A virtual environment is a medium of learning where learners go through courses, study materials and learning aids through an online medium. It can be browser-based or a virtual training session through Zoom. Virtual learning offers activities, interactions, and resources within a course structure and provides different levels of assessment. Given this context, learners can access learning materials through peer-to-peer collaboration networks such as forums. As social learning is a continuous process of learning from other people within and outside the organization, it can be integrated into virtual learning through various means.
At the present virtual learning also happens through social technologies like blogs, wikis, discussion forums, messaging tools, conferencing tools, subject-matter directories, and videos. Organizations are increasingly using social learning in their training methodologies for improved learning retention, increased learner engagement, and reduced training costs.
The 70:20:10 Learning Framework
In traditional classroom training, most learners recall only 10% of what they have learned after 72 hours. Such lack of knowledge retention can harm the business of your organization. For example, a salesperson may face trouble recalling the knowledge learned at the appropriate time the next week, which could cost them a sale.
As per this methodology, about 70% of learning happens through on-the-job training and practical experiences, 20% through interaction with peers and colleagues, and just 10% in a traditional, instructor-led classroom training environment.
Why Social Learning?
Social learning helps employees with enhanced retention of knowledge, which is the primary goal of any training program. Social learning encourages learning in a working environment and allows learners to apply their knowledge to work. They can learn from peers, senior employees, or experts within the organizations. People learn from real-life scenarios/examples and by direct experiences. Research studies also indicate that social learning methods deliver a better ROI (almost 75:1 ratio) when compared to traditional classroom training.
Here are a few strategies on how to enhance virtual learning with the help of social learning.
Enhance Learner Engagement
A virtual learning environment allows you to manage the learning activities by using various means such as an LMS for learner administrations, learning platforms, and virtual instructor sessions. In social learning, employees can either start or take part in a discussion, training or coach others as and when a situation arises. This type of freedom to engage in their learning will directly impact increased engagement in their work.
As part of social learning, provide a network of mentors and peers, where information is created and distributed easily to employees. Thus, employees can obtain more practical knowledge and make better decisions through increased engagement with others.
Collaborate Proactively With Learners
Communication and collaboration among the participants with emails, chat, wikis, blogs, etc., are other key components of a virtual learning environment. Social learning is collaborative in its approach, happens in real-time, and has a direct relation to an employee’s work. Learning can happen anytime, anywhere, and by using any device. Organizations that support social learning need to have learning environments that foster conversation, discussion, and collaboration between learners across the organization.
Social learning involves knowledge sharing in a joint effort between peers, and between peers and facilitators. It promotes high-level thinking, good relationships, oral and written communication, self-management, responsibility, and leadership skills.
Encourage Peer Learning
Peer learning is a great way in which learners learn from each other. Participants connected can observe and learn from others, helping each other in the virtual session. Learners can directly learn from seniors and experts who have been in similar situations. In peer learning, learners receive more time for individualized learning, and interactions between employees promote active learning.
Learners get a chance to reinforce their learning by instructing others. Also, learners feel more comfortable and open when interacting with their peers. For companies, peer learning is a financially efficient alternative to hiring trainers or instructors. Research studies indicate that peer learning activities yield more benefits to the organization, such as enhanced team-building spirit, more supportive relationships, greater psychological well-being, and improved communication skills. Thus, organizations should encourage peer learning to achieve greater productivity.
Add Simulations And Gamification Elements
Simulations and gamification help facilitators turn their virtual learning into a more interactive experience. Simulations can turn virtual learning sessions into more interesting and fun learning sessions. Mock trials and digital simulations are great ways to enhance a virtual learning session and engage the participants more.
Gamification involves turning an activity into a competitive game for the learners. You can take learning concepts, assignments, and activities and convert them into interesting games. The facilitator can announce badges and rewards for winners and create that unique spark that attracts the learners’ interest. Gamification and simulations allow learners to observe real-life scenarios and examples.
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:
Section 1
The trends that help learners learn and apply this learning to show better performance or behavioral change.
