Using Artificial Intelligence in a Captivate Project

On a recent project, we needed to develop a customer service eLearning course that could act as a live customer, i.e. accept natural language statements, process them, and respond accordingly. If you’ve ever developed a conversation-based eLearning course in the past, you probably created a limited set of questions and corresponding responses, each one branching out to a different slide based on the selected option. While this approach works in many situations, it significantly limits what the learner can “say” to a customer in the training. Here, because the learner should be allowed to freely structure her statements, the branching approach cannot be used. The approach we took was to create the core module in Adobe Captivate 2017 and link it to the AI engine.

Slide 1 of Customer Service Training Powered by AI

You can click on the screenshot above to see the live module.

In addition to being able to “score” unstructured statements, AI provided more benefits, including:

  • Tracking whether the learner sticks to the script required by the company policy
  • Determining whether a particular step of the conversation was executed on time, early or late
  • Identifying irrelevant and duplicate questions/responses
  • Customizing feedback for each step of the conversation
  • Recording all conversations for management to review and utilize for further coaching
  • Using data collected by AI to predict the outcomes of the training
  • Training the AI algorithm to improve understanding based on the collected data

While there are many AI options currently available to developers, we used ClueLabs eLearning engine to process the statements and provide responses to the learner. To enable the module to communicate with the AI, we used JavaScript advanced actions in Captivate.

As a company specializing in advanced eLearning technology, we are very excited about the availability of great tools that are currently available on the market. We will continue sharing interesting examples of our work, and also hope to see what innovations the rest of the eLearning community brings to their customers. We would love to connect with anyone interested in exploring innovative approaches in eLearning, and welcome everyone to get in touch with us to learn more about what we do.


Adobe named to 2017 Best of Elearning! Hall of Fame

Adobe Captivate Hall of Fame 2017

Drumroll, please! Adobe has been inducted to the 2017 Best of Elearning! Hall of Fame, in the very first edition of this honor. Established thirteen years ago by the Elearning! magazine, the Best of Elearning! Awards felicitate the creators of outstanding solutions. The Hall of Fame honor was added this year to recognize a brand’s continued contribution towards eLearning. Adobe Captivate, the flagship eLearning authoring tool from Adobe, has been the torchbearer in helping Adobe win the award 13 times – since 2005 – for a range of eLearning solutions.

What lies behind the exceptional track record of Adobe Captivate? How does Adobe consistently anticipate learning requirements, provide futuristic solutions, and exceed customer expectations? These were some of the questions posed to Priyank Shrivastava, Director of Marketing, Adobe, in an interview with the editors of the Elearning! Magazine. Shrivastava gives credit to the “culture of innovation and customer centricity.” He goes on to say that the brand continues to lead the category as the product teams are always clued in to customers’ pain points and work hand-in-hand with the L&D teams of customer organizations to design solutions that address their problems.

Shrivastava also points out: “Our product roadmap constantly reflects changing behavioral trends among both eLearning authors/designers as well as learners.” Adobe entered the world of mobile learning when it was still in its infancy, with the goal of empowering authors to provide awesome experiences to learners – on the devices of their choice – with minimum additional effort. Some of the industry-first features in Adobe Captivate (2017 release) that demonstrate this philosophy are:

  • Fluid Boxes – for creating fully responsive courses without any programming
  • Automatic transformation of desktop-only courses to responsive modules
  • Adobe Typekit integration – to create visually stunning courses using a full library of fonts

Success brings humility and Adobe Captivate is not resting on its laurels. Adobe continues to develop solutions that leverage the latest technologies to facilitate innovative and immersive forms of learning – continuously making it easier for authors to design and for learners to consume anywhere, anytime, on any device.

Read more about the induction of Adobe to the Best of ELearning! Hall of Fame:

Experience the power of the award-winning smart eLearning authoring tool.

Try Adobe Captivate today

Digital Learning, Brand and Communications: The Holy Trinity

If you’re a Digital Learning professional at a reasonably sized organisation or larger, you’ll most likely be liaising with both an Internal Brand and Internal Communications team. The three teams can support one another in a number of ways and form an effective partnership.


