This is the final post in a series of six exploring issues currently facing training professionals and the upcoming trends in training for the next five years.

In this series we will examine the outlook for the modern workplace and for the next five years, as well as four key trends associated with adapting training to the new context. As these trends play out, we need to consider how to implement a culture change in our training organizations and identify some of the challenges these changes will bring.

Of all of the trends, the convergence of work and learning is perhaps the most compelling. We are now looking at job experience as another aspect of training and learning. If we assign a task to someone, we document it when it's completed, and now that person has the advantage of being able to say, "Yes, I've done that kind of task before." In other words, an experience base is as important as a training history.

This is the fifth in a series of six posts exploring issues currently facing training professionals and the upcoming trends in training for the next five years.

In this series we will examine the outlook for the modern workplace and for the next five years, as well as four key trends associated with adapting training to the new context. As these trends play out, we need to consider how to implement a culture change in our training organizations and identify some of the challenges these changes will bring.

The "Right" Fit of Technology

Every time a new type of 'edtech' gets introduced, there seems to be a desire for that technology to become a one-size fits all solution. Since the innovation of correspondence schools, the search for the ultimate solution to teaching everyone, everywhere, at any time has been the holy grail of educators. 

There is no one ‘best fit’ technology, of course. 

This is the fourth in a series of six posts exploring current issues facing training professionals and the upcoming trends in training for the next five years.

In this series we will examine what the current learning statistics show about the outlook for the modern workplace and the next five years, as well as four key trends associated with adapting training to the new context. As these trends play out, we need to consider how to implement a culture change in our training organizations and identify some of the challenges these changes will bring.

Trend 2 - Collaboration as a Competency

The problem with online collaboration in particular is that we introduce a lot of ambiguity. As learners, when nobody knows who's in charge of the learning experience, that role ambiguity can lead to learning inefficiencies. Instead of just tossing everyone into the virtual classroom and asking learners to "figure out this case study," best practices need to ensure that we allow everyone to participate in the learning experience but with a strong facilitator leading the way.

This is the third in a series of six posts exploring current issues facing training professionals and the upcoming trends in training for the next five years.

In this series we will examine what the current learning indicators show about the outlook for the modern workplace and the next five years, as well as four key trends associated with adapting training to the new context. As these trends play out, we need to consider how to implement a culture change in our training organizations and identify some of the challenges these changes will bring.

Earlier we discussed how four generations of workers interacting in the workplace at the same time can impact our training design, and then discussed the modern context in which our learners are working. 

In this post we explore our first key trend: Blended Learning & Flipping The Classroom.

This is the second in a series of six posts exploring current issues facing training professionals and the upcoming trends in training for the next five years.

In this series we will examine what the current learning indicators show about the outlook for the modern workplace and the next five years, as well as four key trends associated with adapting training to the new context. As these trends play out, we need to consider how to implement a culture change in our training organizations and identify some of the challenges these changes will bring.

Earlier we discussed how four generations of workers interacting in the workplace at the same time can impact our training design. Now we need to understand the context in which our learners are working. 

This is the first in a series of six posts exploring issues currently facing training professionals and the upcoming trends in training for the next five years.

In this series we will examine the outlook for the modern workplace and for the next five years, as well as four key trends associated with adapting training to the new context. As these trends play out, we need to consider how to implement a culture change in our training organizations and identify some of the challenges these changes will bring.

Specifically, we'll explore:

• Trend 1 - Blended Learning & Flipping The Classroom
• Trend 2 - Collaboration as a Competency
• Trend 3 - Cognitive  Educational Technology
• Trend 4 - Blurring the Lines Between Work and Learning

Before we explore these trends, we need to understand the personality of the modern work force, most especially intergenerational dynamics.