This is clearly your endorsement for the value of this community portal. We thank you all for helping make this portal a vibrant community. We want to renew and strengthen our commitment towards building a vibrant and inclusive eLearning community ecosystem for everyone to engage, learn and grow.
Based on suggestions and feedback we received from you, we are excited to announce the brand-new Adobe eLearning Community 2.0.
Here is a brief snapshot of what’s new and changed –
Enhanced User Experience
We have listened to your feedback and we gave the portal a modern design, while improving the user experience by several notches.
The home page now sports a more modular approach with a card-based layout. Each card displays a thumbnail image that you can change anytime.
Faster Time to Content
The predictive search capabilities produce relevant, full-page results.
Narrow down the search results using Categories and Content types as filters.
We have also enhanced the experience of navigating the site to help you find the required content seamlessly.
Now you can highlight text in an article to bookmark, for future reference. These articles along with the highlighted text will be available in profile page under bookmarks section.
If you highlight text and someone also highlights the same text, the highlighted text can be seen by all readers. The more a text gets highlighted, the more popular it becomes and takes precedence over other highlights.
Follow a sub-category, so that the next time an article tagged with this sub-category gets published, the article appears on your home page.
Follow any author from their profile page or post. Any new articles submitted by the author starts appearing on your notification feed.
You would get an option to provide feedback on every article, your feedback would enhance the experience on this community platform.
We hope you will like the new user experience and features, and we are eager to hear what you think about the same. Keep your comments, suggestions and feedback coming.
In this article I will touch upon the benefits of mLearning, why it is gaining momentum, and why it must be a significant part of your learning strategy. Additionally, I will share 5 examples that showcase successful application of mLearning. Let us start with the benefits:
Flexibility to learners.
At the top of the benefits list is the flexibility mLearning offers. This includes:
Flexibility and choice of device to access learning “anytime-anywhere”.
Flexibility of learning with more varied formats (videos, podcasts, and so on).
Better completion rates and higher retention.
The bite-sized or microlearning approach makes it easier for learners to initiate, complete, and retain learning better.
It is a great way to engage with peers to share learning experiences and be part of communities of specific practices.
The experiences are more immersive and statistics reveal that more learners complete the courses through mLearning than traditional eLearning.
The same course is available on varied devices ranging from PCs, laptops, tablets, and smartphones.
mLearning is becoming the preferred approach to provide Performance Support intervention as mobile devices are an intrinsic part of the learners’ work-flow. This facilitates an easy access to information while at work and increases the probability of usage and retrieval.
Mobile devices can also be used to update learners on their “learning path” thereby facilitating “learning as a continuum”. With more people depending on phone-based organizers, integrating links in organizers to commence/resume the courses saves time for learners.
What Is Driving mLearning’s Rapid Adoption?
Changing learner profiles.
The mix of learners in organizations now includes traditional learners, baby-boomers, Gen X, and Gen Y. A significant percentage of learners (particularly Gen Y) prefer using tablets and smartphones for learning.
How learners learn.
As an extension to the changing learner demographics, more and more learners seek different formats to learn (particularly videos, podcasts, access to bite-sized learning, or micro-learning on the go). They also want learning to be part of their work-flow (that is, self directed).
Changing learning device preferences.
This is resulting in initiatives like Bring Your Own Device (BYOD) facilitating learning on the device of the learners’ choice.
Maturing of tools and technologies.
Particularly, over the last three years:
Most Learning Management System platforms now offer the required flexibility of mobile delivery as well as platforms for social learning.
The range of available mLearning authoring tools has widened. The tools can now be used to create both rapid as well as high-end custom solutions.
These are designed for a single build to work on PCs, laptops, and tablets. (You can also have a variant called Adaptive+ framework that can provide a supplement of the primary learning on the smartphones. However, the smartphone build is a separate build and is normally a lighter build than the primary course.) More options to pick the approach that is most suited for learners have emerged. You can now opt for:
These are designed for a single build to work on PCs, laptops, tablets, and smartphones.
Can You Manage Without A mLearning Strategy Today?
Well, the answer is rather obvious; this is a trend that cannot be ignored and the need of the hour is to adopt a two-pronged approach:
Migration of legacy courses.
You can use this opportunity to redesign some of your older courses to╬┐ and also get the multi-device flexibility. This can create a better learning experience and provide the flexibility for learners to access the courses on the device of their choice.
mLearning strategy for new development.
