This Tip discusses a lengthy training needs assessment questionnaire that shaped the respondents’ answers and expectations. “I don’t pretend we have all the answers. But
This Tip provides sixteen reasons why participants should be encouraged to be willing to admit “I don’t understand.” “You don’t understand anything until you learn
This Tip discusses the number three in designing more lasting learning, where design models come in sets of three. The Number Three in Designing More
This Tip focuses on six reasons why supervisors need to be involved in training design, first because training supports employee performance. “One of the most
This tip looks at how employee productivity depends on effective performance management and good communication so employees can make informed decisions. If a business wants
If a business wants to be effective in this (or any other) economy, the key is to make sure employees can be as productive as
nThis Tip explains the reasons why trainers find that it is not always easy to satisfy training participants, despite all their preparation. “Happiness does not
This Tip looks at the vicious cycle of burnout in a depressed economy, which leads to personal depression. “I’m living so far beyond my income
This Tip reviews audit findings of two teachers. one of whom does not set her students up for success while the other does. I audited
This Tip describes an embarrassing training moment when Tom Jackson had to diffuse a very difficult situation. I thought that this topic would attract attention
This Tip looks at how working memory, sensory memory, and long-term memory affect three learning design principles. Last week, we discussed the fact that there
This Tip concerns the anxiety some feel when making presentations to large audiences- and how to manage that anxiety. Why the Anxiety When Presenting to
