eLearning Trends To Watch Out For In 2021

With COVID-19 taking a grip over the world, organizations across the globe are forced to rethink how they conduct business, train, and equip their employees to meet the challenges posed by the disruption and business dynamics. How are organizations gearing up for the coming year in upskilling and reskilling their employees? We will look at some key trends that will reshape the learning landscape in the coming year and beyond.

The pandemic has created unprecedented challenges that have forced organizations to look for alternative forms of work such as work from home or remote working and bring virtual training to the fore. Earlier, virtual training was used only for the remote workforce or people spread across geographies.

Working from home is the new normal now. Several surveys have shown that working from home has helped people improve their productivity several notches. While the pandemic has forced this disruption, it is essential to understand that this will become a growing trend in the coming years. Organizations see the benefits of working remotely, and in some cases, businesses see work from home as the permanent solution and not a survival strategy.

For a more detailed look at the trends with tips on how to use them effectively in 2021, you can download our eBook on our website(do check the link in my profile).

Let us first look at technology trends to watch out for in 2021.

Technology Trends

1. Artificial Intelligence

Several surveys indicate that Artificial Intelligence (AI) continues to grow and will continue to be the number one trend in the technology space for years to come. No wonder, many big names are latching on to it as it will help people get access to content and assistance.

We firmly believe AI is an important trend. It is increasingly being used for automating several mundane or routine tasks that were done by humans just a few years ago, enabling humans to focus on tasks that require higher-order thinking skills. One of the biggest trends has been process-based automation.

In the digital learning space, Artificial Intelligence has a big role to play in 2021 and beyond. It will help personalize learning experiences, interpret the data or the reports generated for the courses taken, and make better recommendations.

2. Learning Analytics

Learning analytics is where Big Data meets traditional quantitative methods in education. Governments, universities, testing organizations, and Massive Open Online Course providers are collecting data about learners and how they learn. However, it has been mostly untapped until the advent of tools, methods, and algorithms that have helped in capturing the real intent of learners.

Learning analytics helps in measuring the key indicators of learner performance and helps learners understand their strengths and areas of improvement, which they can work on. Learning analytics is going to play a major role in 2021 as more learning happens through the digital medium.

3. Personalized Learning

Personalized learning in simple terms means providing learning content and activities based on learner choice as well as performance. To help learners take the learning modules of their choice, learning paths are used along with pre-assessments or recommended learning paths based on previous choices.

We believe personalized learning will continue to be a top trend in 2021 as well. We see it being used in conjunction with Artificial Intelligence, assessment engines, and other tools, becoming a must-have in the armory of L&D teams. It will continue to make waves in the coming years as an essential form of learning.

4. Adaptive Learning

In adaptive learning, personalization of learning happens using algorithms, confidence-based assessments, and competency mapping to the training.

With adaptive learning, employees can have flexible learning schedules. Learners can choose their learning path. Learners can learn from the content at their own pace. Thus, employees perceive this training as an opportunity and not as a task to be completed.

Adaptive learning will ensure that learners get the right knowledge provided in the right dosage and intervals. Adaptive learning will be a prime trend in the year 2021 and beyond.

5. Learning Experience Platforms

Learning experience platforms or LXPs are increasingly used by organizations to provide personalized interactive learning experiences to help employees scale up to the next level. The objective of LXP implementation is to provide learners with a platform where exchanging subject expertise is easy and open. LXPs are increasingly seen as a good alternative to the traditional LMSs that are administrator-driven rather than learner-driven.

LXPs are bound to grow further and add many more learner-friendly features in the years to come.

6. Microlearning Platforms

Microlearning platforms have grown in the last year and will continue to grow as a strong tool for learners to access impactful bite-sized learning. There are several microlearning platforms now that aim to help learners learn subjects quickly and effectively. While some use assessment as their core strategy, others use courses and gamification to make the learning stick. The emphasis has been on performance, and that is helping organizations reap rich rewards.

Tesseract Learning also launched a powerful Microlearning platform, KREDO. KREDO helps organizations create and publish microlearning courses in minutes, roll-out seamlessly, and track the performance of learners with built-in intuitive analytics. KREDO helps organizations utilize the continuous learning paradigm for all types of learning interventions, including pre and post formal virtual classroom or digital learning sessions.

