Rerun of a Popular Webinar: Social Learning & LMS Gamification

In July, we offered a webinar called Beyond The Buzz Phrase: Social Learning & LMS Gamification In Real Life. The webinar was attended by over 170 people from all over the world who contributed a ton of great ideas. And the discussion continued on social media even after the session!

Given the interest in this topic, we are going to rerun the webinar. Training Magazine will host our session on August 23 at 9AM Pacific. You can register here. The description and slides are below. Hope to see you – a second time!


They are the two of the most popular buzz phrases in the Learning and Development industry—social learning and gamification. You’ve likely heard about the benefits of both in terms of learner engagement and retention. This webinar goes beyond theory and focuses on what gamification and social learning LMS features can do for your training program.

Join Katrina Marie Baker and explore how to:

  • Effectively blend social learning into existing courses using an LMS
  • Align gamification initiatives with business objectives so they contribute to your organization’s goals
  • Use learning technology to drive engagement using badges, leaderboards, and rewards

This webinar includes examples of gamification and social learning features found within Adobe Captivate Prime.

Look forward to seeing you!

The post Rerun of a Popular Webinar: Social Learning & LMS Gamification appeared first on eLearning.

Cyber Security – Online Training Course and Certification Program

Welcome to the world of virtual reality wherein every organization is responsible for ensuring Cyber Security. The ability to protect an organizations information system from impairment or theft is essential. Implementing effective security measures will not only offer liability protection, but, it also increase efficiency and productivity. Course Intro: This eLearning course has 12 units…

How to create responsive simulations using adobe captivate 2017

In this blog, we are going to see how to create responsive simulations using Adobe Captivate 2017. In general, simulation can be created in three ways. They are: Demo – In this mode, user can view the simulation like a video without the need to interact. Training – In this mode, user can interact with…

Advanced Actions, Shared Actions, or JavaScript – Which one is right for you?

When you build your eLearning project with Adobe Captivate you have several options for customizing the way the elements or components of your project work. You can control almost every aspect of your project with Advanced Actions, Shared Actions, or JavaScript but how do you know which approach is right for your project?

When I first started working with Adobe Captivate I used Advanced Actions almost exclusively. Part of this was because they worked and part of it was because I was intimidated by Shared Actions and JavaScript. Two things I took away from building a few eLearning projects using only Advanced Actions are 1) it’s a perfectly acceptable approach, 2) it will likely result in the size of your project increasing. I found that the biggest advantage to using Advanced Actions, at least for me, is the ease of troubleshooting and making changes. It’s easy to tweak an Advanced Action when you want to change how something works and, if something isn’t working properly, it’s easy to pinpoint the mistake in an Advanced Action because you can “see” all of the commands in the action and what they are assigned to. The biggest drawback that I have witnessed to Advanced Actions is that the need to build many Advanced Actions can quickly lead to unnecessary bloat in your project. I often found myself writing the same action over and over because I needed to apply it to different buttons or different slides and before I knew what was happening I had 15 Advanced Actions that all did the same thing.

When I overcame my intimidation with Shared Actions I was able to turn those 15 Advanced Actions that did the same thing into 1 Shared Action and apply it in all 15 places that I had used the Advanced Actions and tis, I believe, is the greatest strength of a Shared Action. If you plan ahead, you can build a handful of Shared Action that you can use over and over; getting the same results you would with Advanced Actions without the project size and without the wasted time building additional actions. Another big advantage of Shared Actions is the ability to “share” actions between projects. If you have an action that is common across many of your projects you can export the action from the original project, save it on your computer, and then import it into another project when you need it. Shared Actions may be a step up from Advanced Actions but they aren’t without their drawbacks. You can’t directly edit a Shared Action once it’s been created, instead you will need to use the Shared Action as a template or model for building a new Shared Action. Another potential drawback is troubleshooting, because you can’t “see” what’s inside a Shared Action you are dependent on the names you, or the person who built the Shared Action, provided for the Shared Action’s parameters. This drawback can be mostly avoided with good authoring practices.

A word (or two) about JavaScript. There are very few things I have done using JavaScript that could not be accomplished with either Advanced Actions or Shared Actions. What I have found is that I can often increase my build speed (sometimes dramatically) by using JavaScript and, honestly, there are things I need to do in some of my more advanced projects that I can’t do with either Advanced or Shared Actions.

