Blogs

Learner disengagement is a common problem in corporate training experiences. Even with a strong start, learners can lose momentum due to various factors, including lengthy content, lack of perceived progress, or waning motivation. To combat this, L&D professionals must proactively design learning experiences that continuously re-engage learners and provide compelling reasons to persist until completion. […]

Securing and growing the budget for corporate learning and development (L&D) often feels like an uphill battle. The C-suite, focused on bottom lines and strategic outcomes, needs to see a clear and compelling return on investment. Gone are the days when L&D could operate in a silo, justifying its existence based on training hours delivered.

You devoted the last six months to creating a transformative learning curriculum for your organization. Now it’s time to launch, but you are caught off guard by your learners’ unenthusiastic response to this new training opportunity. What could you have done differently?  The effectiveness of a curriculum hinges not only on its design and content

Building on the principles of game theory, such as strategic interactions, payoffs, and Nash Equilibrium discussed in the first article, this article explores essential learning theories that support effective gamification. We will focus on how these theories can be applied to design gamified learning experiences that motivate learners and enhance the educational process. These include:  

Like many L&D professionals, are you constantly seeking ways to spark learner engagement and drive effective upskilling? Today’s market, characterized by high employee turnover and a competitive talent landscape, demands enjoyable learning experiences that foster a positive workplace culture. Digital natives expect interactive experiences. It’s what they’ve grown up with, and the slow pace of

The rise of artificial intelligence (AI) has sparked both excitement and apprehension across industries, and corporate learning and development (L&D) is no exception. For some learning leaders, the mention of AI conjures images of job displacement, impersonal learning experiences, and a fundamental shift away from human connection. However, clinging to this fear is akin to

As corporate learning leaders, our gaze is perpetually fixed on the future. We’re tasked not only with addressing today’s skill gaps but also with anticipating the competencies our employees will need to thrive in the landscape of tomorrow. Identifying these “next” skills isn’t about chasing fleeting trends; it’s about strategic foresight, aligning learning initiatives with

Beyond Buzzwords: Why Strategic Listening is Foundational for L&D Leaders In the world of corporate learning and development (L&D), the spotlight often shines on innovative technologies, unique pedagogical approaches, and data-driven analytics. While these are undeniably crucial, there’s a foundational skill, often underestimated yet profoundly powerful, that underpins true leadership and effectiveness: the art of

At Ingenuiti, we recently read a quote that emphasizes where we see the future of training going. In this new model, “training” isn’t something you pause work to do — learning is the work. Learning in the flow of work isn’t a new term; it’s been around for a few years now. But it’s taking

The Value of Personalized Learning: Transforming Corporate Development At Ingenuiti, over the years, we’ve been deeply involved in understanding and implementing effective learning strategies within organizations of all different types. More recently, we’ve witnessed a significant shift in how we help our clients approach employee development. It’s clear to us that the traditional, one-size-fits-all corporate