How to Use Scenario Based Learning for Corporate Training and Gain a Better ROI

At EI Design, we have been offering custom learning and performance support solutions to our customers across the world for over 16 years. Over this period, we have seen changes in many facets including technology (Flash to HTML5), delivery formats (traditional eLearning to mobile learning), and learner demographics (increasing percentage of millennials). With these changes, most of the popular Instructional Design approaches too have evolved.

In this blog, I show you how you can use the a powerful technique that is, Scenario Based Learning to design high-impact corporate training and do justice to your new mandates and in the process see an improved ROI.

What is Scenario Based Learning (SBL)?

Scenario Based Learning is a popular Instruction Design approach that uses real-life situations.

• It helps learners learn through relatable situations.
• It can also be used to check-point or validate their learning.
• Additionally, Scenario Based Learning provides room for learners to practice what they have learned (in a safe environment).
• More significantly, it can be used as a powerful approach to help learners understand the impact of their choices or consequences of their decisions.

How Can Scenario Based Learning Be Used to Create High-Impact Corporate Training?

As I had highlighted earlier, at EI Design, we extensively use Scenario Based Learning for our corporate training solutions to create high-impact learning and performance support solutions.

While much has changed over the last 16 years, our core design philosophy has not changed, and it continues to be to “Build engagement frameworks” by making learning:

• Motivating
• Interesting
• Relevant and relatable
• Experiential
• Memorable
• Continuous

We use Scenario Based Learning in the following ways:

1. For knowledge gain: You can use real-life situations to substantiate primary learning. As these situations are relatable for learners, they will be able to connect and internalize the learning easily.
2. For improving retention: Post the knowledge acquisition, the Scenario Based Learning can also be used to help learners practice. This keeps the “forgetting curve” at bay and helps learners steadily improve their proficiency in a safe environment.
3. For an effective application of learning on the job: Scenario Based Learning can be used as extremely effectively as Performance Support Tools or learning aids that can help learners apply their learning on the job.

Can Scenario Based Learning Be Applied to All Types of Corporate Trainings?

 Scenario Based Learning can add tremendous value to most corporate trainings. The 7 examples featured here outline how you can use them effectively and improve your ROI.

1. Sales Training
   This example is related to training salespeople in the retail segment. We have used scenarios to allow the learner to handle customer queries and asked them to make a choice about the right kind of reaction to a particular situation.Compliance Training
2. We have used scenarios in the following three ways to achieve outcomes in this series on Generic Compliance:
1. Validating learning.
2. Application of the learned concepts.
3. If the learning triggers the desired behavior.
   
   
3. Soft Skills Training
   To manage conflicts at the workplace, this course offers scenarios in the following two ways:
1. Setting the context: The course begins with a branching scenario followed by each challenge being connected to a topic in the course.
2. Validating the learning at an application level: Along the learning path, we’ve implemented multiple scenarios to keep a tab on the cognition level of the learned concepts.
3. 

4. Application Simulations Training
   This is an engaging application simulation on Salesforce where the simulation is carried out in an innovative format. Additionally, there is a challenge that uses a scenario based approach at the end of the simulation that puts the learner into a situation and asks him/her to respond.
   
   
5. Professional Skills Training
   This example uses a conversational scenario in which learners can engage in a simulated environment and perform activities where they make choices and view the consequences of their decisions. They are challenged to perform better and understand and apply their learningthrough gamified situations.
7. Awareness Training
   This example uses interactive videos to build awareness on Travel Security for professionals travelling to various countries. Decision-Making Scenarios are used effectively to put users into potentially hazardous situations and then asked to make a decision; and based on this, they could view their consequences and, as a result, learn the best practices in a better manner.
   
   
8. Quality Training
   This example involves solutioning for the process conformance mandate of quality certifications. Scenarios involving potential roadblocks in the certification process and making decisions to develop a project management and collaboration tool is the key highlight of this training.       
9. 
   

Can Scenario Based Learning Impact ROI Positively?

Certainly, the effective usage of Scenario Based Learning will impact ROI positively. Let me illustrate how we have achieved this.

Our usage of Scenario Based Learning for corporate training helps our customers see the following impacts:

• Demonstrable gain for learners: Reflected in performance improvement and triggering the desired behavioral change.
• Demonstrable and positive impact on business as learners gain new skills or improve their productivity.
• Improvement on ROI.

Summary 

I hope this blog provides pointers on the possible ways you can use Scenario Based Learning for corporate training and see a positive impact on your ROI.

If you have any queries, do contact me at apandey@eidesign.net.

Need More?

Want more insights on how you can use Scenario Based Learning to create high impact corporate trainings and improve your ROI?

Schedule a call with our Solutions Architecting Team.

Source: https://www.eidesign.net/how-to-use-scenario-based-learning-for-corporate-training-and-gain-a-better-roi/

eLearning Trends In 2019: How To Use Them To Enhance Your Learning Strategy

At this time of the year, you look out for trends that can enhance your training delivery. In this article, I share the eLearning Trends in 2019 you can use to enhance, measure, and maximize the impact and returns on your learning strategies.

eLearning Trends In 2019 You Can Use To Enhance Your Learning Strategy

As I began my exercise to predict eLearning Trends in 2019, the fourth one in this series, I took a step back to see why anyone seeks upcoming trends.

