Reflections and Insights of 2024

Continue to Learn and Grow in the New Year

The transition from one year to the next is always a time of reflection, identifying lessons learned from our experiences with our wide array of clients and industries, and pondering how to leverage these insights in the months to come. I’d like to share a few of these reflections, in the hope that they may help you as well.

Best Practices for 2025

Given that 2024 marked Innovative Learning Group’s 20th anniversary, I’m reminded that what defined sound and rigorous learning design in 2004 still holds true today! Despite the abundance of learning technology at our fingertips, the principles that drive the design of learning have remained unchanged. Reflecting on our work over the past year, a few best practices stand out:

• Ensure your learning objectives are your “true north” for your learning design: Every instructional strategy should be clearly aligned with and support your learning objectives.
• Stretch learning over time and space: Avoid “event-based,” one-and-done learning.
• Ensure learning incorporates job-simulated practice opportunities with rich feedback: Craft increasingly challenging application activities that include detailed, contextual feedback.

There are many more I could add to this list; however, if you just put these key best practices into action, you will see remarkable results!

The Role of the Manager

Another insight from the past year that was key to the success of many of our learning initiatives was the vital role managers play in supporting learning and improved performance. Time and again, we’re reminded to consider and proactively build in managers’ engagement and involvement at every step of the process. From crafting the vision for the solution through the design, development, and implementation of the solution and beyond, managers provide invaluable perspectives and are uniquely positioned to support the success of these initiatives. Specifically, managers enhance the impact of learning when they:

• Observe and clearly articulate the performance problems that need to be addressed
• Pinpoint the right people to complete training
• Provide opportunities for employees to apply their new skills and knowledge on the job
• Observe employees’ performance and provide actionable, constructive feedback in a safe and comfortable environment

The importance of feedback cannot be over-emphasized, and managers are in the best position to provide this feedback, both to reinforce excellent performance as well as to shape performance that doesn’t quite hit the mark. It’s essential that all managers are skilled and fluent in their ability to conduct these critical feedback conversations.

The Role of AI

The final insight I’d like to share relates to the role and use of artificial intelligence (AI) in learning. No other topic has received as much attention in 2024 as AI, and while we’re all becoming more comfortable with its use and value, it’s critical that we clearly distinguish between “content” and “learning design.” AI, much like our subject matter experts, can provide volumes of helpful information and content. However, it takes the skill of a talented instructional designer to mold and shape that content into effective learning solutions — incorporating instructional strategies and practice/feedback cycles that ensure true learning occurs and translates into improved job performance.

Lastly, I want to express my sincere gratitude to all of you who inspire us to continue to learn, grow, and craft truly creative and impactful learning and performance improvement solutions. I’m always happy to chat about your challenges, ideas, and questions, so feel free to reach out.

If you’re looking for a few books to bolster and enhance your development moving forward, I recommend:

• Feedback (and Other Dirty Words): Why We Fear It, How to Fix It by M. Tamra Chandler
• Improving Performance Through Learning by Robert Brinkerhoff, Anne Apking, and Edward Boon
• The CEO’s Guide to Training, eLearning & Work by Will Thalheimer
• The Trusted Learning Advisor by Keith Keating