With the maturing of mobile learning, the focus shifts on how to maximize its potential. In this article, I showcase approaches that will help you enhance the impact of your mobile learning strategy in 2019.
Mobile learning is the training that is available to learners on their mobile devices. It can be consumed on the go, and it gives them the flexibility to learn anytime, anywhere, and at their own pace.
Access to learning assets is not limited to smartphones. Instead, it features “multi-device” support providing additional flexibility to the learners to move seamlessly across devices during their learning journey (between smartphones, tablets, or laptops and desktops).
Over the last 2-3 years, mobile learning has transitioned from its first avatar—the mobile-friendly format—to the mobile-first format. The initial format of mobile learning was an adaptive or a mobile-friendly format that supported all devices but wasn’t fully optimized for smartphones. But the more recent format of mobile learning is the completely responsive or mobile-first format that is fully optimized for usage on smartphones. Not only does it feature interactions that align better to the way we use smartphones but also the designs adapt fully to the viewable area of each device.
It also aligns well to the changing learner expectations and demographics. Today, mobile learning is the preferred mode of training for learners and this cuts across learner profiles (not just Millennials) and resonates well with the multi-generational workforce.
What Are The Key Benefits Of Adopting The Mobile Learning Strategy?
The mobile learning strategy offers several benefits to learners and L&D teams as it:
Aligns to the way learners want to learn (on the go, anytime, and anywhere)
Empowers learners by giving them control on the pace they want to learn
Facilitates a “pull” of learning vs “push” and this resonates better with the learners
Offers a higher engagement quotient
Can be used across learning needs (formal, informal, or social learning)
Can be used to support Instructor-Led Training
Can address the entire spectrum of corporate training needs (ranging from induction and onboarding, soft skills training, product training, sales training to compliance)
Features better completion rates
Can be used for knowledge acquisition, its application, as well as meeting specific learning needs (through instant learning aids or job aids)
Can be used to retain an ongoing connection with learners
What Is The Value That The Adoption Of Mobile Learning Strategy Offers?
The biggest strength of mobile learning is that it aligns very well with the way learners want to consume learning. For instance, you can craft your mobile learning strategy to include learner-centric formats that sync up with their lifestyle. These could include:
Podcasts that they can listen to during their commute to the office
Microlearning nuggets for learning that can be easily consumed during waiting periods (and avoid carving out specific time slots for training). You can also offer microlearning nuggets as refresher nuggets to keep the “forgetting curve” at bay
Microlearning videos for quick time learning
Interactive videos for the application of learning
Just-In-Time learning aids or job aids to address specific challenges or provide tips, ready reckoners, or learning summaries
Personalized curated content
Furthermore, you can add dollops of fun through gamified elements or make learning more immersive by using nuggets featuring Virtual Reality (VR)
Mobile apps for learning
How Can You Enhance The Impact Of Your Mobile Learning Strategy Further In 2019?
You can enhance the impact of your mobile learning strategy by providing:
A judicious mix of learning and reinforcements to ensure that the “forgetting curve” does not set in
Adequate room to practice, hone skills, and gain proficiency or mastery
Detailed feedback and remediation or recommendations to further enhance the learning
Nudges to review, challenges, and hooks to come back for more
A channel for informal and social or collaborative learning
An avenue to contribute User-Generated Content (UGC)
Here is a ready reckoner of the strategies that you can use to enhance the impact of your mobile learning strategy.
1. You can use microlearning and video-based learning:
To create buzz or awareness prior to the formal training
For formal training
For Performance Support
For informal learning
For inclusive learning (provide room for User-Generated Content)
For social learning
2. Invest in some of the learning strategies that will deliver high-impact experiences:
Interactive video-based learning
3. Retain the connection with learners by pushing nuggets that:
Refresh prior knowledge
Provide room for practice and mastery
Encourage learning beyond the specified outcomes
As you have probably seen, if you want to enhance the impact of your mobile learning strategy, you need to adopt a multi-pronged approach (that cuts across learner profiles and across various types of training needs). I hope this article gives you the required insights on how you can use my pointers and step up your mobile learning strategy.
While gamification has been in use for corporate training for several years, there is still a lingering doubt on its impact. In this article, I share 7 gamification techniques for corporate training that work!
What Gamification Techniques For Corporate Training Still Work?
Gamification techniques use elements and principles of gaming to create an engaging learning experience. Some of the associated gains are:
Higher learner motivation (to participate and complete).
Higher engagement levels.
Gamification techniques can be effectively used to:
Have fun and learn.
Apply their learning on the job (by providing them practice zones featuring scenarios, similar to what they will handle in real life. Here, the learners can practice and hone their skills in a safe environment).
A longer-term implementation of gamification techniques can influence behavioral change.
So, How Can You Make Gamification Techniques Work In Corporate Training?
Let’s take a step back and identify what the expected gains are from any learning strategy.
Your list is likely to read that it should be:
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.
There is more than one trainer who created course with same name and enrolled you in their courses. So the two courses come from different trainers.
A single trainer who created two courses with the same name (QuoDeck distinguishes between courses using course identifiers and not by name, hence a trainer can give the same name to multiple courses if he wishes so), and enroll you in both courses.