How To Use Gamified Microlearning Activities To Boost The Impact Of Your Corporate Training

With an increase in use of gamification and microlearning, you may be looking for using their combination for corporate training. In this article, see how you can use gamified microlearning activities to boost the impact of your corporate training.

Gamified Microlearning Activities: How To Boost The Impact Of Your Corporate Training.

In the last few years, you would have seen two significant trends in online corporate training:

1. A Wider Acceptance Of Gamification For Serious LearningToday, the use of gamification cuts across most of the corporate training needs ranging from induction and onboarding, soft skills training, professional skills training, application simulations training to compliance training.
2. An Extensive Adoption Of MicrolearningFrom its early avatar as performance support or just-in-time learning aids, today microlearning based training is being used across the majority of corporate training needs. It is being used to offer formal training, and it continues to be the preferred choice for job aids/learning aids. It has also made inroads into supporting ILT/VILT.

With the maturing of these techniques, a logical extension is to leverage on the combination of both approaches.

In this article, I outline one of the ways through which you can use the combination. I outline how you can use gamified microlearning activities to boost the impact of your corporate training.

Before moving on to the specifics of the combination (gamified microlearning activities), let me outline the strengths of microlearning and gamification techniques for online training.

What Is Microlearning?

Microlearning is short, focused, bite-sized training that is typically 2-7 minutes long. It is not eLearning lite. Instead, it is designed to be a nugget that meets a specific learning outcome.

The microlearning nuggets can be designed to be consumed as a stand-alone nugget (as a job aid/learning aid designed to help learners at the moment of their need), or as part of a learning path featuring several such nuggets (typically for formal training). The microlearning nuggets can also be used to support ILT/VILT programs.

Microlearning is typically offered in the mobile learning format (although, it will support other devices too), enabling learners to consume the learning on the device of their choice and on the go.

It features high-impact, engaging formats notably, animated videos, interactive videos, infographics, interactive infographics, and so on.

What Is The Relevance Of Microlearning Today?

The primary trigger for the adoption of microlearning was the need to meet the challenge of diminishing attention spans. But, this is not the only factor in its favor.

As we see a change in the pattern of how learners want to learn, microlearning based training provides a great way to match the learners’ preferences to learn.

• It resonates with learners on account of the fact that it can be consumed on the go, and it will help them achieve a specific learning goal.
• In a world where we need to multi-task all the time, microlearning based training can be consumed in the midst of other commitments.

What Is Gamification And The Value It Brings In For Learners And Businesses?

Gamification is the use of principles and key elements of gaming to deliver the required learning objectives.

Unlike traditional eLearning, the operative words in this approach are “fun as you learn.” Driven by a narrative, the learning path is interspersed with learning assets, challenges, levels, instant feedback, scores, badges, and leaderboards.

A highly engaging approach, gamification for serious learning helps L&D teams achieve learning outcomes through a more engaging journey. An effective gamification strategy provides higher completion rates as well a better recall and retention. It can be used with equal success to apply the learning at work as well as help learners upskill.

What Are The Benefits Of Gamified Microlearning Activities?

Gamified microlearning activities are one of the approaches that can help you leverage on the combined value of gamification and microlearning.

They offer the following benefits:

1. Gamified microlearning activities are aligned to the 70/20/10 model of learning. You can use microlearning gamified activities for formal training, for performance support (just-in-time learning aids), and to facilitate proficiency gain. The nuggets can be designed to offer highly experientialtraining. You can also leverage on social or collaborative learning.
2. Gamified microlearning activities offer short, focused tasks leading to learning, problem-solving, application of learning, practice, proficiency gain, and so on.
3. Gamified microlearning activities offer high engagement as they provide a highly relevant and immersive learning experience. As a result, you will see:
   a.  Better completion rates
   b.  High retention and recall

How Can You Use Gamified Microlearning Activities To Boost The Impact Of Your Corporate Training?

I recommend a simple 3-step process that you can use to leverage on the combined power of microlearning and gamification.

Step 1: Identify The Microlearning Nuggets That Can Be Designed To Deliver Diverse Learning Outcomes

You can use them to offer the following (individually or in a path where you can combine one or more):

1. Theory
2. Practice
3. Application
4. Testing
5. Collaborative learning

Step 2: Depending On The Nature Of The Learning Outcome, Design The Nuggets In Different Formats

For instance, you can have different categories based on what you want to achieve. These could include nuggets that learners could use to:

1. Watch and learn
2. Practice
3. Test their knowledge
4. Explore (curated to enhance learning or look at related information)

Step 3: Combine Gamification And Microlearning Techniques

The combination of gamification and microlearning techniques can be done in multiple ways.

