Everyone hates being confined, restricted and staying put. But during this pandemic, across the world, we’ve all been bound to our homes, working for and from them. All the buzz on the social networks and news channels has been about the pandemic and how, as humanity, we are coping with these strange and uncertain times. It does seem like life will be divided into clear pre and post pandemic eras.
For the working world, there was a time when “WFH” was reserved for when we had unavoidable personal errands to run for part of the day – a doctor’s appointment, PTAs, vets appointments – or when we were working on something we needed to pay more attention to, for example a crucial project, an important presentation. So, WFH in pre-pandemic times was either a luxury or an aid for better concentration.
Now that we are forced to WFH, the concept no longer charms. We miss our buddies from work, the food we had to reheat before eating, and we definitely miss our office desks. And while everyone is wondering when this will be over, and when we go back to work, here are a few simple tips and tricks to make WFH more bearable.
“What gets measured gets managed”
Define your daily tasks and ensure you stay true to this list. Yes, a simple to-do list goes a long way. If you measure what you will complete in a day, you will be able to manage your day better. If you already do this, take it to the next level, by dividing your day into zones/slots and granularly divide your tasks into them. Check out tools like To-do list or Google Keep to help you manage your tasks easily.
“Lack of direction, not lack of time, is the problem. We all have twenty-four-hour days.”
Although WFH gives you the benefit of flexible hours, it may help to stick to a defined work timing to help your body clock cope with this change. Stay disciplined throughout the day by consciously thinking of yourself being at work. Start the day early so you can wind down in the evening and relax with your family or do household chores. Don’t delay the start of your day thinking that you can make up for it later in the evening or at night. Remember that your body is not used to so much inactivity, and so adequate sleep and relaxation will be needed to keep your immune system healthy.
“Distracted from distraction by distraction”
Let’s check Facebook, Instagram, Snapchat, Twitter and even Linked every 15 minutes! Unless you work in marketing or handle your organization’s social media account, put a pause on the entertainment folder of your phone during the workday. One episode on Netflix does not hurt, but it does not help either.
“Don’t get bent out of shape”
Now that you are WFH, respect your office space. At work, you have a desk and a chair that keeps you comfortable. The office space is usually designed to keep you in ‘Good Form’, ‘Good Function’, and ‘Good Health’. Try to create office-like ergonomics at home, till the lockdown lasts. This will help in reducing all those aches and pains that result from sitting in bad postures through the day. Avoid sitting on your bed with your legs outstretched or on your living room furniture with your laptop on your lap. Elevate your laptop to just below eye level to help your eyes and your shoulders.
“Invest in Quality Technology”
Yes, setting up your home office or workspace may require a small investment. Much like starting a new business, you may have to purchase the right hardware or software, such as a desktop, laptop, tablet, or phone system to do your job every day.
A high-performance router will save you many a frustrated moment. Since working from home often requires more than chat messages, you need a router that will keep up. A router from several years ago might be prone to common network issues.
“Communicate with your co-workers, buddies, and Boss!”
Well, you’re all in the same boat, so no one knows what you’re going through more than them. Over communicate with your teams if you are a manager and speak to your Boss at least 2-3 times in a day. Sound them off on work status, discuss issues that you are facing, and inquire what they’re up to at home. Be approachable to all.
Besides the ones we’ve mentioned above, there are many tips and tricks that can help your WFH be more effective. Read as many articles as you want, but you will need to find your own equilibrium of what works for you.
The key to a successful employee induction is a great on-boarding experience. Simple yet efficient, this process helps make a warm impact on your employers and retain excellent performers in the long run.
Gen X (or Generation X are the people born between the mid-1960s and the early 1980s) have mostly already started their careers and are in their mid-life career wise as compared to the new young adults who have just taken a foot in the industry. Gen Xers are those who had working parents in their childhoods, because of wars, recession and many more reasons. It was because of this that they learnt to be free, independent, and have a set of goals or rules in their work ethic.
According to research they occupy 60% of the current workforce, engaging them is crucial for any organization’s fate. Gen Xers are ridiculed to be lax and lazy, as they do not have the same mindset as that of the generation before or after them. But in this stage where the employees who followed a hierarchical management are retiring and innocent, doe-eyed adults who know nothing of the company are entering, Gen X is the perfect employee to hire. But to recruit Gen X, you need to follow certain ways to have a strongly retained employee: Gen Xers prefer on-boarding programs that incorporate self-guided processes. So, designing the Induction Program which is comprehensive and yet interesting to Gen X is exceedingly essential.
