When it comes to designing a learning experience we need to smooth it out to reduce friction costs that get in the way of behaviour change.

Telling stories in an authentic way with credible voices, is one way in which we make sure that the content our clients release to their employees is personally relevant.

In learning design, when we personalise content, we are enabling or anticipating the jobs our user has to do with the content we have.

If you’ve ever watched hours of video tutorials on YouTube or trawled Google in search of a particular recipe, you’ve already embraced ‘just in time’ (JIT) learning.

Learning is so often about self-discovery – how we feel about difficult situations, react to challenges, overcome adversity, handle pressure, celebrate success – these are all opportunities to include emotion in learning and create an experience that changes hearts as well as minds.

Here at BAD, when we design experiences, we tell stories that will engage people and demonstrate good practice.

In this Digital Age, aka the Information Age, learning is available 24/7. But are we being bombarded with information that we no longer know how to process or even need to know?

The IKEA effect describes how putting personal effort into something, in this case the construction of your furniture, can increase your perceived value of the item.

Companies spend a lot of time, effort and money on recruitment and onboarding. Recruitment firms can charge anywhere from 3% up to 25% of an employee’s salary. However, that’s not taking into account the internal time spent on recruiting and sales training.

We all think in different ways. In the workplace, a wide range of talents is advantageous.