I am outlining 4 examples that show how you can use gamified microlearning activities.

1.  Offer A Personalized And Gamified Learning Path

Microlearning nuggets can be woven into a highly relevant and personalized learning path. You can either gamify the learning path or have individual nuggets that feature gamification.

This example of gamified microlearning activities features:

• A personalized learning path.
• All microlearning topics have points associated with each of them.
• A dashboard is accessible to the learners to view their progress through the topics and their performance in achieving points, badges, and expertise levels.

2.  Gamified Incentives To Enhance Performance

The gamified learning journey can offer a personalized performance indicator that can aid learners to focus on further improvement. You can nudge the learners to achieve this through gamification elements (points, badges, and recognition).

This example of gamified microlearning activities features:

• An emotion meter and stars achieved at various stages of the gamified activity.
• Through the performance indicator, the required cues are provided to learners on the improvement areas so that they can gain more points and achieve badges.

3.  Real-Time Feedback And Gamified Assets As Recommendations (Based On Learner Behavior) Can Help Learners Improve Their Performance

In this endeavor:

• The remediation or reinforcement nuggets can be offered in a microlearning format that can be gamified.
• The challenges can be offered as microlearning nuggets that have gamified scenarios and assessments.
• The practice sessions to improve the skills can be gamified microlearning nuggets (can be offered in a stand-alone mode or connected through a gamified learning path).

This example of gamified microlearning activities features:

• A microlearning based learning path consisting of various types of nuggets, including gamified practice activities and scenarios.
• It also offers recommended learning nuggets based on learner performance/behavior.

4.  Curated Assets With Gamified Incentives

Besides offering the microlearning nuggets for formal training as well as job aids or learning aids, you can also offer curated assets. To encourage learners to go through them, you can use gamification elements such as points and badges.

This example of gamified microlearning activities features:

• Curated assets that provide more information and deeper knowledge on the topics covered in the main learning path.
• These too have points allocated to them for completion and adds to the overall points tally for the learner.

As you would have noted, the combination of microlearning and gamification in the format of gamified microlearning activities can be used in many ways to boost the impact of your corporate training.

In this article, I have touched upon a few facets of how you can leverage on this combination. In this endeavor, you are limited only by your imagination. If you have any queries or need any specific support, do contact me at apandey@eidesign.net.

Source: https://www.eidesign.net/how-to-use-gamified-microlearning-activities-to-boost-the-impact-of-your-corporate-training/

4 NextGen Gamification Solutions To Enhance Your Corporate Training

With the maturing of the usage of Gamification for learning, there is a buzz on Next Gen Gamification solutions. In this article, I share 4 possibilities on the Next Gen Gamification solutions that can build upon your current approaches.

NextGen Gamification Solutions That Can Enhance Your Corporate Training

Gamification for serious learning has made steady progress in the last 4-5 years and is being acknowledged as an effective approach for various types of corporate training.

Learners love gamification as it provides the element of “fun” with serious learning. Organizations see the value in its usage for sticky learning, the application on the job, the practice and nudges to mastery, and for driving the required behavioral change.

What Are NextGen Gamification Solutions?

With the maturing of gamification techniques, the focus is now shifting towards NextGen gamification solutions.

The NextGen gamification solutions build up from the success of current approaches. For instance,

• From simple points or badges and leaderboards, you have more complex narratives that engage and challenge the learners.
• The NextGen gamification solutions also leverage existing approaches like apps for learning or microlearning to offer personalized and more challenging learning experiences.
• Similarly, several immersive strategies like VR with the integration of gamification concepts can be used to multiply the impact.

In this article, I touch upon 4 of the NextGen gamification solutions that you can use to uplift and enhance the impact of your corporate trainings.

Before that, I outline some of the basic aspects of gamification, its definition and benefits.

What Is Gamification?

Gamification is all about using principles and key elements of gaming in a manner that they can create the required learning experience. The learning is highly engaging, challenging, and “fun.” The approach needs active participation from the learner and, thereby, creates a more sticky learning experience.

