The usage of videos for learning is an established practice. It is seeing an acceleration in adoption on account of the wider usage of Mobile Learning and Microlearning. In this article, I share 8 examples on how you can use video based learning.
We all are aware of the popularity of videos. Let me highlight their impact through some statistics:
It comes as no surprise that the usage of videos for online training (or video-based learning) is on an increase too. Videos are a high-impact medium, and an extension of video-based learning creates an engaging learning experience with high recall and retention. This is why they are a popular choice for learners of all profiles (including Millennials).
The usage of video-based learning has seen further acceleration in the last 2–3 years on account of:
While video-based learning is an extremely effective approach to offer formal training as well as performance support intervention, the passivity of videos can sometimes limit the learning takeaways.
You are likely to face this challenge:
This, in turn, can impact the ROI of the training.
However, this can be offset by the use of interactive videos that flip the passivity of classic videos to highly interactive and enable you to:
This is not all. You can have learning paths that have branching based on the learner’s choices. Unlike videos, the interactive videos can be tracked by an LMS.
At EI Design, we have a large practice that offers diverse formats for video based learning. We also have our own framework of interactive videos that can be customized for any specific requirement.
I pick 8 examples from our repository. They reflect diverse design approaches that you can pick from and also use the video-based learning formats for formal training or as performance support intervention.
1. Animated Videos Featuring Infographics And Text
This well-known video format uses a combination of animated visuals (infographics) and text. This versatile approach can be used to create a variety of learning experiences.
2. Scenarios Or Story-Based Videos Featuring People
This video format uses high-impact contextual imagery (of people, in situations that learners can easily relate to) with a narrative or story.
3. Explainer Videos Featuring Experts
Learners are enthusiastic about expert advice and guidance. This video format makes them available to learners exactly when they need learning support.
4. Explainer Videos Featuring Concepts Through A Story/Narrative
This is a great video format to introduce a concept in an easy-to-understand and engaging visual manner. These videos are sharp and focused, and they can be aligned to accommodate a serious learning outcome.
5. Videos Featuring Kinetic Text (With Static Background)
Sometimes, minimalism triumphs over visuals. This video format features text animations (with sound effects) that can be implemented to communicate the required message.
6. Videos Featuring Kinetic Text And Videos In The Background
This video format uses a combination of kinetic text animations with videos in the background to create a high impact experience.
7. Videos Featuring Whiteboard Animation
A picture is worth a thousand words. Describing concepts via images (featuring illustrations, animations) and audio creates high engagement, and the image stays with learners well past the learning stage.
8. Interactive Video
Although video-based learning is remarkable, you can step it up 10 times through interactive video-based learning. This approach combines interactions (corresponding to the learning interactions of the eLearning courses) to create high-impact learning experiences.
I hope this article provides insights on why you should adopt video-based learning and engage your learners.
Source: https://www.eidesign.net/8-examples-of-video-based-learning-for-corporate-training/
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When microlearning was invented or rather discovered, it was called bite-sized learning. I wondered if it had something to do with a “tea time” games that many people indulge in. No pun intended.
Soon, the term caught the attention of Instructional Designers and L&D Managers, and they thought it was a good thing to have in your armory. Many IDs assumed that it was the panacea for all the ills that plagued the world of training. This was based on a notion that human memory can hold only so much information at a given point in time and therefore bite-sized learning addresses this head-on.
It was hailed as the discovery of the decade and almost everyone latched on to the idea. However, here lied the fallacy. The theory was based on the idea that people have limited attention spans and human memory can only hold so much information. This, as pointed out by many experts, is pseudoscience and has no real-world empirical basis. I was recently discussing the same aspects with a leading expert and he confirmed that “if learners love something, they will spend hours on it”. Another fallacy that had taken shape albeit for a shorter period was that mobile learning equals microlearning.