Here are 5 things to do before building a particular on-boarding program that will ensure your employees have high-performance productivity and engagement:
Seeing that Gen X is approaching their 40s–50s, they would shift more into roles that allow them to lead. Born in the era where children had to be independent from a young age, they learnt to be pragmatic and cynical of adults. It makes sense for Gen X to lean more towards development and mobility. But they won’t hesitate to leave a job where they don’t feel valued or feel any room to grow skill wise.
Gen Xers are those who create and take nothing in return just work flexibility and freedom with their work, examples of such are the creators of Google, YouTube and Amazon. There is a simple approach in keeping a Gen X in the company and that is making sure they get as many projects to develop as possible to keep them satiated.
2. Designing Content Gen X Wants
According to Deborah Masten, HR Director for Plano, Gen X can’t be led by examples but interactions. They want to know what’s expected of them, and they want accurate and timely feedback. A systematic on-boarding process can plan out A to Z of a project to help both the employees and the employers. It can be done by systematic planning using any good on-boarding processes. ICE-Cube Induction Framework is one such framework that can help you in scoping out how, when and what to deliver to the new hires.
3. Make Learning Fun and Interactive
Make sure you don’t go bland in the on-boarding of Gen X; it is essential to not make them lose interest in you. Incorporate a modern portal that includes videos and gamified learning to make the process more interactive. Avoid monotonous presentations from obstructing fun on-boarding experience. Gen Cers maybe in their 40s, but they sure are tech savvy.
4. Go Mobile
Gen Xers love to work, develop and are happy to see their projects execute perfectly. This is the main difference of them from the previous generation, their ability to work with the Internet. Gen X can work from anywhere, anytime: and being shackled is their biggest pet peeve.
Gen Xers are self-reliant and thus if given the opportunity they can develop their own skill sets by applying their creativity and resources given to them by managers.
5. Appreciations & Rewards
Gen Xers have established a settled state in their life by working and have families as a priority. Flexibility makes sense from their perspective to spend time outside work. To recruit, retain and motivate Gen X, appealing to their needed work-life balance is a must. By giving them remote creative control over projects, giving immediate rewards and a good relationship with the team and managers are few ways of successful on-boarding of Gen X.
Given that 72% of companies have a bring your own device (BYOD) policy and allow employees to bring their own devices to work, Gen X has a higher chance of control over their schedules, decisions, responsibilities and creative freedom. The onboarding is a win-win for both the hir
As we hit mid-year, you are possibly looking at accelerating your training investments in CY 2019. In this article, I share my updated predictions of eLearning trends in 2019 that you can use to enhance your learning strategy.
Updated eLearning Trends: Improved Learning Strategy And Maximum Returns In 2019
I began my exercise of predicting eLearning trends in 2017. Since then, I have published eLearning trends in 2017, 2018, and 2019.
I have also published trends on mobile learning in 2018, and my most recent one in the series is the one on microlearning trends in 2019.
In 2018, I felt that I should revisit my predictions in the mid-year to assess how my predictions fared in that year. The focus of the exercise was as follows:
To assess if my predictions were on track for the CY.
Review and update each trend so that it can provide a more current and relevant view.
In this article, I do the same exercise with my predictions on eLearning trends in 2019. I provide an update on all the 17 trends that were part of my release in Jan ’19.
In Jan ’19, I had structured the eLearning trends in 2019 as follows:
The trends that help learners learn and apply this learning to show better performance or behavioral change.
Digitalization of ILT (to blended or fully online)
Performance Support Tools
Learning strategies with a proven track record of delivering a better engagement quotient and higher training impact.
Video-based learning (videos and interactive videos)
Mobile apps for learning
Curation and User Generated Content
The trends that organizations must invest on to measure, enhance, and maximize the impact of their training.
Learning Engagement Platforms – LXP
Big-Data reporting and analytics
Other notable trends to watch out for—the future is here!
AR/VR and MR for immersive learning
Artificial Intelligence (AI) in learning
Updated eLearning Trends In 2019
Here are my updates for each eLearning trend in 2019. To add value to my previous release, I have tweaked their relevance and applicability.
Section 1 – The trends that help learners learn and apply this learning to show better performance or behavioral change
1. Mobile Learning
This trend is still in the top position as mobile learning continues to be the preferred choice for learners. It provides tremendous flexibility and control to learners as they can take the training on the go, anytime, anywhere, and on the device of their choice.
The value which mobile learning provides for L&D teams is as follows:
Flexibility to use mobile learning for most of the corporate training needs.
Ability to use mobile learning to meet learning needs for formal training, Performance Support intervention, informal training, and social or collaborative learning.
2. Digitalization Of ILT (To Blended Or Fully Online)
The acceleration for digitalization of ILT to either blended or fully online will continue in 2019.