At EI Design, our gamification practice is over 6 years now, and our courses featuring gamification will typically have:

1. A master narrative/story: This maps to the objective of the learning journey, and the narrative makes it real and relatable to the learners.
2. Challenges: These map to the learning goals.
3. Levels: These form the learning path and map to various proficiency levels.
4. Instant feedback: This aids the learners’ progress and provides them with a clear view on where they stand.
5. Scores: These help learners get a feeling of achievement and as they view other’s scores, it brings in healthy competition.
6. Badges: They serve as elements to award significant achievements.
7. Rewards: They serve as an element to engage and incentivize the learners and keep them going on the learning path.
8. Collaboration tasks: These elements can be used when you have a team-based approach in gamification to facilitate collaboration within a team.
9. Leaderboards: These are the analytics elements that give learners a clear view of their own progress as well as how they are performing against others.

What Are the Benefits Of Gamification?

Who doesn’t like rewards or recognition? All of us would acknowledge the impact of these two factors in keeping us motivated.

Gamification for learning leverages on these two aspects, and this is not all; it offers the following key benefits:

1. Higher engagement: Gamification offers an engaging, challenging, rewarding, and fun-filled learning journey.
2. Creates a more sticky learning experience (higher recall and retention): It creates a more sticky learning experience as the learner is fully engaged in various tasks and challenges rather than a passive learning approach that a more traditional eLearning approach offers.
3. Can be used to trigger behavioral change: By integrating scientifically proven techniques like repeated retrieval and spaced repetition over a period of time, you can trigger the required behavioral change.
4. Provides a safe environment to learn problem-solving and practice toward proficiency gain: Through real-life situations that are gamified, you can ensure learners learn to solve problems and practice in a safe environment till they reach the required proficiency level.
5. Provides instant feedback: An instant feedback helps learners understand their gap areas or make mid-course corrections so that they can meet the overall mandate.
6. Appeals to all learner profiles (not just Millennials)

How Can You Use Gamification Optimally?

As we know, we learn through multiple channels; formal, social, experiential, and so on. Gamification for learning can be used successfully to support or enhance each of these. At EI Design, we offer the following approaches you can pick from:

1. Partial gamification (to enhance traditional eLearning course)
2. Gamified aids to support ILT
3. Gamified learning path
4. Game-based learning
5. Gamified portals

What Are The NextGen Gamification Solutions You Can Use?

The NextGen gamification solutions build up from the existing and current approaches of gamification. Now, you can leverage the successful learning strategies to multiply the impact of gamification.

Specifically, the NextGen gamification solutions you should adopt are:

1. Mobile Learning—Notably, Apps For Learning

You can use apps for gamification based learning as follows:

• To provide a personalized learning path.
• To provide real-time tracking of the learner’s performance.
• To enable learners to assess how they are faring against the goals they need to meet (in real time). Learners can also check on how other team members are faring and how they are faring vis-à-vis others.
• To provide real-time feedback to the learners on the go.
• To offer triggers or calls to action.

2. Microlearning

You can use this technique to offer:

• Short gamified nuggets aligned to a larger mission offered over a learning path.
• You can either weave in the concepts of levels (proficiency gain) or use the stand-alone nuggets as individual challenges or practice sessions.

3. Virtual Reality (VR)

You can augment gamification into VR environments. For instance, enhancing the scenarios in a VR environment by gamification elements will create a highly immersive approach. Such combinations will enhance the impact of the learning manifold and can be successfully used to impart new skills or drive in the required change.

4. ILT Aids

You can use a variety of gamified aids to support the ILT (assets before the workshop, scenarios/role plays during the workshop, and practice sessions post the workshop).

Clearly, gamification is reshaping corporate training today. If you haven’t used gamification, this article will give you the required insights on why you should adopt it.

If you are already using gamification for learning, the article would provide pointers on some of the Next Gen gamification possibilities.

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

Source: https://www.eidesign.net/4-nextgen-gamification-solutions-to-enhance-your-corporate-training/

How To Use Microlearning To Train Your Multi-Generational Workforce

L&D teams face the challenge of training a multi-generational workforce with 4-5 distinct profiles. In this article, I outline how the microlearning-based approach can provide a unique mode to address the common aspects as well as personalized learning.

Ways To Use Microlearning To Train Your Multi-Generational Workforce

In 2019, more than ever before, L&D teams are facing the challenge to train employees across divergent profiles, given the multi-generational workforce which we see in most organizations. A typical team today may comprise of employees across 4 generations:

1. Baby Boomers
2. Gen X
3. Gen Y
4. Gen Z

It is quite likely that certain industries and organizations may even have a fifth one; the Traditionalists.

