Alex Jovanovic’s Post

Level Up Your L&D: AI is the Adult Learning Ally You Didn't Know You Needed Adult learners—your employees, partners, and customers—aren't passive sponges waiting to be filled with information. They bring a wealth of experience, have demanding schedules, and require training that is immediately relevant and highly efficient. The traditional, one-size-fits-all Learning Management System (LMS) simply doesn't cut it for this sophisticated audience. This is where the quiet revolution of Artificial Intelligence (AI) steps in, transforming the LMS from a simple content repository into a dynamic, adult learning-friendly training powerhouse. It’s about working smarter, not just having a bigger library. The most compelling feature AI brings to the LMS is hyper-personalization via adaptive learning paths. Forget the linear course progression that forces experienced professionals to sit through basic modules. AI analyzes a learner's pre-assessment scores, job role, past training performance, and even their current engagement patterns to create a truly unique journey. Struggling with one concept? The system automatically serves up remedial content, alternative explanations, or an intelligent virtual tutor for real-time support. Already a subject matter expert? AI skips the fluff and recommends advanced, relevant modules, making the learning experience respectful of the adult learner's most precious resource: their time. Beyond the individual learner, AI dramatically increases the effectiveness and efficiency of the entire training system. On the administrative side, AI automates the tedious, time-consuming tasks that bog down L&D professionals—think automated grading, scheduling, reporting, and content curation. This frees up human trainers to focus on high-touch activities like mentorship and strategic course design. Furthermore, AI-powered analytics can process vast amounts of data to provide predictive insights, flagging at-risk learners before they drop out or identifying which modules are failing to deliver results, allowing for proactive, data-driven interventions. It's like having a psychic co-pilot for your entire training strategy. In short, integrating AI into your LMS isn't a futuristic gimmick; it's a necessary upgrade for any organization serious about modern adult education. By personalizing the experience, respecting the learner's time and knowledge, and automating the administrative churn, AI allows you to move beyond delivering training to guaranteeing effective learning. It ensures your training dollars are driving real, measurable competence and keeping your workforce sharp in an ever-evolving world. Stop managing courses and start mastering outcomes—your adult learners deserve nothing less.

Importance of Learning for Leaders - Understanding Learning Styles In The Workplace  Hi Everybody!  As an MBA student and a future manager, I realized that learning is not just taking place in a classroom. Learning is a lifelong learning process that influences how we lead, decide and engage in the workplace. So, let's identify and investigate the unappreciated, but extremely important learning styles and the relevance for managers. 🌱 1.   What Are Learning Styles? Learning styles are the preferred ways of learning for people in terms of how they absorb, process, and retain information. In other words, it's how you learn best. Everyone learns differently — some through written words, others through watching, hearing, and many engage actively and learn through doing. 2.   One well-known framework to understand this is the VARK Model created by Neil Fleming. Let's define each: 👇  V - Visual: People who prefer pictorial, diagrams, charts, and infographics as a way of learning receive, absorb, and process information best their sight. A - Auditory: The auditory learner learns and understands best through listening - through discussion, podcasts, or listening to instructions verbal. R - Reading/Writing: The learner who has a preference for this method of learning will preferably read texts, notes, and interact through a written material. K - Kinesthetic: The learner with this preference, learns best with experience and active practice. As a manager, knowing this helps you communicate and train your team more effectively. 3.  Advantages of Learning Styles in the Workplace- ✅ Greater Preparedness & Learning: When managers develop learning initiatives based on more than one style, employees will be able to understand the material more quickly and to retain it better. ✅ More Effective Communication: Understanding how your team learns allows you to create your messages around those styles - visual, meeting, or report. ✅ Enhanced Productivity: When employees learn in a way that reflects their style, they are able to apply their knowledge more seamlessly - and perform better. 4.  Obstacles of Learning Styles in the Workplace-  ⚠️ Different Teams: It is difficult for managers to develop learning materials that will address all of the learning styles in the group setting.  ⚠️ Not All the Resources Needed: Organizations may not have the resources or technology to develop learning materials based on individual learning styles.  ⚠️ Too Broad: People do not fit neatly into one of the four VARK learning style categories; people are a combination of learning styles. In conclusion, real learning happens every day - in small talks, shared experiences and different moments of curiosity. Thank you Yestrela Vaz Ma'am for your guidance and support. #LearningTheory #OBHRM #OrganisationalBehaviour #HumanResource #Management #MBA #MBAJourney #WorkplaceCulture

