Feel free to use this graphic as is anywhere, for personal or commercial purposes.
Feel free to use this graphic as is anywhere, for personal or commercial purposes.
Let’s start by understanding, what exactly is ‘Cloud Authoring’!
Cloud authoring is ‘internet based authoring’. In other words, one can access these tools using their web browser. (For example, Google Docs) Everything is online and you just need to log in to get started with your work.
So, what makes Cloud Authoring better than others?
They are free! (Most of them)
No installation required
You don’t have to download these tools in order to use them. You can access them using your web browser. All you need to do is sign up. So, you don’t need to have any particular configuration to use these tools. It also saves your effort of coordinating with IT department to install software on your computer.
Accessible from anywhere
These tools can be accessed from anywhere. You can access the content created on these tools from anywhere. You don’t have to go through the hassles of carrying the data everywhere.
Creating on the go
Using these tools, you can create/ edit content on the go. And here’s the best thing, once you load the tool on your website, you can use it even offline. You don’t need internet connection at all, except when you have to save or publish the content.
Easy to collaborate
Collaborating with your colleagues is a lot easier using these tools. You can share the files or the published content for reviewing. Or by sharing the credentials, you can even ask your colleague to make the necessary changes.
Want to try one of these cloud authoring tools? Try QuoDeck – a game-based learning creator.
If you are in the serious gaming industry, then probably, you would be familiar with this conversation.
(The conversation starts with me saying that I work with a serious gaming company)
The Other Guy: So, you develop games like Angry Birds? Which one have you developed?
Me (Exasperated already): No! We develop serious games. Not the fancy ones like Angry Birds or Candy Crush.
The Other Guy: Serious Games? What is it?
Me: These are games which are developed for purpose other than entertainment. These are games for training, research or marketing. In other words, these games are not just for fun, but for solving real world problems.
The Other Guy: Real world problems? Oh! Never heard about them. Seems like a new concept.
Me: Many think so, but it’s not. It’s been used since the 19th century, mostly for military or defence purpose. You know, Prussian forces used to have one called ‘Kriegsspiel‘. But the buzz around serious games began once the digital scenario started booming. The term ‘Serious Game‘ was coined in 2001 and then it was adopted increasingly by different industries.
The Other Guy: Whoa! I had no clue. By the way, do these games work? I mean, after all these are just games!
Me: Well, you are right! These are just games. Only, they have a serious purpose. Serious games use entertainment and engagement to convey serious and strategic information or achieve communication objectives.
The Other Guy: I am not sure I understand it.
Me: Alright! So tell me, why is a game fun?
The Other Guy: Because … it is a fun activity which you play and try to win.
Me: There you go, my friend! In any game, you play to win. You make decisions or plan moves in order to win. Serious games work in a similar fashion, except, it delivers some kind of learning using the same mechanism. Amusement is secondary here, and yet it is the secret ingredient that makes serious games work. That’s the reason why we use games to teach our kids. Don’t you think? It makes boring stuff interesting!
The Other Guy: You have a point! Can you name any of these games?
Me: Yes, there are many out there! There’s this puzzle game called ‘Foldit’ which explains how protein folding happens in a human body. Even games like ‘Need for Speed’ can be termed as ‘Serious Games’ …
The Other Guy (Not letting me complete my sentence): Need for Speed? What does one learn from it? I have been playing that one for years!
Me (Now Frustrated): While playing the game, have you noticed advertisements for Porsche or any other racing cars?
The Other Guy: Yes! They’re always there!
Me: That’s the purpose. Need for Speed is an Advergame, a version of serious games, that is used for advertising brands. There are many out there! Even Movies come up with games for promotional purpose. Iron Man has done it. The Harry Potter game was a rage when it was released few years back.
The Other Guy: I remember that one!
This is how it starts and continues … But in most cases, at this point, either I am bored to continue or the other guy is!
So, have you ever had a conversation like this?
There is a big difference between a course that is engaging, and a course that is well-documented.
You may create a comprehensive course with interactive branch scenarios and detailed explanation, but, if it is not relevant to the learner, than it will just confuse or worst case, frustrate her. Such a pattern may be good and easy to build, but it is only good enough to share information. It lacks in creating engagement and results in poor retention in the mind of the learner. Such courses are ‘well-documented’, but not engaging.
