About The
Learning Guild
The Learning Guild is a community of practice for those supporting the design, development, strategy, and management of organizational learning. As a member-driven organization, the Guild produces a countless number of resources all devoted to the idea that the people who know the most about making learning successful are the people who produce learning every day in corporate, government, and academic settings. Our goal is to create a place where learning professionals can share their knowledge, expertise, and ideas to build a better industry—and better learning experiences—for everyone.
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Conferences
The Guild produces several conferences, including DevLearn, Learning Solutions, and Learning. Learn more.
Learning Solutions
eLearning industry’s oldest and most trusted source for information on eLearning. Learn more.
Online Conferences
Online conferences take an in-depth look at contentious topics in our industry. Learn more.
Guild Research
Guild Research produces reports and resources to help you understand the depth of our field. Learn more.
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Insider and Update newsletters are quick-reads designed to keep you updated on Guild news and important industry topics.
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This program celebrates those in our community who go above and beyond to create a better tomorrow for all. Learn more.
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Other Benefits
Annual Salary & Compensation Report, conference handouts, networking opportunities, and more.
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Sessions in Performance Support Track
You may have heard it from your high school math teacher: You can't use a calculator on the test. You think you'll have a calculator in your pocket at your job? If only my cell phone could fly back in time and have a chat about that!
Read MoreIn telecommunications, the term “last mile” is used to describe the challenge of connecting the final leg in a communications network, typically describing the distance between the last hub and a consumer’s home. The “last mile,” although the shortest leg, is often the hardest to put together. In the world of performance support, the “last meter,” the distance between a learner’s eyes and their computer, is an appropriate comparison. In theory, creating a great resource library should be the bulk of the work, but too often, overcoming the “last meter” ends up being the ultimate nemesis. The challenges are to get the learner to recognize the need for support resources, remember where to access them, and utilize them as necessary.
Read MoreThe majority of what people learn comes from practical experience on the job. However, they don’t learn everything they need just by doing their jobs. You have to be ready for exceptions when they arise. Learners need reinforcement of important topics to help avoid bad habits. They look for opportunities to expand their knowledge and skills beyond their current roles to further their careers. Unfortunately, with limited time and competing priorities, employees often are unable to make continuous, targeted learning part of their work.
Read More402 Are They Learning? Using xAPI to Correlate Training Performance
Concurrent Session
Good courseware engages the user with multiple elements. From video to audio to the venerable drag-and-drop, you need to make sure your content is doing the job. But is your audience actually learning anything? More importantly, are they learning the lessons you need them to? And if they are, do you have the tools to prove that to your leadership?
Read MoreTraining alone cannot drive performance, only contribute to it; that’s the root of the problem. L&D already excels within long-held training paradigms to deliver effective knowledge transfer—it’s not wrong, it’s just not enough! The business needs workforce productivity, meaning consistent performance at Point-of-Work, where performance represents the productivity end of a learning-performance continuum. In the current training paradigm, Point-of-Work is out of scope. Traditional training needs assessments cannot inform “intentional design” frameworks like the Five Moments of Need or even 70:20:10, both of which enable convergence of learning with work. Point-of-Work and moments of need are also out of scope for existing LMS technology. Both the conversation and tactics must change, because stakeholders have a blind spot—they expect one thing, training, and it’s not enough.
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