When Training Takes One Minute — Is It Still Training? Control and understanding are often mistaken for twins. Yet anyone who has ever clicked through a mandatory LMS module in under a minute knows the truth: control is easy to document; understanding is not. We have built systems that can measure completion down to the second — while knowing almost nothing about what the person has actually learned. In every audit I’ve seen, the pattern repeats: immaculate training records, perfectly timestamped, fully signed… and a team that still struggles with critical processes. The system insists that learning has happened; reality quietly disagrees. The illusion begins with how many organizations define “training.” A two-minute SOP read-and-confirm. An auto-generated quiz with predictable questions. A Sponsor rule that anything over 120 seconds counts as “engaged.” These micro-requirements create an appearance of qualification while demanding almost no cognitive effort. We have become experts at Minimum Viable Documentation — and novices at sustainable skills development. But competence in clinical research cannot be compressed into a stopwatch. True learning requires context, repetition, dialogue, and the psychological safety to ask, “I don’t fully understand this — can we walk through it?” None of that fits neatly into the LMS architecture. Yet all of it is essential to quality. If we want a workforce that can manage complexity, anticipate risk, and act with judgment, we must shift our focus from compliance tick-boxes to capability building. From timing training to investing in it. From proving people have read something to ensuring they can apply it.

Why Blended Learning Really Matters In Health And Social Care Training and learning are often treated as a requirement to be completed, but real learning is about giving your team the confidence they need to deliver safe, high-quality care. This is where blended learning comes into its own. Blended learning recognises that effective training goes beyond theory. Knowledge is important; staff must first understand the what and the why, however knowledge alone doesn’t always prepare them for the realities of a care setting. Skills need to be practised, rehearsed and refined in an environment that’s safe before they are put into practice with residents or service users. When staff build confidence through role play, simulation, and guided practice, the leap from theory in the classroom to the real world becomes less daunting. The next step is proving capability on the job. Competency assessments connect learning with practice, giving managers assurance, regulators evidence, and service users confidence in the care they receive. But learning shouldn’t end there; structured pathways that map skills to roles, prompt refreshers, and track development over time keep staff on course, turning their training into a process of continual growth which is also aligned with Skills for Care standards and expectations set out by CQC. The impact on organisations is clear – teams feel supported and this improves retention, which in the Health and Social Care sector is more important now than ever. Families, inspectors, and service users see a higher quality of care, and managers gain reassurance that their workforce is competent and confident. Ultimately, blended learning creates safer, kinder, and more consistent outcomes for everyone, meaning higher care standards and greater satisfaction all round. Which is why your team deserves myAko. Blended learning is more than just an approach, it’s essential for everyone in our sector! ww.myako.online hello@myako.com 01202 283283 Read More:

In the world of Learning and Development, there’s no shortage of tools. Every day brings someone selling a new AI platform, a learning management system, or a content library promising to revolutionize how people learn and transform your business. These tools are undeniably helpful, but they are not the foundation of an effective learning experience. The foundation is the person delivering the message. A skilled facilitator, educator, or trainer doesn’t need the latest technology to make learning come alive. They can walk into any room, virtual or physical, armed with only their experience, their voice, and their ability to connect. Through storytelling, relatable examples, and genuine presence, they can unlock understanding in ways no tool can replicate. Human beings have been learning for thousands of years without digital systems, AI solutions, or gamified dashboards. The greatest teachers in history have relied on their knowledge, authenticity, and passion to create meaningful learning experiences. Even today, the world’s most prestigious professors often use nothing more than a whiteboard and their voice to shape the next generation. Far too often we fall into the trap of believing that a new tool will make our learners more engaged or our outcomes more effective. But no matter how advanced the system, learning will always come down to human connection. If the learner isn’t engaged, challenged, or inspired, no tool can fill that gap. Technology should support learning, not define it. Tools are valuable, but they are amplifiers, not substitutes. The real magic happens in the moment of connection between a teacher and a student. That "aha!" moment when the lightbulb goes off and everything clicks. So before you buy into the next big innovation, invest in yourself first. Sharpen your presence. Refine your communication. Strengthen your ability to connect and relate to others. A great musician does not need the finest instrument in the world to create something beautiful. Likewise, a great facilitator can inspire transformation with nothing more than their voice, their story, and their belief in others’ potential. Learning begins and ends with you.