The push from the learners is on account of:
The flexibility to access online resources at the moment of their need
They can consume the online resources on the go when they have the time
The reasons for L&D teams to adopt a blended or a fully online approach continue to be:
Reaching a wider audience in a shorter time
Shorter training seat time
Consistent messaging and impact (that is not dependent on the quality of the instructor)
Online assessments that generate reports quickly and can be used to tailor the learning journey
3. Performance Support Tools
Today’s learners need a quick time resolution to their problems or challenges. These instant learning aids or job aids or Performance Support Tools should be available at the moment of their need, in their workflow. They do not want to log on to the LMS and hunt for this!
The Performance Support Tools address their wide-ranging needs, including:
Help them apply their learning on the job
Learn more (deeper dive)
Learn new concepts
Solve a problem
Address a bottleneck
As a result, the extensive use of Performance Support Tools (instant learning aids/job aids) will continue in 2019.
4. Informal Learning
Organizations acknowledge the need to offer multi-channel based training. This reflects the shift of using training budgets only for formal training to a more balanced approach that features avenues for informal learning and social or collaborative learning.
This trend will continue to provide strong support for formal training.
5. Social Learning
When we were young and all through our formative years, we learned by observing others. It stands to reason that social learning (or learning from others) would continue to be a significant channel for learning even at work.
This fact is being acknowledged and used by L&D teams to support users. This too aids in creating learning as a continuum.
We are witnessing a churn in traditional LMS platforms, and they are getting edged by next-gen LMSs as well as LXPs (Learning Experience Platforms). The latter offer platforms that can leverage social learning.
This trend will continue and certainly see an acceleration in its adoption this year.
6. Self-Directed Learning
Self-Directed Learning (SDL) is a new channel of learning that is being seen as an effective method to facilitate learning where the onus is on learners. Not only does this empower learners, but it also gives them complete control on being able to “pull” the learning assets or other resources rather than being “pushed” through the LMS.
A highly learner-centric approach, it enables learners to create their preferred learning path.
While this is not something many organizations are currently focusing on. I strongly feel that it is worth a closer look as this investment can help them in creating a culture of continuous learning.
Section 2 – Learning strategies with a proven track record of delivering a better engagement quotient and higher training impact
While the debate on the value and impact of macrolearning vs microlearning continues, there has been a wide-spread adoption of the latter as the preferred mode of training.
Macrolearning is the older or more traditional eLearning format, whereas microlearning is the more recent format of training technique.
Microlearning features short, snackable bites of learning or for Performance Support that are normally 2-7 mins in run length. However, this technique is not about splicing a longer run length into shorter nuggets. Each nugget is designed to meet a specific outcome.
The acceleration of microlearning-based training adoption will continue.
Interestingly, I see a meeting point of microlearning and macrolearning next. You can use microlearning techniques and best practices in the traditional courses.
These could range from using microlearning videos to establish context, explain concepts, or provide downloadable resources that can offset the “Forgetting Curve.” This combination will:
Step up the engagement quotient of the traditional eLearning courses
Create more sticky learning experiences
The usage of gamification for serious learning (that is, to meet specific learning outcomes) has been on a steady increase in the last few years and this trend will continue in 2019.
“Have fun as you learn” resonates with learners. With wide-ranging options available today, you can cater to the multi-generational workforce very effectively.
Over the last 4-5 years, we have successfully implemented several courses featuring gamification for serious learning across most of the corporate training needs. We have also successfully used gamification techniques for:
The application of learning on the job
The practice for proficiency gain
At EI Design, we are seeing wider adoption of partial gamification techniques across corporate training needs. Interestingly, one major case in point is compliance training.
As the costs of designing courses with gamification go down, there is a better business case for L&D teams to justify this investment.
9. Video-Based Learning (Videos And Interactive Videos)
While the usage of video-based learning is an established practice, it is now moving to microlearning video-based formats that are easy to consume (particularly, on the go). The microlearning videos offer lower costs and feature rapid development. They can be quickly updated and redeployed.
Alongside, there is a wider adoption of interactive video-based learning that offsets the challenges of passivity associated with the classic video-based learning.
They feature learning interactions that are similar to eLearning courses (click to reveal, hotspots, or carousels) and create a 10X impact over the classic videos.
Unlike classic videos, you can track the interactive videos from the LMS.
They can checkpoint learners’ progress (through inline checks) and validate the learning effectiveness and impact (through summative assessments).
10. Mobile Apps For Learning
We use several apps throughout the day, so it stood to reason that mobile apps would be used to offer training.
Besides being optimized for smartphones (that is, learning interactions mimic the way we use them), they can be used to offer highly personalized learning experiences.
