Category Archives: eLearning Develpment Best Practices

How To Enhance The Impact Of Your Mobile Learning Strategy In 2019

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 Strategy: Enhance Its Impact 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:

  1. Aligns to the way learners want to learn (on the go, anytime, and anywhere)
  2. Empowers learners by giving them control on the pace they want to learn
  3. Facilitates a “pull” of learning vs “push” and this resonates better with the learners
  4. Offers a higher engagement quotient
  5. Can be used across learning needs (formal, informal, or social learning)
  6. Can be used to support Instructor-Led Training
  7. Can address the entire spectrum of corporate training needs (ranging from induction and onboarding, soft skills training, product training, sales training to compliance)
  8. Features better completion rates
  9. Can be used for knowledge acquisition, its application, as well as meeting specific learning needs (through instant learning aids or job aids)
  10. 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:

  1. Podcasts that they can listen to during their commute to the office
  2. 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
  3. Microlearning videos for quick time learning
  4. Interactive videos for the application of learning
  5. Just-In-Time learning aids or job aids to address specific challenges or provide tips, ready reckoners, or learning summaries
  6. Quizzes
  7. Practice exercises
  8. Personalized curated content
  9. Furthermore, you can add dollops of fun through gamified elements or make learning more immersive by using nuggets featuring Virtual Reality (VR)
  10. 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:

  1. A judicious mix of learning and reinforcements to ensure that the “forgetting curve” does not set in
  2. Adequate room to practice, hone skills, and gain proficiency or mastery
  3. Detailed feedback and remediation or recommendations to further enhance the learning
  4. Nudges to review, challenges, and hooks to come back for more
  5. A channel for informal and social or collaborative learning
  6. 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.

By Asha Pandey, Chief Learning Strategist at EI Design

6 Must-Use Video-Based Learning Strategies In 2019

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.

Video-Based Learning Strategies You Should Definitely Use This Year

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:

  1. Formal training (online)
  2. Performance Support (learning aids/job aids to support formal training)
  3. Social learning
  4. Support Instructor-Led Training (ILT)

This is not all. Video-based learning can also be used very effectively to:

  1. Create awareness
  2. 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:

  1. 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.
  2. 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:

  1. Motivates learners
  2. Engages learners
  3. Is relevant and relatable (preferably personalized)
  4. Is challenging
  5. Is rewarding
  6. Facilitates not only acquisition of learning but also the application of learning
  7. Helps learner walk away with a feeling of accomplishment
  8. Helps learners upskill
  9. Triggers the required behavioral change in learners
  10. 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.

By Asha Pandey, Chief Learning Strategist at EI Design

This article was first published on EI Design

How To Choose The Right Kind Of Video For Your Employee Training

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:

  1. Induction and onboarding
  2. Soft skills training
  3. Product training
  4. Sales training
  5. Application simulations training
  6. Compliance training

The flexibility of training videos enables you to use them for:

  1. Formal training (online)
  2. Support Instructor-Led Training (ILT) or Virtual Instructor-Led Training (VILT)
  3. Performance Support (learning aids/job aids to support formal training)
  4. 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:

  1. Create a buzz or awareness (before the launch of the training program)
  2. Support crucial change management initiatives
  3. 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:

  1. Teaser videos
  2. Context-setting videos
  3. Explainer videos
  4. Scenario-based videos
  5. Story-based videos
  6. 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
  • Gamification elements
  • 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:

  1. Create the buzz or awareness and establish WIIFM (What Is In It For Me)
  2. Set context or teach concepts
  3. Offer learning followed by practice, application, and summaries
  4. Checkpoint learners’ progress and understanding
  5. 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.

By Asha Pandey, Chief Learning Strategist at EI Design

Design Thinking: The Future Of HR Learning And Development

L&D and HR leaders deal with some pretty large-scale people development problems, starting from managing attrition and creating learning engagement, to managing to stay abreast of technology trends in Learning and Development.

What The Future Of HR Learning And Development Looks Like

In a fast-changing world, incorporating design thinking into the design of employee training can help to solve problems like maximizing learning, improving engagement, reducing drop-offs and managing attrition.

In most organizations, employee training design has more of a top-down approach, where employers decide what learners should learn and how they should learn it, rather than catering to what and how they want to learn. This process has been seeing diminishing returns as a rising proportion of Millennials and Gen Z has joined the workforce. While some organizations have tried to solve this by building access to MOOCs such as Coursera, Udemy, and LinkedIn Learning, these sort of learning options only cover self-development. What gets left out is functional knowledge or product/process training, which needs to be put out as structured learning.

So, how can design thinking help? The central premise of design thinking is a solution-based approach to problem-solving. Design thinking requires that the client (in this case the employee) is placed at the center of it all.

Step 1

Empathize with learners to understand their experiences and motivations. Leaders need to put themselves in the shoes of employees and figure out what motivates them. Tools to help with this can be surveys and interviews of employees, to get a thorough picture of different learner profiles. This is different from a Training Needs Analysis, since it focuses a lot more on behavior, likes, dislikes, motivations, and challenges in their daily life.

Step 2

Define the problem you want to solve. Very often learning outcomes falter because the learner and organization do not agree on the intended outcome of the learning. Defined problems will yield much clearer solutions.

Step 3

Ideate with all relevant stakeholders. Creating a multi-functional team that can contribute to this can help to introduce more perspectives and ideas into the mix. This team should know the learner, understand the problem you are trying to solve and brainstorm possible solutions. Approaching this as an open-ended discussion can help bring out as many solutions as possible before you start converging on one for the next step.

Step 4

Prototype a potential solution. Often the response to arriving at a potential solution is to select one and jump right into implementing it. This is exactly what the design thinking process tells us to avoid. The next step is to produce a scaled-down, inexpensive prototype of the most favored solutions, such as a tech platform or digital content. These are then shared within the design team and with a small group of people outside the team. The aim of prototyping is to identify the best possible solution for the problems identified in Step 2. These are investigated, accepted, improved, accepted or rejected based on the learners’ experience.

Step 5

Test the product using the best solutions identified in the prototyping step. While this is the final step in this 5-stage process, design thinking is an iterative process and testing phase results often indicate that you need to go back to the prototyping or ideation phase to get things right. If new insights present themselves about your learners or market realities have changed, then this may need a new set of solutions.

The process outlined above may seem linear and structured, but in reality, these steps are followed in quick succession and in a non-linear fashion, to ensure that speed is achieved. Design teams can delineate themselves to do parts of the process.

By Kamalika Bhattacharya, CEO & Co-Founder at QuoDeck

This article was first published on elearningindustry