Feedback makes your training programs stronger. But today’s evaluation methods go far beyond simple end-of-course surveys. Modern tools make it easier to collect and interpret insights from learners, supervisors, and subject matter experts so you can see what’s working and what needs to change.

Instead of waiting until a course ends, continuous and formative evaluations let you spot issues early, monitor learner experience in real time, and make improvements while your program is still running. Learner feedback is still essential, but bringing in voices from SMEs, program managers, alumni, and employers ensures your training stays aligned with current practices and real-world competencies.

Digital platforms now streamline the feedback process, while competency-based and validated evaluation models help you measure performance, accuracy, and impact with much more precision.

If you’re ready to make sure your training truly holds up and delivers the results your organization needs. Read on for updated, practical ways to gather, analyze, and act on feedback in today’s rapidly evolving learning landscape.

Why Every Course Needs a Built-In Evaluation Plan

Evaluations should be part of every training program—not just something you do at launch or when problems show up. Training content can become outdated faster than most teams expect: guidelines change, workflows shift, and new staff bring new needs. A regular evaluation plan helps you keep courses accurate, relevant, and effective.

If you follow the ADDIE model (Analyze, Design, Develop, Implement, Evaluate), evaluation isn’t a one-time task. It’s built into every stage of the cycle:

The ADDIE model recommends course evaluation be done in two parts:

Formative evaluation happens while you’re designing and developing your course to confirm you’re meeting learning objectives.

Summative evaluation happens after the course is live so you can identify improvements for the next cycle.

Even if you’re not using ADDIE formally, these principles help any team create stronger training programs. The goal is to establish a predictable, repeatable process for checking quality, accuracy, and impact—not just once but throughout the life of your course. The Training Review Toolkit includes a template you can use to map out your evaluation checkpoints for each course.

Signs Your Training Needs an Immediate Review

If you notice any of the following, it’s time to evaluate your course right away:

• Learners say content is outdated or confusing
• Supervisors notice inconsistent performance
• Completion or pass rates drop
• New policies, regulations, or workflows have been released
• Your LMS reports show unusual patterns (repeated failures, long dwell times, skipped sections)
• Learners request clarification during or after the course
• SMEs identify changes in best practices, clinical guidelines, or community needs

Use the “Immediate Red Flags Checklist” in the Toolkit to quickly scan for issues.

How To Evaluate Your Training Step-by-Step

Modern evaluation doesn’t have to be complicated. Here’s a clear, practical four-step process you can apply to any training program—online or in-person—to catch errors, improve clarity, and confirm accuracy.

Step 1: Expert review

First, have an expert look at the curriculum you’re creating. An expert will be familiar with specifics a learner won’t, such as health recommendations, best practices, or common misconceptions. They’ll be able to gauge the accuracy of what you’re creating.

An expert review could involve one person or more. An expert could be:

• An instructional designer, who understands how to design and deliver educational material
• A subject-matter expert, who knows the material well
• A technology expert, who can evaluate the success of the delivery system (e.g., learning management system)

Step 2: One-on-one learner review

Next, watch one learner walk through the material. A fresh set of eyes is invaluable: learners spot usability issues, confusing instructions, and inconsistencies experts may overlook.

A learner will spot errors and inconsistencies that someone very familiar with the content could miss. The learner reviewer should be looking for clarity, ease of use, errors, and general feedback. After all, a successful learning experience should be a priority for any course.

The one-on-one review requires just one learner. This isn’t the same as releasing the content to a pilot group for a dress rehearsal. An evaluator or someone to take notes can be in the room to capture feedback.

If you like, you can make updates and have another learner walk through the material, but just one at a time.

Step 3: Small group review

The next step after sitting down with one learner at a time—and making updates to the content based on their feedback—is to assemble a small group.

A small group of learners is like a focus group. The group is guided through the whole training. An evaluator, such as an instructional designer, should facilitate the discussion and make notes. This should be as close as possible to a real learning scenario, but with the intention of gathering more feedback at the end.

Here are some important factors to consider with a small group review:

• Collection method. A written questionnaire, videoing or note-taking are common methods.
• Ask questions that support improvements. Asking questions such as, “How did the training meet your expectations?” might be interesting, but they don’t really provide specifics about how to improve. Choose your questions carefully.
• Ask questions before and after. Measure confidence in completing tasks related to the training by asking questions before the training and afterward. Then, you can measure how well people feel they improved by the time they finished.

Step 4: Field test/pilot

A field test is your near-final check. This is how you confirm the course performs in a real-world environment. The content should be as polished as possible before this step.

The field test and the small group review are very similar. However, you want to ask questions about improvements you made after the small group review. It might also involve a larger group, up to 30 people.

After completing these steps, you’ll have a clear picture of how well your course performs and where it needs improvement. A structured evaluation process reduces redesign time, prevents costly errors, and helps you deliver training that consistently meets your program’s goals.

Updated for 2025 to reflect current training evaluation methods and continuous review practices.

Photo by DilokaStudio on Freepik

The post How to Run a Successful Course Evaluation appeared first on .

Training is not something you set once and forget. As your team, community, and program needs change, training may need to evolve too. Even well-designed courses can become outdated over time.

To help organizations review and update their existing training programs, we’ve created a free Training Review Toolkit. It’s simple to use and works with any LMS or learning format.

What’s Inside

The toolkit includes two practical resources:

1. Training Update Checklist
A quick, 10-minute scan to help you see where your current training may need improvements. Use it to spot issues like outdated content, low engagement, or skill gaps.

2. Post-Training Evaluation Template
A follow-up framework you can use at 30 days, 90 days, 6 months, and 1 year after training. These check-in questions help you understand:

• What’s being applied in real work
• What skills are sticking
• What may need more support or refresh

Both tools are flexible and easy to use — no special software needed.