The multi-generational workforce presents a challenge of creating trainings for each of these profiles. Not only should training excite each one of them, but it should also provide the optimal mode of learning to each profile. Adding to the challenge, it is a fact that an approach that would excite one profile may be frivolous for another, and so on.

How Can You Address This Challenge?

Despite notable differences, there are several commonalities across generations. For instance,

• They all want to learn so that they can perform better.
• They want feedback that can help them improve further.
• They want to be part of a continuous learning process.

So, the answer lies in using a flexible approach that would excite and engage each profile of your multi-generational workforce. One of the possible options uses microlearning-based training to train your multi-generational workforce and offset this challenge.

In this article, I show you what microlearning strategies can help you train your multi-generational workforce.

What Are The Common Factors That Excite All Profiles And Can Be Used To Design Training For Your Multi-Generational Workforce?

As I have highlighted earlier, despite differences in each profile of the multi-generational workforce, there are several common aspects as well. L&D teams need to begin the exercise by taking note of what works with most of the employees.

With our experience at EI Design, we see the following wishlist across customers, geographies, and industry verticals. Most learners (across the multi-generational workforce) want the following aspects in their training:

1. The training should be personalized.
2. The learners should have the flexibility to pick up training “anytime and anywhere”.
3. The training must be interesting and should be offered in new formats (not the obvious formats).
4. The training should mesh with their lifestyle and should allow them the flexibility to learn effortlessly during their day, for example, while commuting, during waiting periods, or over the weekends. They do not want to block large chunks of time during work to accomplish this.
5. The training should feature short, focused learning assets that can be consumed “on the go”.
6. The training should be easy to access, and it should be available within the workflow, exactly at the moment of their need,, rather than having to access it over the LMS all the time.
7. They should have the flexibility to consume on the device of their choice, and they should be able to move seamlessly across devices.
8. The training should have the required mix of learning and reinforcements.
9. The training should also have triggers to nudge the learners to review and should have room to practice.
10. Based on each learner’s performance, there should be recommendations for further learning or remediation aids.
11. The learning journey should provide a sense of achievement and recognition.
12. The learning environment should provide learners with avenues to contribute and be recognized for this.

What Strategies Would Work To Design Training For Your Multi-Generational Workforce?

From the common factors, we can derive the training and learning strategies that would work across your multi-generational workforce, and the following aspects clearly stand out:

• Interesting and new formats
• Learning on the go
• Personalized learning
• Flexibility to pull learning nuggets by choice rather than be pushed by mandated trainings
• Just-in-time learning
• Room for collaboration and social learning
• Self-directed learning

Microlearning-based training for your multi-generational workforce, delivered across devices (notably, smartphones and tablets to laptops or desktops) provides an effective approach to meet the diverse expectations of each profile.

Microlearning based training features short focused learning nuggets, often 2-7 minutes long but always associated with a specific learning outcome. Designed to be delivered in high-impact formats, it facilitates a highly sticky learning experience.

You can use microlearning to map to each of the multi-generational workforce profile’s training needs as:

1. Formal or structured learning
2. Performance Support Tools (job aids or learning aids)
3. Support to ILT

To meet the expectations of the diverse profiles, you can offer microlearning for your multi-generational workforce as:

1. A standalone nugget, meeting a specific learning need as a just-in-time learning aid or job aid. This could support an ILT program or a traditional eLearning program.
2. A series of nuggets in a learning path (for formal training as well as for reinforcements and practice).

Furthermore, to meet each of the multi-generational workforce profile’s training needs:

1. With the microlearning approach for your multi-generational workforce, you can design the nuggets in multiple formats. You can opt for apps for learning, Video-based learning, Decision making scenarios, interactive PDFs, and interactive infographics and so on. This ensures that the expectations of each profile are met.
2. Additionally, you can offer the same learning in different formats so that employees have the flexibility to use a format that works best for them. For example, a video-based nugget can also be made available as a downloadable PDF.

You can use the following 10 creative strategies to offer microlearning-based training that would appeal to your multi-generational workforce:

1. Personalized learning paths (based on proficiency or interest)
2. Gamified learning paths
3. Gamified quizzes
4. Gamified challenges for proficiency validation and practice
5. Video-based learning
6. Interactive video-based learning
7. Scenario-based learning
8. Story-based learning
9. New immersive approaches: AR, VR, MR, and wearable tech
10. Leverage on AI to recommend further learning

It is given that each profile will embrace these learning strategies differently. Yet, microlearning-based training for your multi-generational workforce does provide an effective approach to address the common factors and the unique aspects that a given profile may require.