Mobile learning
Digitalization of ILT (to blended or fully online)
Performance Support Tools
Informal learning
Social learning
Self-directed learning
Section 2
Learning strategies with a proven track record of delivering a better engagement quotient and higher training impact.
Microlearning
Gamification
Video-based learning (videos and interactive videos)
Mobile apps for learning
Personalization
Curation and User Generated Content
Section 3
The trends that organizations must invest on to measure, enhance, and maximize the impact of their training.
Learning Engagement Platforms – LXP
Learner analytics
Big-Data reporting and analytics
Section 4
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
Cost reduction
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
7. Microlearning
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
8. Gamification
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
Behavioral change
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.
11. Personalization
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:
LMS
LCMS
Portals
Ongoing Surveys/Polls
Assessments.
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…
As the Mobile Learning solution becomes a “must have” from a “good to have” solution, the focus shifts to what measures you should adopt to maximize its impact.
Look no further—our Infographic on Mobile Learning Trends for 2019 provides precisely the pointers that you can use to enhance your online training delivery.
With this adoption, this is the impact that you will see:
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
Quizzes
Practice exercises
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
AR/VR
Gamification
Scenario-based learning
Story-based learning
Guided exploration
3. Retain the connection with learners by pushing nuggets that:
Reinforce
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:
Motivating
Engaging
Relevant and relatable (preferably personalized)
Challenging
Rewarding
It must:
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
Game-based learning
Gamified portals
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)
Social learning
Support Instructor-Led Training (ILT)
This is not all. Video-based learning can also be used very effectively to:
Create awareness
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:
Motivates learners
Engages learners
Is relevant and relatable (preferably personalized)
Is challenging
Is rewarding
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
Practice
Apply the learning
Learning summaries/takeaways
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:
Learning summaries
Challenges
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.
Video-based learning has become an important part of corporate training delivery today. In this article, I share pointers that will help you identify what training videos would work best for your employees.
Choosing The Right Kind Of Video For Your Employee Training
Using videos for training employees has been around for a while. Of late, there is an acceleration in their usage. This is on account of the wider adoption of mobile learning and microlearning as they both leverage extensively on video-based learning.
Video is an immensely high-impact medium and when used as training videos for employees, they offer:
High engagement quotient
Sticky learning experience leading to higher retention and recall
The value of using training videos for employees lies in their ability to offer:
Formal training which can be consumed “on the go”
Instant job aids that are within the learners’ workflow and can be accessed at the moment of their need
Informal learning
Social learning
How Can You Use Training Videos For Your Employees?
You can use training videos for employees to supplement your corporate trainings and step up their impact. Some of the key trainings that can leverage on videos for employee training include:
Induction and onboarding
Soft skills training
Product training
Sales training
Application simulations training
Compliance training
The flexibility of training videos enables you to use them for:
Formal training (online)
Support Instructor-Led Training (ILT) or Virtual Instructor-Led Training (VILT)
Performance Support (learning aids/job aids to support formal training)
Social learning
This is not all. The true power of videos for employee training lies in their ability to contribute beyond learning or performance support intervention. They can contribute to other levels of the learning and performance ecosystem, notably to:
Create a buzz or awareness (before the launch of the training program)
Support crucial change management initiatives
Continue the connect with the learners (post the training program)
Are There Any Drawbacks Or Limitations That You Should Be Aware Of As You Opt For Training Videos For Employees?
As I see it, there are a couple of aspects that you should note:
From The Development-And-Cost Perspective
The cost of video-based learning for formal training or as Performance Support is higher as compared to traditional eLearning development. You also need to be aware that any updates or enhancements do entail significant costs and lead time.
From The Learning-Impact Perspective
Even though video-based learning offers an immersive learning experience, the video does have an intrinsic limitation of “passivity”. It allows learners only to start/stop or pause.
This can impede the learning impact when you have long run length videos.
Additionally, you cannot track the learners’ progress as they go through videos for training.
What Kind Of Video Formats Can You Opt For In Order To Create Training Videos For Your Employees?
