Explore our collection of articles dedicated to digitalization and learning expertise. From insights on the latest trends in E-Learning and digital adoption platforms (DAPs) to strategies for optimizing workplace efficiency through technology, our content offers valuable knowledge for businesses looking to stay ahead in the digital era. Discover how to transform your training methods, enhance knowledge transfer, and drive employee performance.
Digital Adoption Platforms are designed to provide users with real-time guidance and support within software applications. Unlike traditional training methods, which often require users to undergo formal courses or tutorials, DAPs deliver personalized learning experiences directly within the context of the software interface.
Technology plays a critical role in the training process. There are a plethora of technologies available to support modern and personalized training programs. But what is the difference between them and what are the advantages of one over the other?
Can your experts stop spending hours training newcomers and focus on what they do best? Yes—with automated training solutions, you can transfer their knowledge into smart digital programs that coach, guide, and engage employees automatically. The question isn’t if training can be automated, but how far you’re ready to take it.
When is the trainer most needed during the training? Tao Te Ching answers: “When the student is ready the teacher will appear. When the student is truly ready … the teacher will disappear” When are those precise moments in the learning process?
In each training there are 2 important sources of information that get to the trainees’ minds: “what you say” AND “what you show”. Which one, do you think, is the most important for obtaining effective training?
Why do we need to set goals for effective trainings? Because "the failure of training does not lie in not reaching your goal but in having NO goal to reach" (Andreea Tau). The cognitive goal of this article is to understand and be able to apply Bloom's taxonomy for setting and realizing the desired learning goals in order to make trainings effective.
Against all beliefs, a presentation is not a training! My shortest and simplest differentiation between talking to present and talking to teaching is the following: when I present, I talk for my ego and when I teach, I talk for my attendees. The main difference relays on how much people have retained and understood.
This article offers the behavioral practices to develop a focus for massive learning and the…
Sleep influences memory and learning Less and less sleep Sleep architecture The sleep and memory…
Have you ever asked yourself: “how could I consolidate memory to remember more when I…
Corrective feedback in employees’ training is a way to communicate to employees at what level they master the learned material. The quality of the feedback that one receives determines one’s academic success. Do you offer quality feedback after trainings?
Are we really learning from mistakes? And, if mistakes are such great teachers, why don’t…
The importance of practice in training employees is underestimated. The current training method: presentation and…
We cannot learn what we do not perceive, and won’t perceive what we don’t attend, for this reason, we have to learn to pay attention and to attend. As a trainer or digitalisierte Trainingsprogramme builders, we have to learn to stimulate attention in trainings.
Attention lost! A reward is offered to the finder! When it comes to technical trainings, attention is crucial, without attention you don’t build memory. So, you either pay attention when you are in a training or you just pay the price.
The 4 pillars of learning in trainings: 1. Information acquisition 2. Practice & exercise 3. Corrective feedback 4. Consolidation
“Genius without education is like silver in the mine” (Benjamin Franklin). Does learning mean education? “We are born capable of learning, but knowing nothing, perceiving nothing.”(Jean-Jacques Rousseau)
In the era of digitalization, we shall ask ourselves: is it worth investing money in…
What determines some people to focus on money and what determines some others to desire more knowledge or esteem? Do all the employees have a career development need or does everybody want just more money? Those are only some of the topics that I would like to clarify in this article.
We learn our whole life, but do we know how we learn? Do we know…
Deutsch (Sie) 
English