I hope this article does give you some pointers that you can use to offer a microlearning-based approach to train your multi-generational workforce. If you have any queries or need any specific support, do contact me at apandey@eidesign.net.

Source: https://www.eidesign.net/how-to-use-microlearning-to-train-your-multi-generational-workforce/

7 Induction and Onboarding Strategies for Corporate Training

The process of Inducting and Onboarding is very important for both the employees as well as the organization. The process needs to be clearly structured and well-executed to bring out the best in the employee as well as provide a positive image to the organization.

Although most organizations usually go for the traditional face-to-face approach to deliver the Induction and Onboarding program, it does have some challenges. The main aim of the program may not be met. Hence, organizations are beginning to evaluate other options that are not as time-consuming, such as a blended or fully online approach to impart corporate Induction and Onboarding training.

Well-structured Induction and Onboarding strategies for corporate training enable new employees to become productive fast and in the planned timeframe, provide new team members with a quick understanding of their role and what the organization/employer expects from them, establish a strong foundation that enable new employees to identify how the organization works and how they can align with the organizational goals, and enable a better employee engagement and help them settle down faster.

Here are 7 examples of Induction and Onboarding strategies for corporate training that organizations can use to effectively onboard employees.

Organizations benefit from a well-designed corporate Induction and Onboarding training program by ensuring that the new employees are inducted within a short time and have a better understanding of not just the organizational aspects but how exactly they can align with the organizational goals in a shorter time. A good corporate Induction and Onboarding training program helps the business by channelizing the productivity of employees in a company in a short span saving the organization the trouble of waiting for the new employees to familiarize themselves with their jobs. It also proves beneficial in reducing lower employee turnover due to lack of information or clarity in expectations.

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

Upgrade Your Training With 5 Interactive Video Strategies

The usage of videos for learning is well established, but the trend you should watch out for and adopt is the interactive video. In this article, I show you 5 interactive video strategies that you can use to create high-impact online training.

Interactive Video Strategies To Enhance Your Training

The fact that videos continue to be a popular choice for learning is well known. Just take a look at the following stats that re-affirm why investment in video based learning makes sense.

• There are 22 billion daily video views: Snapchat (10 billion), Facebook (8 billion), and YouTube (4 billion).
• By the end of 2018, 75% of workers at large organizations will interact with various kinds of video more than three times daily (Gartner Research).
• 59% of senior executives agree that if both text and video are available on the same topic on the same page, they prefer to watch the video (Digital Information World).
• Viewers retain 95% of a message when they watch it in a video, compared to 10% when reading it in the text (WireBuzz).

What Is Driving The Wider Usage Of Video Based Learning Strategies?

Video based learning is seeing a wider adoption on account of the acceleration of a couple of other trends.

• Increased adoption of mobile learningTill a few years ago, the usage of mobile learning – providing anytime, anywhere access and, particularly, learning on the go – was deemed as a “good-to-have” component of the overall training delivery. Today, most organizations see this as a “must-have” component. The change from traditional eLearning to mobile training is also undergoing another significant change. Mobile learning solutions are now being designed to be primarily consumed on smartphones (mobile-first training solutions). As an extension, many of the formats that are commonly used on smartphones are also part of the learning strategy. Videos for learning and apps for learning are on the top of this list.
• Increased adoption of microlearningWith the maturing of microlearning based techniques, they are being used to offer both formal structured training as well as informal training. They are a great fit to promote social or collaborative learning. The combination of microlearning and videos leading to microlearning videos that are bite-sized had seen an increase. Learners love consuming these short videos on the go. These videos can be used to complement or supplement formal training, and with equal ease, as job aids or Performance Support Tools.

What Are The Key Differences Between An Interactive Video Based Strategy Versus A Classic Video?

Videos, or the classic videos, are a great option for learning, as they offer a high-impact and engaging format. However, they do not provide any control to the learner beyond the play/pause/stop.

This is certainly not a challenge when you have short videos, but it can impede the learning impact when:

1. The videos are longer (running into a few minutes of run length).
2. Organizations want to track the learner’s progress on the LMS.
3. Organizations want to check-point (through assessments) to ensure that the learner is on track.

The interactive video based strategies bring in precisely this control to provide interactivity in videos, and this is similar to the interactions available in eLearning courses. What’s more significant is that they can be tracked on the LMS.

