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Everyone understands exactly what e-learning is, do not they? Well, in our experience, they actually do not. [http://mail.caucasusforum.org/kafpedia/index.php?title=Goal_Achievement_Strategy Selling] The issue is that when people chat about 'e-learning', or online learning, they are normally thinking about or visualising the material they see on their screen. However that's no more 'learning' than if they were holding a book in their hands, even if they were reading it. So, although obviously important, content alone is not 'learning'. Genuine e-learning consists of material, for sure, however equal focus, if not more, must be offered to the procedure and support to provide a true learning experience.<br><br>The best ways to get it right ...<br><br>Staff training programs (from short courses to formal certifications) where teams of individuals are being trained with occasion and time-based activities (i.e. in a class on a Tuesday) should end as the sole methods of shipment. They have to be replaced with a technique called 'mixed learning'. Blended learning incorporates online e-learning material and processes with face-to-face sessions, examinations, evaluations, details and team working. This method improves and extends interaction and training processes; it reduces the demand for face-to-face time to be invested on concept and knowledge, ensuring that this useful time is spent on really comprehending, skill-building and contextualising. In brief, combined learning provides a flexible training method which changes the distribution ability of the supplier.<br><br>For general wider personnel advancement, you can adopt a joined-up modern technology technique which concentrates on individual development monitoring and planning, but which is extended by additional e-learning opportunities. Modern technology thus permits the transformation of standard administration processes for events and courses, with necessary and statutory activity pulled and pushed to and by individuals, all within fully commited and agreed development strategies. This inevitably encourages supervisors and personnel to take more control of their advancement and turns learning minutes into real advancement.<br><br>... and how not to<br><br>Time and once again we see major e-learning tasks in companies falling short. Why is this?<br><br>Well, for starters, organizations do not do the above. Rather, they spend too much time, cash and effort on developing rich and advanced e-learning material at the cost of the process. [http://alexifaracosegway.com/index.php/Index.php Public Speaking] This is because of the misconception that the more elaborate, interactive and rich the content they make (or purchase), the even more impact and retention it will produce. It does not.<br><br>Instead, constantly keep your e-learning basic, visually appealing and appealing, sure, but keep staff thinking and relating their new-found understanding back to their daily task.