So, as we stand today, we need to put away the idea of attention spans for good when it comes to microlearning. Also, we realize that microlearning and mobile learning are 2 different beasts! Microlearning comprises small nuggets of learning, usually spanning only a few minutes of seat time targeting a specific learning objective. Mobile learning, on the other hand, is learning that is accessible through your smartphones or tablets and is basically, learning on-the-go. Mobile learning naturally utilizes concepts of microlearning, but we can have microlearning concepts applied to traditional eLearning as well.
Consider these examples:
Are these examples of microlearning or just short nuggets of information?
So, what really constitutes microlearning? What are the guidelines that we need to adhere to?
My understanding is that microlearning must incorporate as many of the following guidelines as possible to be truly “micro” in learning:
My experience says that microlearning needs to be treated as an individual unit of learning piece. It needs to be mapped to a specific topic.
Instead of talking about histories, the short burst of learning needs to address a specific need or a problem. This little universe needs to have its own introduction, learning objective, the “how-to” content piece, an activity, and a summary.
It should not be a piece of a large universe. In other words, it need not be a part of a large course or a course that has multiple cross-references.
The learning objective should be clearly defined basis the content that needs to be taught. Of the various ID models, I like the 4-mat model. I think it is quite relevant for microlearning. The 4 aspects are “what”, “why”, “how”, and “what if” can be easily used to create an impactful microlearning course. If we focus on what and how part of the subject, then it addresses the requirement well.
While we may opt to adopt mobile learning, we may not be necessarily delivering effective learning. This is because, when we need to train our learners on a vast volume of subject material or when the subject needs to be studied in great details, microlearning is just not suitable. For example, learning to speak certain words or general communication in a particular language is perfect for a microlearning, but when you need to learn the complete language, then, it’s eLearning that comes handy.
You will also avoid microlearning when you want your learners to connect various interconnected topics together in a coherent, ‘macro’ picture. Microlearning, is just well, micro in every sense.
You will also avoid microlearning when you want your learners to connect various interconnected topics together in a coherent, ‘macro’ picture. Microlearning, is just well, micro in every sense.
1. The customer wanted a short course on the food processing that would help learners understand how food is sourced, processed and marketed. For this, we created a short microlearning course with the requisite content and interesting activities to sensitize the learners about the entire process. This was smartphone-only delivery.
2. The customer wanted to train their employees on the basic concepts of housekeeping. We created a microlearning module that covered aspects, such as how to make a bed and an associated activity.
At Tesseract Learning, we have implemented microlearning using unique activity-based nuggets, game-based nuggets and importantly being device agnostic. Learners get the same experience, whether on a PC, a tablet, or a smartphone.
Our ID Strategists are the right experts you can turn to for all such doubts. At Tesseract Learning, our ID Strategists will ensure that your custom learning, mobile learning, or microlearning matches the best standards available in the market.
Do also share your feedback and suggestions on this article in the comments section.
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Fueled by a wider adoption of mobile learning, microlearning based training has gained momentum in the last 2 years. In this article, I outline why you should adopt a combination of microlearning and mobile learning in 2018.
At EI Design, we have been offering learning and performance support solutions for over 16 years now. During these years, we have seen the evolution of formal training from predominantly Instructor Led Training (ILT) to online training or eLearning.
Specifically,
Over the last 5 years, we have seen a steady increase in the integration of mobile learning as an integral part of most organizations’ training deliveries.
Alongside, we saw the introduction of microlearning.
It is interesting to note that while the demand for short, focused training has always been there for learners, the increased mobile learning adoption has facilitated the usage of microlearning as a mainstream training strategy.
In this article, I outline why you should adopt the combination of microlearning and mobile learning/mLearning in 2018.
Before I outline how you can leverage on the combination of microlearning and mobile learning/mLearning in 2018, let me recap a few highlights and benefits of both.
Mobile learning is learning “on the go”. It is a learner-centric approach, and its significant highlights are as follows:
Microlearning, as the name suggests, is a series of short, bite-sized learning nuggets. However, they are not just shortened versions of the traditional eLearning topics (that is, not eLearning lite).