The value-adds through interactive videos are many.

Notably:

• Now, you can have longer run length videos so that you are able to meet the specific learning outcome. Yet, you can continue to engage the learner through interactions.
• You can integrate quizzes and assessments to validate the learner’s progress.
• You can provide branching options. Depending on the choices that the learner makes at specified decision-making points, he or she will see a different learning path.
• You can track the learner progress as the output is SCORM compatible.

What Are The Key Gains You Will See As You Integrate Interactive Video Strategies In Your Training Delivery?

Research shows that the impact of an interactive video is 10 times that of a classic video. Furthermore, there are ways in which the adoption of interactive video based strategies will improve the learning experience and the training impact.

1. It appeals to all learner profiles.
2. It offers higher learner engagement quotient.
3. It provides better recall and retention.
4. It enables you to track the learner.
5. It enables you to check-point and assess learning.
6. It can be used in combination with other techniques to amplify the impact.

How Can Interactive Video Based Strategies Be Used For Various Corporate Training Needs?

Interactive video based strategies can be easily integrated into your training delivery to offer formal, informal, and on-the-job training. They can be used to support Intructor-Led Training or, in short, ILT.

I share my recommendations of 5 interactive video strategies:

1. Use them as microlearning nuggets and offer them as a learning path.
2. Design them to offer formal training, as well as for Performance Support (job aids).
3. Integrate other interesting components like gamification.
4. Offer personalization options (from a repository of assets).
5. Curation (from YouTube).

5 Examples Featuring Interactive Video Based Strategies

Now, I pick 5 examples from our vast repository that feature varied interactive video based strategies.

1. Microlearning-Based Interactive Video For Conceptual Learning

This approach combines interactions (corresponding to the learning interactions of the eLearning courses) to create high-impact learning experiences.

2. Interactive Videos Featuring Experts

Interactive videos can be perfect for building explainer videos. Learners are enthusiastic about expert advice and guidance. By using infographics and typography based animations to support the expert’s dialogues, it creates an immersive virtual classroom experience. Additionally, interactions of various types at specific junctures make learning effective.

3. Virtual Classroom Delivered Using Interactive Video Format

The ease and flexibility of accessing them on the go make webcasts/podcasts ideal for Performance Support. They come with the added advantage of being brief and entertaining, much to the liking of present-day learners.

4. Skill Development Training Using Interactive Videos

While the impact of video based training is immense, they are tough to use when you have longer run-lengths. The challenge of passivity can become a showstopper. You can flip this by opting for interactive video based learning that provides a range of user interactions (including assessments and branching based on the learner’s response).

5. Scenario-Based, Decision-Making Training Using Interactive Videos (YouTube Videos)

It offers an interactive video framework with several features that make it an extremely useful tool for organizations to offer effective video based learning. The solution is built using our interactive video framework to integrate YouTube videos into a SCORM-based eLearning framework. We can add interactivities by pausing videos at specific cue points and bring in interactions like click to reveal content, questions in various formats, hotspots etc.

I hope this article provides compelling reasons why you should integrate interactive video based strategies into your training delivery.

I am sure the featured examples give you the required insight on how you can use interactive video based strategies in your organization (for formal training, informal training, and to support Instructor-Led Training).

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

5 Ways to Increase the Impact of Your Interactive Video Based Learning

Various organizations have been using videos as a part of their training deliveries for a long time now. Nowadays, interactive videos are becoming the trend and organizations are starting to opt for it. Video based learning strategies have always yielded positive results for businesses. They are seeing a wider acceleration in adoption because of a few other upcoming trends.

The change from traditional eLearning strategies to Mobile Learning strategies is seeing a prominent rise. Most of the formats for Mobile Learning strategies that are now being designed to be primarily consumed on smartphones make use of videos. Microlearning based techniques are also being used to both formal as well as informal learning. Microlearning used in combination with videos can be used as job aids or as Performance Support Tools.

Recent research indicates that an interactive video impacts learning 10 times more than a classic video.

The following are 5 ways you can use interactive video based learning strategies in your corporate training.

As you have seen, the adoption of interactive video based learning strategies can create high-impact learning experiences. It appeals to all learner profiles, offers higher learner engagement quotient, provides better recall and retention, enables you to track the learner, enables you to check-point and assess learning, and can be used in combination with other techniques to amplify the impact.