Why This Matters

When training is regularly reviewed and refreshed, organizations are better able to:

• Support staff with relevant, real-world skills
• Improve service delivery and program outcomes
• Strengthen confidence, consistency, and communication across teams

A small check-in can prevent bigger gaps later.

Want Support Reviewing Your Training?

If you’d like help understanding the results from your checklist or evaluation questions, we now offer a Training Impact Audit.

This service combines:

• Curriculum and learner experience review from Talance, and
• Outcomes and data evaluation from research consultant Gary Borislow.

The result is a clear improvement plan you can implement in phases.

Download the Toolkit

You can download the Training Review Toolkit here.

If you would like to talk through findings or discuss whether an audit makes sense for your organization, contact us.

The post New Training Review Toolkit: Make Sure Your Training Still Works appeared first on .

If your training isn’t keeping up with the needs of your workforce, you’ll feel it. Your teams will be disengaged, processes outdated, and turnover will rise.

Employee training isn’t “set it and forget it.” It’s a strategic function that should evolve alongside your organization and its people. But how do you know when it’s time to rethink your approach?

Here are six signs that it’s time to refresh your training program. Plus, here’s what each one looks like in practice.

1. Outdated Content or Technology

Are your new hires watching videos from 2016 that reference now-defunct tools and policies? That’s your tip-off.

If your materials haven’t been updated in the last few years, there’s a good chance they’re misaligned with current industry standards. Employees notice when training is stale or irrelevant. That undermines your credibility and tanks their effectiveness. Legacy platforms can also cause headaches with accessibility and tracking.

Review your content library every 12 to 18 months. Upgrade platforms that don’t integrate with your current HR systems.

2. Low Engagement and Completion Rates

Have you noticed that only 40% of your staff finished a required online course? And even fewer take the optional ones?

This points to a deeper issue: your training may not feel useful, accessible, or tailored to learners’ roles. Low completion is often a symptom of content that’s too long, overly technical, or disconnected from daily work.

The fix is to reformat your training into shorter, more interactive experiences. Think about microlearning, checklists, or scenario-based modules.

3. Skill Gaps or Poor Performance

Is your team struggling with digital tools introduced six months ago, despite having completed onboarding?

If performance is lagging or quality is dropping, your training might not be equipping people with the right skills. A disconnect between what’s taught and what’s needed on the job can create frustration and inefficiency. Here’s a helpful article on KPIs for training programs.

Conduct regular training needs assessments (like this one) that involve both learners and supervisors to identify real gaps.

4. Increased Errors or Compliance Failures

Did a recent audit uncovered safety violations that employees should have known how to avoid?

Regulatory changes happen fast. If your compliance training doesn’t keep up, you’re putting your organization and your clients at risk. Errors due to outdated procedures or incomplete guidance are costly and dangerous.

Set up a rapid-update process for high-stakes or regulated content, with input from your compliance team.

5. High Employee Turnover or Dissatisfaction

Are your employees leaving? Do exit interviews reveal that employees feel there’s no clear path to advancement?

When people don’t see growth opportunities, they leave. A stale or nonexistent training plan sends the message that development isn’t valued. Training should be part of a broader strategy to retain and engage talent.

Tie your training program to career ladders, mentorship, or certification pathways to show employees how they can grow.

6. Inconsistencies Across Teams or Processes

Have you noticed that one department follows a 10-step intake process, while another skips steps and uses their own forms?

Lack of standardization wastes time and creates liability. It also signals that employees are either unaware of protocols. It could also mean that they didn’t buy into the training. Inconsistent training leads to inconsistent results.

Audit key workflows and use eLearning to deliver unified, role-specific guidance at scale.

If you’re seeing even one of these signs, it’s time to reevaluate your training strategy. You don’t need to start from scratch, but you do need to start. A proactive approach helps you keep up with the demands of a modern, evolving workforce.

The post 6 Revealing Signs It’s Time To Evolve Your Employee Training Program appeared first on .

Have you ever noticed that some people love taking notes, while others prefer watching a video or listening to a podcast? These differences have led to the idea of learning styles. This is the belief that people learn best in different ways. However, do learning styles actually matter when it comes to training? And more importantly, how can you design courses that help everyone succeed?

What Are Learning Styles?

The most well-known learning styles model is called VARK, which stands for:

• Visual learners – People who learn best through images, diagrams, and charts.
• Auditory learners – Those who prefer listening to explanations, lectures, or discussions.
• Reading/Writing learners – People who absorb information best through written text, note-taking, and reading.
• Kinesthetic learners – Those who understand concepts better when they can touch, move, or physically engage with the material.

For years, many believed that tailoring lessons to a learner’s preferred style would improve their ability to retain information. Yet, recent research suggests that this approach may not be as effective as once thought.

The Science Behind Learning Styles

A growing body of research has found little evidence to support the idea that people learn better when training matches their preferred style. In fact, most of us use multiple methods to understand new information, depending on the subject and context.

For example, a 2009 review published in Psychological Science in the Public Interest found no strong evidence for the “meshing hypothesis,” which suggests that instruction is more effective when tailored to individual learning styles. Instead, the study concluded that teaching with multiple approaches benefits all learners (Pashler, McDaniel, Rohrer, & Bjork, 2008).

Similarly, a study of medical students showed that while people reported learning style preferences, they’re not stuck with them. They adapted to different instructional methods when necessary. As a result, researchers stressed that a mix of visual, auditory, and hands-on teaching approaches was the best way to boost learning (Bușan, 2015).