You can push notifications, update content easily, and ensure that there is a steady connection with the learners.
Slowly, the costs to develop mobile apps for learning (and the associated time too) are coming down and this should result in their wider adoption. This is one trend that is worth investing in.
One size does not fit all, and learning is no exception. Increasingly, learners ask for custom or personalized learning rather than spending much longer time and effort on generic learning.
The personalization of learning provides a relevant learning path that can be customized to match learners’ interests, proficiency, role, or region.
With microlearning, you have the required granularity to configure a highly customized learning experience. This is not all, to cater to different profiles in the multi-generational workforce, you can design assets in varied formats. You can use more established techniques like a pre-test or a survey to provide the relevant learning path. In the near future, this is will be replaced by AI and machine learning to offer custom and highly personalized learning experiences.
This trend will become a mainstay approach in a very short time. Watch out for accelerated action on this one!
12. Curation And User-Generated Content
While we have easy access to data, thanks to the internet, getting access to the right information that you can use is still a time-consuming process.
Content curation is being used extensively to address this pain area. The curated content provides highly relevant content and a recommended learning path to the users while giving them the flexibility to reconfigure and customize it further.
Another gain of opting for content curation is that you can mine your existing resources and tag them to facilitate consumption that can cut down your training costs.
On a related note, you can enrich the curated resources by encouraging contributions by learners. This is termed as User Generated Content, and this helps L&D teams keep the resources fresh, current, and relevant.
We already see the use of AI and machine learning in this effort, and this trend will be a key part of training delivery soon.
Section 3 – The trends that organizations must invest on to measure, enhance, and maximize the impact of their training
13. Learning Experience Platforms – LXP
While there is a lot of buzz on the demise of traditional LMSs and their replacement by Learning Experience Platforms (LXPs,) my assessment is that the two will continue to co-exist in 2019 as well as for a short term thereafter. As with several other trends, they will use AI to offer recommendations that would align better with each learner.
The significant value that LXPs offer over LMSs is:
A highly personalized learning experience. This is done through Learning pathways. They promote self-directed learning.
They offer social or collaborative learning, inclusive learning, content curation, and the facilitation of User Generated Content.
They feature social learning and offer recognition to active participants. They feature assessments along with badges and certificates.
They are fun, more engaging, and relevant for learners (and they will help learners meet specific learning outcomes.)
Learner Analytics sheds light on learner behavior and provides insights on what is working. Additionally, it gives us cues on what more should be done to:
Improve learner motivation
Improve learner engagement
Facilitate the application of learning
Beginning with SCORM 2004 and Tin Can API—they are successfully contributing to this endeavor. Now, AI techniques are being used to mine the analytics to provide more custom, relevant, and personalized learning.
This trend will drive the areas of continuous improvement in the years to come. Actionable insights will help us create more relevant learning designs that will push the ROI on the training spend further.
15. Big-Data Reporting And Analytics
In the context of eLearning, Big Data refers to the data that is typically collated from multiple sources like:
Not only is this data voluminous, but it is also dynamic and because of this, we don’t have a single tool that can help us analyze it and draw actionable insights from it.
Big-Data reporting and analytics is all about collation and analysis of this data with a focus on generating actionable insights on many aspects like:
How did learners engage with the course?
How effective was the training?
What was the training impact?
What was the ROI on training spend?
Big-Data reporting and analytics can help us optimize and enhance training delivery, and this is an important trend to watch out for in 2019.
Section 4 – Other notable trends to watch out for—the future is here!
16. AR/VR And MR For Immersive Learning
While there is no debate on the strength of immersive learning strategies like Augmented Reality (AR), Virtual Reality (VR), and Mixed Reality (MR)—their usage hasn’t matched their capability. On account of high cost (and longer lead time to develop), they have seen limited adoption. On a related note, there aren’t too many use cases that L&D teams can use to justify the investment and ROI.
The landscape is changing and the eLearning authoring-tool providers (like Adobe and Trivantis) are in this space now. They offer solutions that are not expensive and take relatively lesser time to develop.
In 2019 and the next year, you will certainly see more traction on this trend.
17. Artificial Intelligence (AI) In Learning
AI in learning is probably the most talked-about trend in 2019. While the buzz on this has been there for a while, we are now seeing its impact on creating personalized learning pathways, ongoing recommendations, feedback and so on.
On a related note, we are seeing AI plug-ins that can be used in a traditional eLearning course. We will see more of this in the year and certainly in the next…
With the maturing of mobile learning, the focus shifts on how to maximize its potential. In this article, I showcase approaches that will help you enhance the impact of your mobile learning strategy in 2019.
