What is the single top L&D tip you would share with your LSG colleagues?

What have you learnt in the course of your career that would be really useful for colleagues here on the Learning and Skills Group to know about? It could be totally tactical ('Always begin a public presentation with a full set of lungs') or utterly strategic ("Never begin an L&D plan without first knowing which executive gives you complete support.")

The only thing it has to be is short.

To start off, here's my offering: Never say 'yes' to a training request without first asking 'why?'.

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If the training is work related, ensure the learner can walk away from the course and transfer their new skills to the work place. It is not as easy as it sounds sometimes!
Over the last few years I have always stuck by 'Match the design and delivery to the ROI' or ‘Bells and whistles cost, use them wisely’.

I learnt this the hard way by seeing designers enthusiastically jump at the chance of building a full ‘bells and whistles’ e-learning module, incorporating every new technology that they could get their hands on and having this take far too long to create.

As an example a designer received a request, asked the ‘Why’ before saying ‘Yes’ however in this case didn’t ask the ‘How many colleagues’. A full self paced e-learning module with excellent content and evaluation methods was delivered that took many weeks to design. When the content was delivered and tracked some nasty surprises came to light.

Rather than being delivered to several hundred recipients the content was delivered to a handful. While the designer was busy ‘building’ a bleeding edge solution, other colleagues had ‘knocked together’ a user guide in an afternoon that was quickly rolled out to meet the need.

A rapid design approach would have solved this issue as the designer would have had constant contact with the customer and would have realized that time to market was more important to the customer and recipients than ‘jaw dropping visuals’ Greater ROI would have been generated due to the uptake and speed to competence.

The design and rollout time of the user guide outweighed the fact that it took ‘longer to learn that way’ when you considered the fact that the self paced e-learning module had been delivered weeks later. By the time it arrived everyone knew the content and were competent already.
Good example. To summarize: "Speed to competence trumps bells and whistles"?
Well summarized.
Be clear on your outcomes and objectives before starting to design. Don't be afraid to challenge those who have requested training. I think iwe should 'Just Say No' if training isn't the answer as long as we help them find another solution.
Nice one!
Oh Yes Ray absolutely!
When designing courses (online or not), think of what people will do at the end of it, rather than what they will know, understand or appreciate.
Well said, that man! This is more or less exactly what I was going to say. I'm so glad I read what was here first before adding my 2p worth!
Iterate through your elearning solution. You dont need all the requirements up-front. Working elearning will get you the best feedback from your customers!
Training provides the tools and some practice - consolidation is vital.
My tip is; never assume course participants have read the pre-course Reading materials.

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