This should be able to leverage the power of mobile devices to create an immersive learning experience. As highlighted earlier, you can opt for Adaptive or Responsive approaches.
Where Can mLearning Be Applied?
mLearning is a great fit for formal learning and Performance Support. It can also be used effectively to foster a collaborative or social learning environment.
Let me illustrate how it can be used to provide enhanced learning experiences through my favorite 5 examples.
mLearning Example 1
Induction Program With Gamification: This is my favorite example that showcases how you can use gamification for an Induction program.
We chose the 100 days Induction cum onboarding plan to map to a theme of a mission that needed learners to clear various levels within the stipulated time. It also had leaderboards to enable them to assess how they are faring against the other team members.
You can also refer to my article Benefits of Gamification in eLearning to see how it can improve learner recall and retention.
mLearning Example 2
Time Management Featuring Immersive Learning Strategies: The difference here lies in the way we engaged the learners with the time management concepts.
We removed “Select next to continue” by making the information flow more intuitive. To engage learners further, we brought in a few gamification concepts (interactive exercises) in the learning path.
mLearning Example 3
Compliance-Combating Money Laundering: This example reflects how you can enhance a legacy course during migration to mLearning format.
The legacy course was text-heavy and as you will see from the screenshots, we relooked at the visual approach in the mLearning format to reduce clutter. We also did extensive layering of content to further limit the on-screen text.
mLearning Example 4
Agile Development Methodology Featuring Interactive Video: This example is also one of my favorites as it reflects marrying the Agile concept to an innovative strategy, that is, interactive video (both reflect changing dynamics).
The content adapted well to fielding questions that the learners may have had in their mind as the Agile approach is a relatively new concept. We were able to leverage on the power of interactive video to clearly establish the gain in a very short run-length.
mLearning Example 5
Industry Vertical (Oil and Gas) Featuring Thematic Visuals: As you will notice in the screenshot, we have used industry specific visual design as the theme for the entire course.
I hope this article has given you the required insights to determine how you can use mLearning effectively in your organization. If you have any comments or suggestions, please reach out to me.
While the usage of Bloom’s Taxonomy (BT) to nail the learning outcomes has been used for training over several decades, the Revised Bloom’s Taxonomy (RBT) brings in an added dimension that enables it to be used more effectively to design eLearning.
In this blog, I touch upon the basics of Revised Bloom’s Taxonomy (in contrast to Bloom’s Taxonomy). Then I move on to showcase how can you use RBT to design the learning architecture of eLearning courses. Specifically, I touch upon how you can use RBT to bring in behavioural change.
What are the changes that were made to Bloom’s Taxonomy to create the Revised Bloom’s Taxonomy?
The Bloom’s Taxonomy was revised by Lorin Anderson and others. This is reflected as following two changes:
Replacement of the nouns with appropriate verbs
Change in the order of verbs (the last two levels were interchanged)
The figure illustrates the revised structure. For an easy reference, the Bloom’s Taxonomy is shared along side.
Let’s see both these revisions in detail.
Remembering: Recall information and exhibit the memory of previously learned material, information or knowledge (could be facts, terms, basic concepts or answers to questions).
Understanding: Demonstrate understanding of facts and ideas by organising, comparing, translating, interpreting, giving descriptions and stating the main ideas.
Applying: Use information in new or familiar situations to resolve problems by using the acquired facts, knowledge, rules and techniques.
Analysing: Examine and slice information into portions by understanding causes or motives; make inferences and find evidence to support generalisations.
Evaluating: Express and defend opinions through judgements about information, authenticity of ideas or work quality, according to certain criteria.
Creating: Organise, integrate and utilise the concepts into a plan, product or proposal that is new; compile information together in a different way.
How can Revised Bloom’s Taxonomy (RBT) be used in designing eLearning courses?
The learning architecture of the eLearning course is crafted using RBT.
RBT guides the creation of an online learning solution based on the kind of knowledge and the level of cognitive/affective complexity of the course. The process of mapping the course creation to RBT ensures the learning experience is crafted as per an accepted and ratified framework. It also allows more time to craft an engaging online learning experience.
Application of RBT
During the initial phase of a project life cycle, appropriate Revised Bloom’s verbs are applied to write the Terminal Learning Outcomes (TLOs) and the Enabling Learning Outcomes (ELOs) of the course.
Once the TLOs and ELOs have been determined, the RBT also guides in determining the presentation style for individual frames in the content.