Let’s next look at the learning content trends that will dominate 2021 and beyond.

Learning Content Trends

1. Virtual Classroom Training

Virtual training has been the defining trend of the year and will continue to be a strong trend in the foreseeable future. However, for many organizations going virtual was not an automatic step.

Many were apprehensive at first about its viability and were skeptical of its success. The pandemic induced disruption of working from home and remote working forced organizations to adopt virtual classroom training. However, what they found was that it was working quite well, contrary to their expectations.

There were few caveats though. Training via a virtual medium requires a different approach and skills. The sessions cannot be overly long. Technology needs to work effectively for people in remote locations. Many people are averse to using webcams as they work from home, creating another challenge to address. Virtual training is more flexible as compared to traditional classroom sessions with live interactions, ready-to-use features, polls, and more that give you real-time data. With virtual training, you can administer tests in real time, collect feedback immediately, and conduct sessions for teams spread across geographies.

Virtual classroom training is here to stay and will be one of the top trends for the year 2021 and beyond.

2. Microlearning

Microlearning has been a top trend in the last few years. It will continue to be a part of the learning strategy for every organization, big or small.

“Microlearning mainly focuses on a specific objective, cuts out all the fluff, and supports the primary training or learning journey. Thus, it helps in better understanding and therefore, better retention of the concepts learned.” Microlearning can be used as one of the primary modes of training delivery for some learning programs or just before an eLearning or VILT session, or a few days after the formal training as a reinforcement of key learnings to help the learners remember the concepts well.

“Another advantage of microlearning is that it can be created and administered in a variety of formats. The formats include videos, gamification, quizzes, podcasts, activities, and much more.” Microlearning will continue to be one of the top learning trends during 2021 and the years to come.

3. Gamification And Game-Based Learning

Gamification is an important strategy that will continue to hold the attention of L&D and experts to provide the right learning.

“Gamification features like unlockable achievements give employees instant feedback whenever they do something positive [2].” You can also assign badges to specific pieces of content, like assessments.  “Gamification gives a sense of advancement to the employees. Employees get to learn something new by feeling in charge of the whole training, resulting in executing the tasks effortlessly, and thereby performing the best at what they know [2].” Gamification will continue to help organizations create engaging, fun, immersive, and memorable learning experiences.

4. Virtual Reality

Virtual Reality has been a popular mode of implementing a variety of training. Whether it is assessing an insurance claim or working in a hazardous environment or learning a high-risk or high-cost skill such as flying an aircraft, Virtual Reality is the training mode to lean on.

Instead of conducting drills, companies can help employees gain exposure to concepts such as emergency response in a hazardous situation, like a fire or flood or a tornado alarm, through a VR based module. Virtual Reality need not be implemented using 3D only. It can be implemented and still be effective with 360-degree photographs or videos. Using an appropriate mix of photographs and/or videos and overlaying them with interactions, VR can be a fun, useful learning experience.

With highly sophisticated tools, the development of VR material is easier and cheaper. Today you can experience VR across platforms. Based on the increased adoption and good business cases, the use of VR will continue to grow in 2021,  and it will grow stronger in the coming years.

5. Catalog Courses

You might be wondering why catalog courses? How can it be a trend? Well, this year the catalog course industry has seen a massive revamp. With more organizations going digital, the demand for catalog courses has gone up. Many new players are vying for the catalog business pie. The primary advantage of catalog courses is that they are on varied subjects and ready to use or deploy without much effort.

This offering will continue to grow, and it gives an option to the learners to learn new skills faster as they are available readily.

6. Continuous Learning Journeys

The continuous learning journey is a relatively new concept wherein there is a tacit understanding that people need to learn continuously to retain the learning imparted during formal training sessions.

It is important to note that people tend to forget or lose the information that they have learned after a few days. Sometimes it may be a few days or a few weeks. This is known as the Forgetting Curve. The curve shows how quickly we forget information over time when there is no attempt to retain it.

For example, microlearning can be used as reinforcement in the continuous learning journey of a learner. A continuous learning journey can be implemented from the time a learner joins an organization to when a new product is launched, when employees need to be updated about changes happening across the organization or any new piece of training. Microlearning platforms, like KREDO, make implementing continuous learning journeys for employees very easy.