The top 5 reasons why L&D teams look at trends are listed here. They prompt them to adopt new or better approaches that:

1. Keep the learners engaged.
2. Ensure knowledge acquisition happens.
3. Facilitate the application of the acquired learning on the job.
4. The desired performance gain and ROI occurs.
5. A positive ROI on training spend is established.

In this article, I take this need as the thread to share the eLearning Trends in 2019. I have grouped them as follows:

1. Section 1: I list the trends that help learners learn and, more significantly, apply this learning to show better performance or the required behavioral change.
2. Section 2: I list trends featuring learning strategies with a proven track record of delivering a better engagement quotient and higher training impact.
3. Section 3: I follow this up with a list of trends that organizations must invest on to measure, enhance, and maximize the impact of their training.
4. Section 4: I wrap up with trends that are clearly emerging as front runners for investment in the very near future.

With this approach, I am confident that the featured eLearning Trends in 2019 in this article will offer tremendous value in enhancing your learning strategies in the New Year.

Upcoming Release: I also have a free eBook on eLearning Trends in 2019 releasing on Jan 15th.

• Designed as a guide that you can practically use, it features a typical learner journey that highlights how modern learners learn and what they wish to see in their online training delivery.
• I use this backdrop to highlight how the featured eLearning Trends in 2019 can be used to add value to learning and its application plus measurement and further gains.

Without further ado, here is my list of eLearning Trends in 2019 banded logically to facilitate their impact and application.

eLearning Trends In 2019 – Section 1: The Trends That Help Learners Learn And Apply This Learning To Show Better Performance Or Behavioral Change.

1. Mobile Learning
2. Digitalization of ILT (to Blended or Fully Online)
3. Performance Support Tools
4. Informal Learning
5. Social Learning
6. Self-Directed Learning

eLearning Trends In 2019 – Section 2: Learning Strategies With A Proven Track Record Of Delivering A Better Engagement Quotient And Higher Training Impact.

1. Microlearning
2. Gamification
3. Video-Based Learning (Videos and Interactive Videos)
4. Mobile Apps for Learning
5. Personalization
6. Curation and User Generated Content

eLearning Trends In 2019 – Section 3: The Trends That Organizations Must Invest On To Measure, Enhance, And Maximize The Impact Of Their Training.

1. Learning Engagement Platforms – LXP
2. Learner Analytics
3. Big Data-Reporting and Analytics

eLearning Trends In 2019 – Section 4: Other Notable Trends To Watch Out For—The Future Is Here!

1. AR/VR and MR for Immersive Learning
2. Artificial Intelligence (AI) in Learning

eLearning Trends In 2019 – Section 1: The Trends That Help Learners Learn And Apply This Learning To Show Better Performance Or Behavioral Change.

eLearning Trends In 2019 – Trend #1: Mobile Learning

Over the last 4–5 years, the adoption of Mobile Learning has been on the rise. This is on account of the flexibility it provides to learners (learning on the go, multi-device support – including smartphones, tablets or laptops/desktops, and anytime and anywhere access).

From an organization’s perspective, this is clearly an approach that resonates better with learners, offers higher engagement, provides better completion rates, and can be used to support both formal and informal trainings.

What I see changing in 2019 is the maturing of Mobile Learning solutions, leading to a bifurcation into mobile friendly or adaptive designs and mobile first or fully responsive designs. The latter will align better to the way learning is expected to be consumed (notably on smartphones) and will feature learning interactions optimized for them.

Additionally, Mobile Learning will be used to offer almost the entire spectrum of corporate training needs. It will feature high-impact formats including videos, Microlearning, and apps for learning.

eLearning Trends In 2019 – Trend #2: Digitalization Of ILT (To Blended Or Fully Online)

While the ILT mode is not dying, it will soon start getting limited to niche programs. 2019 will see further increase in the Digitalization of ILT (to blended or fully online). Even the core ILT delivery will get supported by online resources including pre- and post-workshop material and assessments.

The triggers include push from learners to reduced training budgets and shorter cycles to train employees.

My assessment is that in 2019, we will see a higher percentage of programs going to the fully online format that can be consumed on the device of the learner’s choice (ranging from smartphones/tablets to laptops/desktops).

eLearning Trends In 2019 – Trend #3: Performance Support Tools

Performance support tools or PSTs are learning aids or job aids that are designed to address a specific learning need.

They are available to the learners within their workflow and hence can be easily accessed and used without having to log on to an LMS.

Designed to support formal training (focusing on knowledge acquisition), PSTs can facilitate learning application thereby improving the training impact and learner proficiency. They can be used to support ILT as well as online training, and they effectively serve as a measure to offset the “forgetting curve.”

2019 will see further adoption of PSTs riding high on the increase in mobile learning, Microlearning, and video-based learning.

eLearning Trends In 2019 – Trend #4: Informal Learning

The fact that learning happens through multiple channels (and not just formal training) is an established one.

Many of us may be familiar with the 70-20-10 model for Learning and Development. According to this model,

1. 70% of the learning is experiential (that is, happens on-the-job).
2. 20% is through social or collaborative learning (that is, learning with or from others).
3. 10% is through formal training programs.

While we may debate on the percentages shown here, the model does affirm the need of organizations to create a support system and the opportunities to promote informal learning in their workplace.