Mobile learning is the training that is available to learners on their mobile devices. It can be consumed on the go, and it gives them the flexibility to learn anytime, anywhere, and at their own pace.
Access to learning assets is not limited to smartphones. Instead, it features “multi-device” support providing additional flexibility to the learners to move seamlessly across devices during their learning journey (between smartphones, tablets, or laptops and desktops).
Over the last 2-3 years, mobile learning has transitioned from its first avatar—the mobile-friendly format—to the mobile-first format. The initial format of mobile learning was an adaptive or a mobile-friendly format that supported all devices but wasn’t fully optimized for smartphones. But the more recent format of mobile learning is the completely responsive or mobile-first format that is fully optimized for usage on smartphones. Not only does it feature interactions that align better to the way we use smartphones but also the designs adapt fully to the viewable area of each device.
It also aligns well to the changing learner expectations and demographics. Today, mobile learning is the preferred mode of training for learners and this cuts across learner profiles (not just Millennials) and resonates well with the multi-generational workforce.
What Are The Key Benefits Of Adopting The Mobile Learning Strategy?
The mobile learning strategy offers several benefits to learners and L&D teams as it:
Aligns to the way learners want to learn (on the go, anytime, and anywhere)
Empowers learners by giving them control on the pace they want to learn
Facilitates a “pull” of learning vs “push” and this resonates better with the learners
Offers a higher engagement quotient
Can be used across learning needs (formal, informal, or social learning)
Can be used to support Instructor-Led Training
Can address the entire spectrum of corporate training needs (ranging from induction and onboarding, soft skills training, product training, sales training to compliance)
Features better completion rates
Can be used for knowledge acquisition, its application, as well as meeting specific learning needs (through instant learning aids or job aids)
Can be used to retain an ongoing connection with learners
What Is The Value That The Adoption Of Mobile Learning Strategy Offers?
The biggest strength of mobile learning is that it aligns very well with the way learners want to consume learning. For instance, you can craft your mobile learning strategy to include learner-centric formats that sync up with their lifestyle. These could include:
Podcasts that they can listen to during their commute to the office
Microlearning nuggets for learning that can be easily consumed during waiting periods (and avoid carving out specific time slots for training). You can also offer microlearning nuggets as refresher nuggets to keep the “forgetting curve” at bay
Microlearning videos for quick time learning
Interactive videos for the application of learning
Just-In-Time learning aids or job aids to address specific challenges or provide tips, ready reckoners, or learning summaries
Personalized curated content
Furthermore, you can add dollops of fun through gamified elements or make learning more immersive by using nuggets featuring Virtual Reality (VR)
Mobile apps for learning
How Can You Enhance The Impact Of Your Mobile Learning Strategy Further In 2019?
You can enhance the impact of your mobile learning strategy by providing:
A judicious mix of learning and reinforcements to ensure that the “forgetting curve” does not set in
Adequate room to practice, hone skills, and gain proficiency or mastery
Detailed feedback and remediation or recommendations to further enhance the learning
Nudges to review, challenges, and hooks to come back for more
A channel for informal and social or collaborative learning
An avenue to contribute User-Generated Content (UGC)
Here is a ready reckoner of the strategies that you can use to enhance the impact of your mobile learning strategy.
1. You can use microlearning and video-based learning:
To create buzz or awareness prior to the formal training
For formal training
For Performance Support
For informal learning
For inclusive learning (provide room for User-Generated Content)
For social learning
2. Invest in some of the learning strategies that will deliver high-impact experiences:
Interactive video-based learning
3. Retain the connection with learners by pushing nuggets that:
Refresh prior knowledge
Provide room for practice and mastery
Encourage learning beyond the specified outcomes
As you have probably seen, if you want to enhance the impact of your mobile learning strategy, you need to adopt a multi-pronged approach (that cuts across learner profiles and across various types of training needs). I hope this article gives you the required insights on how you can use my pointers and step up your mobile learning strategy.
While gamification has been in use for corporate training for several years, there is still a lingering doubt on its impact. In this article, I share 7 gamification techniques for corporate training that work!
What Gamification Techniques For Corporate Training Still Work?
Gamification techniques use elements and principles of gaming to create an engaging learning experience. Some of the associated gains are:
Higher learner motivation (to participate and complete).
Higher engagement levels.
Gamification techniques can be effectively used to:
Have fun and learn.
Apply their learning on the job (by providing them practice zones featuring scenarios, similar to what they will handle in real life. Here, the learners can practice and hone their skills in a safe environment).
A longer-term implementation of gamification techniques can influence behavioral change.
So, How Can You Make Gamification Techniques Work In Corporate Training?