So, what do I use when I build a project? I usually use mostly Shared Actions with a few Advanced Actions and some JavaScript thrown in. It isn’t unusual for me to build a short Shared Action with some JavaScript attached to it. For example, I might have an Shared Action that allows the author to set the value of a variable and then execute some JavaScript I have attached that performs different functions based on the value of the variable. Could I have done this without the JavaScript? Yes, but if the Shared Action gets over complex and requires the author to input a bunch of parameters each time the Shared Action is used the using JavaScript for that part of the process can be a big time saver in the authoring process.

One final thing, I expect some of you may be thinking, “I don’t know JavaScript, should I learn it?” Should you learn it, it certainly wouldn’t hurt but it isn’t necessary either. Learn Captivate first. Learn what you can do with Advanced Actions and Shared Actions and  then worry about whether or not you should learn JavaScript.

The post Advanced Actions, Shared Actions, or JavaScript – Which one is right for you? appeared first on eLearning.

Partnership Sustainable Development with READ Academy on Skill Development

As a way of giving back to the community while at the same time being socially responsible, we hereby announce our partnership with READ Academy for sustainable Skill Development programs. READ Academy ( is a Social Institution that came into being to regulate the behavior of individuals in the realm of education and training and…

It’s the training, stupid!

The variant of the famous quote from James Carville, strategist of Bill Clinton’s presidential campaign in 1992, has never been so relevant.

The ability development for employees is a daily practice in companies big and small. An employee who is unable to carry out their daily tasks within the company may be (and is, for a fact) more expensive than the onboarding investment.

In this sense, both leaders and employees have already come to understand that in order to thrive, the organizations need employees to be lifelong learners who can grow with the business, embrace continuous changes, master new technologies, and develop skills for the future.

As organizations rethink their business models – redesign work to harness the power of technology and adjust to a fast-changing world – it’s clear they can’t succeed without making people a priority

According to Mercer’s report Global Talent Trends Study – Unlocking Growth in the Human Age, when it comes to onboarding, the biggest concern for HR executives and leaders regarding employees is the lack of critical abilities. This gap can be narrowed through structured training and ability building programs.

A recent research published by LinkedIn, called “2018 Workplace Learning Report,” tried looking at the learning process in the workplace with a holistic approach. 1,200 professionals from “talent development”, 2,200 employees, 200 executives, and 400 managers were interviewed. The result of the research is very interesting and matches what has been said above:

  1. The top priority is the training of “Soft Skills.” The report shows that the top priority for talent development in 2018 is the training of “soft skills”.
  2. Today’s challenges and tomorrow’s opportunities must be balanced. Focusing the training only in current activities can have an impact on gap prevention in the employees’ future abilities.
  3. Technologies are changing the talent development. Companies are increasingly choosing online (and customized) solutions to meet the needs of a more diverse and “multigerational” workforce (several generations, such as Generation Y, X, etc.).
  4. The scarce time employees have available must define the teaching strategy. Companies must provide solutions on platforms users are used to, adapting them to match the professional needs and aspirations of the employees.
  5. The managers’ engagement is critical. Manager’s involvement is a critical factor to increase the employees’ engagement with the learning process.

All these variables must be considered by managers (mostly in HR) when developing the appropriate training strategy for the employees. This strategy must be efficient and effective.

And which is the best way to onboard employees? That is something for the next article.

The post It’s the training, stupid! appeared first on eLearning.

5 Key Benefits Of Aligning Training To Company Vision And Brand

Corporate training, or custom learning, when aligned to the company’s vision, strategic goals, and brand helps the company reap several benefits when done the right way.

Why Aligning Training To Company Vision And Brand Is Beneficial To You

Every company seeks training programs to transform its employees in terms of knowledge, skills, and even, attitudes. Indeed, a company can reap several advantages in the long run when it aligns its corporate training to the company vision, brand, and strategic goals.

Looking For An Extra Mile?

A training program is usually aimed at increasing the employees’ knowledge and skill levels, which in turn results in increased productivity. However, you soon realize that this is only a short-term benefit. The productivity increase soon tapers off, employee morale decreases, and attrition levels increase. You start wishing for your engagement and training programs to go an extra mile…to go beyond imparting knowledge and skills, and to influence your employees’ attitudes and behaviors.

A training program that not just informs and teaches, but also inspires, motivates, and builds a relationship between your employee and your company! Seems like a dream? Well, it can be your reality…just read on to learn how!

What’s The Bigger Picture?