You have wide-ranging options that you can offer as training videos for your employees:
Teaser videos
Context-setting videos
Explainer videos
Scenario-based videos
Story-based videos
Complex decision-making branching simulation based videos
Are There Other Interesting Approaches That Can Enhance The Impact Of Training Videos For Employee Training?
Here are 3 interesting options that you should certainly consider:
1. Interactive videos This is a Next Gen approach that creates highly interactive and immersive video-based learning solutions. It includes:
Learning interactions that are similar to traditional eLearning (Hot spots, Click and Reveal and so on)
Quizzes and assessments
Learning paths that branch to different tracks based on learners’ choices
Unlike traditional videos, interactive videos allow you to track learner performance, and they also offer SCORM output
2. Microlearning videos These short, focused, bite-sized videos use rapid development approaches. They are particularly useful as a social learning tool. They are designed to be available within the learners’ workflow so that they can access the relevant bite exactly at the time of their need.
3. 360-degree videos for VR and AR These can take your user engagement and stickiness of learning to an all high level.
What Kind Of Training Videos Would Resonate With Your Employees?
Modern learners face challenges of distractions and multi-tasking, and they certainly do not want to carve out a block of time for training. They want the training to be flexible, short, focused, and available on the go. So, as you opt for videos for your employee training, match it with their lifestyle and accordingly, craft the learning journey.
Here is a list of my top 5 strategies you should adopt as you offer training videos for your employees:
Create the buzz or awareness and establish WIIFM (What Is In It For Me)
Set context or teach concepts
Offer learning followed by practice, application, and summaries
Checkpoint learners’ progress and understanding
Reinforce and keep the “Forgetting Curve” at bay
What Would Be The Impact Of Using Training Videos For Your Employees?
You would see:
Higher engagement
Better completion rates
Better retention and recall
Better performance support leading to better application of the acquired learning
Increased focus on informal learning
Higher ROI on your training spend
I hope this article gives you great ideas that you can use as you implement training videos for your employee training. If you have any specific queries, do contact me or leave a comment below.
At this time of the year, you look out for trends that can enhance your training delivery. In this article, I share the eLearning Trends in 2019 you can use to enhance, measure, and maximize the impact and returns on your learning strategies.
eLearning Trends In 2019 You Can Use To Enhance Your Learning Strategy
As I began my exercise to predict eLearning Trends in 2019, the fourth one in this series, I took a step back to see why anyone seeks upcoming trends.
The top 5 reasons why L&D teams look at trends are listed here. They prompt them to adopt new or better approaches that:
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.
In this article, I take this need as the thread to share the eLearning Trends in 2019. I have grouped them as follows:
Section 1: I list the trends that help learners learn and, more significantly, apply this learning to show better performance or the required behavioral change.
Section 2: I list trends featuring learning strategies with a proven track record of delivering a better engagement quotient and higher training impact.
Section 3: I follow this up with a list of trends that organizations must invest on to measure, enhance, and maximize the impact of their training.
Section 4: I wrap up with trends that are clearly emerging as front runners for investment in the very near future.
With this approach, I am confident that the featured eLearning Trends in 2019 in this article will offer tremendous value in enhancing your learning strategies in the New Year.
Upcoming Release: I also have a free eBook on eLearning Trends in 2019 releasing on Jan 15th.
Designed as a guide that you can practically use, it features a typical learner journey that highlights how modern learners learn and what they wish to see in their online training delivery.
I use this backdrop to highlight how the featured eLearning Trends in 2019 can be used to add value to learning and its application plus measurement and further gains.
Without further ado, here is my list of eLearning Trends in 2019 banded logically to facilitate their impact and application.
eLearning Trends In 2019 – Section 1: The Trends That Help Learners Learn And Apply This Learning To Show Better Performance Or Behavioral Change.
Mobile Learning
Digitalization of ILT (to Blended or Fully Online)
Performance Support Tools
Informal Learning
Social Learning
Self-Directed Learning
eLearning Trends In 2019 – Section 2: Learning Strategies With A Proven Track Record Of Delivering A Better Engagement Quotient And Higher Training Impact.