Let’s take a step back and identify what the expected gains are from any learning strategy.
Your list is likely to read that it should be:
Relevant and relatable (preferably personalized)
Create sticky learning
Facilitate the application of learning
Provide room for practice and proficiency gain
Provide reinforcement to ensure the “forgetting curve” does not step in
Trigger behavioral change
How You Can Use Gamification Techniques For Corporate Training To Influence Each Aspect
Step 1 Identify barriers (intrinsic or extrinsic) that might be hindering the required changes and thereby improve the learners’ motivation levels.
Step 2 Generate interest in learning by providing relevant and personalized learning paths.
Step 3 Create effective learning experience using scenarios, simulations, and challenges.
Step 4 Provide feedback for performance improvement that can help learners pause and think or recalibrate their way forward.
Step 5 Use rewards and recognition to sustain the learners’ momentum and motivation, and ensure that learners walk away with a sense of accomplishment.
Step 6 Implement repetition and reiteration for successful change in behavior.
What Is the Impact You Will See If You Apply the Right Gamification Technique For Corporate Training?
Through the right gamification technique, you can:
Create a sticky learning experience
Provide reinforcement (to offset the “forgetting curve”)
Ensure the successful application of learning on the job
Influence or trigger the desired behavioral change
How Can This Value Be Delivered?
At EI Design, our gamification practice is nearly 5 years old. During these years, we have created successful corporate trainings that have leveraged on gamification techniques at several levels, including:
Partial gamification (to enhance traditional eLearning courses)
Gamified aids to support ILT
Gamified learning path
Our Next Gen gamification techniques build up from the success of the current approaches. For instance,
Instead of just having simple badges and leaderboards for each challenge, you can put the learner through a more complex narrative that can truly challenge him or her. The narrative is selected based on the content type, learner profile, and is aligned to the learning goals.
Personalization holds the key to the learner’s attention, engagement, and motivation. You can use mobile apps for learning to offer a personalized learning path that is aligned to the learner’s goals. Thereby, it is relevant and more engaging.
You can use a combination of learning strategies to gain higher impact. For instance, the usage of immersive techniques like a Virtual Reality (VR)-driven learning path that is gamified will surely multiply the impact and help you meet the learning goals.
You can opt for the following 7 Next Gen gamification techniques for corporate training and achieve your mandates successfully:
1. Longer-Term Gamification
Behavioral change requires the use of gamification over a long period of time. You can use this longer-term learning path to have milestones over successive weeks/months/quarters.
2. Periodic Checkpointing Of Learners’ Progress
Alongside, plan for a periodic assessment of learners’ progress (against the required outcomes) that can range from learning acquisition, its application, or a behavioral change.
3. Multiply The Impact
To make the learning journey more engaging, you can add immersive approaches like Virtual Reality or wearable tech in your fold.
4. Leverage On Microlearning-Based Gamification
Give the learners a “bite-sized” gamification experience.
5. Personalized Gamification
Offer personalized learning and gaming paths for learners.
6. Social Media-Based Gamification
Let the learners collaborate with peers or experts and address challenges or solve problems, much the same way they need to in real life.
7. Invest On Niche Gamification Portals
These can be designed to offer customized learning paths and elements of gamification, microlearning, and social learning.
This Seems To Be Too Good To Be True; Is There A Catch?
Over the years, I have seen several views (or misconceptions) associated with gamification techniques for corporate training.
I share 5 myths and contrast them with facts to highlight how you can make gamification techniques effectively work for corporate training.
Myths And Facts #1
Myth Gamification in eLearning doesn’t really help learners learn.
Fact Gamification is not just about having fun. Much like traditional eLearning, it can be used to meet specific learning outcomes.
As I have highlighted, you can map the learning goals to a gamified approach to gain better engagement. It also creates a far more sticky learning experience. The use of gamification techniques over a period of time will influence learner behavior as well.
Fact Several aspects of learning, including retention, an application on the job, as well as behavioral change can be influenced by gamification.
The Next-Gen gamification techniques for corporate training (highlighted earlier in the article) show you exactly how this can be achieved.
Myths And Facts #3
Myth Gamification doesn’t provide real value to learners and businesses.
Fact Both learners and businesses see value in this approach at several levels.
Learners love it as learning is fun, challenging, and rewarding. L&D teams find value in it on account of its wide application across varied corporate training needs. The correct gamification technique can help them deliver their goals (learning, its application, or behavioral change).
Myths And Facts #4
Myth Gamification can’t drive learning.
Fact Gamification can provide an effective approach to drive learning.
This is on account of its inherent features that resonate with learners and help them perform better.
Myths And Facts #5
Myth Gamification appeals only to Millennials.