The demand for microlearning-based training has always been there. Although it is in the last few years, L&D teams have seen its value, particularly in:
In the first avatar, microlearning was designed to support formal training, but with the wider adoption of mobile learning, it is now being used for:
Microlearning and mobile learning/mLearning make great companions, and you can use them to multiply the impact of your training delivery.
I hope this article gives you the required insights on why you should adopt the combination of microlearning and mobile learning/mLearning in 2018. With this combination, you will be able to see more engaged learners and higher impact training. If you have any queries, do contact me at apandey@eidesign.net.
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Nun, was tut man als Erstes, wenn man ein neues Paradigma entdeckt hat? Richtig, man lässt es als Marke eintragen. Zumindest, wenn man Geschäftsmann und Amerikaner ist. „Learning in the Flow of Work“ ist also eine Marke. Und die erklärt uns Josh Bersin in diesem Artikel.
Vorneweg: In der ersten Hälfte werden wir durch 25 Jahre Learning & Development geführt, von E-Learning bis eben Learning in the Flow of Work. Das ist ein interessantes, atemloses Spiel mit Systemen, Anbietern, Trends und Stichworten, die sich die Hand reichen. Natürlich ist es auch der Berater Josh Bersin, der hier kräftig Staub aufwirbelt. Hierzulande wird sich wohl kaum ein Unternehmen finden, das diese Geschichte auch nur ansatzweise so nacherzählen könnte.
Nun steht Corporate Training also vor der nächsten Revolution. Josh Bersin grenzt sie zuerst ab von all den aktuellen Bildern, die ihre Anleihen bei Netflix oder Spotify suchen und die ihre Nutzer mit „channels“, „topics“ und „recommendations“ in den Bann ziehen wollen. Josh Bersin: „In learning the problem is different. We don’t want people to be “addicted” to the learning platform, we want them to learn something, apply it, and then go back to work.“
Der Rest ist nicht neu. Von „workplace learning“, „microlearning“ oder „on demand learning“ wird schon lange gesprochen. Auch dass dahinter unterschiedliche Anforderungen des Nutzers bzw. Lerners stehen. Doch jetzt ist es in den Stand des Paradigmas gehoben und zur Königsdisziplin von Corporate Training ausgerufen. Mit einer Anbieter- und Tool-Landschaft, die sich entsprechend aufstellt. Ich bin gespannt, ob sich das Paradigma als Paradigma durchsetzt. Das Thema bietet auch so genügend Stoff.
Josh Bersin, joshbersin.com, 3. Juni 2018
eLearning adoption is growing steadily across the globe in the last few years. With newer technologies and devices, the approach and mode of eLearning adoption are changing rapidly, too.
Having spent more than 14 years in the eLearning space and working closely with seasoned learning professionals at Tesseract Learning servicing global customers, I am sharing my thoughts on the trends for 2018.
Virtual and Augmented Reality are currently the hottest modes of implementing training. Virtual Reality has been there for quite some time now. However, with Augmented Reality and Mixed Reality added to the mix, we have exciting new possibilities in the immersive learning space. Traditionally VR and AR are used more for gaming and movie experiences.
Their application in learning is picking up now. VR will continue to be used for teaching skills for handling high-risk tasks and performing complex procedures. AR will be used to trigger just-in-time learning. A typical scenario of AR would be a learner wanting to learn more about a device or tool, technology, or a place. Using a QR code, the learner can scan the object and get more information about it.
With prices of wearable glasses and headsets reducing, VR and AR will become more affordable for organizations willing to experiment with them. We will see more traction as 2018 unfolds. Organizations will invest and explore more of these technologies in 2018 and beyond.