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

Source: https://www.eidesign.net/5-ways-to-increase-the-impact-of-your-interactive-video-based-learning/

This free eBook, eLearning Trends in 2019, the fourth one in this series, has been designed to be your guide to enhance, measure, and maximize the impact and returns on your learning strategies in 2019.

eLearning Trends In 2019 – Your Guide To Enhance, Measure, Maximize The Impact And Returns On Your Learning Strategies In 2019

As I began my exercise on the eLearning Trends in 2019, the fourth one in this series, I took a step back to see why anyone seeks upcoming trends. I found that the top 5 reasons why L&D teams look at eLearning trends year on year are to adopt new or better approaches that:

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

I took this need as the thread to share the eLearning Trends in 2019.

1. I begin my eBook with a typical learner journey that highlights how modern learners learn and what they wish to see in their online training delivery.
2. Then, I list the trends that help learners learn and, more significantly, apply this learning to show better performance or the required behavioral change.
3. Next, I outline trends featuring learning strategies with a proven track record of delivering a better engagement quotient and higher training impact.
4. I follow this up with a list of trends that organizations must invest on to measure, enhance, and maximize the impact of their training.
5. I wrap up with trends that are clearly emerging as front-runners for investment in the very near future.

What Is Unique About This eBook – eLearning Trends In 2019?

In this eBook, eLearning Trends In 2019 – Your Guide To Enhance, Measure, Maximize The Impact And Returns On Your Learning Strategies In 2019, I have taken a unique approach in illustrating the context and relevance of a trend.

I trace the learning journey of modern learners with a focus on how today’s learning must mesh with their daily lives and offer them varied formats to learn from (on devices of their choice, notably smartphones).

With this backdrop, I walk you through the various eLearning Trends in 2019 and how you can use them to enhance the impact of your training.

In each trend, I have highlighted how it is being used and what is my assessment of how the trend will evolve in 2019.

The eBook is structured into 4 sections. I have logically grouped the eLearning trends in 2019 with a focus on their use and the impact.

• For each trend, I have added a “quotable quote” from specialists that re-affirms its value.
• Additionally, I provide an important statistic to show you its impact.

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.

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.

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.

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.

The Impact

eLearning Trends In 2019 – Your Guide To Enhance, Measure, Maximize The Impact And Returns On Your Learning Strategies In 2019 is designed to help you pick the eLearning trends that matter and that can be applied to enhance your current approach.

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

Do download the eBook: eLearning Trends In 2019 – Your Guide To Enhance, Measure, Maximize The Impact And Returns On Your Learning Strategies In 2019 .

10 Awesome Ways To Use Mobile Learning For Employee Training

Mobile learning for employee training is fast becoming an essential part of training delivery. In this article, I share 10 ways to showcase how you can use mobile learning for employee training for formal training and Performance Support (job aids).

How To Use Mobile Learning For Employee Training

The usage of mobile learning began in earnest a decade ago, and this was essentially to complement or support traditional eLearning. Over the last few years, the adoption of mobile learning for employee training has been on a steady increase. In fact, it is a crucial and often a significant part of an organization’s training delivery today.

What Is Mobile Learning, And What Are The Key Benefits It Offers For Employee Training?

Mobile learning refers to training that is available to the learners on mobile devices giving them the flexibility to learn anytime, anywhere, on the go, and on the device of their choice. They are typically designed to allow learners to use the same course across devices (multi-device support that provides access to courses across laptops/desktops to tablets/smartphones).

Mobile learning for employee training addresses the changing expectations of learners on how they want to learn. It also aligns well to the needs of the changing composition of the workforce (that now includes Millennials).

It is also able to leverage on the high impact microlearning formats that make the learning bite-sized and easily digestible. You can also leverage immersive approaches like gamification, videos, and interactive videos, and mobile apps for learning to multiply its impact.

The reason mobile learning for employee training is becoming a “must-have” approach from a “good-to-have” approach is on account of several benefits it offers. The key benefits being:

1. A learner-centric approach: It provides the required control to the learners to take the training when they want, on the go, and on the device of their choice.
2. It offers higher learner engagement.
3. It can be used effectively to push for a higher application of acquired learning.
4. It leads to better completion rates.
5. It creates a learning pathway that encourages learners to keep coming back (focuses on facilitating a “pull” vs “push” of the traditional training delivery).
6. It leverages on social or collaborative learning.
7. It can be used to offer formal training, Performance Support (job aids), and support for ILT.

What Are The Key Triggers That Are Creating An Increased Adoption Of Mobile Learning For Employee Training?