Fact The correct usage of gamification techniques will ensure that it will be well received across the multi-generational workforce.
I hope this article will help you use gamification techniques extensively for your corporate training and my 7 gamification techniques for corporate training will help you make it work well for you.
While the usage of videos in eLearning is not a new concept, the wider adoption of mobile learning and microlearning has accelerated its use for learning. In this article, I outline 6 video-based learning strategies that you must adopt in 2019.
We consume video-based content several times during our day for a variety of reasons. These include videos for entertainment, infotainment, learning and so on.
It comes as no surprise that video-based learning is fast becoming a “must-have” component of an organization’s training delivery. Fueled by increased adoption of mobile learning and microlearning, video-based learning is surely becoming a core component of online training.
Take a look at the stats that affirm the popularity of videos, and why they should be adopted for learning:
According to Forrester Research, employees are 75% more likely to watch a video than to read documents, emails or web articles. (Panopto)
97% of businesses using explainer videos say it helps users understand their business better. (Wyzowl)
Studies have shown that adding video can improve people’s ability to remember concepts and details with effects that increase over time. Presentations that include visuals like video along with slide text are 9% more effective than text alone when audience comprehension is tested right away. (Panopto)
Where Can Video-Based Learning Be Used?
Video-based learning can be used for:
Formal training (online)
Performance Support (learning aids/job aids to support formal training)
Support Instructor-Led Training (ILT)
This is not all. Video-based learning can also be used very effectively to:
Support crucial change management initiatives
Are There Any Parts Of Corporate Training That Video-Based Learning Cannot Address?
While video-based learning is a very high impact training, it does have a drawback of “passivity”. This means that the only control learners have is play/pause/stop.
This can become a limiting factor when:
The run length of the video is over 3 mins. Beyond this run length, the user’s attention wavers and you may not see the required learning impact in longer run length videos.
The expected cognition level is beyond recall or understanding. To achieve the mandate of application, you need to look beyond the classic video-based format.
However, NextGen approaches like interactive video-based learning offset these challenges and enable you to create highly interactive and immersive video-based learning solutions.
A very powerful approach, interactive video-based learning features:
Learning interactions similar to traditional eLearning (hot spots, click-and-reveal, and so on)
Quizzes and assessments
Learning paths that branch to different tracks based on learner’s choices
What Are TheVideo-Based Learning Strategies That You Must Adopt In 2019?
As I had mentioned earlier, video-based learning can support all facets of corporate training.
The strategies that you should adopt in 2019 should map to enhancing the impact of your training. Essentially, they should help you create training that:
Is relevant and relatable (preferably personalized)
Facilitates not only acquisition of learning but also the application of learning
Helps learner walk away with a feeling of accomplishment
Helps learners upskill
Triggers the required behavioral change in learners
Helps learners practice and gain mastery
Let me show you how you can accomplish this through the following video-based learning strategies:
1. Use Video-Based Learning To Create The Buzz
Use teaser videos to highlight the significance of the program and its value for the learners. This will help you motivate learners and drive better engagement.
2. Use Video-Based Learning To Teach Concepts
Even if you are using a traditional eLearning approach, you can embellish it with conceptual videos.
3. Use Video-Based Learning For Learning, Practice, Application, And Summaries
If you are using a microlearning-based approach, you can intersperse the learning path with varied videos offering:
Watch and learn
Apply the learning
4. Use Video-Based Learning To Checkpoint Learning
You can opt for interactive video-based learning and use scenario-based assessments to:
Checkpoint learners’ knowledge.
Provide feedback for further improvement.
Practice and hone their skills.
See the impact of their decisions and help them recalibrate the way forward.
5. Use Video-Based Learning To Reinforce
Did you know that learners forget nearly 80% of what they had learned if there is no reinforcement after 30 days of a successful training program? You can offset this “forgetting curve” by providing video-based learning reinforcements as:
New supporting material
6. NextGen Approaches That Are A Must-Have As You Implement Video-Based Learning
Microlearning Videos These are short, focused bite-sized videos (featuring a run length of a few seconds) that map to a specific learning outcome. These are a great fit to offer formal learning as well as Performance Support or just-in-time learning aids.
Microlearning Videos As An Effective Informal Or Social Learning Tool This can be leveraged to share learning, encourage contribution, and create “learning as a continuum”.