NOTE: The second aspect is the significant value-add that RBT provides to create eLearning courses. We can tag the content to various content types (Fact, Principle, Process, Procedure and so on). Looking at the nature of the content, we can identify how it should be presented in the online format (as static information, an interactive frame or a knowledge check that reinforces learning or validates the required cognition level).
Can Revised Bloom’s Taxonomy (RBT) be used to create or impact behavioural change?
The Affective Domain addresses interests, attitudes, opinions, appreciations, values and emotional sets.
If your aim is to bring about a behavioural or attitude change through the learning, then structure the information to progress through the levels of the Affective domain, as shown here:
Receiving: Focus of attention and simple response to stimuli
Responding: Active participation and reaction
Valuing: Ascribing a value to an object, phenomenon or concept; ranges from acceptance to commitment
Organising: Bringing together different values, resolving clashes among them and starting to build an internally consistent value system
Internalising: Acquiring a value system that has governed the learner’s behaviour for a sufficiently long time
Please refer to the table that lists the action verbs corresponding to the Affective Domains that can be used to create the learning objectives in eLearning courses.
Asks, chooses, identifies, locates, points to, sits erect
I hope this blog gives you the required cues on what is Revised Bloom’s Taxonomy (RBT) and, in contrast to Bloom’s Taxonomy (BT), how is it more effective in creating the learning architecture of eLearning courses.
Want more insights on the Revised Bloom’s Taxonomy (RBT) and how to use it to design eLearning courses?
Schedule a call with our Solutions Architecting Team.
Additionally, you can take our online course on Instructional Design Fundamentals, one of the 15 Instructional Design courses from the first suite of our ‘InSight’ product line. For more details and to buy the course, click here.
Amongst the challenges that Learning and Development teams and Learning Consultants face today, the top 2 pertaining to training would be: 1) How to increase the efficacy of training?, and 2) What learning strategies should be adopted to ensure that the learning and business mandates are met? In this article I will outline 5 tips for innovative eLearning development that will help organizations improve efficacy of training by making the learning stick.
Innovative eLearning Development
Did you know?
In 1885, Herman Ebbinghaus, a German Psychologist defined the exponential nature of forgetting. As you see from this diagram featuring the “Forgetting Curve”, we forget 80% of what we learned in 30 days!
How can we improve stickiness of learning?
By following innovative learning strategies outlined in this article, you will be able to create the required “Chain of Impact”.
How can we improve stickiness of learning?
To create the “Chain of Impact,” we need to adopt ways to ensure the learning sticks. Sticky learning is the learning that lasts over time.
This can be achieved through many approaches. One of the significant approaches is adopting learning strategies that:
Focus on action (“to do” things rather than “seeing” how they should be done)
Build on the current schema of the learners (draw upon what they know)
Allow exploration (enable self-discovery)
5 Tips to improve stickiness of learning through innovative eLearning development
We have a range of solutions that improve learning, recall, and retention. These are rendered through our innovative eLearning development framework.
My top 5 tips are:
1. Use Gamification for learning
You can use the power of games to deliver specific learning outcomes in your learning and performance strategy. You can opt for:
Overlay of a gamification concept on your content to have the whole course gamified through levels, board games, or challenges
Partial Gamification of inline checks and assessments
2. Use Interactive videos (particularly for micro-learning)
Today, several options are available to convert linear videos to interactive videos that can create an immersive and engaging experience. The passivity of the videos can be overcome by providing learning interactions, knowledge checks, and feedback.
3. Use Decision-making branching simulations
You can use branching scenario simulations to move the learning process from mere knowledge acquisition to its application. These simulations can complement the scenario-based approach and should be used when learners need to deep dive into multiple related facets or handle a far more complex situation.
This approach helps learners work in a safe environment (where they can practice and also easily recover from the mistakes they may have made). They can evaluate different aspects and get a sense of what impact their choices can have.
4. Use Story based learning (Storytorials)
A proven approach, the story-based approach (Storytorial) combines the principles of Instructional Design with the compelling power of a story. The dual impact enhances the quality of learning, resulting in an immersive learning experience.
Storytorials are strung together in a fictional narrative and generally have a beginning, body and an end. While a story may have multiple plots based on the content, you need to make sure that the central theme of the story sticks to the content and avoid redundant material that has little or no contribution to make to the training.
5. Use Scenario based learning
As per ATD (Association of Talent Development), Scenario-Based Learning (SBL) is a proven method to build expertise in tasks that are unsafe or infrequent in the workplace or to build critical thinking skills.