The usage of measures like performance support tools or PSTs as well as platforms to promote social learning will see significant increase in 2019.

eLearning Trends In 2019 – Trend #5: Social Learning

In our early years, our learning is purely from others and it shouldn’t come as a surprise that this is true for learning at the workplace too. Over the last 3–5 years, L&D teams have seen value in adopting and promoting social learning.

With the options of platforms, next gen LMS, and learning experience platforms, social learning is finally poised for growth in 2019.

eLearning Trends In 2019 – Trend #6: Self-Directed Learning

In general terms, self-directed learning is the approach of moving the onus of learning to the learner rather than the teacher. As an extension, in the context of corporate training, it maps to empowering learners to choose how they want to learn.

Unlike training programs that are “pushed” through LMS, self-directed learning is all about giving this control to the learners. They can decide on what they want to learn, how they wish to learn, when they choose to learn, over what time frame would they want to learn and so on.

As you will note, this approach provides control to the learners and gives them the option to decide their learning path. Alongside social learning and informal learning, organizations are recognizing the value of promoting self-directed learning that can help them create learning as a continuum. This trend will continue in 2019.

eLearning Trends For 2019 – Section 2: Learning Strategies With A Proven Track Record Of Delivering A Better Engagement Quotient And Higher Training Impact.

eLearning Trends In 2019 – Trend #7: Microlearning

The debate on the value and impact of macro learning (or traditional eLearning) and microlearning (bite-sized, short learning nuggets of 2–7 mins run length each designed to meet a specific outcome) goes on.

However, the fact is that the usage of microlearning-based training has revolutionized training delivery over the last 2 years, and I see this trend accelerating further in 2019.

Today, you can opt for microlearning-based training to offer formal training and informal training and support ILT. Its flexibility to be delivered as a single, short nugget to meet a specific outcome to a learning path that can have an array of learning nuggets makes it a powerful choice for corporate training. I see an increased adoption of microlearning in 2019.

eLearning Trends In 2019 – Trend #8: Gamification

Till a few years ago, the impact of gamification-based training had a big question mark associated with it. While gamification provides fun-based learning to users, does it indeed help them achieve a specific learning outcome?

The usage of gamification for serious learning has been on the upswing in the last 2 years, and I see this trend increasing in 2019.

The application of gamification, including the game-based approach, or partial gamification will see an increased application across various corporate training needs. With the reduction in development costs and shorter time frame to develop, L&D teams will see higher value in this investment in 2019.

eLearning Trends In 2019 – Trend #9: Video-Based Learning (Videos And Interactive Videos)

Video-based learning is fast becoming a standard piece of online training. This includes its usage in traditional eLearning formats to its extensive usage in the microlearning-based trainings.

In 2019, I see this trend continuing. Equally interesting is the wider adoption of interactive videos that overcome the passivity of traditional videos and increase learner engagement manifold through interactivities and assessments.

Another usage of video-based learning in 2019 will be through the curation of public domain videos.

eLearning Trends In 2019 – Trend #10: Mobile Apps For Learning

The widespread adoption of mobile learning and its updated avatar of mobile first or responsive design leads to an important fact that the learning experiences on smartphones must be optimized to the devices. The interactions must mimic the way we use these devices.

On similar lines, similar to Apps that learners use, mobile apps for learning can provide a very effective strategy for online training. The training can be personalized and updated with ease.

The cost and longer lead time to develop mobile apps for learning have led to its limited adoption. I see this as a very powerful approach; I see it play a significant role in training formats.

eLearning Trends In 2019 – Trend #11: Personalization

Today’s learners do not have the patience or the attention span to go through learning that is generic and doesn’t map to what they are looking for.

This is where personalization of learning fits in and provides a custom learning path to learners. You can personalize learning based on the learner’s role, proficiency, area of interest and so on.

The Microlearning-based training approach provides the required granularity to draw up highly personalized learning paths for various learner profiles. Rendered over mobile devices, this approach can provide a highly relevant and personalized learning path to each learner.

This trend is worth a watch in 2019 wherein we will also see the usage of machine learning and AI to create more meaningful learning experiences.

eLearning Trends In 2019 – Trend #12: Curation And User-Generated Content

While we may be spoilt for choice on data and information that is easily accessible on the Internet, tagging it and identifying the relevant info is a time-consuming process.

Content curation addresses these pain areas and provides relevant learning resources to users. Learners have the flexibility to opt for the recommended learning path or configure their own version.

Furthermore, the exercise also promotes user participation by encouraging user-generated content to keep the knowledge base current and relevant.

This is not all. Content curation enables organizations to tap into resources that are available in the public domain, and they do not need to re-create them.

This trend has been on an upswing, and I see a similar traction in 2019. This too will benefit from emerging techniques like AI for learning, machine learning and so on, to create even more relevant learning paths to the users.

eLearning Trends In 2019 – Section 3: The Trends That Organizations Must Invest On To Measure, Enhance, And Maximize The Impact Of Their Training.

eLearning Trends In 2019 – Trend #13: Learning Engagement Platforms – LXP

Learning Engagement Platforms (LXP) provide a highly personalized learning experience to users through learning pathways. Besides this, they feature social or collaborative learning, inclusive learning, content curation and facilitation of user-generated content.