These findings suggest that instead of focusing on a single learning style, it’s better to create well-rounded training programs that engage learners in different ways. This will also help you make more inclusive training.

How to Make Training Work for Everyone

If you’re designing a training program, the best approach is to offer a variety of learning experiences. Below are some ways to ensure your training is effective for all learners.

1. Use a Mix of Formats

People learn better when information is presented in different ways. Therefore, a strong course should include:

• Videos and images for visual learners
• Clear explanations and discussions for auditory learners
• Written materials and guides for reading/writing learners
• Hands-on activities or simulations for kinesthetic learners

By incorporating multiple methods, training becomes more engaging and effective.

2. Keep Training Interactive

The more learners participate, the better they understand. To achieve this, consider adding:

• Quizzes to reinforce learning
• Group discussions to encourage collaboration
• Role-playing exercises to provide real-world practice

Not only do these methods boost engagement, but they also help learners retain information for longer periods.

3. Make Learning Flexible

Some learners prefer to go at their own pace, while others do better with structured instruction. That’s why online learning platforms can help by:

• Offering self-paced courses that fit different schedules
• Tracking progress and completion to identify learning gaps
• Providing additional resources for learners who need extra support

With these flexible options, training becomes accessible and effective for everyone.

4. Focus on Real-World Application

Rather than designing training around learning styles, it’s more useful to focus on how learners will use the information. You can do this by:

• Including case studies that apply concepts to real-life situations
• Encouraging learners to practice new skills in their work or community
• Providing interactive problem-solving activities that boost critical thinking

By making training relevant, learners can immediately apply what they’ve learned, leading to better retention and engagement.

Why This Matters for Your Training

If you’re investing in training—whether for employees, community health workers, or professional development—it’s important to make sure it actually works. Research suggests that engaging learners with multiple approaches is more effective than trying to match a specific learning style.

That’s why modern eLearning platforms provide:

• Flexible, multimedia-rich courses to accommodate different needs
• Interactive tools to make learning engaging
• Training methods that work for all types of learners

When training is designed with all learners in mind, everyone benefits. And, it’s a better return on investment.

Ready to Build Better Training?

If you want to create engaging, effective training programs, we can help. Our eLearning solutions offer multimedia courses, interactive learning, and flexible training options—all designed to support every learner.

Want to see how it works? Contact us today for a free demo!

The post Do Learning Styles Matter? How To Make Training Better for Everyone appeared first on .

Online learning has become increasingly popular in recent years. So it’s more important than ever to make sure it’s accessible to all students, including those with disabilities.

But what exactly does it mean to make an online learning program accessible?

When talking about making online learning accessible or making a program, website, or app accessible, it means making it possible for anyone to benefit from them.

Accessibility for online learning means designing the curriculum from the inside out for everyone, regardless of their abilities or challenges. If you’re totally new to elearning, check out this beginner’s guide for a comprehensive list of terms to be aware of.

What Does Accessibility Mean for Online Learning?

When it comes to making online training accessible, everything including design elements like the size of the text and colors. It also involves important practices like adding alt text and captions to images and videos.

Alt text is a description that appears when an image can’t be seen. It helps people who rely on technology that reads out text understand what the image is about. Captions are short lines of text shown below an image, which are especially useful for people with vision problems or those who use technology that reads text aloud.

Another important consideration for online learning to be accessible is to make sure it works well on different devices. This means that the course should adjust to fit screens of different sizes, like on laptops or phones, unless you provide specific computers or laptops to your staff.

Online accessibility has become so important that even Google considers it when deciding which websites to show first in search results.

In addition to these things, making online education accessible means designing programs that allow users to access the content in different ways. For example, they might use speech recognition software or navigate the learning system without using a mouse.

Here are five ways to improve online learning accessibility and make sure that everyone has equal access to education.

How to make your online training accessible to all learners

1. Design for easy readability

To enhance the accessibility of your online learning program, collaborate with an instructional designer to create accessible materials. Work together to develop content with simple backgrounds, light colors, and dark, sans serif fonts, which improve readability for all learners.

Utilize tools like ColorA11y to discover optimal color combinations that ensure both humans and recognition software can effortlessly navigate your program presentations and documents.

When incorporating videos or presentations, opt for plain backgrounds and include captions whenever there is audio. This practice benefits not only individuals with hearing impairments but also acknowledges the growing trend of muted video consumption. By using captions, you make the content more accessible to a wider range of learners.

Additionally, to further improve online learning accessibility for students with disabilities, actively employ alt text for images and graphics.

Alt text serves as a brief description that screen readers read aloud to visually impaired students, enabling them to comprehend the image’s content and relevance to the lesson.

Remember to keep the alt text concise, descriptive, and accurately convey the information within the image. It is crucial to format and include the alt text appropriately in the HTML code of the webpage to ensure its effectiveness.

2. Offer flexible learning options

By relying on a single format (video, audio, reading materials, etc.), you not only limit access to your course but also exclude students with disabilities.

Instead, present your course in multiple formats to ensure inclusivity and accommodate diverse learning needs.

For instance, offering audio presentations can benefit students with visual impairments, while providing transcripts can assist those studying in noisy environments. By giving students the freedom to choose the format that suits them best, you ensure that everyone receives the same information and an equal learning experience.

Moreover, offering flexible learning options is another vital aspect of improving online learning accessibility, particularly for students with disabilities. This includes providing alternative formats for course materials, such as audio or braille versions, to cater to different accessibility needs.

Additionally, allowing students to complete assignments and exams in various ways is essential. For instance, a student with a physical disability may require an oral examination instead of a written one. By offering these options, you create an environment where all students can equally participate and benefit from the learning experience.

