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:
- Higher learner engagement.
- Better completion rates.
- A sticky learning experience.
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
- 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
Gamification in eLearning doesn’t really help learners learn.
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.
Myths And Facts #2
Gamification cannot drive learner performance.
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
Gamification doesn’t provide real value to learners and businesses.
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
Gamification can’t drive learning.
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
Gamification appeals only to Millennials.
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.
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:
- 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
- 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
- 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.
This article was first published on EI Design
The Most Prevailing Trends In eLearning
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:
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.
Having questions asked after each session as a module assessment and an overall quiz for topic assessment are always interesting.
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 want.
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.
This article was first published on : eLearning Industry