing from an expert about brain-based tactics that leverage how adults learn, check out our upcoming Learning Impact session with Dr. Allison Friederichs!

What is Adult Learning Theory?

Developed by Malcolm Knowles in 1968, Adult Learning Theory or andragogy is the concept or study of how adults learn and how it differs from children. It aims to show how adult learning is distinct and identify the learning styles which suit them best.

Over the years, the theory has been added to and adapted. At its core, it contains five key assumptions about adult learners and four principles of andragogy. It's a theory that is applicable for businesses in particular as it works well for common training courses, like soft-skills.

5 Key Assumptions of Knowles' Adult Learning Theory

A central part of Knowles' Adult Learning Theory refers to five (sometimes six) assumptions. Each one outlines the general ways in which adults perceive learning and how they prefer to train.

1. Self-Concept

As we grow older, we shift from being dependent to being more independent. Therefore, how we prefer to learn changes from being instructor-led to a more self-directed approach.

2. Adult Learner Experience

Adults have lots of experience from which they draw knowledge and references. We can take from these experiences and learn from them.

3. Readiness to Learn

Adults want or are ready to learn when there is a reason, such as when it's directed towards growth and development related to their work.

4. Orientation of Learning

As adults, we want what we are learning to be actually applicable to our everyday lives, instead of being general learning about a subject. We want to learn practical skills that help us solve problems and work better.

5. Motivation to Learn

As children, we learn because of external factors, like parents and teachers. However, as adults we want to learn for our own reasons, for example, to progress in work or to boost self-esteem.

4 Principles Of Andragogy

Considering that adults have their own, unique way of learning, there are 4 central principles that explain how to best develop training for them.

1. When it comes to learning, adults want or need to be involved in how their training is planned, delivered, and executed. They want to control what, when, and how they learn.

2. Adults gain more when they can pull past experiences into the learning process. They can draw on what they previously know to add greater context to their learning.

3. Memorizing facts and information isn't the right way for adults to learn. They need to solve problems and use reasoning to best take in the information they are being presented with.

4. Adults want to know "How can I use this information now?". What they are learning needs to be applicable to their lives and be implemented immediately.

Apply Adult Learning Theory to Your Corporate Learning

So, with Adult Learning Theory explained, how do you as a training provider use it practically for your corporate learning? Here are a few tips toward using this theory in your eLearning:

1. Analyze your learning with the theory in mind

Many instructional design methodologies, like ADDIE, have an analysis phase. Within this, you analyze everything from who, what, when, and where to how. This is also a perfect time to consider how andragogy applies.

At this stage, you should assess how previous training performed and whether it may or may not have fitted into the framework. Also ask how you can plan out the practical applications of training so your employees, customers, etc. see the real value of training for them.

2. Collaborate on the learning you're providing

As mentioned above, adults like to be involved in every stage of their learning, so involve them as much as possible. For example, with employee training, before you develop courses ask what they actually want to learn and how they would like to learn.

During learning, encourage collaboration, opinions, and discussions with other learners and instructors. Then, once training is completed, ask for feedback on everything from exams to content to software used to train. It will give the learners a sense of participation throughout the process.

3. Enable self-directed learning

In the past, corporate learning has often been a mandatory activity done at a certain time. Now with technologies like an LMS, you can create a much more self-directed, independent learning environment for your adult learners.

You can allow them to train when and where they want, offer them a selection of courses that they can choose to enroll in and enable them to have their own distinct learning goals.

4. Use real-world learning examples

As the theory states, adults like to know how the training will have an immediate application and benefit for them. So, when creating your course content, inject it with as many real-world examples as possible.

If you're training your customer on how to use your product, walk them step-by-step through a workflow they will actually be using and explicitly state how and why they would use it. For employee training, the same applies: state how the training will help, and then use genuine examples to train.

5. Let your learners figure it out themselves

Since adults prefer problem-solving over just the facts, when creating content it's a good idea to not just lay out all the answers straight away. Why not get creative instead and build courses that get your learners' brains going?

You can do this in a few simple ways, including adding assessments and simulations that outline specific problems a learner might actually encounter, and then getting your learners to use their skills to overcome it.

6. Experimentation is key

Adult Learning Theory has so many practical uses for your corporate learning. But, as always, the key to great learning is to experiment and test. Take pieces of the theory and apply it to your employee or customer training and see how it improves your learners' experience.

Want to learn more about adult learning theory?

We're delighted to welcome Dr. Allison Friederichs as guest speaker for our upcoming Learning Impact session, " Brain-based Tactics for Leveraging How Adults Learn". Dr. Friederichs will share her science-backed techniques so you can leverage knowledge about how the adult brain learns to ensure that learning is actually taking place - regardless of the learner or context. You can find more information and register for this webinar here.

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Adult Learning Theory or andragogy is the concept or study of how adults learn. Learn what Adult Learning Theory is and its impact on corporate learning.