You can use scenarios to create learning activities where learners are presented with a real life situation or problem and they must work through it to achieve their goals. Although most of these interactions help hone learners’ cognitive skills, there is always the option of adding an emotional element for greater learner engagement. An example of this would be simulating a real-life situation where every decision that the learners make has a direct bearing on themselves or their colleagues.
I hope this article featuring innovative eLearning development provides the required cues that you can practically apply to create a “learning retention and recall curve” for your organization.
Outsourcing of eLearning content development has been there for a few decades. What has helped it grow is certainly its most significant gain, that is, cost savings. The bigger gains are in terms of other strategic benefits that it offers. It enables the Learning and Development teams to focus on the next level of tasks including strategic planning, determining ways to measure the effectiveness of learning, analyzing program usage, and exploration on what more is possible. However, there are several challenges that are inherent to outsourcing eLearning content development. I believe the answer lies in an effective evaluation strategy that can help you address these challenges plus help you create a sound and long term partnership that can deliver the required value. Here is how to evaluate the right partner to outsource your eLearning content development.
Ultimate Cheat Sheet To Evaluate The Right Partner To Outsource Your eLearning Content Development
In this article, I will share my “cheat sheet” that you can use to evaluate and select the right partner to outsource your eLearning content development.
The Challenges When You Outsource Your eLearning Content Development
You can refer to my article Is Outsourcing eLearning Content Development Right For You to review the triggers that typically initiate the outsourcing process. The article also outlines the advantages of outsourcing your eLearning content development.
I quote from this article the challenges in outsourcing your eLearning content development that you should be mindful of as you structure your evaluation and selection process:
The success of your outsourcing strategy for eLearning development can go belly up on account of:
In your budgeting, you would have factored for the pay-out on account of outsourcing as well as time and budget for your Project Managers who would work with the outsourced team. The outsourced team’s inability to follow the brief accurately can often lead to higher review times adding to your costs. They may also add delays in your project schedules.
Aspects that you can identify only after you begin outsourcing.
During the evaluation phase as well in the pilot phase, you get to interact with your partner’s top notch talent. Once you start scaling (after looking at the initial success), you find the talent pool has changed. Often this leads to additional costs for you to cover the re-briefing, additional reviews, and quality issues.
Inconsistency in performance and quality standards.
Closely linked to the challenge outlined above, you often see a variation in the quality or lack of consistency. This too leads to additional review time and adding days to your project schedule to mitigate these challenges.
Inability of your partner to adapt and align effectively to changing dynamics.
Often, the business dynamics change, the kind of solutions your customers require now can change, and this can lead to a gap in what you gain from an existing partnership. (For instance, significant transitions like Flash to mLearning or the current need of fully responsive mobile learning solutions that need a different expertise set) can play havoc with your further planning. If the partner is not in sync with changing market expectations or what more is required, you may have a show-stopper.
Cheat Sheet For Evaluation To Outsource Your eLearning Content Development
Here is my “cheat sheet” that you can use during your evaluation process. As the list is fairly long, I have tagged this into 3 categories:
Focus on custom eLearning development.
If you are doing outsourcing for the first time, you are drawn towards the “safety net” a larger company offers. In many situations, eLearning services may be a small component of their portfolio. As a result, the focus on continuously refreshing and revitalizing these services is not very high. On the other hand, the eLearning needs and the solutions are changing very rapidly so you may be stuck with a partnership you cannot leverage on for a longer period of time. Checkpoints:
If you still opt for this approach, ask what percentage of their revenue comes from custom eLearning solutions.
Ask them more questions to determine their focus, the frequency of their portfolio update, and if they are in sync with the changing industry dynamics.
Capability and expertise in custom eLearning. This is the certainly the start point to look at your potential partner’s services and product portfolio and how closely this maps to your current and future needs. Checkpoints:
Do check for the industry-specific expertise that is relevant for you.
Match your growth plans with the expertise they currently offer/have plans to add in future.
Do ascertain what they “do not do”!
Do not miss out the review of audited balance sheets to check on the financial stability (more importantly, you must get an understanding of their next 2-3 years’ plan).
Size and capability to scale.
While the current team size should be an important factor for your evaluation, it is equally important to understand how they can scale at a short notice, if required. Checkpoints:
Check on the number of concurrent projects that a typical team handles and the turn-around time.
Ascertain how easily they can scale to your ad-hoc requirements.