Continuous learning journeys are the need of the hour. We have seen an increase in its adoption, and it will continue to grow in the coming years.

7. Video-Based Learning

Video-based learning strategy continues to be one of the preferred methods to communicate crucial messages to employees. They work well in a variety of situations such as raising awareness of organization practices, or when making learners understand crucial aspects of their work.

Video-based learning nuggets can be both self-running and interactive. Increasingly, we are seeing the growth of interactive video-based learning to make a better impact on the learner.

Be it a product launch, or a newly designed process, change management, key messages from the management team, performance support in the moment of need, video-based learning can serve a variety of learning needs.

Video-based learning adoption will continue to rise, considering its continued popularity among learners.

8. Social And Collaborative Learning

Social learning has increasingly gained the attention of organizations as an important form of learning. Social learning as well as collaborative learning have more takers in organizations looking to leverage the strengths of these forms of learning.

Collaborative learning, as the name suggests, is about the collaboration between individuals in the workplace through various modes, such as forums, informal chat sessions, sharing sessions, and learning circles. The social and collaborative learning methods are cost-effective as compared to other forms of learning. Further, social training is effective and efficient thanks to a plethora of platforms and tools that are now enabling this form of learning. The learning is open or transparent and encourages learners to overcome their fears of seeking new knowledge.

Social and collaborative learning is here to stay and will grow by leaps and bounds.

9. Smarter Content Curation

Many organizations are aware that the internet as well as their knowledge bases have a massive repository of content and information. They also know that users would prefer content that is the most relevant to the subject that they want to learn. For this, organizations are adopting content curation. However, content curation must be done in an effective or rather, smart way. Smarter content curation helps find the right learning content for the learners.

Content curation will become more sophisticated and turn into one of the best ways to create high learner engagement.

Conclusion

These are the trends we foresee as preferred modes of learning in the coming year.

Whether they are learning technology trends or the learning content trends, the trends will continue to impact the way learners learn and organizations benefit from these modalities and interventions. While learners will be able to apply their learning to the job better and retain the learning, organizations will save several manhours in training if these tools and methodologies are implemented effectively. These must be utilized by the organizations to make progress in their quest for becoming more agile and adaptive learning organizations.

We would love to hear your thoughts on what other trends will contribute to enhancing the learning space during 2021. This will help us in making a more meaningful contribution to the learning space.

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Driving Employee Engagement using Digital Learning Methods

Employee engagement is essential for the overall development of an organization. Given the times we live in, digital learning has become more relevant than before in driving employee learning and engagement.

The Pandemic has taught every organization to be more agile and adaptive in its approach to training. As work from home or remote working has become a new normal for many employees, digital learning has taken center stage when it comes to training implementations.  Employee engagement continues to be a priority for organizations as they continue to reinvent themselves for post-pandemic times as well.

In this blog, I will explore digital learning methods that can be used to drive employee engagement.

ELearning

eLearning can support the learning needs of existing and new workforce and drive employee engagement in different and interesting ways. Organizations can provide personalized learning with the help of eLearning. They can develop courses that match learning goals with individual competencies, skills, and business priorities. With eLearning, employees will have the flexibility to learn at their own pace and time. Organizations can develop engaging eLearning content with the help of videos, interactive games, animations, webinars, podcasts, etc. It enables the L&D professionals to capture the attention of employees in new and exciting ways.

With eLearning, employees will have 24/7 access to training materials. L&D professionals and SMEs can add new content or revise materials when business needs or trends change. Employees can also contribute to the development of content based on their experiences and challenges. All this will ultimately result in continuous learning for the employees and empower the workforce for the organization.

Virtual Classes

A virtual class is an online teaching and learning environment where instructors and employees can present course materials and interact with each other. Participants can work in groups and participate in learning activities. Virtual classes provide live interaction between instructors and participants, encourage group learning, and engage in online forums within the organization for enhanced collaboration and for building relationships between employees.

Also, optimizing the virtual classes to access through mobile devices like smartphones and tablets offer more flexibility to the learners. Sometimes, it becomes difficult to get your employees to participate in virtual classes when they don’t know what they will get out of the training. Therefore, it is better to communicate the specific benefits of the virtual training session, in everyday tasks and future activities, making virtual classes a good option for driving employee engagement.