Engagement requires an emotional connection between the content and the learner. It goes beyond presenting interactive content; it is about designing truly motivating learning experiences.
The biggest challenge in creating an elearning course is engaging the learner, and there is a very simple solution for this – Case Studies
So here’s how you can use case studies to make your course engaging and interesting.
Even as a trainer, this makes things simpler for you as well.
Case studies need lesser time to build, and they rarely result in an information dump. Thus, you waste lesser time and energy, thinking and pondering over your course, and tweaking it time and again by introducing gimmicks to make it more engaging.
A case study is still mostly linear, but I see it as a first step in an iterative process of moving away from the boring click and read style. What is your take on this?
P.S.: If you are interested in knowing about micro-learning, then this one is a good place to start – 5 reasons why micro-learning is perfect for today’s workforce
1. Highly Engaging
Serious games are very engaging and communicate in a fashion that is easily acceptable by the human mind. Use of elements like story, interesting characters, relevant settings, etc engage the user emotionally.
2. Safe Environment
Users learn to deal with real life-like situations in a safe and engaging environment. They can make mistakes and keep on practicing till they are well-trained, which in turn boosts their confidence.
3. Instructional Design Based
Serious games are always designed after conducting an instructional design study (the study of creating instructional experiences which make knowledge acquisition more efficient and effective). It foresees and tackles the possible roadblocks that might hinder the learning process.
4. Reusable & Cost-effective
Once designed, Serious Games can be used multiple times. You don’t need a facilitator or special sessions to use this. The cost for maintenance and updating a serious game is negligible given its extensive uses.
5. Easy to Understand
Serious games are great when it comes to delivering complicated knowledge. These games communicate complex pieces of information in a fun and engaging way.
6. Reporting & Analytics
Serious games allow you to capture the users’ data. This is one of the main advantages they have over offline or classroom training. These reports can be used later for optimising the training content.
7. Acts as a Booster
These games can boost any learning methodology i.e. These games provide a welcome break in between modules or learning schedules and engage the user by means of its gameplay.
8. Tried & Tested
Serious games ARE effective! Several Research Studies have acknowledged the fact that serious games do add on to the overall learning experience. These games have been used in different sectors like defense, retail, insurance, etc and have been found useful.
Implementing a learning system for any organisation is not an easy task. It requires deep analysis of the organisation’s requirements, resources and estimation of the future needs as well.
The key to a proper implementation of any learning system is identifying the constraints and defining the specifications for the system. This study, known as the ‘Detailed Constraint Analysis’, helps in identifying the constraints which might create a roadblock during the actual implementation. (Download this INCITE Micro-learning Framework to find out more about Detailed Constraint Analysis)
Here are the 7 recommended parameters one must check to ensure that the implementation specifications are comprehensive:
1. Device Constraints – These constraints pertain to whether the micro-learning is being built for the mobile or the desktop or both. Based on the answer to this question, constraints with respect to operating systems, screen orientation and sizing, app vs. web, etc. need to be further analyzed.
2. Security Constraints – These constraints pertain to the data and access security concerns of the organization. These can range from basic questions like whether the learning is to be accessible only inside the office to more complex issues like remote wiping of learning data on exits, etc.
3. Bandwidth Constraints – These constraints pertain to the network bandwidth available for the learning system. These constraints are typically derived from surrogate analysis of geographical dispersion and network capabilities of the devices on which the learning is to be deployed.
4. Org Structure Constraints – These pertain to the team structures within the company and non-hierarchical structures (like Leadership Group, Committees, etc.) that might be present. The main aspect to analyze is the likelihood and extent of overlap between multiple micro-learning systems for a learner who might belong to multiple cohorts.
5. Engagement Level Constraints – A lot of organizations seek to tread cautiously on the extent of engagement they would like to implement. The interaction level of the micro-learning has to be kept on the fine line which creates motivation without creating obsession which hampers work.
6. Learner Psychology Constraints – Depending on the organizational DNA and employee profiles, it is critical to understand the needs and attitudes of the learner groups and design the system accordingly. In this section, it is also critical to assess how learners might try to “game the system”.
7. Learning Objective Constraints – Ultimately, it all comes down to the learning objectives that you want to drive through the system. Depending on the objectives you want to achieve, you will need to make trade-offs on engagement, length, seriousness, etc.