It is important for you to know the potential partner that you’re looking to deal with and what their standing in the market is. Checkpoints:
Ask how long have they been in business of custom eLearning.
Ask how much has the business grown.
Ask how many customers are long-term.
A look at what they have developed already helps give you a sense of what their development capabilities are. Checkpoints:
Ask for a wide range of samples (cutting across various authoring tools).
Ask for samples showcasing innovative learning strategies.
Ask for samples showcasing their take on what the future holds.
Don’t just go by the introduction they give you about themselves. Probe further and carry out reference checks. Checkpoints:
Do not depend on email alone to get feedback.
Pick up the phone and have a detailed discussion – ask for the pain areas, how were challenges addressed, and so on; do not restrict your questions to what worked, ask for what did not work and how they addressed the challenges.
Talent (particularly in Project Management and Instructional Design).
The quality of people in the vendor team determines the success of your outsourcing initiative. So, ask for the details on the talent that will be potentially aligned for you. Checkpoints:
While you start your interaction with the Account Management and Project Management talent first, ask for the details of the next level as well. This information is an important indicator to ascertain how multiple, concurrent projects will be handled.
Particularly significant is the check on the expertise from the Instructional Design team. It is vital to determine their expertise in learning design. You also need to get clarity on their Instructional Design methodology.
Then look at Visual Design from the range of talent available (for instance, from visualization to illustration capability).
Look at the Technology team’s capability to support varied requirements (different authoring tools, adaptive and response frameworks, and Learning Management System support).
Look at their Quality Management System and specifically check for how they feed the lessons learned to continuously enhance the process.
Clear and well-defined process.
A mature development framework is the second most important factor that would determine the success of your outsourcing initiative. Ask for the detailed work-flow and the supporting assets. Do assess how efficiently the sign-offs will be handled. Ask for the risk management and mitigation measures. Additionally, ask for the communication guidelines and ascertain what measures are in place to ensure timely delivery (with requisite quality). Checkpoints:
Check on the flexibility the development framework offers and how easily it can be tweaked and aligned to your development methodology. The important thing to check here is the work-flow and if it is aligned to “continuous improvement”.
Check for actual assets to assess how they are used practically.
Check if their focus is on international business and how it can address the dynamics of distributed development.
Ask for their communication practices (how they will share updates constantly, the periodicity of their updates, how they will handle exceptions, and so on).Ask about the review mechanisms (how they will handle the feedback, regression, and change-requests).
This must be aligned to the dynamics of distributed custom eLearning development and it should offer you the flexibility to your specific requirements. Checkpoints:
Check for the periodicity of updates to the existing work-flow.
Ask about the AGILE practices.
Infrastructure and measures to protect your Intellectual Property (IP).
As the outsourcing vendor would be your distributed development arm, it is vital to ensure that their infrastructure is in line with your requirements. Additionally, you must ascertain the Info Security policies that they have in place to safeguard your IP. Checkpoints:
Ask for their Information Security policy and how exactly it will be aligned to protect your IP.
Ask for status updates on these (at least once in 6 months).
3. Success Factors.
Ask what drives their solution architecting. Ascertain if their solutions are driven by tools or learning experience. Checkpoints:
Check if their solutions are based on learner performance and how they will create a positive impact on the business.
Ascertain if they take a consultative approach to craft the right solution.
Their take on what they see as the “future of learning” and how they are aligning to it.
Get a sense of their forethought and if they are working towards keeping track of the new and possible future trends. Checkpoint:
Ask for their “philosophy” to create learning solutions.
Ask for the focus on new and current approaches and how do they dovetail into the existing or older approach.
Meeting deadlines (while sustaining quality).
It’s important for you to ascertain whether your potential partner is capable enough to strike a balance between making timely deliveries and maintaining the desired quality. Checkpoints:
Ask how they manage the schedules.
Particularly check on the impact (if any) when concurrent projects happen. Ask this question during the reference checks.
Risk management and mitigation.
Ask about their framework and how exactly risks would be communicated to you (including their mitigation plan). Checkpoints:
Ask how this is implemented in each project (from initiation onwards).
Ask how this learning will be factored in the subsequent projects.
Ask about their framework for collaboration between distributed teams. Specifically ask how they handle time zone challenges. Checkpoint:
Ascertain the effectiveness of their communication and collaboration during the reference checks.
Ask if this exists and, if so, how exactly this is driven. Ascertain if this is indeed part of their DNA. Checkpoint:
Ascertain the outcomes and some success stories and certainly check this during the reference checks.
