AME-Learning

Top 10 Reasons To Partner With AME

Janet — Mon, 09 Feb 2009 23:20:07 +0000

They focus on quality instruction… not glitz or glamour or cutesy games. They believe your training should be effective (make you money or cut costs; click here for examples)… then efficient (save your employees’ time—your most precious resource)… then engaging (make them cheer for your training)… in that order.
They’re (published) learning scientists (in academia, they had labs and Ph.D. students and Federal grants) so they base their instruction of 100 years of proven results in human learning.
They present information in various modalities—text, audio, video, animation, and immersive simulation—so each learner can master the material in the format that works best for her.
They’ve taught everything from soft skills (click here for more details of clever ways to do this) to engineering to mortgages to leadership to drugs… and everything in between (click here to check out their special demos).
They produce world–class e–Learning 2–3 times faster than the industry average… by using their revolutionary production process (click here for more details).
They handle everything from design to development to deployment (on your website, your LMS, or their LMS), so you can relax.
They charge less than most vendors—even for gold medal courses—because that’s great for their business… and even better for their clients. Call it their little economic stimulus package.
They’re the Goldilocks size—big enough to produce 16 courses at the same time… small enough to turn on a dime whenever you need to change something… just right.
They produce courses on time… every time. Most training vendors are notoriously late. But AME is proud that they haven’t missed a deadline (or even a milestone) in 8 years. When it absolutely must be ready on time… who’re you gonna call? Who’re you gonna trust with your reputation… and your career?
They’ve produced stunning, gold–medal–winning courses with only a little information. Some clients give them workshop materials… some give them a few notes… and some give them a quick sketch on a cocktail napkin. It doesn’t matter. They’ll run with whatever you give them… and make you look good.

The AME Way

Janet — Wed, 04 Feb 2009 01:12:53 +0000

Our background (the shaping of two e–Learning renegades)
Our revolutionary production process (why we abandoned the traditional system… and how it helps training pros stretch their budgets 60% further)
Future plans (including the online course everybody wants us to make)
How we’ve helped other training pros (get promoted and buy cool cars)
How we can help you too.

How to transition from ILT to e-Learning design

Janet — Sat, 31 Jan 2009 00:58:42 +0000

In this video, I provide tips and general principles for good instructional design with e-Learning, including:

Commonly cited differences between the training environments for ILT and e-Learning , and how they don’t need to dictate your design.
An ABC model of instructional design, and how to use it to optimize learning environments for your e-Learning and other training.

e-Learning Tips Job Aid (PDF)

Christmas Eve Video

Janet — Thu, 18 Dec 2008 22:57:43 +0000

Merry Christmas!

Are you tired of bad training?

Janet — Thu, 20 Nov 2008 23:23:02 +0000

Click the links to download these white papers:

Soft skills e-Learning
The ABCs of instructional design: Coming soon
Managing e-Learning projects: Coming soon

Submit your name and email address below to receive updates.

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Worried about your training budget and your job?

Janet — Thu, 20 Nov 2008 23:20:00 +0000

The Dow went down again today, to a little more than half of its high last year. That’s just one of the many symptoms of this terrible economy we’re in. A more important symptom—or trend—to people like me and you is declining training budgets.

Add that to the fact that your boss has heard just enough about Web 2.0 to believe that employees can train themselves, and we’re looking at some scary stuff for training departments. What’s a Learning and Development professional to do?

Well, at a high level, you need to prove your value now more than ever. And how do you do that? We’ll look at a few trends and tips that could save your job, or even make you a star to the execs.

It’s the savings, stupid!

First, and frankly, easiest, is to look at how much money you can save your company by converting as much instructor-led training as possible to e-Learning.

I led one project many years ago where we converted 40 hours of paper-based self study into 15 hours of e-Learning. I think we charged around $250,000 for the development. The client told me they would save $3.5 million over 3 years in printing and shipping alone.

That’s just the big, obvious savings; it doesn’t even touch on the employees’ time savings in moving to 15 hours instead of 40. Or that, with the e-Learning, learners actually had to complete the training because their progress was monitored via the LMS. Not to mention that the e-Learning had tons of meaningful interaction and practice, and users were not allowed to escape it, so they actually learned a lot more than with the self-study materials, which they used to half-heartedly browse.

But you don’t have to take my word for it. Check out this savings-calculator spreadsheet plug in the numbers from one of your courses and see how much you can save with e-Learning.

You see, it really is a no-brainer.

But just saving isn’t enough…

Sure, saving money is great, but it still may not be enough to save you. Unfortunately, when times get tough, training is usually one of the first things to go. It’s as a cost center, often viewed as an optional extra or a frivolous luxury. And besides, who’s hiring now, anyway? The employees know how to do their jobs, and they can pick up anything else they need on the job.

Not the kind of thinking you like to hear, I’m sure. So, you need to find a way to add value to the company beyond just spending less on training. That means managing job performance that impacts the bottom line.

Performance Management

But, there’s still something you can do: Create training that develops skills that will impact job performance that the executives care about.