Everyone knows what a quality learning experience feels like: exciting, energizing, satisfying, and entertaining. Conversely, everyone knows what a bad learning experience feels like:bored, useless, disappointing or unsatisfying.
So how do you create experiences that inspire the first set of words and avoid the second? Based on our experiences designing high impact learning experiences for adults, we’ve identified four universal truths that apply to almost all of our engagements.
In January 2016, the corporate training team at General Assembly set out to determine the marketing strategies and skills that all companies need to succeed in today’s rapidly changing business environment.
As an educational institution providing skills on technology, business, and design to individuals and corporations, our greatest asset is our network, which comprises students, alumni, instructors, subject matter experts (SMEs), and Fortune 500 clients. Leveraging this incredible network, we were able to survey CMOs of Fortune 500 companies, CEOs of startups, and a host of branding experts, mobile experts, performance experts, data experts, and digital experts.
It’s true that Big Data is somewhat of a catchall term. So many different applications and organizations can be lumped underneath the Big Data umbrella that it can be confusing sometimes to know what exactly we’re talking about when we use the phrase.
Contrary to the belief in some quarters, it means a lot more than just “a lot of data.” At it’s simplest form, Big Data has three essential qualities: Volume, Velocity and Variety.
The scoping and planning phase is an incredibly important but frequently overlooked element when developing a digital training or transformation program. L&D executives and training sponsors are often bombarded with questions, opinions, and pressure to quickly move on launching a solution, which can often lead insufficient planning.
In hearing from large organizations across the globe, GA’s corporate training team has found that an underinvestment in scoping corporate training programs can result in substantial rework, delayed launch dates, and disappointing program outcomes.
A vital part of creating a great user experience (UX) is thinking about what we call the “customer journey.” The customer journey is exactly what it sounds like: the journey your customer makes. For instance, if your product is a toothbrush, you would typically look at the customer journey as buying and using the toothbrush. You then design the experience to match up perfectly with that journey, solving each problem along the way, and the end result feels like magic!
Demonstrating return on investment is much easier in some parts of the business than in others. In business development, for example, it’s much easier to prove that allocating additional sales resources or tools can directly lead to an increase in quantifiable revenue, which is then factored into a clean-cut ROI formula.
As a consultant, I interact with people of varied levels of seniority across many roles. I frequently question whether any of the problems I encounter can be remedied with a solution that lives outside of my skill-set.
While the challenges of the companies I speak with differ, I recently have identified one commonality. What I have come to realize is that the unintended consequence of growth in ad-tech is a workforce deeply in need of training. Here are some indicators your company may want to invest in T&D:
1. Temporary In-House Specialists have become more frequent.
While I did not personally experience the transition into digital advertising, I did experience mobile in its early days. In 2010, the term “mobile” elicited much of the same feelings the terms “data” and “programmatic” have in 2016. The reaction to the mobile industry was a mass hiring of “mobile specialists.” These specialists were placed within agencies and publishers alike and asked to guide the buying and selling decisions through a mobile lens.
A panel comprising Fast Company Contributing Writer Ainsley O’Connell, General Assembly CEO Jake Schwartz, US Director of Educational Technology Richard Culatta, and Union Square Ventures Managing Partner Fred Wilson. Source: EdSurge
Last week, NYU and EDGE, an EdTech Accelerator, hosted National Education Week, a conference that brought together leaders in K12, Higher Education, and Corporate Learning to hear about the problems and opportunities presented by new technologies as they transform the $6 trillion education industry.
General Assembly’s corporate learning team attended the conference to hear about what’s influencing the education space, and we found a diversity of perspectives from the different areas of education. In this post, I’ll investigate the three biggest challenges corporations are facing in their quest to enhance the ROI of learning for employees. I’ll also provide my observations about what these corporations might learn, not only from their corporate peers, but from educators in K12 and Higher Education, too.
While the open door is metaphorically welcoming you into 2016, each of these stars represents an important trend you want to know about.
Through our work equipping leading corporations with the capabilities they need to succeed in the digital age, the GA Corporate Training team is consistently learning new trends that matter to enterprises. In this article, we’ve highlighted 9 of the trends that we’re really excited about for next year: these are the things we can’t wait to explore in depth with our clients in 2016:
In August of this year, a very curious thing happened: The industry analyst firm Gartner, perhaps the closest thing to an official arbiter of buzzed-about technology, dropped “big data” from their closely watched “hype cycle.” Having previously crested the “peak of inflated expectations” and begun its descent into the “trough of disappointment,” “big data” simply disappeared, before it could seek out redemption in the “slope of enlightenment” and “plateau of productivity.”