In contrast to LMS, the LXPs empower learners to define their learning path from a set of learning assets featuring varied formats. Besides facilitating self-directed learning, they encourage learner participation through user-generated content.

They feature social learning and offer recognition to active participants. They do feature assessments along with badges and certification.

They are fun, more engaging, and relevant for learners, and they will help learners meet specific learning outcomes.

In the short term, including in 2019, they will co-exist with LMS. Many existing LMS players are already offering the LXP option as an add-on. Then, there are new participants that offer AI-based recommendations and aspects like “career pathways” that resonate very well with the learners.

eLearning Trends In 2019 – Trend #14: Learner Analytics

2019 will continue to see the usage of learner analytics to review learner behavior and what additional measures can be adopted to increase engagement, motivation, and facilitate the application of acquired learning.

A wider adoption of Tin Can API will provide the relevant cues in this endeavor. Furthermore, the usage of Artificial Inteligence (AI) in learning will further facilitate the usage of this analytics to create more relevant and personalized learning experiences.

I see this trend seeing further traction in 2019, resulting in learning designs that appeal to learners and create the required value and ROI that businesses seek.

eLearning Trends In 2019 – Trend #15: Big Data-Reporting And Analytics

Big Data refers to voluminous data that is aggregated from various sources (typically, LMS, LCMS, learning portals, and surveys/polling or assessments in the context of eLearning). Given its volume, complexity, and the fact that it is dynamic, there is no tool that can manage and analyze it.

Big Data-reporting and analytics refers to the methodology to present the data in formats that are actionable. When processed right, this can give us tremendous insights on how learners learn, the impact of training on skills or behavioral change, and the impact on business and eventually ROI determination.

I see an increase in Big Data-reporting and analytics in 2019, leading to further optimization of the training delivery. This analysis can be used to understand learner behavior, the way they want to learn, the learning paths chosen, and how to update the existing training delivery. These cues can then be used to create personalized and more effective learning paths that enable learners to learn, practice, obtain feedback and remediation, and so on.

eLearning Trends In 2019 – Section 4: Other Notable Trends To Watch Out For – The Future Is Here!

eLearning Trends In 2019 – Trend #16: AR/VR And MR For Immersive Learning

L&D Teams’ hunt to evaluate immersive learning strategies is an on-going endeavor. Augmented Reality (AR), Virtual Reality (VR), and Mixed Reality (MR) are acknowledged as superb approaches to provide highly immersive learning experiences for a few years now.

High price and substantial lead time to develop them have been two factors that have limited their wider usage. Also, the use cases that justify the investment and ROI are limited.

With main authoring tool providers like Adobe and Trivantis getting into VR solutions, the price points have dropped. Their design approach also makes it easier to author these learning experiences in a short time. I see further traction on VR solutions in 2019 as these solutions become more affordable and can be offered to supplement the formal training.

In my opinion, 2019 will see a wider adoption of AR-based training, including mobile apps that embed VR features. The use cases will expand to include soft skills training as well as learning to trigger behavioral change.

eLearning Trends In 2019 – Trend #17: Artificial Intelligence (AI) In Learning

The usage of Artificial Intelligence (AI) in learning is one trend in 2019 that you should watch out for.

AI can facilitate the creation of highly customized learning paths by analyzing the data it collects. This data can then be used to understand the learner’s interest, proficiency, and recommend further learning assets that they may not be aware of. Potentially, personalized learning will not only engage the learner better but also help L&D teams gain the impact they seek.

I hope this article helps demystify the value and impact of each eLearning trend I have listed and provides the context of why you should use them.

If you have any queries or need any specific support, do contact me at apandey@eidesign.net.

Do watch out for my free eBook eLearning Trends In 2019 – Your guide to enhance, measure, maximize the impact and returns on your learning strategies in 2019.

Source: https://www.eidesign.net/elearning-trends-in-2019-how-to-use-them-to-enhance-your-learning-strategy/

How Can You Measure The Learning Effectiveness Of Online Courses And Create A Positive ROI?

While it is obvious that Learnability or learning effectiveness of online courses has an impact on ROI, its measurement is rather a tall order. This article outlines how you can use our framework to predict, measure, and validate the learnability or learning effectiveness of your online courses.

What Is Learnability Or Learning Effectiveness Of Online Courses?

Learnability or learning effectiveness of online courses can be defined as the ease and speed with which the learners can acquire the required information/knowledge/skill. There is an associated aspect that you need to be mindful of, that is, the scope of learnability. Once this measured, we can assess the progress from knowledge acquisition to application reflected as performance gain.

The scope of learnability evaluation can be looked at in two ways:

1. Initial Learnability: Initial Learnability applies to the performance over a single, short term usage period.
2. Extended Learnability: Extended Learnability applies to the performance change over time.

What Is The Significance Of Learnability Or Learning Effectiveness Of Online Courses?

The significance of learnability is evident. Only well crafted courses with the right learnability can help learners perform better and help organizations meet their goals.

Studies have revealed that learners lose up to 40% of their time due to “frustrating experiences”with courses. The common causes being missing, hard to find, unusable, and irrelevant features of the course.

Similarly, a study carried out by Federico Borges found that learners get frustrated due to a variety of reasons including the learning strategy used, lack of prompt feedback, the company culture, the learning material that was designed, and so on.