The New Face of Adult Learning: Many trainers in the early 2000s remember a very different classroom. Students came to training ready to listen, take notes, and complete their work without much need for motivation or digital support. Fast forward to today — and it’s a completely different world. Modern learners have grown up in a fast-paced, digital environment where attention spans are shorter, information is instant, and expectations are shaped by technology. They prefer quick, relevant, and interactive learning. But for some trainers, this shift has created frustration and confusion. It’s not that today’s students don’t care — they just learn and interact differently. Many are balancing work, family, and study. They expect flexibility, visual engagement, and concise delivery. They also expect to be treated as equals in the learning process — with opportunities to question, discuss, and access information instantly. There are also financial pressures today with cost of living reality evident everyday. Long lectures or text-heavy assessments can quickly lose their attention because they no longer match how they learn or communicate in everyday life. This mismatch between student expectations and trainer approaches can cause tension in the training room. Trainers may see disengagement as laziness, while students see traditional delivery as outdated. Both perspectives are valid, but the gap between them must be bridged if learning is to “stick”. So, what’s changed? Shorter attention spans: Learners now expect information in small, manageable chunks (micro-learning). Visual learning preference: Videos, demonstrations, and scenario-based activities hold attention more effectively than text-heavy theory. Instant feedback culture: Students are used to receiving immediate responses through technology — so delays in trainer feedback can feel unresponsive. Different expectations: Students want to know why they’re learning something and how it connects to the real world. They value relevance and practicality over repetition. For trainers, staying relevant means more than updating slides or assessments. It means rethinking how students engage with content and with you. Building connection, using current examples, and embracing interactive and blended learning approaches all make a difference. The strongest trainers recognise that adult learning has evolved — and they evolve with it. Today’s students still want to learn, but they expect the process to reflect the world they live in. The best trainers meet those expectations without compromising standards — by combining structure, empathy, and adaptability. Have you noticed changes in what your students expect from you as a trainer? What strategies have you used to stay relevant and connect with today’s learners that help other trainers.?

Every year, organisations pour time and money into learning initiatives that never quite deliver what they promised. Not because people don’t want to learn, but because somewhere along the way, we confused access with impact. The pattern is familiar. A new LMS launches. Fresh content is added. The comms campaign lands with energy and optimism. For a few weeks, usage looks good. Then the energy fades, the logins drop, and the once-exciting platform becomes another digital graveyard of unused potential. It isn’t a failure of content or technology. It’s a failure of connection. When learning lives only in a platform, it becomes isolated from the work it’s meant to improve. It’s activity without application. Blended learning done well changes that. It connects content, context, and conversation so people can actually use what they learn. The online elements build reach and consistency, giving everyone the same foundation. Live sessions bring the depth, linking skills to real challenges, language, and priorities. And everyday work provides the space to practise, reflect, and reinforce. That structure I've practised for years; learn it, discuss it, apply it This is where behaviour starts to shift. It’s not about getting people to complete a course; it’s about helping them change how they lead. The goal of learning has never been attendance. It’s capability. It’s confidence. It’s impact. When those things are built in, the LMS stops being a filing cabinet and becomes part of how the business gets better.

🚀 I fixed my toaster via a youtube video – no joke! Mobile Learning: Part of the Blended Future of Upskilling for the Modern Workforce, why’s this not the norm? Today’s learners have redefined how, when, and where learning happens. They’re mobile-first, purpose-driven, and expect information to be accessible on demand. 📱 Why Mobile Learning Works for the Modern Learner: Learning in the Flow of Work: Employees no longer need to block hours for training sessions. Bite-sized learning on mobile devices allows learning to happen in the moment, between meetings, commutes, or coffee breaks. Personalised & Engaging: Microlearning videos, interactive quizzes, and gamified modules speak the digital language Millennials and Gen Z already understand (well all of us with a smart phone actually). Retention through Repetition: Mobile learning supports spaced learning and quick refreshers, helping knowledge stick better than one-time classroom sessions. 💡 ROI for Companies: Used as part of a blended solution Increased Productivity: Employees can access knowledge at the point of need, leading to faster problem-solving and better on-the-job performance. Higher Engagement: Mobile learning drives completion rates up to 5x higher than traditional eLearning. Lower Costs: Reduced travel, venue, and scheduling overhead make it a budget-friendly solution that scales easily. Measurable Impact: Real-time analytics track progress, completion, and performance improvements, offering clear visibility into training ROI. In an era where attention is currency, mobile learning isn’t just a trend, it’s a strategic investment in agility, engagement, and long-term capability building. Thoughts? 