Let me outline some of the significant aspects, such as the fact that the adoption of mobile learning for employee training is increasing.

Mobile learning for employee training is finding a wider application. Today, mobile learning is being used to provide:

1. Formal training (particularly, in a learning path featuring microlearning).
2. Performance Support intervention through job aids (within the learners’ workflow and to provide the required support at the moment of their need).
3. Support to Instructor Led Training or ILT.

Mobile learning for employee training is being used to address varied corporate training needs. As I have highlighted, mobile learning is now a mainstay approach for online training delivery. It is used to address corporate training needs that include:

1. Induction and onboarding.
2. Soft skills training.
3. Professional skills training.
4. Product training.
5. Sales training.
6. Leadership training.

This is not all. It is also finding the adoption for:

1. Compliance training.
2. Application simulations training.

Mobile learning for employee training is slowly transitioning from mobile-friendly to mobile-first. With the maturing of authoring tools to create engaging and immersive learning experiences that are optimized for the consumption of content on mobile devices, mobile learning for employee training is undergoing a significant shift.

• While the previous avatar of mobile learning offered multi-device support (learners could seamlessly work across laptops/desktops and tablets/smartphones), this approach was adaptive or mobile friendly.
• In contrast, mobile learning for employee training is now completely responsive or a mobile-first approach that features learning designs and interactions that are optimized for smartphones.

10 Ways To Use Mobile Learning For Employee Training

At EI Design, we have a large mobile learning solutions practice. We had set up this practice in 2011, and to date, we have created nearly 2,000 hours of mobile learning content for employee training.

From our huge repository, I showcase 10 ways that illustrate how you can use mobile learning for employee training and meet the required mandate across varied corporate training needs. The showcased examples reflect how you can use mobile learning for both formal training, as well as to offer Performance Support intervention (through job aids).

Mobile Learning For Employee Training – Formal Training

1. Compliance training: This was a course on Insider Trading, where we used a gamification approach to create an immersive experience using Lectora Inspire 17 as a tool to create the multi-device experience.

2. Induction and onboarding training: The exploration for this induction course was open-form. Learners were allowed to explore in a non-linear fashion across different institutional and operational facets. It also included engaging graphics, narratives, and simple content supported by engrossing interactivities with mobile device compatibility. It also offers a quick turnaround time without losing the visual punch.

3. Application simulations training: This was an application simulation training on the use of Salesforce software. To make the understanding of complex simulations easier, we created a step-by-step interactive simulation. This was done using Articulate Storyline 360 and was made mobile friendly for wider reach to the sales staff.

4. Soft skills training: This was a course on conflict management – a very crucial skill especially for managers. We used a decision-making scenario to drive the complete learning. Built using our custom HTML5 framework, this was made completely responsive to all devices.

5. Product training: We used gamification to make the content more engaging in this course. Since this was a large course, it was important to keep the learner busy and hooked. We used scenarios, gamification, and simulations to raise the engagement factor and made it available on mobile devices for the learner to access the modules anytime.

6. Sales training: Sales training is always challenging and fun to design and build, since it provides opportunities to make the content come to life using characters, conversations, scenarios, animations etc. That is exactly what we did here to train new sales managers on sales development. We used our custom HTML5 framework and made the course responsive to all devices.

Mobile Learning For Employee Training – For Performance Support (Job Aids/Learning Aids)

1.  Compliance training: This was a precursor course to a larger course on data security and privacy. This was created in the format of a parallax website with relevant elements popping into the screen as the user journeyed through the short nugget. This was done using custom HTML5 and is responsive to all devices.

 

2. Induction and onboarding training: We created an immersive learning experience using the 360-degree imagery to explain to new joinees about how our company functions, our mission and vision, our teams etc. The joinee could explore the complete office virtually and click on hotspots (within the 360-degree imagery) to learn how each domain contributes to the organizational goals.

3. Soft skills training: This was a communication and customer experience training module for all employees of a company. We used microlearning to break down the content into small, relevant, manageable sections for the learner and made it available on all devices, but mainly targeted for mobile devices using our custom HTML5 framework.

  

4. Sales training: We created an HTML5-based responsive website for a sales framework training for sales agents for a farm products company. This website served as a learner guide for the 8-week long training program.

I hope this article shows you how you can leverage mobile learning to provide high-impact employee training. If you have any queries or need any specific support, do contact me at apandey@eidesign.net.

Source: https://www.eidesign.net/10-awesome-ways-to-use-mobile-learning-for-employee-training/