Does Learnability Impact The Computation Of ROI On Training? Is This Impact Direct Or Indirect?

Most of us are familiar with Kirkpatrick’s model of evaluation as shown here:

• Level 1 – Learner Reaction – Was the course relevant, useful, and worth my time?
• Level 2 – Learning – Did the course lead to increase in skill/knowledge? Did the course meet the required cognition level?
• Level 3 – Application of learning – Was there a performance improvement or change in behavior based on the learning?
• Level 4 – Business impact – Was there a tangible and demonstrable value after the training?

This model can be extended to measurement of ROI on training by mapping monetary value to the final gain (business impact).

Impact of Learnability on ROI on training: Learnability or learning effectiveness impacts each level of Kirkpatrick’s model, eventually helping you maximize ROI on training.

Specifically:

• Learnability impacts level 1 and 2 directly and enables application of learning in level 3. Once these three are in place, the business impact is likely to be met. Subsequently, the ROI on training can be calculated (mapping the business impact to a monetary gain).

How does this really work to impact the ROI?

1. A better and meaningful user experience increases the stickiness of learning.
2. It also increases the learners’ motivation to take the course leading to higher completion rates.
3. Once these are in line, you can expect to see an increased application of the learning and this in turn will lead to the desired impact on the learners and business.
4. By evaluating your online courses for learnability, you can predict its impact as well as identify measures to increase it. This will go a long way in achieving a positive ROI on your training spend.

NOTE: Validation of the learning experience is important when it comes to determining ROI on training. As suggested by Keri Bennington of UNC Kenan-Flager Business School in a report, “ROI measures should be related to performance after the Learning and Development experience and, according to some, tied to a dollar figure. For example, time saved or increased output (or both) as a result of improved performance following participation in a development program can then be compared to a dollar figure.”

Can Learnability Be Measured?

Yes, learnability or learning effectiveness of online courses can be measured but there are several challenges associated with this exercise:

1. There is a maze of parameters that influence it.
2. Adding to the volume of parameters that can influence learnability is the second challenge that not all parameters are measurable.
3. The significance of each parameter changes with each training type.
4. Finally, the feedback can be objective (easy to implement) as well as subjective (often difficult to fix).

How Do We At EI Design Measure Learnability?

In spite of the fact that measurement of learnability is a tall order, at EI Design, we offer a unique framework that you can use to predict, measure, and validate the Learnability of online courses (for new or legacy courses).

Our Approach: We began our exercise by looking at various building blocks of a course and how learners view them or interact with them. Using these cues, we created 6 metrics which map to each of these to help us evaluate the learnability or learning effectiveness as shown here:

• Metrics 1: Interface Design.
• Metrics 2: Course Information and Instructions (navigation).
• Metrics 3: Content Structuring (to meet the required level of cognition).
• Metrics 4: Task Performance (to interact and learn).
• Metrics 5: Usability (overall experience).
• Metrics 6: Feedback on Design Elements.

Measurement: Our framework also allows you to dynamically assign the criticality based on the nature of the course, content, or learners. Then the aggregated Learnability Index is generated.

Take a look at an example of the Learnability Index of an existing course and how we upped it by enhancing it through our Learnability guidelines.

Validation: This can be validated by the learners and the feedback can be used to enhance the learning design further, if required.

Take a look at some reports that show how the course fared with learners (validation of the predictive learnability).

How Can You Use Our Framework To Maximize ROI On Training?

You can use our framework to predict the learnability of the courses you are developing. You can also use it to evaluate the Learnability of your legacy courses and then uplift it. Through our learnability framework, you will be able to:

1. Get access to a predictive methodology to build learnability in your new courses.
2. Use it to evaluate the learnability of your existing courses: You can diagnose issues that reduce the learning effectiveness and hamper performance and step up the Learnability Index to the required levels.
3. Validate your assumptions with learners: You can check if your courses pass the litmus test by validating the impact of the courses from the folks who matter – the learners!
4. Gain crucial insights for future learning interventions that can enhance the effectiveness of the training curriculum and performance for the learners.
5. Improve learning retention and meet the prescribed cognition level.

With these, you will be able to have greater clarity on demonstrable gains for learners as well as the business and maximize your ROI on training.

How Can Our Learnability Framework Help Learning And Development Teams?

Learning and Development teams can use our learnability framework to:

1. Predict, measure, and continuously enhance the learning effectiveness of trainings.
2. Have a robust framework in place to constantly improve learning and performance.
3. Have a data driven approach to address user experience related issues in learning (actionable learner feedback).
4. Demonstrate a positive impact on ROI on training.

You can take a look at this video of our Webinar on How To Predict, Measure, And Validate The Learnability Of Online Courses for more in-depth insights:

I hope this article provides cues on how you can use our framework to measure and enhance the learnability or learning effectiveness of your online courses, how you can validate the predictive Learnability with your learners, and see if you are on target or what further measures will help you hit the bull’s-eye. If you have any queries on this, do contact me at apandey@eidesign.net.

Source: https://www.eidesign.net/can-measure-learning-effectiveness-online-courses-create-positive-roi/

Top 10 Benefits Of Converting Your Instructor-Led Training To eLearning

Today, several organizations are planning to convert their Instructor-Led Training (ILT) to online training (eLearning or mLearning). In this article, I highlight the top 10 benefits of converting your Instructor-Led Training to eLearning.