Mobile Learning

Most of the traditional eLearning strategies can be well adapted for mobile learning. However, you can see some added advantages to the mobile learning approach. Mobile devices are well suited to offer short chunks or segments of training content, a popular learning method that can increase employee engagement. Mobile learning supports self-paced learning. It allows employees to learn at their own individual pace. Another advantage of mobile learning is that it can be molded to suit different learning styles of employees.

By using gamification elements, such as badges, leaderboards, points, rewards, etc., you can make mobile learning more fun and engaging for your employees. You can motivate your employees by rewarding those who watch a full video, complete a quiz, listen to a podcast, or take an online course on their mobile devices. This will encourage the employees to continue participating in mobile learning, which will ultimately drive employee engagement.

Microlearning

Mobile devices like smartphones and tablets are suited to provide bite-sized learning content or short segments of training content that can increase employee engagement.

Microlearning can hold an employee’s attention more effectively and, they can apply the learning on their job right away. For example, sales teams can spend a few minutes to refer a short learning nugget on sales techniques, sales pitch, new product or conflict resolution before they meet a customer. When they meet the customer, they have better clarity and increased confidence. This ultimately results in increased employee engagement.

Employee Engagement During A Crisis

In the present crisis time, many employees are working remotely from different geographical locations. In such times, driving employee engagement becomes a challenge for organizations. You can drive employee engagement during a crisis by maintaining regular communication with employees, motivating them to perform better, recognizing their efforts, conducting fun activities online at the end of the week, etc.

Leaders need to build a well-rounded communication strategy to drive employee engagement. This strategy must include newer methods of communicating and engaging with employees, along with traditional methods, like emails and phone calls. You can also consider knowledge sharing activities, online real-time surveys, virtual team building activities, entertainment activities, virtual quizzes, etc.

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How to Use Interactive Training Videos as a Learning Tool

Interactive training videos are a form of media that eLearning can borrow from marketing. Interactive videos gained popularity in sales and marketing when Flash was a popular multimedia software platform to create digital media solutions.

In this blog, we will explore how interactive videos can make your training more engaging.

What Is Interactive Training Video?

An Interactive training video is a multimedia recording that can support user interactions. Users can interact with the content, navigate the storyline, reveal their choices, etc.

Interactive Training Video Vs. Linear Video

Linear video is the traditional form and most of us are familiar with it. The user can select play, pause, rewind, and fast forward the content in this type of video. On the other hand, an interactive training video allows the user to click, drag, scroll, swipe, and hover over the content revealing more details with each interaction.

Functionalities Of Interactive Videos

The most commonly used functionalities in interactive videos are:

  • Branching: It allows user control and personalizes the learning by allowing different paths and skipping irrelevant content.
  • Click and reveal: It refers to clickable content which reveals more details as the learner progresses.
  • Hotspots: These are clickable areas within a video, which reveal a separate web page or content within the video.
  • 360-degree view: It allows the learners to get a 360-degree view of the object on the screen.
  • Forms: You can insert forms within the video, which allow the collection of user data.
  • Quizzes: Quizzes can be built into the video to deliver assessments and personalized results to the learner.

These interactivities make viewing the videos an engaging experience. However, a great interactive video must be designed with the end-user in mind, and interactivity should be used only to enhance the user experience.

Where Can We Use Interactive Videos?

You can use Interactive training videos to build skills like sales, marketing, and leadership. They can be used in customer service training to improve product knowledge. They can also help in health and safety training, compliance, recruitment, and onboarding. Interactive videos are also used in healthcare, financial services, and other sectors across industries.

Benefits Of Interactive Training Videos

As the organizations and businesses recognize the benefits of interactive training videos, it is gaining traction within the workplace learning and training. Let’s look at some of the reasons why you should use more interactive videos in your training.

1. Engagement:

Interactive training videos are highly engaging. These are learner-centric and rely on storytelling, which keeps the learners engaged. It can take storytelling to new heights, where the learner can become a character and experience the story.

2. Compatibility:

Interactive videos are compatible with most authoring tools. These tools either allow the addition of video content or allow you to import the content. You can also use the built-in functionality of these tools to create branching scenarios and hotspots.