Outline of their HR initiatives (to support talent management).
Ask what attrition rates they currently have. Checkpoint:
Ask what measures are in place to retain talent.
Ascertain that there are no hidden costs. Checkpoint:
Ask for the “rate card” to begin with but ascertain if it allows for dynamic costing.
I hope these pointers would be useful in evaluating partners to outsource your eLearning content development. If you have any other pointers, do share them with me. I would like this list to be dynamic and will be updating this every 6 months to keep it current.
Inserting and editing video in Adobe Presenter is as easy as accessing the Adobe Presenter tab on the Ribbon and then clicking the Video tool. Once videos have been added to a PowerPoint slide, they can be manipulated just like any other PowerPoint object.
I received an email recently from a new Presenter developer. He wanted to insert a video, but instead of adding the video to the slide, he wanted it to appear to the left of the slide, above the Table of Contents. He had heard such a thing was possible but had been unable to find the feature.
The feature he was looking for is called Sidebar video and it’s shown in the image below. Adding Sidebar video to a project is simple and I was able to talk him through it with a quick email. If you’d like to learn how, follow these steps.
To begin, select a PowerPoint slide and then, on the Adobe Presenter tab, Insert group, click the Video tool and choose Import. (This will open the Adobe Presenter – Import Video dialog box.)
Select the video you’d like to use in the Sidebar and, from the lower right of the dialog box, select Sidebar video.
By default, the Sidebar video will appear at the left of the Presenter playback window (as shown in the first image above). You can hide the Sidebar or change its location by clicking the Theme tool and deselecting Show Sidebar (to hide it) or selecting Right or Left from the Location drop-down menu.
Kevin Siegel, CTT, COTP, is the founder and president of IconLogic. Following a career in Public Affairs with the U.S. Coast Guard and in private industry, Kevin has spent decades as a technical communicator, classroom and online trainer, public speaker, and has written hundreds of computer training books for adult learners. He has been recognized by Adobe as one of the top trainers world-wide.
Learning and Development teams cannot ignore Millennials anymore, given their increasing presence in the workforce. In this article, I share insights on their traits and learning preferences and a few tips and strategies that you can use to engage your millennial workforce and provide them with an effective learning experience.
8 Learning Strategies And Tips To Engage Your Millennial Workforce
According to most researchers and demographers, Millennials belong to the generation of people born between 1980s and early 2000s. They are also sometimes referred to as Gen Y. They’re becoming a force to reckon with as their presence in organizational workforces and several leading global economies is increasing.
This generation has grown up differently, and deserves to be treated differently. Learning strategies that otherwise work for older generations aren’t likely to find resonance with folks of this ilk.
It therefore becomes important to understand their traits, their learning preferences, their behavior, and how they go about their everyday lives to be able to create learning strategies that grab (and retain) their attention and help them apply that learning on the job.
What Are Their Characteristics Or Traits That Would Have A Direct Impact On The Learning Strategy?
Some of the key characteristics of the millennial generation:
First generation “digital natives”.
While Baby Boomers or people from the Gen X group would have played with He-Man action figures or Barbie dolls as children, most Millennials would have had gaming consoles, computers, and mobile phones as toys back in their childhood. They have grown with technology, the internet, social media, and smartphones.
Technology and digital devices have been part and parcel of their lives right from the beginning and they take to technology like fish to water.
Strong multi-tasking capability.
While employees of older generations would prefer focusing on one task at a time, Millennials are comfortable working on a document, listening to music, and responding to their peers on chat at the same time!
Studies have found most Millennials to be nurturing high ambitions and expect a quick raise in their ranks in organizations.
Have short attention spans.
This is a widely accepted fact. So much so that according to a report, NBA is seriously considering shortening the length of their games to cater to Millennials’ short attention spans!
Millennials are easily distracted. If you’ve seen them getting hooked to their phones during a class or a meeting, you’d know what I’m talking about.
Need a clear and definitive goal and outcome.
This generation doesn’t like beating around the bush. They want their goals and outcomes to be specific.
Millennials are in constant need of recognition. According to a report, a significant percentage of Millennials expect a promotion, raise, or a bonus every 1-2 years. In fact, it says Millennials treat bonuses as a right rather than a reward!
Need constant feedback.
Millennials have grown up with the internet which provides instant feedback. They need constant feedback and instant gratification of their search for knowledge and day-to-day requirements.
The last thing Millennials want is stringency. They like flexibility – in the devices they use, the way they learn, and pretty much everything they do.