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Somehow a visual summary of the article posted earlier :)

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The Adult Learning Theory - Andragogy - Infographic - e-Learning Infographics

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Tej learning objectives with 3 components

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Tej learning objectives with 3 components

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terminal behavior, standard and conditions

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Video Conferencing, Web Conferencing, Webinars, Screen Sharing

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Zoom is the leader in modern enterprise video communications, with an easy, reliable cloud platform for video and audio conferencing, chat, and webinars across mobile, desktop, and room systems. Zoom Rooms is the original software-based conference room solution used around the world in board, conference, huddle, and training rooms, as well as executive offices and classrooms. Founded in 2011, Zoom helps businesses and organizations bring their teams together in a frictionless environment to get more done.

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Hi everyone! Kindly see template of Learning Design here. Dont forget to make a copy before revising it. Thank you so much! :)

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Himanshu Sharma

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Travelling, Presenting, Friends, Cricket...

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I am passionate about Science

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passionate about my job

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Passionate about doing research and sharing research knowledge

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I am passionate about customer engagements both online and offline(F2F)

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Gourab Ghosh

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Passionate - Travelling, Exploring World, Trying different Cuisine

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passionate - about engaging my son

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Public Speaking

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Because it not only works as mind soothing therapy but also builds my confidence in expressing myself publicly and sharing creativity.

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As an eLearning leader or course designer, you will often encounter clients or team members who just want to skip the training needs analysis before starting the eLearning course design. They simply feel they already know what their employees need, so why waste time and resources doing this?

However, like with many scenarios, a skipped step today ends up costing way more in the long run. Developing eLearning courses without understanding the audience and asking the right questions is prone to give too much content, too little, or just completely wrong content.

Proactive eLearning Design: 10 Essential Questions You Should Ask Before Starting

While there is a variety of constraints pushing clients, team members, and you to rush the process, there are three terrible things that can happen when you skip the training needs analysis:

Teaching ALL the skills to ALL the employees in your company might seem like a decent way to cover your bases, but it's time-consuming and ineffective. By trying to devise a one, size fits all training you will likely not fit anyone very well.

Example: If you have a sales team, and half of the team is tasked with drumming up new accounts while the other is supposed to maintain existing accounts, it doesn't make a ton of sense to teach the entire team about cold calling techniques. This wastes time and money for both employee and employer.

Similarly, teaching things your employees already know will make them feel as if they are being talked down to and as if you don't know them or their jobs well enough to understand what skills they already have.

It is also important to avoid shallow needs analysis, meaning a simple survey of employees and managers to find out what skills they require is not enough. Also, don't start putting together training plans based on training needs. The result: Training programs are not based on a proper needs assessment, and therefore these are highly ineffective. Take a look at the importance of evaluating corporate training needs perceived in this article.

Effective training needs analysis will answer at least these questions:

Who needs training?

What do they need to learn?

What skills are needed and for what reason?

What skills are already in place?

What is needed but is not accessible?

What is missing from existing training?

Why do the wrong people get trained?

An overlap of skills/training occurs when new employees come in with existing knowledge.

Company policy says each employee requires a certain amount of training no matter if that employee already knows it.

Sometimes it's just a matter of using up the budget so the same budget can be asked for again the following year.

is the best way to avoid redundancy in training; so starting with what you do know is a reasonable strategy while filling in blanks with a needs analysis. Without a training needs analysis, you can expect to have other projects suffer due to employees' attention being taken up by the unnecessary training. Employees who are forced to relearn information may become bored and stressed, letting their work suffer as well.

While training is a great way to address many problems and skill gaps within a company, it is not always the answer. Often, training is thrown at an issue once it has already become urgent. A kind of panic sets in as a problem becomes critical, and training is the go-to answer.

Determine if training is really the best option by asking yourself these questions:

What is the actual problem this training is attempting to solve?

What are the causes of the issue and are they actually being caused by internal or external forces?

In what ways will training address these causes?

Was training already attempted and, if so, what was the outcome?

If there was previous training, why did it fail and what could have been done to make it better?

Are there things already in place that we can utilize to rectify this issue?

Even if you do decide on training, there are still questions that need to be answered to decide on what type of training would be most effective.

Look at these questions before starting to formulate a training plan:

Will people need to refer to the information being presented in an ongoing way? Elearning is a great option for this over the option of live training which relies too heavily on learners' ability to take notes.

Do we need formal or informal training? If we are talking about a small group, a one-on-one or more informal style training might be best especially if the group is already highly skilled but needs to pick up a skill or two. A large group, like an entire sales force, might need more structured training with built-in social features.

Where and how should this training take place? Classroom training can be the answer when you need to demonstrate something for example. Elearning or blended learning gives the most flexibility and can be used effectively for a large group.

With these things in mind, you can go on to be a better course designer, always keeping what is needed in mind as you create. We hope this will also give you the tools to convince clients of the need for needs analysis and how this will help them and their company in the long run.

Other Recommended Reads:

References:

Learning needs analysis and evaluation, 2nd ed., Francis Bee & Roland Bee London: Chartered Institute of Personnel and Development, 2003

Training: It's Not Always the Answer, Bill Stear, 2005

TRAINING NEEDS ASSESSMENT. A Must for Developing an Effective Training Program, By Judith Brown, Director of Research

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DON'T Skip the Training Needs Analysis! Here's Why

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As an eLearning leader or course designer, you will often encounter clients or team members who just want to skip the training needs analysis before starting the eLearning course design. They simply feel they already know what their employees need, so why waste time and resources doing this?

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