3. Provide captioning and transcripts for videos

Enhancing video accessibility through closed captioning and transcripts is vital for students with hearing impairments or those who prefer reading alongside the visual content. This practice also benefits individuals who may struggle to comprehend accents or are non-native speakers of the video’s language.

Incorporating closed captioning and transcripts into videos is a seamless process facilitated by tools such as YouTube’s automatic captioning or third-party captioning services.
Making sure that the captions are accurate and perfectly match the video content is extremely important.

Here’s an example from Talance’s courses:

You can use several ways to add captions to your videos, and many of them are easy. Here are some tips for success:

• Use YouTube’s automatic captioning feature to generate captions for your videos

• If your budget allows, use a third-party captioning service to ensure accurate and high-quality captions
• Regularly review and edit the autogenerated captions to correct any errors or inaccuracies

4. Provide assistive technology and support

One of the most effective ways to improve online learning accessibility for students with disabilities is to provide assistive technology and support.

This can include screen readers, speech recognition software, and other tools that help students with visual, auditory, or physical impairments access course materials and participate in online discussions.

Similarly, it’s important to have trained staff available to provide technical support and assistance with using these tools. By investing in assistive technology and support, you can ensure students have the tools they need to succeed online.

There’s no right answer for everyone. We compiled this Guide To Online Learning Delivery to help you make an informed decision.

5. Translate your online learning to different languages

Online learning accessibility extends beyond physical disabilities and mobility constraints. It is important to consider the cultural diversity of your staff, as English may not be the native language for everyone.

In such cases, individuals might encounter difficulties navigating online learning materials, leading to a negative impact on the effectiveness of the program. Additionally, learners may experience a decrease in morale as they face increasingly challenging training.

With Talance, you can offer online training in Spanish and other languages. This is thanks to the LMS’s interface, which is easy to adjust to your staff’s unique needs. However, you should also work with your curriculum developer to translate the content to your desired languages.

7 resources to improve accessibility for online learning

Resources for Making Distant Learning Accessible

This Washington University list includes resources for universal design, course design, and online learning for individuals with physical as well as learning disabilities.

Accessibility of eLearning

OpenLearn from Britain’s inimitable Open University presents a free 15-hour course for professional educators about how disabled students learn online. It covers technology and techniques used by disabled students, adjustments to teaching methods that might be reasonable, design decisions that affect the accessibility of elearning tools, and strategies for evaluation.

Accessibility and Online Learning Resources

Xavier University compiled this list of resources covering everything from best practices to accessibility training and handy checklists.

Section508.gov

The official government website that covers laws, regulations, resources, and best practices for accessibility compliance.

Accessibility Resources – CIRCL

The Center for Innovative Research In Cyberlearning (CIRCL) compiled a series of publications, video training, and a helpful Q&A about learners with disabilities.

Designing an Accessible Online Course

University of Arkansas’ Explore Access created a self-paced online course to help instructors develop accessible online training.

Is It Time To Develop Your Online Learning Program?

Contact us now to hear about what we can do for your professional development programs.

The post 5 Ways to Improve Online Learning Accessibility for Students with Disabilities appeared first on .

Translating courses can be deceptively tricky. It’s not just about word-for-word accuracy. Cultural nuances and learning styles can create hidden pitfalls. These pitfalls can lead to learners feeling confused, disengaged, or even offended.

That’s why Talance has historically put an emphasis on avoiding communication breakdowns caused by language barriers, such as in, “How To Offer Virtual Courses in Spanish and Other Languages.”

And with years of experience under our belt, we’ve encountered a wide range of course translation pitfalls. One recent challenge involved cultural idioms and expressions. These can be tricky to translate literally, as their meaning might not translate directly.

Take, for example, the common English saying “break a leg.” This wouldn’t translate well in some cultures where it might be considered bad luck to wish someone to break a bone. 

Just like that, seemingly straightforward phrases can create confusion for learners. We’ll delve deeper into navigating these challenges in the next section.

However, even with the best intentions, common pitfalls can arise. You’ve probably heard a coworker volunteer to help with translation, but there are many reasons why you’ll be better off working with experienced translators and course developers. Ahead, we’ll explore five of the most common errors you may encounter when translating a course into a foreign language.

Course Translation Best Practices

While translating courses might seem like a straightforward task, creating a truly effective training experience for your target audience requires careful planning and execution. Here are some best practices you can follow so your courses have great learning outcomes no matter what the language:

Prioritize Cultural Nuance

Direct word-for-word translations can often miss the mark. Understanding the cultural context of your course content is important. This includes adapting humor, idioms, and references to click with your learners. Imagine translating a course on customer service; a phrase like “go the extra mile” might need a culturally relevant equivalent to convey the same level of effort.

Embrace Collaboration

Subject matter expertise combined with language fluency is a powerful force. Partner with experienced translators who not only understand the target language but also possess knowledge of the course topic. This way, you know your course has technical accuracy and also clear communication of learning objectives.

Leverage Technology

Don’t underestimate the power of technology tools. Learning management systems (LMS), such as Talance’s, can often handle multilingual content, making delivery and updates seamless.

5 Common Course Translation Errors To Avoid

False Friends

Put simply, false friends are words or phrases in different languages that sound similar enough that some people might assume they share the same meaning, but they don’t. Some examples include: 

• Magasin, which means shop or store in French, and magazine in English.
• Enkel, which means grandchild in German, and ankle in English.
• Once, which means eleven in Spanish, and once in English.

Localization

Do you prefer gray or grey? Would you buy a pop or a soda?

Just like there are regional accents and dialects in English, Spanish and other languages also have these differences, sometimes to the point of drastically changing the meaning of words or becoming offensive, depending on the location.

