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  • As you probably know, #hashtags are a kind of search hack to group like content. They started on Twitter and now work on Facebook, LinkedIn, Slack, and plenty of other places. Caps don't matter in a hashtag, but precise spelling absolutely does. Unfortunately, #L&D doesn't work, nor does #L+D. The ampersand or plus part is a special character, so it winds up being a far less useful #L. So which hastags are the best ones for Learning & Development? Well, it depends on what your goals are, of course. But for anything that you're looking to group alongside other posts from our Learning & Development community, here are some Twitter-specific suggestions: #InstructionalDesign = probably your single best option #ID

  • Here at Snap Synapse, we're always trying new things. The start of a bright, fresh, and clean new year (Happy New Year, btw!) is a fantastic time to a review of the success/failure of all our efforts. We find it's most effective to break things out into: Intentions = what we thought would happen Results = what actually did happen Learnings = what we learned from what happened Decisions = how we're going to act differently in the future as a result Do you have an annual review process? Any tips on how we could do this better, or what about this inspires you? Let us know! The Paid Work Snap Synapse is a provider of consulting services in the

  • Have you ever made training that got hyped but then never saw the light of day? Or bent over backwards to reach goals that (oops!) actually hurt people more than helped them? Any experience delivering learning that got so confused along the way that it no longer made any sense to the learners...or to the business? Through no fault of ours, some training projects are simply doomed from the start. If you haven't run into one yet, consider yourself lucky. Stick around long enough and this luck will change. Even with the best of intentions, schtuff happens. There are all sorts of reasons that good training projects go bad. If you've planned to 100% of your budget or your timeline with no

  • Google had a problem. Their vitally-important YouTube Partners didn’t understand how to use YouTube’s complex backend systems. They were relying on classroom training to certify such professionals, but were only training about 1,000 professionals a year. My colleagues and I solved this problem by developing 90 videos in eight weeks thereby creating the YouTube Certified Online training program. During the following year, nearly 10,000 professionals took the training, a 10-fold increase. We made the videos. We scripted them, directed them, led the production team & post-production team, and then uploaded everything to the learning management system (LMS) and built out the exam and all the behind-the-scenes stuff that makes it all work. Pulling off such a huge transformation in such a short

  • Some people claim that multiple choice questions are a bad idea. But just because a tool can be misused doesn't make that tool bad. Multiple choice assessments can be very valuable if done right, and they do happen to be the standard in all forms of testing and surveying, anyway. So let's make them correctly, shall we? Here's a quick summary of my 15+ years of experience on how to do that: Have 4-5 answer options. No less, no more (and NO True/False). Link every question to a specific learning objective or behavioral outcome. Know exactly what are you measuring, and why, and how. Expect the question and answer take 20% of your design time, and writing effective distractors that

  • We don't like to think of ourselves as lazy. So obviously I’m talking about other people here. You know, the ones who aren't curious to learn new stuff or change what they're doing, even if it's not working out that great. In other words, most people, most of the time, and most especially the ones we are asked to make learning for every day. We can try and pump them up, we can shame, we can blame, and we may win some of them over for a little bit. But not all of them, and not for long. Fortunately, we don't need to change their behavioral state, we only need to change their actual behavior. We can choose to adapt to the learner's very predictably lazy ways. "Designing

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