Furthermore, their learning styles show the following notable aspects:
They like learning to grow at work.
Group-based activities work really well with them.
They look for relevant information and don’t like wasting time on detailed supporting information.
They appreciate hands-on learning experiences.
They are not fond of authoritative styles of teaching and taking orders. They like their say to be valued and an environment which encourages them to voice it.
They show a strong preference for visual aids (rich media).
They prefer experiences they can relate to easily and apply (real life scenarios).
They are at ease with technology and respond best to interactive and engaging multimedia formats.
They like exploring things (as opposed to being “asked” to do something or following a rigid learning path).
They want more freedom, less pressure, and platforms to express their creativity.
They crave for attention and personal care.
Bottomline: They are open to learning as long as it’s short and fun.
What Tips And Strategies Can Be Used To Engage Your Millennial Workforce?
Here are some of the strategies you can use to help Millennials learn and apply that learning on the job:
1. Offer Responsive mLearning Or Mobile Learning.
According to a survey, about 40% of Millennials interact more with their smartphones than they do with people. Besides, about 77% of Millennials spend more than two hours every day on their smartphones. Responsive mobile learning solutions and the flexibility to learn on the device of their choice will resonate well with Millennials.
2. Use Microlearning.
Bite-sized learning is an ideal way to engage Millennials and offset the short attention spans challenge associated with them. Also, the fact that they like hands-on learning experiences makes a great case for using microlearning nuggets as Performance Support Tools (PSTs).
3. Extend To Social Learning.
According to a survey, 83% of Millennials said they have a Facebook account. This generation loves social media. Their liking for collaborative experiences can be leveraged using forums and communities of practice that facilitate social learning, collaborative learning, knowledge sharing, and curation of learner created content.
4. Engage With Gamification Of Learning.
The concept of gamification resonates really well with Millennials. You can use gamification elements in learning to challenge and motivate these learners and bring about the required engagement.
5. Use Videos Extensively And Offer Learning Nuggets In Rich Media Formats.
Videos are a big hit with Millennials. According to a report, 81% of Millennials in the U.S. watch videos on YouTube. This also justifies the fact that they like searching and choosing what they want to watch contrary to watching shows on TV. You can use this trait to your advantage and offer video-based learning nuggets to engage them.
6. Offer A Learning Path Based Approach.
You can offer learning as a series in the form of a learning path and help Millennials learn, practice, and take remediation along the journey.
7. Wearable Tech.
It allows Millennials to be able to interact with the device at all times and can be leveraged to push learning nuggets or performance support learning aids. Wearable tech also serves the immediacy purpose better, and, due to the aesthetic appeal, goes well with the fashion element to excite Millennials as well.
8. Curated Personalized Learning.
As mentioned earlier, Millennials like exploring information. Curation of content gives them the opportunity to learn and contribute at the same time. Besides, personalization of learning to suit their individual learning style will go a long way in helping the learning stick.
You can also take a look at this video on the various types of strategies you can use to engage your millennial workforce.
I hope this article provides the required insights on Millennials (who they are and why they are significant for Learning and Development teams) and how can you create the right learning strategies (based on their traits, learning styles, and learning preferences) to engage them. If you have any queries, do contact me at firstname.lastname@example.org.
I will be attending ATD Conference, San Diego, which is happening between May 6-9, 2018. If you are attending this conference, please stop by the Adobe Booth; it will be great to catch up in person!
We would like to hear your thoughts and suggestions for Adobe Captivate and the eLearning Community.
If you are not attending the ATD conference, I am still available on May 10 and 11. Please write to me if you are free around this time, and we can meet.
I’m also looking to interact with various Captivate user groups, or anyone who is managing or part of a user group.
For any questions/clarifications, please write to me – email@example.com
It will be wonderful to meet you & hear your thoughts!
Microlearning is the flavor of the season and for a good reason. Today, it is an important component of formal and informal training. In this article, I share 15 types of microlearning that you can use for formal and informal learning.
Formal And Informal Learning In The Workplace: 15 Types Of Microlearning
A lot has been said about the challenge of dwindling attention spans. In fact, a recent study by Microsoft pegs that the human attention span at 8 seconds in contrast to a goldfish whose attention span stands at 9 seconds.
While I don’t necessarily buy the data of this report, the fact is that we all are multi-tasking, we live in a world of distractions, and we have limited attention span. Alongside high pressure at work (often with long hours that compete with our personal time), we need to find the time and do justice to training. In the last 2-3 years, microlearning has emerged as an effective approach that L&D teams can use to address some of these challenges.