Localization is an essential consideration to make as part of your course translation project, as Latin American Spanish is vastly different from the one spoken in Spain. And even within Latin America, you will find differences between Mexico and Colombia, just to name a few.

Cultural Relevance

Related to localization, you will find that some parts of your course need to change based on the target audience you’re translating for. In course translation, this is known as cultural relevance, and it is essential for creating context in your translated course.

We recently had a difficulty regarding cultural relevance happen in one of our courses. The original course was in English and linked to online training provided by the Red Cross. Early on, we learned that the Red Cross doesn’t have an online curriculum in the language we were translating for. So we had to find a similar enough course curriculum and present it to the client for approval.

You will need to find content equivalents in the target language as well as local resources that align with your audience’s needs effectively. And these may not be what you’re thinking of. You may find yourself searching for recipes, local programs or initiatives, and even other resources like religious or spiritual services to supplement your learners’ needs.

Consistency

In English, we say You. Pretty simple. But other languages are not quite as straightforward when it comes to pronouns. In French, for example, there are formal and informal ways to address people. Tu and vous mean you.

The former is casual, and you’d use it to speak with friends. On the flip side, the latter is formal and used to address an instructor or supervisor. Spanish works similarly, with tú and usted, which also change the way the verb behaves in a sentence.

These nuances may seem small — almost insignificant. But in reality, they signal to the native speaker that you took the time during the translation phase to create a thoughtful course in their language, enhancing the learning experience.

Another aspect of consistency is using the same word throughout the text when translating a specific term. In many cases, especially when working in teams, translators create a glossary to track the preferred word choice and spelling to keep the text consistent throughout the entirety of the content.

Platform Language Capabilities

The final piece of the course translation puzzle is the platform’s ability to integrate another language to create a cohesive experience for the learner. This is one of the main features you’ll need to keep in mind when choosing or developing a learning management system, as there may be substantial costs to add this feature later on — if it’s even possible.

Final Words

Course translation, and translation in general, is an art — and a science. To increase your chances of success in any professional training program, work with experts that can guarantee the most relevant, high-quality translation that will give your learners the tools they need to uplevel their skills in their native language.

At Talance, we work with agencies like yours to develop customized training programs in your team’s native language. Our team is made up of worldwide talent to secure the highest quality standards. Book a consultation now to learn more about what we can do for you.

The post Course Translation: Best Practices, Frequent Errors, and Why It Matters appeared first on .

As the digital revolution accelerates, education technology (EdTech) will leave an indelible mark on lives and economies all over the world.

From filling in gaps in the workforce to the growing emphasis on mental health in education, technology is changing and enhancing the educational sector worldwide. And this phenomenon is touching all learners — whether that’s a child newly entering school or an adult learner seeking to upskill for the job and careers of the future.

The next 10 years will see 800 million K-12 graduates and 350 million post-secondary-school graduates globally, and expenditure on education around the world is set to hit $10 trillion by 2030. In that growing global education ecosystem, Edtech is set to play a critical role.

• How to Run a Successful Course Evaluation
• New Training Review Toolkit: Make Sure Your Training Still Works
• 6 Revealing Signs It’s Time To Evolve Your Employee Training Program

5 emerging trends in EdTech

As the sector evolves, five key trends are emerging. These trends are already shaping the world of EdTech and education — and will continue to do so for years to come for hundreds of millions of people around the world.

1. Upskilling: Training the workforce of the future

Inexorable rise of automation, Artificial Intelligence (AI) and digitization is reshaping the job market. As a result, upskilling and reskilling the workforce have become imperative. According to the OECD, nearly 1 billion jobs worldwide will undergo significant changes due to technology within the next decade.

Public sentiment indicates that traditional higher education often falls short, emphasizing the need for accessible, flexible learning solutions.

With a surge in demand across all tiers of the job market, platforms like Degreed, Interplay Learning, and Workera — all EdTech enterprises — are becoming pivotal in empowering individuals for success in the swiftly evolving job market.

This trend, of people using EdTech platforms to upskills for a changing job market, shows no signs of abating.

2. AI: Revolutionizing learning experiences

AI is ushering in a new era of education, offering personalized and efficient learning experiences. AI in the education market is set to skyrocket, with estimates predicting a global increase of approximately $21 billion by 2028.

AI is being implemented in essentially every education technology company and will have a profound impact on business models and learners.

Innovative solutions such as Amira Learning, Sizzle AI and Workera AI are market leaders in using AI in education, leveraging AI to provide 1:1 support, skills intelligence and enhanced productivity, revolutionizing education.

3. Talent: Drawing new talent to EdTech

Digitization and AI have unleashed top-tier talent into the EdTech sector. Accomplished professionals from tech giants are founding EdTech companies, recognizing the immense potential of this market.

Entrepreneurs like Kyron’s Rajen, Sizzle’s Jerome Pesenti and Maximal Learning’s Eran Megiddo bring a wealth of experience to capitalize on the opportunities and forge new innovations in the EdTech space.

4. Mental health: Shaping well-being

As the world transitions beyond the pandemic, the spotlight on mental health support in education is intensifying. Alarming statistics from the CDC’s Youth Risk Behavior Surveillance Data underscore the urgency of the matter. Organizations like Hazel Health, Panorama Education, Thrive Global and Woebot, dedicated to addressing mental and socio-emotional challenges facing K-12 students and promoting healthier, happier lives are truly at the forefront of this work.

5. Outcomes: Prioritizing impact measurement

In the EdTech sector, the prioritization of impact and outcomes is critical. It is essential for building enduring businesses and driving effective education. Without robust outcomes data, assessing what works for end-users is challenging.

In K-12 education, a lack of data on product implementation and outcomes leads to districts trying an average of 2,591 EdTech tools annually, hindering efforts to address ongoing and pandemic-induced learning loss.