Microlearning
Gamification
Video-Based Learning (Videos and Interactive Videos)
Mobile Apps for Learning
Personalization
Curation and User Generated Content
eLearning Trends In 2019 – Section 3: The Trends That Organizations Must Invest On To Measure, Enhance, And Maximize The Impact Of Their Training.
Learning Engagement Platforms – LXP
Learner Analytics
Big Data-Reporting and Analytics
eLearning Trends In 2019 – Section 4: Other Notable Trends To Watch Out For—The Future Is Here!
AR/VR and MR for Immersive Learning
Artificial Intelligence (AI) in Learning
eLearning Trends In 2019 – Section 1: The Trends That Help Learners Learn And Apply This Learning To Show Better Performance Or Behavioral Change.
eLearning Trends In 2019 – Trend #1: Mobile Learning
Over the last 4–5 years, the adoption of Mobile Learning has been on the rise. This is on account of the flexibility it provides to learners (learning on the go, multi-device support – including smartphones, tablets or laptops/desktops, and anytime and anywhere access).
From an organization’s perspective, this is clearly an approach that resonates better with learners, offers higher engagement, provides better completion rates, and can be used to support both formal and informal trainings.
What I see changing in 2019 is the maturing of Mobile Learning solutions, leading to a bifurcation into mobile friendly or adaptive designs and mobile first or fully responsive designs. The latter will align better to the way learning is expected to be consumed (notably on smartphones) and will feature learning interactions optimized for them.
Additionally, Mobile Learning will be used to offer almost the entire spectrum of corporate training needs. It will feature high-impact formats including videos, Microlearning, and apps for learning.
eLearning Trends In 2019 – Trend #2: Digitalization Of ILT (To Blended Or Fully Online)
While the ILT mode is not dying, it will soon start getting limited to niche programs. 2019 will see further increase in the Digitalization of ILT (to blended or fully online). Even the core ILT delivery will get supported by online resources including pre- and post-workshop material and assessments.
The triggers include push from learners to reduced training budgets and shorter cycles to train employees.
My assessment is that in 2019, we will see a higher percentage of programs going to the fully online format that can be consumed on the device of the learner’s choice (ranging from smartphones/tablets to laptops/desktops).
eLearning Trends In 2019 – Trend #3: Performance Support Tools
Performance support tools or PSTs are learning aids or job aids that are designed to address a specific learning need.
They are available to the learners within their workflow and hence can be easily accessed and used without having to log on to an LMS.
Designed to support formal training (focusing on knowledge acquisition), PSTs can facilitate learning application thereby improving the training impact and learner proficiency. They can be used to support ILT as well as online training, and they effectively serve as a measure to offset the “forgetting curve.”
2019 will see further adoption of PSTs riding high on the increase in mobile learning, Microlearning, and video-based learning.
eLearning Trends In 2019 – Trend #4: Informal Learning
The fact that learning happens through multiple channels (and not just formal training) is an established one.
Many of us may be familiar with the 70-20-10 model for Learning and Development. According to this model,
70% of the learning is experiential (that is, happens on-the-job).
20% is through social or collaborative learning (that is, learning with or from others).
10% is through formal training programs.
While we may debate on the percentages shown here, the model does affirm the need of organizations to create a support system and the opportunities to promote informal learning in their workplace.
The usage of measures like performance support tools or PSTs as well as platforms to promote social learning will see significant increase in 2019.
eLearning Trends In 2019 – Trend #5: Social Learning
In our early years, our learning is purely from others and it shouldn’t come as a surprise that this is true for learning at the workplace too. Over the last 3–5 years, L&D teams have seen value in adopting and promoting social learning.
With the options of platforms, next gen LMS, and learning experience platforms, social learning is finally poised for growth in 2019.
eLearning Trends In 2019 – Trend #6: Self-Directed Learning
In general terms, self-directed learning is the approach of moving the onus of learning to the learner rather than the teacher. As an extension, in the context of corporate training, it maps to empowering learners to choose how they want to learn.
Unlike training programs that are “pushed” through LMS, self-directed learning is all about giving this control to the learners. They can decide on what they want to learn, how they wish to learn, when they choose to learn, over what time frame would they want to learn and so on.