3. Gamification:

Interactive videos can be easily gamified. You can give decision-making control to the learner on how the course or learning should proceed. You can accomplish this by using branching and creating different content paths to produce a unique learning experience. You can award points, badges, rewards, and final scores to motivate the learner and to give them a game-based learning experience.

4. Trackability:

You can easily integrate interactive training videos with the LMS. They allow the collection of participant data easily.

5. Mobile friendly:

Most of the training is consumed on mobile and interactive training videos will make learning more accessible.

Conclusion

Interactive training videos should be an integral part of the eLearning offerings. Interactive experiences provided through these videos will deliver an immersive experience for learners. If you are unsure about where to start with interactive content, you could create a few pilot projects and test a few different approaches with the technology and content strategy and see how it works. The key is to start small.

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Video Based Learning Trends in 2020 – 10 Trends to Adopt to Deliver High-impact Training

While the usage of videos for learning has been there for a while, they are taking center stage as a key strategy to design employee training in 2020.

If you are looking at integrating Video Based Learning to create high-impact training in 2020, read on! In this Infographic, we list 10 Video Based Learning Trends that will help you achieve high engagement, better recall, and higher application of learning.

Video Based Learning Trends in 2020 - 10 Trends to Adopt to Deliver High-impact Training

We hope this Infographic gives you a good comprehensive view of the power of Video Based Learning and in 2020, you would be able to leverage our list of 10 Trends for Video Based Learning to:

  1. Fix a specific gap in the learner proficiency.
  2. Address a specific need—ranging from learning a process, a new concept, practice, solving a problem, picking up a tip, or a learning summary.
  3. Enhance skills (notably, decision making and critical thinking).
  4. Apply the acquired learning on the job.
  5. Trigger a behavioral change.
Want to learn more? Reach out to us.

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Video navigation with progress bar

I am working on a project that includes lengthy video segments.  I would like the learner to be able to back up if they want to view a portion again, but not be able to skip forward.  I have seen tutorials that only allow you to click or drag the progress bar to the left, but I don’t know how they accomplished this.  Any help would be appreciated.

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Progress bar and skipping ahead

I am working on a project that consists primarily of videos that the learners need to watch to get credit. I want the progress bar to be available so they can back up and re-watch part of the video without having to re-watch the entire thing. However, I don’t want them to be able to skip ahead.

I have seen a project before that uses this method, but I don’t know how they did it. Any suggestions?

Thanks.

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How To Enhance The Impact Of Your Mobile Learning Strategy In 2019

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 Strategy: Enhance Its Impact 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 Millennial’s) 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:

  1. Aligns to the way learners want to learn (on the go, anytime, and anywhere)
  2. Empowers learners by giving them control on the pace they want to learn
  3. Facilitates a “pull” of learning vs “push” and this resonates better with the learners
  4. Offers a higher engagement quotient
  5. Can be used across learning needs (formal, informal, or social learning)
  6. Can be used to support Instructor-Led Training
  7. Can address the entire spectrum of corporate training needs (ranging from induction and onboarding, soft skills training, product training, sales training to compliance)
  8. Features better completion rates
  9. Can be used for knowledge acquisition, its application, as well as meeting specific learning needs (through instant learning aids or job aids)
  10. 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:

  1. Podcasts that they can listen to during their commute to the office
  2. 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
  3. Microlearning videos for quick time learning
  4. Interactive videos for the application of learning
  5. Just-In-Time learning aids or job aids to address specific challenges or provide tips, ready reckoners, or learning summaries
  6. Quizzes
  7. Practice exercises
  8. Personalized curated content
  9. Furthermore, you can add dollops of fun through gamified elements or make learning more immersive by using nuggets featuring Virtual Reality (VR)
  10. 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:

  1. A judicious mix of learning and reinforcements to ensure that the “forgetting curve” does not set in
  2. Adequate room to practice, hone skills, and gain proficiency or mastery
  3. Detailed feedback and remediation or recommendations to further enhance the learning
  4. Nudges to review, challenges, and hooks to come back for more
  5. A channel for informal and social or collaborative learning
  6. 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
  • AR/VR
  • Gamification
  • Scenario-based learning
  • Story-based learning
  • Guided exploration

3. Retain the connection with learners by pushing nuggets that:

  • Reinforce
  • 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.