Converting Your Instructor-Led Training to eLearning: 10 Benefits

The triggers for conversion of ILT to eLearning or mLearning are many. The push is coming from learners on one end (who seek the flexibility of a self-paced eLearning training offers). Organizations see this as an option to reduce costs and reach out to a wider audience in a shorter time.

Before I outline the benefits of converting your ILT/Instructor-Led Training to eLearning, a word of caution – this exercise is not about conversion of the existing Powerpoint slides to an online format. Instead, you need to treat your existing source content as the baseline or raw content, and plan to go through all stages of eLearning development. One of the models used extensively in eLearning development is the ADDIE model, comprising the following 5 stages that you can use as you convert your ILT to eLearning:

1. Analysis
2. Design
3. Development
4. Implementation
5. Evaluation

I am highlighting this important perspective because without going through this rigor during the conversion of ILT to eLearning, you will not be able to see the required benefits.

Next, let me outline the top 10 benefits that you will see as you convert your ILT/Instructor-Led Training to eLearning. I have structured these benefits into two levels:

• Benefits for organizations
• Benefits for learners

Benefits for Organizations

1. Savings in cost.
   The most significant benefit that organizations see is cost saving. With a one-time investment on the conversion of ILT courses to eLearning, the online training can be used repeatedly. It helps organizations save on the recurring costs of travel. as well as on the instructor fees.
2. Scalability.
   The second significant benefit to organizations is the potential of scalability that the online training offers. Now, they can reach out to the entire audience (spread geographically) with one version and at the same time.
3. Consistency.
   Unlike ILT, which heavily depends on the capability of each trainer, eLearning provides an identical and consistent message to all learners.
4. Leverage new and emerging trends.
   With changing learner demographics (read that as inclusion of Millennials as a significant part of the global workforce) and the range of learning strategies that are available in online training, organizations are spoilt for choice. Along with the conversion plan of ILT courses to online, they can enhance its impact and eventual ROI by opting for current and trending approaches like:
• mLearning or mobile learning.
  Provide the online training in multi-device format (across desktops, laptops, tablets and smartphones).
• Microlearning and learning paths.
  A study conducted by Deloitte shows that an average employee can only dedicate 1% of their work week for training, which breaks down to 24 minutes in a typical 40-hour work week, or 4.8 minutes a day. You can overcome this challenge through Microlearning and using personalized learning paths to deliver exactly what the learner needs in the short amount of time they can spare for professional development.
• Gamification.
  Use gamification elements to pump up learner engagement levels among the modern learner demographic and to encourage them to keep coming back.
• Supplement formal training with Performance Support Tools (Just-in-time learning aids) to push learning acquisition to application on the job.
5. Higher training efficiency.
   Show that adoption of online training improves training efficiency. Not only do the learners go through more training material (as compared to ILT), this is done in a shorter time with much lesser disruption to their time on work.

Benefits for Learners

1. Providing flexibility to the learner.
   eLearning is “learning on the go” and provides an anytime-anywhere access to the learners. This flexibility is the most significant benefit from the learner’s perspective.
2. Providing control to the learner.
   By definition, the eLearning approach is learner-centric. The self-paced core of online training empowers the learners and gives them control to take the training at their preferred time, on the device of their choice, and at the pace they are most comfortable with. This is not all; online training is always available to them should they need to refer to it or go back to refresh.
3. Shorter seat time.
   As you convert ILT to online, you would find that the run length of the eLearning programs is much shorter (typically the reduction can be 50% or, in some cases, even to 33%). As a result, learners are spending much lesser time to achieve the same learning outcome.
4. Extending the learner engagement.
   Unlike ILT session engagement that normally ends with the conclusion of the facilitated session, with online training, you can continue to engage the learner. After the primary training is over, you can create learning paths to offer reinforcement/remediation and supplementary learning nuggets.
5. Higher retention of learning.
   Several studies indicate the retention levels of eLearning-based training are significantly higher than those of ILT sessions. A study conducted by the Research Institute of America in 2014 showed that the retention rate was in the range of 25-60% for eLearning as opposed to a mere 8-10% for face-to-face training. This value-add directly impacts the ROI of training.

I hope this article provides the required insights on the 10 benefits of converting your ILT/Instructor-Led Training to eLearning. Check out our award-winning solutions and approaches to enhance the impact of your corporate training by booking a free demo/consultation, or you can write to me directly at apandey@eidesign.net.

Source: https://www.eidesign.net/top-10-benefits-converting-instructor-led-training-elearning/

Adult Learning Theory and Its Application in eLearning

Introduction

Designing eLearning courses for adults requires a sound understanding of why and how adults learn. By understanding and applying Adult Learning Principles, Instructional Designers can create the right engagement quotient in eLearning courses.

In this blog, I share an overview of Adult Learning Theory and its principles and outline the theory’s application in Instructional Design. I also share four Instructional strategies that are relevant to adult learners and wrap up with a few ‘dos’ and ‘don’ts’ you need to consider while designing eLearning solutions for adults.

What are the basics of Adult Learning Theory?

Malcolm Knowles proposed the Adult Learning Theory (also called Andragogy) in 1968.