Similarly, in workforce training, the US spent $101.8 billion in 2023. In today’s market, where there are millions of unfilled jobs and more that need to be upskilled, understanding the impact of investments is key.

To dig deeper into the importance of impact measurement, read the 2023 Education Outcomes Report by Owl Ventures.

Measuring impact in EdTech

Prioritizing impact and outcomes is paramount for building enduring businesses in the education sector and beyond. Owl Ventures, which specializes in investments in the education sector, measures success across three pivotal dimensions: scale and access, diversity and outcomes.

Scale and access

EdTech companies must delve into customer profiles, fostering products designed to scale without excluding high-need communities. How this looks can depends heavily on the learners companies are focusing on.

For companies engaging with schools and districts, for example, metrics such as the percentage of students qualifying for Free and Reduced Lunch and English Language Learners serve a pivotal role.

Direct-to-customer companies, however, focus on tracking access through parameters like the number of parents and communities served, geography, product price points and device accessibility.

Outside of the US, factors such as household income, geography or religion might play more of a role, and companies must report data on urban and rural populations, income levels, gender and age ranges.

Fostering diversity

Companies embracing gender or racial and ethnic diversity are 36% more likely to outperform industry medians. Diverse teams consistently demonstrate superior decision-making capabilities, highlighting the importance of inclusivity.

It is vital that companies working in the education sector conduct annual diversity surveys to capture metrics such as gender, race, pay equity and employee retention across all leadership levels to ensure that the diversity of the populations they serve is reflected in the organization building solutions for them.

Tailored outcomes

Recognizing that each EdTech venture tackles a distinctive challenge within the education sector, identifying and measuring specific outcomes aligned with the product’s objectives is a worthwhile exercise for companies and their stakeholders.

In the Pre-K-12 sector, for example, measurement of impact may range from student achievement on standardized tests to socio-emotional skills developed, showcasing the diverse outcomes in this sector.

While in post-secondary and career mobility functions, metrics like graduation rates, scholarships received and job-placement numbers are more relevant for tracking outcomes.

In essence, the future of edtech and high-quality education lies in answering a fundamental question for education technology companies: Does the solution bring about a positive outcome for its intended users?

These are the 4 key trends that will shape the EdTech market into 2030 by Malvika Bhagwat, available under a Creative Commons Attribution 4.0 License.

The post These 5 key trends will shape the EdTech market up to 2030 appeared first on .

Have you ever noticed that some classes have a set schedule where everyone meets at the same time, while others let you learn at your own pace? Those are actually different teaching methods called synchronous and asynchronous learning.

Both are great for helping people learn, but they each have their pros and cons. Knowing the difference can help you pick the best way to train people in your business.

What’s the difference between synchronous vs. asynchronous?

In synchronous learning, imagine a class where everyone shows up at the same time, like a traditional classroom. The instructor is there too, guiding the lesson live. This can happen in person or online, but the key is everyone’s learning together at the same pace.

Examples:

• Webinar
• Live discussions or chat
• Live online classrooms
• Meetings
• Presentations

Asynchronous learning is more like self-study. Sure, there are deadlines to keep you on track, but you learn at your own speed. You might watch pre-recorded lessons whenever you want, instead of attending a set class time. Instructors might be available to answer questions, but not in real-time like a synchronous class. Think of it like emailing your teacher for help, instead of raising your hand in class.

Examples:

• College courses
• Self-paced courses
• Instructor-led classrooms
• Bulleting boards or discussion forums
• Communities of practice

Synchronous Learning: Good and Not-So-Good

Synchronous learning, where everyone learns together at the same time, has some definite perks for organizations like yours. Here’s why they might choose it:

Keeps students engaged: It’s easier to participate and stay focused when everyone’s learning together.

Provides structure: The set schedule and clear path through the material help students stay on track.

Reduces chances of falling behind: The instructor can keep an eye on everyone’s progress and offer help if needed.

Boosts teamwork: Working and discussing things with classmates can make learning more fun and effective.

Improves understanding: Students can ask questions right away and get immediate answers from the instructor.

However, there’s a flip side to synchronous learning:

Strict schedule can be tough: Not everyone has the same availability, and a fixed schedule might be hard for some to manage.

All or nothing: If you miss a class, you miss out on the live instruction and discussions. Catching up can be difficult.

Not for everyone’s learning style: The set pace and structure might not work well for students who learn best at their own speed or prefer a more hands-on approach.

Picking the Perfect Training for Your Business: Sync vs. Async

Both synchronous and asynchronous learning are great for training, but which one works best for your business? Here’s a breakdown to help you decide:

Consider the Time Crunch

Short on time? Synchronous learning might be your best bet. Everyone learns the same thing at the same time, so you know your employees are all on the same page quickly.

Employees have crazy schedules? Asynchronous learning is your friend! They can squeeze training in whenever they have a free moment. This is perfect for businesses where getting everyone together for training is a nightmare.

Is the training complex?

Go synchronous: For tricky subjects where learners might have lots of questions, a live instructor is a huge help. They can guide students through the material and answer questions on the spot.

Go asynchronous: If it’s pretty straightforward, and learners can grasp the information easily, asynchronous lets them learn at their own pace.

Cost Considerations

Big difference in cost: Synchronous learning often needs a teacher to lead the course, which can add up.

Can you afford a trainer? Do you have someone on staff who can teach it? Factor in these costs when picking your training method.

Overall Goals

Beyond just learning the material, what are your bigger goals for training?

Are they to boost teamwork? Synchronous learning might be the way to go. Working together in a live session can be great for building collaboration among colleagues and even different departments.