You don’t have a training problem. You have an involvement problem! Most corporate “learning” includes reading, watching, listening… and forgetting. Two weeks later, people remember barely 10% of what they read — but up to 90% of what they say and do. The deeper the engagement is, the stronger the retention. Learning isn’t about exposure to content — it’s about how much of yourself you invest in the process. The real problem? We keep shipping information and calling it competence. Slide decks get fancier, LMS reports get greener — but behavior in the field stays the same. Why? Because attention ≠ retention. And retention ≠ transfer. What actually works? Learning that sticks climbs the cone — from passive to active: 1️⃣ See it – short, visual demo of the task. 2️⃣ Say it – learners explain steps back to each other. 3️⃣ Discuss it – explore trade-offs, dilemmas, and failure points. 4️⃣ Do it – real or simulated execution. 5️⃣ Teach it – peer sharing or mini-scenarios for others. My field example (aviation ops) When we analyzed performance growth among young pilots with similar entry profiles, one thing stood out: those who became flight instructors early advanced almost twice as fast. Every time they taught others, they had to verbalize and deconstruct their own flying logic — clarifying what they once did instinctively. Within just two or three years, their decision-making, composure, and situational awareness reached a level their peers needed five or more years to achieve. They didn’t just learn to fly — they learned to teach flight. And that’s when learning truly became mastery. Corporate example This month, GE Aerospace showcased a similar shift — technicians rotated through shop-floor simulations, micro-lessons during shifts, and peer coaching. It’s the Cone of Learning, operationalized: from “watch and know” to “do and show.” What this means? If learning is passive, it fades. If it’s active, it transforms. The best programs don’t just transfer knowledge — they shape behavior. So next time you design a learning experience, ask not “What should they know?” but “What should they do, say, and teach after this?” Because real learning doesn’t live in the slides — it lives in the moment of doing. 👉 What’s one training design choice you made that truly moved people up the Cone — from consuming to performing? #LearningAndDevelopment #CorporateTraining #DigitalLearning #LeadershipDevelopment #LearningAnalytics

🌱 Empowering Learning through Formative Assessment and Feedback Assessment is not just about grading — it’s about guiding learners to understand how they learn and how they can grow. 🌿 Understanding the Power of Formative Assessment Formative assessment is assessment for learning — ongoing, low-stakes, and deeply reflective. It: Encourages self-reflection and learner agency Helps teachers adapt instruction to meet needs Builds confidence and supports a growth mindset Shifts focus from judgment to progress 💬 Feedback that Moves Learning Forward Effective feedback doesn’t just correct — it connects. It answers three key questions: 1️⃣ Where am I going? 2️⃣ How am I doing? 3️⃣ What should I do next? Strong feedback is: Timely, so learners can act on it immediately Constructive, focusing on improvement rather than error Collaborative, inviting dialogue and discussion Balanced, highlighting both strengths and growth points Digital tools make this even more engaging. Apps like Google Docs, Padlet, Jamboard, and Vocaroo allow teachers and students to exchange quick, personalized, and meaningful feedback. 🤝 Encouraging Self- and Peer Assessment Empowering learners to assess their own progress is a game-changer. When students evaluate their work, identify challenges, and support peers, they develop metacognitive skills — learning how to learn. Some effective tools include: 🎙 Voice recordings to reflect on pronunciation and fluency (Vocaroo) 🎥 Video reflections for performance-based learning (Padlet, Flipgrid) 📔 Digital journals for ongoing self-assessment (Penzu) 🧾 Online forms to record reflections and progress (Google Forms/Sheets) In primary settings, simple checklists such as “I know this,” “I’m working on this,” or “I don’t know this yet” encourage children to talk about their learning with confidence. These small moments of reflection cultivate ownership, motivation, and empathy among peers. 🧭 Designing Meaningful Formative Tasks Planning formative assessment means designing tasks that are purposeful, simple, and low-stakes. The goal is not to test, but to guide learning forward. A well-designed task: Targets a clear skill or focus area Uses accessible tools like checklists, forms, or journals Provides actionable feedback learners can use immediately Generates insights to inform future teaching 🌿 My Key Takeaways This learning experience reshaped how I view assessment. I’ve learned to: Integrate formative strategies into everyday teaching Use feedback to spark dialogue and reflection Apply digital tools to make feedback more interactive Encourage self- and peer-assessment for learner autonomy Design assessments that inform teaching and inspire growth 💭 Reflection Formative assessment reminds us that learning thrives on curiosity, reflection, and connection. When students understand their own progress, feedback becomes motivation, not criticism. #FormativeAssessment #FeedbackForLearning