Andragogy means ‘the art and science of helping adults learn’, and it helps facilitate the development and implementation of learning in adults.

Andragogy is based on six assumptions about adult learners:

1. Adults need to know why they are learning something.
2. They use their extensive and varied experience to aid their learning.
3. They are problem-solvers.
4. They learn best when the subject is of immediate use.
5. They have a strong need to be self-directing.
6. They are intrinsically motivated to learn.

What are the key Adult Learning Principles?

eLearning courses are typically offered to heterogeneous learner profiles. However, all adult learners do share some generic characteristics and the Adult Learning Theories are based on these characteristics. I am outlining six common characteristics of adult learners here that can be used to identify Instructional strategies for adult learning.

In general, adult learners are:

1. Motivated: While external factors such as salary hikes or promotions do play a role, intrinsic motivators such as the need for achievement or self-esteem are much more potent in an adult learner.
2. Experienced and Knowledgeable: Adult learners have a wide range of experience and knowledge that they bring to their current learning. If a training module appropriately leverages this experience, it would greatly aid the learning. However, if the learner feels their experience is not acknowledged or valued, it could hamper their training.
3. Goal-Oriented: Adults have predefined goals they want to achieve, so they need to know the benefits of and reasons for taking up a certain course or training and how it aligns with their goals.
4. Relevancy-Oriented: Adult learners want the learning to be relevant to their requirements and work experience.
5. Task-centred and Problem Solvers: Adult learners are keen on learning when it would help them solve their problems or handle life situations. They prefer to be active participants in the whole learning experience.
6. Self-directed and Responsible: Adults like to be respected and considered responsible for their own lives. It is therefore very important for them to feel they have control over what they are taught and how they learn it.

What are the key Instructional strategies that can be used effectively for adult learners?

I am listing four easy-to-use Instructional strategies here that can be used to design eLearning courses:

Strategy 1: Motivate adult learners

• Allow adult learners the freedom to navigate through the course as they prefer a sense of control over their learning.
• Use enquiry-based learning or discovery learning to interest and motivate them.
• Present real-life scenarios or case studies and problem-solving situations, and provide immediate feedback.

Strategy 2: Leverage on prior knowledge and experience

• Adults always relate to their own experiences. It is therefore important to incorporate this prior knowledge and experience while designing a course. This makes it easier to orient them towards a new topic.
• Since adults define themselves by their experiences, it is a good idea to respect and value that experience.

Strategy 3: Focus on relevancy

• Adult learners want to learn about things that are relevant and related to their own experience. Therefore, always design courses for them that include contextual learning.

Strategy 4: Leverage on problem solving

• Adult learners want to be active participants instead of passive listeners in the learning experience.
• They prefer learning that is exploratory and promotes discovery and innovation.
• Adults also need to apply the newly acquired knowledge practically in their respective work areas.
• The new learning must help them perform their job efficiently

What are the dos and don’ts to keep in mind while designing eLearning course for adults?

Here is a simple check-list that will help you retain your adult learner’s engagement and achieve the desired impact:

Dos

While designing online learning solutions for adults, one must:

• Motivate the learners.
• Provide a sense of control.
• Outline clear learning objectives.
• Keep the information relevant and contextual.
• Present the content using a problem-solving approach.
• Use engaging methodologies to present the content.
• Allow the learners to practice through assessments, quizzes, tests and so on.
• Provide descriptive analogies, visual aids and mind maps to enable retention of learning.
• Distinguish between ‘nice-to-know’ and ‘must-know’ information.

Don’ts

While designing online learning solutions for adults, one must avoid:

• Long course duration
• Condescending and preachy tone
• Unnecessary and ambiguous information
• Distracting the learner from the objectives
• Big paragraphs or chunks of information

I hope this blog gives you insights on Adult Learning Theory to help you understand your adult learners better and create Instructional strategies that will engage them. If you have any queries, do contact me.

Source: https://www.eidesign.net/adult-learning-theory-application-elearning/

Creating Powerful Employee Training With Social Learning – Featuring Microlearning Videos

The last few years have seen a significant increase in the use of social learning for employee training. In this article, I share the benefits of social learning and show you how you can use microlearning videos as an effective social learning tool.

How To Create Powerful Employee Training With Social Learning – Featuring Microlearning Videos

While the use of social learning for employee training is being talked about in the last 4–5 years, the social learning concept has been an accepted practice for over 50 years.

The reason social learning is finally gaining acceptance for employee training is on account of many factors notably:

• Changing learner profiles and they are clear on how they want to learn.
• The advent of social media technology.
• Technology that can easily promote informal learning.

What Is Social Learning?

Put simply, social learning is nothing but learning with and from others.

Even though L&D teams have been a bit skeptical about the value social learning can add to employee training, the fact remains unchanged that social learning is a significant way in which we learn.

• In our formative years, it is the predominant way we learn, and this continues through the years of our formal education and then at the workplace.
• The success of social media channels like Facebook, Twitter, and LinkedIn reaffirms that collaboration and social interactions go a long way in creating a great way to learn, and this approach always creates positive outcomes.

Social learning can happen through many channels, mainly through:

1. Collaboration
2. Observation
3. Interaction with others

In fact, we continuously learn from each other during our day. This can range from informal sessions in the morning huddles to structured discussions. Let’s not forget the information we review on a daily basis on social media channels.