If you have any specific queries, do contact me or leave a comment below.

Source: https://www.eidesign.net/how-to-enhance-the-impact-of-your-mobile-learning-strategy-in-2019/

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How To Personalize Corporate Training With Videos

Today’s learners are an impatient lot, and they want training that is personalized for them. In this article, I show you the value of a personalized learning plan, and how you can leverage on video-based learning to enhance this further.

Ways To Personalize Corporate Training With Videos

Today, L&D teams incorporate online training as a significant part of their overall learning strategy. The usage of eLearning and mobile learning enables them to reach a wider audience quickly and with a consistent message.

However, this approach also has an intrinsic challenge. The same course gets rolled out to learners who have varied proficiency levels, different learning styles and so on. Often, the generic approach does not resonate with learners across heterogeneous profiles and may not create the required impact.

This challenge can be offset by using the personalized learning based approach. This enables L&D teams to offer a customized and relevant learning experience for their learners. Given the preference for video-based learning, you can leverage on them to offer custom and personalized learning experiences.

What Is A Personalized Learning Plan?

You would be surprised to note that the concept of personalized learning has been there since the 1960s; it is only over the last few years that it has been looked like an important strategy for online training.

While the concept of personalized learning continues to evolve, take a look at the United States National Education Technology Plan 2017 that defines personalized learning very effectively.

“Personalized learning refers to instruction in which the pace of learning and the instructional approach are optimized for the needs of each learner. Learning objectives, instructional approaches, and instructional content (and its sequencing) may all vary based on learner needs. In addition, learning activities are meaningful and relevant to learners, driven by their interests, and often self-initiated.”

What Are The Triggers That Are Leading To The Adoption Of A Personalized Learning Plan?

There are several reasons that trigger the adoption of a personalized learning plan. Here are the top 5:

  1. Given the pressures on time (that is limited) and the need to multi-task and juggle tasks through the day, learners want to spend time on a customized training that will truly help them (acquire a new skill, solve a problem, or enhance their performance). Unless this condition is met, the learners do not see the justification in spending time on training.
  2. A multi-generational workforce is a common feature in most organizations. Often, there are learners with 4-5 distinct profiles. The way they learn and apply the learning on the job is different. This leads to the need for flexible and personalized learning experiences that would resonate with each profile.
  3. Given the fact that learners would have different proficiency levels, we cannot expect each of them to go through an identical learning path. Instead, flexibility to opt for a personalized learning pathway that matches their proficiency is required.
  4. The delivery of training is slowly moving away from a “push” based approach to “pull” based approach. In the former approach, L&D teams would set up the recommended learning courses on the LMS. Instead, today’s learners want the flexibility to pull learning nuggets that interest them and not be limited by a prescriptive learning path all the time.
  5. Instead of going through a long generic program, learners want the option to pick the relevant sections of the training that match their role and hence will add value to what they do and how they contribute to the organizational goals.

What Are The Benefits Of A Personalized Learning Plan?

Here is my list of the top 10 benefits that you will see as you adopt a personalized learning plan:

  1. It empowers learners as they can now pick what would work best for them.
  2. It enables learners to control the learning journey, and they can set their learning path.
  3. It enables learners to establish their own, personalized learning goals.
  4. It provides learners the flexibility to choose the way they want to consume content and at the pace that works best for them.
  5. It gives learners a range of options wherein they decide what works optimally for them.
  6. Additionally, learners get a more focused and meaningful learning experience as the content is relevant and matches their interest and aspirations.
  7. Not only is the learning customized, but even the feedback is also personalized and this helps learners improve their performance.
  8. Learners can use the recommendations to recalibrate the way forward.
  9. As an extension, personalized learning features better completion rates.
  10. As a logical extension, the personalized learning plan also shows a better ROI on the training spent.

What Techniques Can Be Used To Offer Personalized Learning?

The key highlights of personalized learning are:

  1. Its ability to offer a custom learning experience for each learner.
  2. It can be designed to match the different levels of learner proficiency.
  3. It can offer varied formats to match the varied expectations of a multi-generational workforce.
  4. It provides control to the learners to design the learning path that matches their region, role, interest, and aspirations.

