Corporate Learning and Development Partnering with Business

Learn how a learning partner owns the learning journey from diagnosis to delivery, partnering with HR and leadership to design blended, digital-first interventions and measure impact through stakeholder engagement.

Define strategic role of the learning partner by aligning talent attraction, retention, and development with business priorities, building a values based culture and an employer brand that motivates employee learning.

Explore how learning partners align learning strategy with business priorities, assess capability gaps, design learning journeys, measure impact with KPIs, and deploy learning technology across the talent lifecycle.

Explore adult learning, andragogy, and instructional design to tailor training for performance improvement. Delve into blended learning, learning needs analysis, performance consulting, and execution of training calendars and graduate programs.

Deliver induction sessions to new joiners, manage learning across multiple lines of business, and coordinate with line-of-business managers to plan, coach, and optimize learning interventions through performance consulting.

Explore 2021 and beyond L&D trends, including upskilling, reskilling, continuous learning, and on-the-job knowledge sharing.

Explore adult learning in a virtual era, uncover variable drivers of learning, and apply facilitator toolkits and theories—action learning, experiential, project-based, and sociological learning.

Explore andragogy as the art and science of adult learning, emphasizing self-directed learners, rich life experiences, and problem-centered, immediately applicable knowledge, using group discussions, case studies, and learner presentations.

Explore pedagogy and andragogy to contrast formal, teacher-led learning with extrinsic evaluation against informal, self-directed, intrinsically motivated learning rich in experience.

Explore the principles of adult learning: involvement in planning and evaluation, learning from experience, including mistakes, relevance to work or life, and a case study illustrating a problem-centered, content-oriented approach.

Examine a technology training case study on Python fundamentals, flow control, data structures, object-oriented programming, and algorithms, with task-oriented exercises and real-world assignments for diverse adult learners.

Examine the variables shaping adult learning across formal, institutional, and workplace settings, including prior knowledge, the briefcase of life experiences, lifelong learning skills, aging, cognitive abilities, and social-cultural factors.

Learning partners and facilitators in corporate environments gain a practical toolkit for needs assessment, design, delivery, and evaluation across diverse styles, technology, and just-in-time sessions.

Explore action learning, experiential learning, project-based learning, and self-directed learning as key adult learning theories in corporate development, with case studies illustrating group dynamics, reflection, and real-world problem solving.

Blended learning blends face-to-face instruction with online components, offering flexible, self-paced learning while addressing engagement, consistency, and skill application in diverse workplaces.

Leverage blended learning to combine online modules with in-person sessions, boosting retention, engagement, and hands-on practice while tracking progress with a learning management system.

Explore blended learning models like the flipped classroom, station rotation, lab rotation, and flex, and learn how online content and face-to-face instruction boost engagement.

Discover who an instructional designer is, an architect and leader who creates world-class learning solutions, drives needs analysis, rapid design iterations, and performance support for global learners.

Highlight qualifications for instructional designers, including graduate degrees or certificates, portfolio development, and diplomacy with stakeholders. Embrace lifelong learning via conferences and collaboration with learning partners and subject matter experts.

Explore backward design, a model that starts with the final assessment to define desired results and evidence, then designs learning experiences to help adults perform well in the workplace.

Apply addie and arcs design processes to craft systemic, goal-driven instructional design with analysis, design, development, implementation, and evaluation phases, plus motivational tactics to engage cognitive, affective, and psychomotor outcomes.

Explore the Dick and Carey instructional design model, a 10-component framework that identifies instructional goals, performance gaps, steps, behaviors, starting points, objectives, and formative and summative evaluation.

Explore Bloom's taxonomy and its six cognitive levels: knowledge, comprehension, application, analysis, synthesis, evaluation, and learn to craft clear, outcome-oriented learning objectives and supporting activities.