When you align your custom learning with your company’s vision, brand, and strategic goals effectively, you actively engage your employees and help them “work for you” rather than “work with you”.

For a company, the brand represents the company’s core beliefs, values, and practices that it promises to uphold. Great care is taken to create a company brand. Employees play a vital role in maintaining the company brand.

Employees must imbibe the brand values and corporate beliefs in their everyday work routine. Management must also reinforce their commitment to the brand values through their actions. Aligning training to strategic goals is one example of such an action.

When you are planning to bring about a change within the organization, for example, introducing a new software, you can deploy a training to help the employees adapt to the change faster. Usually, change is met with resistance of the employees who fear they may lose their jobs or become irrelevant to the company. Providing a training will not only ensure a smooth transition but also endear the company to its employees, who will realize that the management is committed to safeguarding its employees’ interests.

Use of the company’s branding colors on the training materials can help the employees build an association with the company. Video messages from the CEO welcoming the learners or a video message from the CTO highlighting how the adoption of a new technology can help the company become a market leader add credibility to the training.

Best Practices

You can align your custom learning to your branding and vision by following some best practices. These are enumerated next:

1. Identify What Your Most Important Objectives Are

Break them down into the specific training steps you need to achieve the objectives.

2. Discuss With Learning Strategists

The learning strategists can provide insights on the optimal training program appropriate for your company. However, it is important that you agree with how training program is aligned with your corporate strategy.

3. Prioritize Training Programs

Those that have a greater impact on brand and strategic goals need to be deployed at the earliest.

4. Provide Relevant And Appropriate Training Programs

Training aimed at employees should help them adapt their behavior to the brand. Provide rewards that encourage employees to align their attitudes to the company brand. Issuing a certificate at the end of a training program is one example.

5. Project The Company Image Onto The Learners

This can be done by adding various elements such as a mascot or a mentor as well as video messages from top management or experts. In addition, handy job aids can be added to the learning experience and connect with the learners.

6. Measure Effectiveness And Reassess Training

If you do not evaluate the impact and effectiveness of your training program against your strategic goals, you may end up wasting your employees’ time. Develop clear and measurable metrics to evaluate employees before and after the training program.

5 Key Benefits Of Aligning Training To Company Vision

Here’s a snap-shot of the 5 key benefits that can be accrued by aligning your custom learning to your strategic goals:

1. Increase In Productivity

Reach the desired productivity level sooner than expected and sustaining the growth. An example from one of our customers’ success story is employees resolving a number of technical problems and proactively acting to prevent recurrence.

2. More Return On Investment In Training

Short-term gains in terms of increased knowledge and better skills of resources to long-term gains by way of transformation in employees’ attitudes. This ensures that employees are more loyal, committed, hard-working, and involved in their work thereby reducing attrition.

3. Decrease In Errors/Cost/Conflicts

Adopt new processes faster and achieve more savings. An example of this is that employees make fewer mistakes; get rewarded by pay hikes, bonuses on a profit-sharing basis and ensure they are more motivated and a happy workforce.

4. A Decrease In The Number Of People Required For The Job While Increasing Their Competencies

Organizations achieve balance by improving on resources utilized. Further, employees can perform new roles. An example of this is that employees are free to take on more responsibilities as well as develop their competencies and skills.

5. Increase In Effectiveness Of Training

Metrics and data can be used to evaluate how effective training is in achieving strategic goals. Example of this is that employees find training content relevant and transfer their learnings to the job effectively.

What Next?

It is not enough to be in awe of the long-term benefits of custom learning. Ensuring that your custom learning delivers these benefits, requires careful deliberations and possibly discussions with ID Strategists. Consider some questions:

  • How to reap the long-term benefits of custom learning, but don’t know how?
  • How can you be assured that your training is aligned with your company’s goals?
  • How to ensure your new hires remain loyal to your company?
  • What if you wanted to measure how much your custom learning contributes to your company reaching its set goals?

At Tesseract Learning, our ID Strategists have been working with Learning and Development Managers and SMEs for our global customers in developing optimal Custom Learning solutions. To know more, please get in touch with me at

The post 5 Key Benefits Of Aligning Training To Company Vision And Brand appeared first on eLearning.

Highly regarded training courses?

I’ve been tasked with researching Captivate training courses.  We already have the 2017 certificate but want to get into a few hands-on exercised based training courses.

Any recommendations on orgs that put up strong training for Captivate 2017?
Thank you

The post Highly regarded training courses? appeared first on eLearning.