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.
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
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
Application simulations 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)
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:
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:
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.
Digitalization of ILT (to Blended or Fully Online)
Performance Support Tools
eLearning Trends In 2019 – Section 2: 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
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
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:
Just-in-time training (Performance Support Tools or job aids)
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:
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:
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
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
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.
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.
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.
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.
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.
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.
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.
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.
Training used to mean boring, but what if you play a game and get trained on a particular niche! Technology has revolutionized our daily lives and so the training. Now with the help of engaging contents, you can provide training to your employees or learn a new technology.
QuoDeck developed a game-based platform to train employees in a fun manner. We spoke to Arijit Lahiri, Co-Founder, QuoDeck Technologies to understand their vision and how it can be helpful for enterprises.
What’s the idea and How you began this journey?
When we started off in 2013, we were looking for a bunch of potential learning games but there was no software. So, we plan to create an engine which will allow us to develop games, specifically for learning. We wanted to pick up this space because most of the learning is fairly boring in the Enterprises, even today. As we have worked in that environment for our careers in Enterprises, we found that learning is very monotonous. We thought that games would make it interesting.
We thought to build a software microservice architecture and over the course of time, we developed a platform kind of web version like Netflix, Amazon kind of approach. Instead of having like one Central Core, we decided to have multiple small services which kind of aggregate the entire API level. So microservices on the API and micro apps on packages on the front-end side, where we are using just for context for backend.
Some of the backends will be on Ruby on Rails, so basically, some of rails APIs are actually Phoenix and Alex API. Also, some backend parts are on PostgreSQL and some are on MongoDB.
For the front end, we earlier used jQuery and all without using the frontend framework. Later on, we migrated most of it to React. Apart from that anything which is created on the QuoDeck framework can also be consumed through Augmented reality apps like Euphoria, Unity or Virtual Reality which is unity based, so it connects to the API.
What sort of API integration has been done?
This is cloud-hosted, some of the microservices can actually iterate what we call Omprem, behind the firewall. So, let’s say there is end number of services which are there in the app. So, they adapted in the firewall which communicates with the client systems with the clouds.
What kind of mechanism you have designed?
We have done a bit of inspiration from On the TV shows Silicon Valley. They had this concept of they were talking about this concept of mobile internet, so what we realize that lot of the calculation, a lot of the analytic which have been done on the server, doesn’t need to be done on the server so.
What we have done! Let’s say there are hundred thousand learners in a particular company he if I aggregate all the data on the server and calculate, it becomes a fairly complex affair. Instead of what that R code does the whole set of calculation and caching and storing at the mobile level.
What is aggregated needs to who goes to the server now again this is not on one single server, we have a set of app servers, which are serving out to do shading calculation by the Mongo app. Basically, we shed out the Analytics so that it allows us to do the whole bunch of real-time otherwise it would take like three days to calculate.
Why would enterprise adopt your solution?
Either they are looking for something which is free, very simple, low maintenance and can deploy easily for Speed. Because it’s a microservices app architecture the entire thing is very modular. You can launch the customized app as we have just launched QuoDeck Express. It is a variant which is built it on the context of speed. What would otherwise it will take maybe like two or three months to setup up and deploy, that can effectively now be done in just 10 minutes. That’s the hyper-speed version of the QuoDeck.
Everything is like merging Google Drive with all the powers of the learning management system. So, ability to start with a very fast system & and scale it up to a very powerful system is what really works for the Enterprises, and it works for most of the companies.
People don’t likely to come out to buy tech, they come out to solve a problem. So, when we try and cater to that this express kind of offering as You take it and get ready and go. Once that is done then are saying like OK this is interesting can we do a little bit more of this. And then you say ok so how this you can scale up the system till you can go to. Its largest we have a deployment which is a group company level deployment which has about 15 companies within it and each, so there is one common app and somebody comes in, they get to see their own branding.
At the most powerful level, there is mobility, there is engagement which is all the game-based learning techniques, and the third is fairly deep and complex analytics. Learning should be measurable, it should be treated more like a Marketing activity and not just as a charity activity for people in-house.