What Is Microlearning?
As the name suggests, it is a short, focused training. It is normally 2-5 mins in run length (normally not exceeding 7 mins). Although it is short, it is designed to meet a specific learning outcome.
It has the following key characteristics:
Rich media formats
Action-oriented (wherein learners learn, practice or apply for the job)
What Is Not Microlearning?
Microlearning is more than splitting the larger eLearning course into shorter nuggets. As I have highlighted, it is aligned to a specific learning outcome and should trigger the learner to act.
How Can Microlearning Be Used?
Microlearning is short, focused, available on mobile devices and can be adapted to offer both formal and informal training. Here are a few options:
You can transform your traditional eLearning format or microlearning format to a series of microlearning nuggets that are connected seamlessly through a learning path. These are designed for mobile learning or mLearning format giving the flexibility to the learners to consume them on the device of their choice and at a pace that works best for them.
Supplement formal training
You can also use types of microlearning to supplement your formal training.
It can be offered as nuggets to provide a reinforcement to the primary, formal training. Alternately, you can offer a series of nuggets to challenge the learners (micro quizzes).
You can also design them as a series of nuggets for practice and eventual mastery.
You can also use it to supplement your Instructor-Led Training (for instance, for online pre/post workshop material or practices sessions).
Performance Support Tools (PSTs) or job aids
Microlearning finds a perfect match to offer performance support to the learners. PSTs are just-in-time learning aids that are available in the learner’s work-flow and are designed to address certain needs. They could offer a quick fix, a ready reckoner to support their task, or a checklist that enables them to create the output with the required quality. Microlearning can be used very effectively to meet these specific just-in-time learning needs.
What Are The Various Types Of Microlearning?
They are a great fit to summarize the key takeaways. The visual approach to summarize the key aspects leads to higher recall and retention.
2. Interactive Infographics
Like infographics (in terms of visual-based approach), the interactivity enables you to layer information and pack more details. As an extension, they can be used as short learning guides.
This is probably the most common format for microlearning and can be used to provide quick and just-in-time access to specific information.
4. Interactive PDFs
The more current avatar of the traditional PDFs, that allow longer reams of data to be packaged in meaningful info groups that the learner can browse through easily.
5. eBooks And Flipbooks
They make handy job aids wherein you can pack great visual appeal and interactivities. They are multi-device and can generate HTML5 output. You can also integrate audio and video to further enhance the impact.
View (Video-Based Learning)
1. Animated Videos
A popular format that can be adapted to create a variety of learning aids. It can also be a part of a traditional eLearning (context-setting or learning summary).
2. Whiteboard Animation
A picture is worth a thousand words. Explaining concepts through pictures (featuring illustrations, animations, and audio) creates a high engagement, and the image stays with the learners well past the learning interaction.
3. Kinetic Text-Based Animation
Sometimes, when minimalism scores instead of visuals, the animation of text (with sound effects) can be used to convey the required message.
4. Explainer Videos
As the name suggests, these are great to introduce a concept in an easy to understand visual manner. Sharp and focused, they can be aligned to meet a specific outcome very effectively.
5. Interactive Videos
While video-based learning is great, you can top it up through interactive video-based learning. You can add interactions (matching the learning interactions of eLearning courses) to create high impact learning experiences.
6. Expert Videos, Webinars/Recorded Webinar
We look forward to expert advice and insights. Using this approach makes them accessible to learners when they want to review or at the moment of their need.
These are again very useful formats that can be accessed on demand by the learner at the moment of their need.
1. Interactive Parallax-Based Scrolling
Another very interesting format that uses the parallax approach that is commonly used in websites. It uses the same technique to simulate a learning path that the learner can “scroll through”. Alongside the learning path, interactions and quizzes can be added.
2. Mobile Apps
A very powerful approach to offer learning is through a mobile app that is being talked about as the “future of learning”. Not only is it the right fit for learning on the go; it brings in the added advantage to do both online and offline viewing (when there is no internet access).
3. Complex Branching Scenarios
When you need to simulate complex, real-life situations that learners need to handle and gain mastery on, this format is the right fit.
Take a look at this video to know the 15 types of microlearning that you can use for formal and informal learning:
I hope this article provides you enough and more choices to select types of microlearning that would work in your organization for both formal and informal learning. If you have any queries, do contact me at firstname.lastname@example.org.