 We have several techniques to deliver personalized learning. I have banded them into 3 levels – from the degree of customization that can be achieved.

Basic Level Of Personalized Learning

  1. Flexibility to choose a font, theme, or background for the course.
  2. Create a profile and select an avatar (or upload the learner’s image).

Intermediate Level Of Personalized Learning

  1. Audio
    You can provide the option to the learners to opt for with/without learning path.
  2. Options for different formats
    You can offer different formats to suit the varied learner profiles.

Advance Level Of Personalized Learning

This level offers a customized learning path that can be selected based on:

  1. The learner’s role
  2. The learner’s region
    This can also have the option for versions that are available in a local language.
  3. The learner’s proficiency
    A pre-test can determine the existing proficiency of the learner and give him/her a personalized learning path. Today, a microlearning-based training approach provides adequate granularity that enables you to offer a highly Personalized learning experience.
  4. The learner’s interest
    Instead of a pre-test, you can also offer an option to the learner to create a custom, Personalized learning path based on the areas of interest. This can be achieved through a Survey Form.
  5. The learner’s performance
    This can be used to provide personalized feedback to further enhance the learning experience.

Are There Any Specific Ways For Leveraging Video-Based Learning And Increasing The Impact Of Personalized Learning?

video-based learning is a significant part of our microlearning practice and they can be used to add further value to your personalized learning.

  • Video-based learning strategy 1
    You can offer videos to capture the attention of different learner profiles and establish What Is In It For Me (WIIFM) so that they are meaningfully connected to the program.
  • Video-based learning strategy 2
    You can create different variants and formats of microlearning videos to match learners with different proficiencies.
  • Video-based learning strategy 3
    You can use interactive videos that provide different learning paths to the learners based on the choices they make. You can also provide highly personalized feedback based on the outcome of the choices they make.

I hope this article provides you good insights on why you should opt for personalized learning, and how it can be used to match the role, region, proficiency, or interest areas of a given learner profile. I hope my video-based learning strategies will help you enhance its impact further.

If you have any specific queries, do contact me or leave a comment below.

Source: https://www.eidesign.net/how-to-personalize-corporate-training-with-videos/

The post How To Personalize Corporate Training With Videos appeared first on eLearning.

How To Use Interactive Video-Based Learning To Enhance Your Training’s Impact

The adoption of video-based training is on a roll. In this article, I outline how you can use its Next-Gen avatar, interactive video-based learning, and enhance your training’s impact.

Using Interactive Video-Based Learning To Enhance Your Training’s Impact

Using videos for training has been an established practice for over a decade. With the wider usage of mobile learning and microlearning, we are seeing an exponential increase in the usage of video-based learning that can be consumed on the go, in short bites.

We know the impact of videos for learning, but did you know that it does have certain drawbacks or limitations that are equally important to note. These include:

  1. Most of us tend to forget the content after the initial run length of 45-60 seconds. So, the “Forgetting Curve” may set in if the run length of the video is over 2 mins.
  2. Even though videos offer an “on demand” training, they have an intrinsic limitation of “passivity”. This stems from the fact that the only controls learners have are the start/stop/pause. Therefore, after the initial few seconds, the learners may not be as engaged.
  3. Although videos offer high recall, in the traditional format they are not effective for higher levels of cognition like check-pointing the understanding or its application.
  4. We cannot track the learner’s usage of the video.

How Can You Offset The Drawbacks Or Limitations In Video-Based Learning?

The interactive video-based learning is the NextGen avatar of video-based learning, and it successfully mitigates the above said challenges. In fact, it will take the learning experience up by several notches.

Through interactive video-based Learning:

  • You can transform the passivity of traditional videos to highly engaging interactions. These include interactions that are widely used in eLearning, such as Click to Reveal, Hot spots, Carousal and so on.
  • You can validate or checkpoint the learners’ progress as well as learning through inline checks as well as quizzes or end of video assessments.
  • You can also help learners understand the impact/consequences of their decisions by offering branching pathways. At certain junctures of the videos, the learners’ decisions take them to different paths. This technique can help them practice the application of learning in a safe environment.
  • You can track the learners’ progress and performance on LMS.