As you will note, this approach provides control to the learners and gives them the option to decide their learning path. Alongside social learning and informal learning, organizations are recognizing the value of promoting self-directed learning that can help them create learning as a continuum. This trend will continue in 2019.
eLearning Trends For 2019 – Section 2: Learning Strategies With A Proven Track Record Of Delivering A Better Engagement Quotient And Higher Training Impact.
eLearning Trends In 2019 – Trend #7: Microlearning
The debate on the value and impact of macro learning (or traditional eLearning) and microlearning (bite-sized, short learning nuggets of 2–7 mins run length each designed to meet a specific outcome) goes on.
However, the fact is that the usage of microlearning-based training has revolutionized training delivery over the last 2 years, and I see this trend accelerating further in 2019.
Today, you can opt for microlearning-based training to offer formal training and informal training and support ILT. Its flexibility to be delivered as a single, short nugget to meet a specific outcome to a learning path that can have an array of learning nuggets makes it a powerful choice for corporate training. I see an increased adoption of microlearning in 2019.
eLearning Trends In 2019 – Trend #8: Gamification
Till a few years ago, the impact of gamification-based training had a big question mark associated with it. While gamification provides fun-based learning to users, does it indeed help them achieve a specific learning outcome?
The usage of gamification for serious learning has been on the upswing in the last 2 years, and I see this trend increasing in 2019.
The application of gamification, including the game-based approach, or partial gamification will see an increased application across various corporate training needs. With the reduction in development costs and shorter time frame to develop, L&D teams will see higher value in this investment in 2019.
eLearning Trends In 2019 – Trend #9: Video-Based Learning (Videos And Interactive Videos)
Video-based learning is fast becoming a standard piece of online training. This includes its usage in traditional eLearning formats to its extensive usage in the microlearning-based trainings.
In 2019, I see this trend continuing. Equally interesting is the wider adoption of interactive videos that overcome the passivity of traditional videos and increase learner engagement manifold through interactivities and assessments.
Another usage of video-based learning in 2019 will be through the curation of public domain videos.
eLearning Trends In 2019 – Trend #10: Mobile Apps For Learning
The widespread adoption of mobile learning and its updated avatar of mobile first or responsive design leads to an important fact that the learning experiences on smartphones must be optimized to the devices. The interactions must mimic the way we use these devices.
On similar lines, similar to Apps that learners use, mobile apps for learning can provide a very effective strategy for online training. The training can be personalized and updated with ease.
The cost and longer lead time to develop mobile apps for learning have led to its limited adoption. I see this as a very powerful approach; I see it play a significant role in training formats.
eLearning Trends In 2019 – Trend #11: Personalization
Today’s learners do not have the patience or the attention span to go through learning that is generic and doesn’t map to what they are looking for.
This is where personalization of learning fits in and provides a custom learning path to learners. You can personalize learning based on the learner’s role, proficiency, area of interest and so on.
The Microlearning-based training approach provides the required granularity to draw up highly personalized learning paths for various learner profiles. Rendered over mobile devices, this approach can provide a highly relevant and personalized learning path to each learner.
This trend is worth a watch in 2019 wherein we will also see the usage of machine learning and AI to create more meaningful learning experiences.
eLearning Trends In 2019 – Trend #12: Curation And User-Generated Content
While we may be spoilt for choice on data and information that is easily accessible on the Internet, tagging it and identifying the relevant info is a time-consuming process.
Content curation addresses these pain areas and provides relevant learning resources to users. Learners have the flexibility to opt for the recommended learning path or configure their own version.
Furthermore, the exercise also promotes user participation by encouraging user-generated content to keep the knowledge base current and relevant.
This is not all. Content curation enables organizations to tap into resources that are available in the public domain, and they do not need to re-create them.
This trend has been on an upswing, and I see a similar traction in 2019. This too will benefit from emerging techniques like AI for learning, machine learning and so on, to create even more relevant learning paths to the users.
eLearning Trends In 2019 – Section 3: The Trends That Organizations Must Invest On To Measure, Enhance, And Maximize The Impact Of Their Training.