Document the above constraints and your Learning System Specifications are ready! Now you can move on to the next stage – Designing the micro-learning system. (How to design a micro-learning system for your organisation in 6 easy steps)
Learning is a process, not an event, which makes the planning of the journey through the process, a critical part of learning design. The navigation of learning flows is fundamental to the success of any micro-learning implementation.
So, before we find out about the key elements, let us understand what is a ‘Learning Flow’.
A Learning Flow is a continuous steady stream of social micro-learning activities – accessible from the web and mobile devices. (Hart, 2014)
Now, let’s look at each of the elements of the above sentence, that describe a Learning Flow.
Make sure you keep these in mind while designing micro-learning solutions for your organisation. (How to design a micro-learning system for your organization in 6 easy steps)
Micro-learning (a.k.a. micro learning or micro-learning) is an emergent learning strategy known for quickly closing skill and knowledge gaps. It seems to be an ideal instructional approach for many situations because:
Some in the industry conceptualize micro-learning as a small and informal self-directed learning experience arising from one’s personal learning environment, such as watching a Ted Talk or taking a lesson from Khan Academy.
Others think of micro-learning as the planned organization of brief learning experiences designed to meet an extended learning goal. Still others think that micro-learning is synonymous with performance support or mobile learning.
Want to know more about Micro-learning? Read the complete article by Connie Malamed.
(Connie Malamed is an eLearning, information and visual designer. She has a Masters Degree in Instructional Design & Technology and many years of experience in the trenches.)
Designing a learning system for any organisation is a critical task. It’s not easy, given the fact that one has to consider the various departments in an organisation and understand their training requirements. Not to forget, coordinating and collaborating with different entities like Learning Consultant, Human Resources, IT and so on. One often gets confused on where to begin.
The good news is, once you finish reading this article, you will know exactly how to start and where to start.
Ladies and Gentlemen, presenting … The INCITE Micro-learning Framework – a step-by-step framework to help you design a Micro-Learning system for any organisation’s training need.
I am going to write down a brief synopsis of this framework which should be enough to help you get started. (Download the full whitepaper here)
Step 1 – Implementation
Understanding the objective of the micro-learning system
The first pillar of this framework is to discover the ask from the micro-learning management system and establish the constraints around organizational processes, technology and learner psychology. This will ensure that you stay focused throughout the process and will help you in your decision-making process.
Step 2 – Navigation
Establishing the flow of the learning content
Depending on the objective, the flow of the learning has to be established next. An established concept in Formal Learning design, creating a learning flow is akin to establishing curriculum and lesson plans for a course. In simple words, how do you want your learner to access your content. Should all the topics be accessible at the same time as a library? Or one needs to go through all topics in a particular sequence?
Step 3 – Content
Creation of micro-learning content
Micro-learning content is very distinct from regular e-learning content. It is driven by criticality of information, which in turn drives size and form of the content. Ensure that the content is developed keeping in mind that it is for a micro-learning system. (Read more: How to design micro-learning content in 4 easy steps)
Step 4 – Interactivity
Deciding on the interactive elements in the course
A learning system targeted towards the modern learner has to engage first and explain quickly. This makes it essential to embrace a participative pedagogy delivered through interactivity. Decide on the level of interactivity and the elements which would go well with your learners. It could be a quiz, or a video, or a game.
Step 5 – Testing
Deciding on the assessment criteria for the learner
The modern learner has typically grown up in a very connected social context, with high doses of competition and a healthy dose of skepticism towards authority. Modern testing methodologies have to account for these attitudes. The usual ones like online quizzes might not work here. Try exploring options like games or simulations. These are more engaging and effective.
Step 6 – Effectiveness
Measuring the learning outcome
Of all organizational processes, learning is perhaps the least measurable, reducing the focus and importance of this function in spite of its criticality for the organization. Measurement of learning effectiveness is critical to the success of any learning system.
That’s it! You are ready.
In case you want to know more about The INCITE Micro-learning Framework, you can download the complete whitepaper here – http://goo.gl/47iWZn
Also, if you need help in setting up a micro-learning system for your organisation, feel free to get in touch with me at firstname.lastname@example.org.