Tip: This is not all. You can convert any of your existing videos (in traditional format) to an interactive video-based learning format and create more engaging and higher impact training.

Can Interactive Video-Based Learning Strategies Be Used To Meet Varied Corporate Training Needs?

You can apply interactive video-based learning across your varied corporate training needs. They can be used for:

  • Formal learning
  • Informal learning
  • Performance Support or Just-In-Time Learning
  • Supporting ILT/VILT training

Here is a list of our top 5 interactive video-based learning strategies:

  1. Create a learning journey that has multiple videos in the Microlearning format to support formal training.
  2. Offer microlearning videos within the learners’ workflow as Performance Support (job aids).
  3. Offer personalized video-based learning paths to the learners.
  4. Curate videos from YouTube and customize them for your learning needs.
  5. Integrate other interesting components like gamification, Virtual Reality, or Augmented Reality to create highly immersive learning experiences.

What Are The Value-adds That Interactive Video-Based Learning Offers?

There are several value-adds as you use interactive video-based learning. Here are the top 5:

  • You can use interactive video-based learning as short, bite-sized nuggets. Learners can consume this on the go, on the device of their choice.
  • With interactive video-based learning, you need to be concerned about the run length of the video. You can focus on the learning outcome and use the rich range of learning interactions to meet the learning mandate.
  • Similar to eLearning courses, you can add intermittent checkpoints or end of video assessments.
  • You can offer branching options (at certain decision points, learners make choices that take them through unique pathways). This approach creates a highly sticky learning experience plus it enables you to move the cognition level to the application (from recall or understand).
  • Similar to other eLearning courses, you can track the learners’ progress as the interactive videos support both SCORM and Tin Can.

What Are The Key Features Of An Interactive Video Framework?

we had created our interactive video-based learning framework three years ago to help our customers see a 10X impact vis-à-vis tractional video-based learning.

Highlights Of Our Interactive Video-Based Learning Framework

  • Extensive range of interactions that will keep the learners engaged. You can use them to create a sticky learning experience (similar to interactions in an eLearning course).
  • Wide range of assessment formats that can be used to checkpoint the learner’s knowledge.
  • SCORM/Tin Can output to track the learner’s progress and performance.

Key Features Of Our Interactive Video-Based Learning Framework

  • Multi-Device Support
    The interactive video-based learning framework can run seamlessly on the device of the learner’s choice (ranging from desktops or laptops to tablets and smartphones).
  • SCORM And Tin Can Support
    Our framework is compatible with SCORM 1.2, 2004, AICC, and Tin Can and can be hosted on LMS/LRS. It can also run as a standalone piece on a web server.
  • A Wide Range Of Interactivities And Knowledge Checks
    We offer a wide range of learning interactions that learners are used to in traditional eLearning including:
  1. Hotspots
  2. Click and Reveal
  3. Carousal
  4. Drop-down
  5. Timed Activity
  6. Drag and Drop
  7. Branching based on learner decisions
  8. Fill in the blanks-based assessments
  9. Single choice assessments
  10. Multiple choice assessments
  • Learner Analytics
    Our interactive video-based learning framework provides detailed analysis and reports of the learner’s usage pattern.
  • Performance Indicator
    Our framework also shows the performance of the learner, via a visual performance indicator. This tracks the learner’s progress through the learning journey.
  • Gamified Activities
    To engage the learner and make it more interesting, we have gamified elements and activities in the framework. The learner can gain points, badges, and trophies as they complete these activities.
  • Flexibility
    Our interactive video-based learning framework can process any video and make it interactive, but its real power lies in its ability to integrate videos from YouTube and create a learning path to meet specific learning outcomes. The output can be tracked as it is available in a SCORM/Tin Can format.

As you would have noted, there are several compelling reasons why you should opt for interactive video-based learning (instead of or alongside the traditional video-based learning). I hope this article provides the required insights that will help you use it and enhance your training’s impact.

If you have any specific queries, leave a comment below.

Source: https://www.eidesign.net/how-to-use-interactive-video-based-learning-to-enhance-your-trainings-impact/

The post How To Use Interactive Video-Based Learning To Enhance Your Training’s Impact appeared first on eLearning.