Why Social Learning Works And Why Should You Adopt It For Employee Training?

As I have highlighted earlier, the social learning concept is not a new concept, and there are several theories that support it.

Even the 70/20/10 model for Learning and Development reaffirms that social learning is a significant way to learn and must be part of your employee training plan.

Still not convinced?

Do take a look at the following facts and you will change your mind:

• Social learning approaches have a 75:1 ROI ratio over web-based training (Association for Talent Development).
• 82% of businesses that use social technology want to use them in the future (Accenture).
• The course completion rates shot up to 85% on HBX, a Harvard Business School new online education initiative with the introduction of social learning, way better than online-only MOOCs (Harvard Business Review).
• Cisco’s use of social learning to support its transition to a global services organization saw a 98% employee adoption rate in the first year with 80% of learning content socially generated (ChiefLearningOfficer).
• According to a Stanford research, 45% of their physicians benefited from social learning in a medical photo-sharing app for doctors as a patient care related study aid (Stanford Medicine).
• 73% of the surveyed companies expected to increase their focus on social learning and more than 60% wanted their employees to interact with learning resources on a daily basis (Brandon Hall Group).
• AMD, a semiconductor manufacturing company, says their shift to social learning strategy saves more than USD 250,000 per year in web-based training production costs (Kenexa).
• Villeroy & Boch, a large manufacturer of ceramics, deployed a social learning framework for their training courses resulting in a 32% increase on Average Transaction Value with +19% sales in Japan (Curatr).

How Can Social Learning Add Value To Employee Training?

Like any other strategy, the use of social learning for employee training can deliver the impact when it is applied correctly.

I see this to have a combination of the following approaches. You can begin with the first one, see how it is being accepted by your team and then add the second one.

1. Informal social learning for employee training: As a start point, you can begin with bringing in varied social media elements. These could include blogs, podcasts, wikis, video links, and so on.
2. Semi-structured social learning for employee training: To leverage effectively, social learning needs to have a bit more structured approach that can foster collaboration through a platform. This can be used not only to disseminate information but create engaged teams that share, promote, and contribute to continuously enrich the knowledge bank.

What Are The Benefits Of Social Learning For Employee Training?

Let us look at the benefits of social learning from two perspectives:

The benefits for the learners:

1. It empowers learners and is naturally aligned with the way we earn.
2. It appeals to learners of all profiles including Millennials.
3. It creates a higher impact as learning through collaboration helps learners learn faster and this can be applied to work quickly.
4. It can be used to support both formal and informal learning.

The benefits for the business:

1. Triggers collaboration.
2. Facilitates learner engagement.
3. Brings about self-organization among learners.
4. Can be used to supplement various corporate training needs.

How Can You Use Microlearning Videos As An Effective Social Learning Tool?

There are several ways through which you can provide social learning (particularly to support its semi-structured delivery). Notably, you can leverage the power of microlearning techniques to offer social learning.

Specifically, microlearning videos are emerging as an effective social learning tool as they offer a rapid development option with the following benefits:

1. They can be used very effectively to supplement or complement your formal training.
2. They are easily accessible to learners within their workflow (on their smartphones).
3. They are designed to offer bite-sized information (exactly what today’s learners demand).
4. They can be consumed on the go (and provide flexibility to learners to learn when needed).
5. They encourage learners not only to assimilate the information but also to share, recommend, and promote it.
6. They can be used to create personalized learning assets that can be developed and updated quickly.

Now, I share a few examples to illustrate how microlearning videos act as an effective social learning tool. These are designed to complement and support a formal training initiative (as a reinforcement or explainer). Given their bite-sized format, they will be consumed and shared easily. They can trigger conversations, build momentum, and help you get more employees to consume them.

Example 1 – Refresher Nugget

This 30-second video is a refresher nugget pushed to learners who have already completed a course on the subject. It is designed to reinforce the key aspects of the learning and enables better retention.

Example 2 – Personalized Nugget

These 40-second microlearning videos are short nuggets of information pushed through a learning portal. They are offered based on the completion and browsing patterns of the learner, and they encourage an environment of continuous learning.

Example 3 – Concept/Process Explainer Nugget

These 25-second explainer videos are a great microlearning format to drive a concept, a process, or a definition that would otherwise be very boring if done through traditional eLearning formats.

I hope this article provides the required pointers on the power of social learning for employee training and how you can integrate it into your learning strategy through high-impact microlearning videos.

If you have any queries or need any specific support, do contact me at apandey@eidesign.net.

Source: https://www.eidesign.net/creating-powerful-employee-training-with-social-learning-featuring-microlearning-videos/

Infographic on Creating High-Impact Blended Training Programs – 7 Amazing Examples

Businesses are looking to train a wider audience in a shorter time, and learners want the flexibility to learn in their own fashion. For these reasons, businesses now seek to shift from traditional ILT programs to blended training.

It can be a challenging task to transition your training program from ILT to blended training. We, at EI Design, can help you offset these transitioning challenges by providing you with 7 amazing examples from our repository.

The following is an infographic on the 7 examples of adopting a Blended Training approach.

If you have any queries or need any specific support, do contact me at apandey@eidesign.net.

Source: https://www.eidesign.net/infographic-on-creating-high-impact-blended-training-programs-7-amazing-examples/