Learning Engagement Platforms (LXP) provide a highly personalized learning experience to users through learning pathways. Besides this, they feature social or collaborative learning, inclusive learning, content curation and facilitation of user-generated content.
In contrast to LMS, the LXPs empower learners to define their learning path from a set of learning assets featuring varied formats. Besides facilitating self-directed learning, they encourage learner participation through user-generated content.
They feature social learning and offer recognition to active participants. They do feature assessments along with badges and certification.
They are fun, more engaging, and relevant for learners, and they will help learners meet specific learning outcomes.
In the short term, including in 2019, they will co-exist with LMS. Many existing LMS players are already offering the LXP option as an add-on. Then, there are new participants that offer AI-based recommendations and aspects like “career pathways” that resonate very well with the learners.
eLearning Trends In 2019 – Trend #14: Learner Analytics
2019 will continue to see the usage of learner analytics to review learner behavior and what additional measures can be adopted to increase engagement, motivation, and facilitate the application of acquired learning.
A wider adoption of Tin Can API will provide the relevant cues in this endeavor. Furthermore, the usage of Artificial Inteligence (AI) in learning will further facilitate the usage of this analytics to create more relevant and personalized learning experiences.
I see this trend seeing further traction in 2019, resulting in learning designs that appeal to learners and create the required value and ROI that businesses seek.
eLearning Trends In 2019 – Trend #15: Big Data-Reporting And Analytics
Big Data refers to voluminous data that is aggregated from various sources (typically, LMS, LCMS, learning portals, and surveys/polling or assessments in the context of eLearning). Given its volume, complexity, and the fact that it is dynamic, there is no tool that can manage and analyze it.
Big Data-reporting and analytics refers to the methodology to present the data in formats that are actionable. When processed right, this can give us tremendous insights on how learners learn, the impact of training on skills or behavioral change, and the impact on business and eventually ROI determination.
I see an increase in Big Data-reporting and analytics in 2019, leading to further optimization of the training delivery. This analysis can be used to understand learner behavior, the way they want to learn, the learning paths chosen, and how to update the existing training delivery. These cues can then be used to create personalized and more effective learning paths that enable learners to learn, practice, obtain feedback and remediation, and so on.
eLearning Trends In 2019 – Section 4: Other Notable Trends To Watch Out For – The Future Is Here!
eLearning Trends In 2019 – Trend #16: AR/VR And MR For Immersive Learning
L&D Teams’ hunt to evaluate immersive learning strategies is an on-going endeavor. Augmented Reality (AR), Virtual Reality (VR), and Mixed Reality (MR) are acknowledged as superb approaches to provide highly immersive learning experiences for a few years now.
High price and substantial lead time to develop them have been two factors that have limited their wider usage. Also, the use cases that justify the investment and ROI are limited.
With main authoring tool providers like Adobe and Trivantis getting into VR solutions, the price points have dropped. Their design approach also makes it easier to author these learning experiences in a short time. I see further traction on VR solutions in 2019 as these solutions become more affordable and can be offered to supplement the formal training.
In my opinion, 2019 will see a wider adoption of AR-based training, including mobile apps that embed VR features. The use cases will expand to include soft skills training as well as learning to trigger behavioral change.
eLearning Trends In 2019 – Trend #17: Artificial Intelligence (AI) In Learning
The usage of Artificial Intelligence (AI) in learning is one trend in 2019 that you should watch out for.
AI can facilitate the creation of highly customized learning paths by analyzing the data it collects. This data can then be used to understand the learner’s interest, proficiency, and recommend further learning assets that they may not be aware of. Potentially, personalized learning will not only engage the learner better but also help L&D teams gain the impact they seek.
I hope this article helps demystify the value and impact of each eLearning trend I have listed and provides the context of why you should use them.
As microlearning-based training moves to center stage, I outline what is driving its rapid adoption. In this article, I also share microlearning trends in 2019, and how you can leverage them to boost employee performance.