Are they to focus on completion rates? If getting everyone through the training is your main concern, asynchronous learning can be efficient. Employees can learn at their own pace, fitting it in around their schedules.

Managing employee training can be challenging. Synchronous learning offers live instruction but requires scheduling, while asynchronous learning provides flexibility but might lack interaction.

Learning Management System Is a Solution

A learning management system (LMS) can be a powerful solution. It offers both synchronous and asynchronous learning experiences in one convenient platform. Here’s how an LMS can benefit your training:

• Streamlined Training: Create and deliver courses, track progress, and manage assessments – all within a single system.
• Engaging Learning: Utilize features like interactive videos, quizzes, and presentations to make learning more engaging and effective.
• Improved Completion Rates: Tracking tools and reminders help employees stay on track and motivated to finish their training.
• Reduced Costs: An LMS can save time and resources compared to traditional training methods.

By simplifying the training process and boosting engagement, an LMS can contribute to a more skilled and satisfied workforce.

The post Asynchronous Vs. Synchronous Learning: What They Are & Ways They Differ appeared first on .

Most training projects need a team. Unless you work for a big company with internal staff, you’ll probably need to hire a team to build a project.

Most agencies, especially healthcare organizations or programs, don’t have the capacity to do everything internally. They don’t have the instructional design development team at hand to create courses for the staff or other audience members.

This goes for projects ranging from a relatively small workbook to a large-scale hybrid training program. It’s great to get some outside expertise to confidently bring your project to life.

If you’re like one of these agencies, you are probably looking for a training agency help with the heavy lifting. This is true if you’re looking to create a brand new course or convert one from a different format. In any case, you probably need to issue a request for proposal, or RFP.

We’re here to help. Read on to learn more about what an RFP is and how you should pull one together.

Why Create an RFP

An RFP is a strategic tool that you can use to streamline the process of selecting a vendor. An RFP lets you set requirements and guidelines that make it easier to review proposals and match them with your project’s goals. You’ll be thankful of the time investment in crafting a careful RFP because it will save you from reviewing countless proposals from possible vendors.

It’s also a way to avoid miscommunication. An RFP gives you a chance to spell out your wish list in the form of a clearly defined project scope. RFPs have sections for different areas of your project (more on that below), including background, scope of work, budget and more. This will help your vendor better understand your needs so they can make good recommendations for your online learning project.

Going through the process of filling in all these RFP sections provides a structured approach you can follow to collaborating internally and communicating with your own team. It should push you to work with other stakeholders to find out their needs and goals so that you’re all working together even before you start developing your new course or curriculum.

RFP, RFI, RFQ and Other Terms

The world of vendor contracts is full of acronyms. Before getting into each part of a request for proposal, it can help to understand the other related kinds of documents you could write. Maybe one of these fits your needs better.

Request for proposal and other similar terms

Request for proposal (RFP) – a document that asks for proposals from vendors. A selection of a winning RFP is usually through a bidding process. An RFP lets you compare one vendor with another.

Request for information (RFI) – a request, usually a questionnaire, sent to potential vendors to find out what kinds of products and services they offer. This gives an agency like yours an idea of what might be available. An RFI isn’t an invitation to bid—it’s only a way to get information and might not even lead to a project. An RFI educates you about solutions.

Request for qualifications (RFQ) – a request for capabilities that usually goes out before an RFP is sent. This document helps you assemble a potential group of vendors. This is sometimes used in government contracting.

Request for quotation (RFQ) – A method of asking for possible prices for a project. This is useful when you’re concerned about cost. An RFQ lets you quantify a project by gathering budgetary information.

Sections of RFP Documents and Examples

Now, have a closer look at the most common sections of an RFP document. Your project could have specific requirements, but these are included in most RFPs for training.

1. Background/Introduction
2. Project Goals
3. Deliverables and Description of Services
4. Schedule
5. Time and Place of Submission of Proposals
6. Timeline
7. Elements of Proposal
8. Selection or Evaluation Criteria
9. Budget

Background/Introduction

The request for proposal should start with an introduction and a background about your agency. It should provide an overview of the overall goals of your agency and what you do. Also include practical information, such as where you are located.

Here’s an example of detailed background and introduction from the Judicial Council of California. This organization sent an RFP for “Curriculum, Trainings, Registration, and Distance Learning on a secure platform” and some “Court Resource Guides” for a Mental Health Training and Technical Assistance project.

Their background information is very well organized.

Request for proposal example – background information

Project Goals

The project goals section of your request for proposal should outline the project that you want to be completed. Try to be as specific as you can, because this is the section that helps you know you’ve met your objectives and gives a vendor what to work toward.

Sometimes, project goals are grouped in with the background information.

The City of Versailles in Kentucky issued an RFP that folded training services into a project for its energy department. The goals and objectives in their document are succinct—just as goals should be.

Request for proposal example – goals and objectives

Deliverables and Description of Services

Here, the New York State Education Department describes a clear list of each deliverable for this large-scale project, from the development of 60 learning modules all the way to hosting the courses.

Request for proposal example – deliverables and description

Selection Schedule

Vendors want to know when you make your decision, so tell them. Include a selection schedule that shows a breakdown of your team’s timeline.

Look at this solicitation timeline example from Alameda County Water District, which was looking for employee development training. Their timeline leaves no guessing.

Request for proposal example – solicitation

Time and Place of Submission of Proposals

This section of the request for proposal is similar to the timeline section. You’ll want to be very clear with vendors about where and how they should submit their proposals.

Most proposals now are submitted electronically, either as an email to a point person or uploaded to a website.

The Native American Fish and Wildlife Society, looking for a consultant to develop a training program, keeps submission instructions simple and to the point.