The popularity of Siri on iPhone indicates that people are now looking to explore intelligent voice assistants. It is too early to say how intelligent voice assistants or Machine Learning-enabled chatbots will be programmed, given that Artificial Intelligence itself is taking its baby steps in the world of computing. Having said that, I feel that organizations will look to develop prototype chatbots for specific topics, like information security or data protection, compliance and so on, and implement them as an intelligent search app. These smart apps will help learners to learn as they go and augment learning in the “moment of need”. My take is that it will become popular as and when we see the results of the first implementation. This will be another key trend to watch out for in 2018 and beyond.
Gamification will continue to be an important trend in 2018. It is well established now that game-based learning and gamification have a greater impact in imparting critical role-based information.
Organizations will continue to invest in serious games, as well as gamifying their custom courses, to retain learner interest and coax them to take learning seriously by having fun. As paradoxical as it may sound, gaming increases the “seriousness” in learners, as they fully “immerse” themselves in the process of gaming.
Traditional compliance courses, information security, procedural training, product training, sales training, and many more can be easily gamified and made interesting enough for the learners to “invest” their time and energy in an activity that they traditionally don’t enjoy. Gamification will enhance the training implementation further during 2018.
Adaptive or personalized learning is all about customizing existing modules available in libraries to specific groups. The biggest benefit for organizations is that they don’t provide all modules for all learners. Instead, they provide focused training and increase their ROI. Now, how can this be achieved? Pre-tests can be used to gauge the current understanding of the audience. Based on the performance of learners, the modules are provided to them. Areas where a learner has scored low are addressed/remediated.
Learners are provided with specific modules, series of questions, and materials to improve upon those areas. This is going to be an important trend in relooking at the custom space. Companies really don’t have to invest more. It will be a one-time effort where pre-tests, libraries of modules, and assessments are created. Individual learners get only what they require, which is like social media feeds. The existing LMSs can be used to implement these. Thus, adaptive learning will be an important trend to implement and further experiment with during 2018.
Microlearning has already become a strong trend, as organizations look to reap benefits of this new way of delivering targeted, objective-specific, no-nonsense learning bytes. Specific benefits include quick deployment, quick learning through regular refreshers, increased productivity, and easy tracking.
Microlearning has been understood as short videos or clips, but my experience shows that it can be a learning nugget, interactive video, short game, quiz, or even an interactive infographic.
Microlearning works well when organizations create modules that have specific learning objectives. It is not about chunking complex procedures or teaching problem-solving skills. Microlearning works best when it is just in time and addresses a specific question that the learner may have about their job.
Microlearning units can be taken on any device. However, with increased smartphone usage, the demand for microlearning will only increase. I feel microlearning will make its impact felt in 2018 and beyond.
Content curation is another trend that is finding traction. In the year 2018, more organizations will invest in content curation, as its potential in creating an alternative and reliable source of providing standard learning remains strong. There are open-source tools that can help in curating information and providing learners with just-in-time information. Content libraries can be augmented and curated to give the right experience to learners. Organizations will focus more on Custom eLearning and mobile learning solutions, and use content curation for standard regulatory content.
The popularity of video-based tutorials on YouTube and other online video services continue to grow. Organizations are leveraging on the popularity of videos to impart learning by having their own videos shot, adding interactivities/questions to them, and then posting the videos on internal sites. Interactive videos can have branching scenarios, too. The upside of this method is that employees will be more engaged and invested in the learning process. With organization branding added to the mix, a strong repository or library is being created with strong content. In a nutshell, it’s a win-win situation for all. Interactive video will continue to be a strong trend during 2018, too.
When learning is distributed or when sharing happens amongst peers, education improves. Forums, chat boxes, note sharing help people share ideas in a collaborative environment. Organizations will be willing to experiment with social learning platforms that are strictly built for a collaborative workspace. Social learning is not the same as social media sharing, though people tend to consider them the same thing. Tools like Facebook or Twitter are not for professional environments. Professional environments require more robust tools that aid in learning and not for sharing personal information. With popular LMSs providing social learning features, it is becoming feasible for organizations to experiment with social learning. Social learning implementation will continue to grow during 2018.
