What is the Optimal Length of a Training Course?

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The length of a training course can actually have a huge impact on the success of a learning objective. If it’s too long, you can easily lose your audience. If it’s too short, you run the risk of not landing your message or even covering everything you need to teach. But the question many businesses are left asking is what is the right length for a training course?

The Benefits Of A Learning Culture

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From a business perspective, it’s critical to grow. That growth drives financial success, innovation, and helps organizations scale in ways that can deliver greater services and products to customers over time. But growth for growth’s sake is rarely a smart strategy. Growth supported by a culture of learning is what will help your company stay relevant over the years.

The L&D Professional’s Secret Power as A Consultant

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Learning and development professionals have a unique place within an organization’s structure. They are often tasked with the difficult objective of educating a technical or project-based workforce while not experiencing that environment first hand. That’s why they are so appropriately placed to act the role of the consultant, where they work with other professionals in their field to build and develop talents, knowledge bases, skills, and abilities for the overall success of the company and the individual.

Is Your Corporate Training Boring?

Four business people sit at a table; one man in a suit closes his eyes and pinches his nose, appearing stressed or tired, while others are focused on their work.

Remember that when you are building a training session, you have control over many aspects of the learning environment. Test the waters and see what you can change to create a more engaging and interesting experience for your learners.

L&D Pro Challenges: Managing Stakeholder Expectations

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L&D pros are challenged with limited budgets, small teams, and an overall gap in demonstrating return on investment (ROI). To tackle these challenges, and others, L&D professionals must demonstrate business impact. Challenges can come from projects, people, process, and even just from learning to manage stakeholder expectations. Here are 3 specific L&D challenges that are often revealed in the attempt to make sure everyone involved is getting what they expect out of the L&D experience.

L&D Pro Challenges: The Process

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Challenges can come from projects, people, and especially process. Here are 3 specific L&D challenges born from the process that you may encounter frequently, and a few tips on how to overcome those challenges effectively.

L&D Pro Challenges: The People

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Continuing the conversation around common challenges L&D pros face, we’re exploring the topic of people and how they have a large impact on the success and ability of your learning and development programs. L&D pros are often challenged with limited budgets, small teams, and an overall gap in demonstrating return on investment (ROI). To tackle these challenges L&D must focus on and demonstrate business impact. When it comes to the people involved in L&D projects, that can be a real challenge.

L&D Pro Challenges: The Project

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Here are 5 challenges that L&D professionals face when it comes to delivering excellent training and development projects, and a few tips to help work through those challenges.

Our Training Didn’t Solve the Problem. What Now?

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Sometimes we as learning and development experts learn more from our own programs than the students we aim to educate. It happens. Sometimes the training that was developed simply didn’t solve the problem. There are a number of reasons why that might be the case, but often the issue at the root of the problem is that the real problem was more complex than originally thought.

A failure is more than a failure in cases like these, because they provide two valuable assets that companies did not have on the outset: feedback and information. Sometimes, knowing what doesn’t work will help you better identify what will. Here are 3 steps to take when you realize your training didn’t solve the problem you set out to solve.

What Makes Clarity Consultants a Pioneer in the L&D Industry?

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We are proud to say that our consultants are true pioneers in learning and development staffing industry.  That’s because we specialize in the latest instructional design trends and have a deep understanding of how businesses like yours can benefit from the latest models and strategies available today. Here are a few of those up to the minute trends that can set your training programs apart and are a big reason why we are at the head of our industry.

The Top 3 Limits on L&D Product Quality

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When you are building out your Learning and Development strategy, it’s important to pay attention to the blockers and obstacles that you are likely to encounter over time. For some companies, that’s aligning expectations, or managing resources, but an often-unforeseen challenge relates to quality of your L&D products. Outdated content, poor quality, and irrelevant content can all be issues, but when you dig deeper into the problem, there are often higher-level problems that need to be addressed to make sure your employees are getting the training and skills they need to succeed in the long term.

How Can a Proactive Learning Plan Help Employees Deal with Major Corporate Changes?

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Change is never easy, especially for large companies with hundreds of employees to coordinate and motivate. Companies who do not have proactive learning plans in place to handle major events that could affect employee skill sets or the company’s internal knowledge set are more likely to suffer from retention issues and overall productivity. Proactive learning plans are critical in every phase of a business’ growth cycle, but especially during times of disruption. In fact, being proactive and maintaining your focus on development can help connect those dots even through disruption on a corporate level.