RFP example – submission of proposals

Timeline

The timeline is different from either of the two above sections, because it tells training vendors when the completed project should happen. This could depend on a cohort you have coming through, grant requirements or other criteria.

Whatever the reason, it’s helpful for instructional design companies to know when you aim to have the training program run so they can compare it with their internal schedule. It’s also a good way to determine if it’s a realistic schedule.

The City of South Portland put together a project for Restorative Practice Course for South Portland Middle and High School Teachers. Their timeline is brief and clear.

RFP example – project timeline

Selection or Evaluation Criteria

Come up with a list of what you require for the project and then work with your team to rank them. This list of requirements from respondents will help you when it comes time to compare submissions.

Here’s a quick example of what selection criteria could look like from a project management training RFP from U.S. Agency for International Development (USAID).

RFP example – selection criteria

Budget

Your gut may be to not include how much you’re willing to pay. But let submitters know what you can afford to put into the project so no one wastes their time.

Erie County in New York released a request for proposal for employment and training services for up to $986,600.

RFP example – funding and budget

Now it should be easier for you to create your next training RFP. Include these items as a minimum, and you’ll be sure to get the best bids and better clarity about what you need in the process.

Editor’s note: This post was originally published in April 2022 and was updated for clarity.

Image by Firmbee from Pixabay

The post This Is How to Write the Best Requests for Proposals for Remote Training (with Examples) appeared first on .

Educational technology can help learners excel. But you have to use the right tech tool for the job.

Sometimes the problem is too many technology tools. Other times, the problem is a certain learner needs help in another area. Since most workplaces provide some kind of online learning, some administrators feel real pressure to solve these kinds of problems fast.

It makes sense to check if edtech tools really help the people they’re meant to help. Many of these tools were chosen because they’re new and match what training programs need to teach better. But if you stop using edtech tools in favor of inefficient ways of instruction, your program may not do as well as it could.

Soothe your stress by adopting these five fundamental strategies for nurturing success in e-learning.

Foster Active Engagement

Engagement lies at the heart of effective e-learning. Unlike traditional classrooms, where face-to-face interactions drive participation, virtual environments require proactive efforts to engage learners actively. 

Encourage interaction through such multimedia elements as: 

• Videos
• Animations
• Interactive quizzes
• Audio

Additionally, you can boost collaboration by integrating discussion forums, group projects, and virtual study sessions. These collaborative opportunities let learners exchange ideas and perspectives and also promote peer learning.

A mix of these tech tools will fuel interest and keep learners’ attention.

Promote Self-Directed Learning

Empowering learners to take ownership of their learning journey is key to long-term success. Cultivate a culture of self-directed learning by providing autonomy and flexibility in course materials and pacing.

Offer diverse resources, including reading materials, videos, podcasts, and simulations, allowing learners to choose content that aligns with their interests and learning styles.

Encourage goal setting and progress tracking, enabling learners to monitor their achievements and identify areas for improvement independently. By nurturing self-directed learning skills, you equip learners with the resilience and adaptability needed to thrive in an ever-evolving digital landscape.

Helping learners feel like they’re in charge of their learning is especially important for adult learners. It allows them to take control of their own learning journey based on their individual needs, interests, and goals. In fact, this technique is absolutely important with adult learners.

It’s fairly easy to do with technology. You can do this by letting them have some control over what they learn and how fast they learn it.

Give them different things to learn from, like books, videos, or even games, so they can pick what they like. It’s also good to encourage them to set goals and keep track of how they’re doing. This way, they can see what they’ve accomplished and figure out where they can get better all on their own.

Prioritize Clear Communication

Good communication with learners will help e-learning work well. This means giving clear directions, answering questions on time, and making sure there’s help available when needed. Here’s what that might look like:

• Giving clear directions: provide step-by-step instructions outlining each activity, describe how learners should format submissions, and share assessment criteria to set clear expectations for learners.
• Answering questions on time: respond to discussion board or email messages within 24 hours so participants know you’re there to help. Always answer.
• Making sure there’s help available: set up virtual office hours or schedule regular Q&A sessions so learners can connect with facilitators or support staff.

Give detailed information about the course, assignments, and how activities will be graded. Also, set up ways for learners to ask questions and get help quickly, like through email or online chats.

It’s also good to create a friendly online space where learners feel comfortable talking to each other and sharing ideas. When communication is clear and supportive, it helps learners feel more engaged and motivated to learn.

Embrace Adaptive Learning Technologies

Using adaptive learning technologies can make online learning even better by making it more personal for each learner. Adaptive learning technologies are computer-based systems that adjust and personalize the learning experience based on individual learner needs, preferences, and performance.

This means the content, how fast learners go through it, and even the tests can be different for each person. You can also include fun activities like games and simulations that fit each learner’s interests and style of learning. Plus, by using tools that track progress and trends, you can see how well each learner is doing and help them when they need it.

Promote Reflective Practice

Giving learners a chance to reflect on what they’ve learned can deepen understanding while boosting critical thinking and cognitive skills. Ask learners to reflect on what they’re learning, write in a journal, or give feedback to each other.

Pose questions about their personal experiences, what’s they’ve found challenging, and where they’ve succeeded. Ask them how they can improve.

It’s also good to include activities where learners can use what they’ve learned in real life. By promoting reflection, you help learners become better learners who are curious and always trying to improve themselves.

Making e-learning work means focusing on a few important things: getting learners involved, letting them take charge of their learning, making sure everyone understands each other, using smart technologies that adapt to each learner, and encouraging thinking about what’s been learned. When you use these strategies, you can make learning online more exciting and welcoming for everyone.

The post Maximizing E-Learning: 5 Tips You Need To Know for Learner Success appeared first on .