As organizations are looking to move beyond automation and improve the productivity of their employees, there will be a continued focus on workforce enablement. Research supports the fact that learners tend to retain only 10 percent of what they learned after 4 weeks of attending a training or eLearning program. It is thus important to constantly motivate employees through regular learning interventions, chat sessions, learning forums, and so on. Organizations will look beyond standard learning nuggets and look for more tools that can enhance learner productivity. Workforce enablement through targeted interventions will be a strong trend in 2018.
I enjoyed writing this blog. I think I have just touched upon some important trends in the coming year. I would love to hear from you, with suggestions on what other trends can contribute to enhancing the learning space during 2018. If you have questions, please do reach out to me at suresh@tesseractlearning.com.
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Change is constant, and it certainly holds true for today’s retail industries that continues to bolster at a brisk pace. This, in turn, results in the need for employees to constantly upskill, adapt and evolve. Employees must keep up with the current trend to deliver in their roles. The contemporary retail workspace is characterized by relatively young employees who are restless, overwhelmed and distracted. They are busy meeting stringent deadlines and constantly trying to keep up with their ever-changing roles and responsibilities. With this being said, the question that pops up is that where is the “time” to learn and upskill? How can the employee learning experience be improved in such an environment of implacable stress?
For retail sector, it is not only the compliance and product training that is required. Being in this sector and succeeding in it requires training in an array of soft skills such as communication, selling techniques, ensuring customer satisfaction, etc. Along with this, several technical skills are also essential, such as financial knowledge for handling cash in stores and keeping sale records, carrying out various store operations etc. Even a slight mistake in any of these areas can lead to huge losses.
Skill development in retail industry is challenging and the key challenge is rapidly changing product offerings and delivering the need to offer “Just-in-time” learning to the employees. Now, enters microlearning. Microlearning doesn’t necessarily refer to breaking down classroom training manuals into short nugget-sized modules. It offers the learners focused and practical information to help them achieve a specific and actionable objective.
So, how can small-nugget sized practical information help the retail employees? Let’s have a look at a few microlearning strategies.
Interactive Videos
People love seeing, interacting and experiencing things. We are more likely to be drawn to something interactive than to something static.
As the sales force is always on the move in retain industry it will be difficult for them to sit on a desktop and to log into company LMS and to complete a module, instead, the company can develop interactive videos. Also, the retail industry has a lot of physical tasks to be performed on the floor which can be converted into simple interactive videos. This hand-holds the employees through various scenarios they might face on the job
Using cheat sheets
Cheat sheets can be used for employees to immediately access the data before performing an operation. For example, a factory engineer can use the cheat sheet to recall the standard operating procedures to start the machine. Likewise, checklists can be used by the engineer to check the safety precautions before operating the machine.
Stories matter
People retain information better if they if you have an emotional connection with the thing being learned. Create small and simple stories or situations learners can relate to. This helps with retaining the knowledge but also with understanding it better. Be careful not to overcomplicate things, it’s easy to get carried away with small details and forget what the learning objectives were supposed to be in the first place. For example, explaining certain scenarios information security or sharing of passwords, this is one of the best-known methods.
Learning cards
Creating exciting, yet informative, eLearning experiences for learners can be a challenging feat even for the most knowledgeable and experienced eLearning professionals. Learning cards have been the go-to tools for educators, as they help to prevent cognitive overload and make the learning experience enjoyable.
In the retail industry, delivering training content for workplace safety in digestible and specific nuggets can help them act fast in case of an emergency. Also, job-aids in the form of learning cards can be provided to improve knowledge retention.
Final Word
40% of retail employees say that they do not have time for traditional Learning and Development programs. Microlearning thus provides segments of short information that can be provided as the main training courses with better accessibility for the employees to improve their skills while taking up as little of their time as possible. In the modern fast-paced, tech-centric world utilizing microlearning enables effective, distraction-free retention of content using smaller segments.
Microlearning and mobile devices are like bread and butter—they just belong together.
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