360* Video Format And VR This high-impact format can be used with technologies like Virtual Reality (VR) to create engaging and immersive learning experiences.
eLearning is a new era in the learning industry. It provides an individual with the flexibility to learn based on their own time, pace and availability. There are already many number of successful e learning platforms all over the internet like Udemy, Udacity, Teachable etc. or you can even create an e learning platform from various custom eLearning development companies. The worth of the eLearning market was measured at $2.5 billion in 2013, $7.8 billion in 2016 and, according to numerous predictions, the number will likely grow into $15.72 billion by 2021. These figures show a huge financial contribution to the distance education field, which shows the huge potential of the eLearning market. As the eLearning industry is growing among the new generations, there are many pros and cons. Let’s have a look at those:
One of the main advantages of eLearning is that it is flexible. It helps
us to cope up with our busy schedules by letting us take the courses in
small sections whenever we want.
It’s something that’s more useful in our busy schedules. In eLearning,
we are able to learn from any location, such as a park, a bus, train,
etc, instead of a confined classroom.
In eLearning, we don’t require trainers’ fees or equipment, so it
becomes more affordable. While the cost of traveling is taken into
account, eLearning is a cheaper option.
The performance result after the end of each topic and module are
portrayed statistically on a dashboard. It enables learners to
self-assess their overall performance and improve themselves. The
instructor is able to monitor their performance more easily than in
traditional, offline education.
eLearning can never replace the need for a
human instructor. Even if eLearning is useful in many ways, computers
are able to complete all tasks due to:
Lack Of Focus
Both learners with poor concentration and those who are poorly motivated
may quickly fall behind the online course. Without a fixed time
schedule or a routine, it’s difficult for learners to meet specific
deadlines or goals.
Lack Of Social And Cultural Interaction
In eLearning, peer-to-peer communication is minimal, which makes it challenging for some of the learners.
Learners May Feel Isolated
Without interaction with the outside world, there is a probability of feeling isolated.
Even though there are many cons as regards
eLearning, there have already been many successful eLearning platforms
all over the internet like Udemy, Udacity, Teachable, etc. you can make
great use of. Learners engagement is of prime importance to the success
of eLearning platforms. These can be effective only if they present
something that catches the learner’s attention for more than just study
materials, such as:
Group Discussions A powerful discussion forum which revolves around the course
will probably be the first option that makes eLearning interactive and
much more engaging. On the other hand, simply having comment boxes on
the article is unpleasant and difficult for the learners.
Interactive Quizzes Having questions asked after each session as a module
assessment and an overall quiz for topic assessment are always
Make Iit A Visual Treat For The Eyes The use of slideshows and various multimedia gives learners the ability to stay on the task and be easily pulled into the topic.
What The Current Trends Are In eLearning
As in every sector where changes have
occurred, eLearning has also undergone some. Therefore it’s high time we
discussed what the current trends in eLearning are:
For the last few years, adoption of
mLearning or mobile learning has been on the rise. It is flexible, the
courses provided are responsive; i.e. it can run seamlessly on desktops,
laptops, tablets, and smartphones. The other main advantage of
mLearning is that you can learn from wherever you are and whenever you
It deals with the short-term learning
activity. The course that lasts for 60 minutes can be split into more
bite-sized courses. It can be easier and more affordable to produce such
courses and as well as to maintain them.
It employs gaming elements so as to
improve user engagement. It is a technique of transforming learning into
a game. In this way, you can create a high impact and immersion.
Learning through videos will continue to
maintain its own appeal. As a consequence, the way interactive video
turn the passivity of regular videos into rich interactive experiences
will see a rise and will be utilized for formal training, too, in
addition to performance and support.
While there’s a need for formal training
that meets specific learning outcomes, there should be an increase in
programs for casual or social learning in which students can network,
discuss, collaborate, and exchange thoughts on problem-solving.
Creating training videos is one of the most effective ways to develop your team, both in terms of cost and engagement. This Video highlights 6 reasons why Videos for employee training is important for their development.
Shareable Content Object Reference Model (SCORM) is a collection of standards and specifications for web-based electronic educational technology (also called e-learning). It defines communications between client side content and a host system (called “the run-time environment”), which is commonly supported by a learning management system.
QuoDeck supports both older and recent versions of SCORMs that are SCORM 1.2 and SCORM 2004 2nd Ed. QuoDeck provides guidelines for using SCORM content which adhere to Micro Learning and Mobile First principles of Learning Standards, which are as follows.
1) The module version should belong to one of the two standards viz. SCORM 1.2 or SCORM 2004 2nd Ed. 2) The module should be concise and have filesize less than 50 megabytes.
Ensuring these compatibility and content size guidelines enables you easily use the SCORM content with QuoDeck LMS. We restrict the SCORM file size being less than 50 megabytes considering the internet Bandwidth Limitations of Mobile Learning Environment.
Insights on Corporate Training, Mobile learning, Game-based learning, eLearning, edtech, Employee Engagement & Learning Management System