Discovering All About Microlearning Trends In 2019
Microlearning consists of short, bite-sized learning nuggets. Although short in run length (between 2-5 mins and, typically, not exceeding 7 mins), each nugget is action-oriented and is designed to meet a specific learning outcome.
In the last couple of years, microlearning has moved from being a player on the side to center stage and for good reasons.
In a world that is full of distractions and diminishing attention spans, it is critical to have sharp, focused learning nuggets. Only then do you get the learners’ attention, and they invest in completing it. This is precisely what microlearning-based training delivers.
Learners love microlearning-based training as:
It is short and focused.
It can be taken on the go.
It is available in the learners’ workflow and can be accessed at the moment of their need.
It is designed for multi-device support and provides control to learners on when and how they want to consume it.
It uses high-impact formats (notably, videos) that are engaging and immersive.
L&D teams see value in microlearning on account of:
Its ability to engage the learners across profiles, that is today’s multi-generational workforce.
Its ability to provide a sticky learning experience.
Its high completion rates.
Its capability to push acquired learning to the application on the job.
Its concept of learning paths or learning journeys that can help learners gain proficiency as well as trigger the required behavioral change.
Its innate strength to offset the “forgetting curve” and convert it to the “retention curve” through ongoing reinforcements.
Microlearning will be used for a wider spectrum of corporate training, specifically for:
Change management
Awareness programs
Formal training
Just-in-time training (Performance Support Tools or job aids)
Informal learning
ILT support aids
Microlearning Trend #2 In 2019
Microlearning will leverage mobile learning further—particularly, apps for learning: Building on the wider adoption of mobile learning in organizations, it will be the mode L&D teams would prefer for varied corporate trainings.
It will leverage particularly on formats like mobile apps for learning where a personalized learning path with microlearning nuggets can be offered to learners. This approach can be used to provide both formal training as well as just-in-time learning aids within the learners’ workflow.
Microlearning Trend #3 In 2019
Microlearning will use personalization techniques to offer highly customized and relevant learning to each learner.
Microlearning Trend #4 In 2019
Microlearning will capitalize on Artificial Intelligence (AI) and analytics to offer support and personalized learning paths. Furthermore, its capability to offer recommendations to learners will ensure that they come back for more even after completing the prescribed training.
Microlearning Trend #5 In 2019
Microlearning will continue to use video-based learning as a significant design strategy. However, it will see an increase in the NextGen format, that is, interactive video-based learning.
Microlearning Trend #6 In 2019
Microlearning will be used in formal training in conjunction with successful, engaging, and immersive strategies like:
Virtual Reality
Gamification
Scenario-based learning extended through a master narrative or story-based learning
Complex, branching simulations for decision making
Microlearning Trend #7 In 2019
Microlearning will be used extensively in content curation to provide “learning as a continuum”. This will help organizations create a better learning culture and facilitate informal learning.
Microlearning Trend #8 In 2019
Microlearning formats will also help in promoting collaborative or social learning.
Microlearning Trend #9 In 2019
Microlearning will continue to the preferred format to offer just-in-time training (Performance Support Tools or job aids).
Here, most of the established formats will continue. These include the popular and effective ones like:
eBooks/Flipbooks
Infographics
Interactive infographics
PDFs
Interactive PDFs
Microlearning Trend #10 In 2019
Microlearning will support ILT trainings and VILT trainings by providing online resources:
Pre-workshop prep material
In-workshop exercises, role plays, simulations and so on
Post-workshop handouts
Impact Of Microlearning In 2019
Microlearning-based training is no more a buzz. It is a technique that has transformed the online training format and is here to stay.
NOTE: The usage of microlearning does not mark the demise of macrolearning or what is termed as traditional eLearning format. For instance,
This would still find its place in programs that need longer seat time, as breaking them into too many nuggets can create a disruptive learning experience.
For certain programs like compliance, several organizations will continue to use the more traditional format.
On the other hand, there would be a rapid adoption in programs like:
Induction and onboarding
Sales training
Leadership training
Professional skills training
I hope this article throws light on the possibilities of using microlearning in 2019 as a significant part of your online training delivery or to support your Instructor-Led Training.
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