Let’s start with how a Digital Learning Team can work with the Brand team.

Brand guidelines are an enabler for a Digital Learning team, despite the outdated notion of the ‘Brand Police’, critiquing work with an unforgiving eye. Speak with your Brand team and immerse yourself in the brand and values of your organisation. Design work is so much easier when there is mutual trust between the two teams.

A bit of work up front will reap rewards. As a minimum: be familiar with the company logo and its use; check that the correct fonts are installed; prepare swatches of brand colours; build a library of approved assets. In short, think like a Designer.

Will the end result be a catalogue of eLearning modules, each a carbon-copy of the last? Absolutely not, unless that’s what you happen to be going for. The aim is good design that bears a brand’s hallmarks, and this will become familiar and engaging for colleagues. Simply build templates as a basis for all modules and then get creative.

Additionally, applying your organisation’s Tone of Voice will improve Instructional Design. Refine your content with Tone of Voice guidelines so that it “speaks to” end users and delights stakeholders. Further, the importance of user “buy-in” should never be overlooked, particularly where learner fatigue may have set in due to a large volume of content.

All things sparkling copy provides a seamless link to Communications…


The crossover here is very clear. Instructional Designers and Digital Learning Developers are responsible for conveying information efficiently. Thought is given to look and feel, impactful imagery and engaging words. All of which are second nature to Communications professionals.

A strong bond between Digital Learning and Comms is a powerful thing. Comms can proof-read content, get messages out for Online Learning content and even produce full campaigns with a range of media. In turn, Digital Learning can ensure that standard approaches, content and themes are joined-up with those of the Comms team.

In summary

If you are fortunate enough to be able to call on the support of dedicated professionals in their fields, why try and do everything as a Digital Learning Designer, almost certainly to a lesser standard? Think and act like one big team for the best possible results for all concerned.

Leitfaden E-Learning: Digitale Lern­angebote kennen und nutzen

Das ist natürlich wirklich eine Herausforderung: in Zeiten, in denen die Grenzen zwischen online und offline verschwimmen und in denen sich Hunderte von Tools und Formaten im Netz tummeln, noch „E-Learning“ zu erklären. Aber es ist den Machern dieses Leitfadens ganz gut gelungen.

Es gibt einen kurzen Einstieg, der die neuen Chancen betont, die die Digitalisierung bzw. E-Learning für das lebenslange Lernen bieten. Dann werden sechs Formen des E-Learning vorgestellt: Lernsoftware (Webbased Training), Onlinekurse („Im Inter- oder Intranet“), MOOCs („Wie an der Uni“), Videotraining („In kleinen Häppchen“), Apps („Lernen unterwegs“) und Blended Learnig („Mit Präsenzphasen“). Dann folgt noch ein Kapitel zum informellen Lernen und den Möglichkeiten, sich selbst mithilfe von Online-Videos, Blogs, Wikis und sozialen Netzwerken schlau zu machen. That’s it. Drumherum noch einige kurze Tipps und Aufzählungen.
Stiftung Warentest, 30. November 2017

Welcome to Vibrant Adobe eLearning Community!

Welcome to Vibrant Adobe eLearning Community, the new hub for all eLearning professional –

  • Adobe eLearning Community is a platform to learn, engage, connect with other eLearning Professionals or ask just about anything related to eLearning & Captivate
  • This platform offers a wide variety of Adobe Captivate getting started videos, blogs, and a range of advance eLearning articles
  • You can now seamlessly contribute to showcase your work on this platform, create your profile to increase visibility within the eLearning ecosystem, thus connect and expand your network
  • Needless to add, you’ll also be the first to hear about product announcements from Adobe Captivate & all the yearly events that happen at Adobe.
  • There are special incentives that we offer when you sign up & contribute to the Adobe eLearning Community portal.

We encourage you all to make the best out of this platform to know what’s happening in the eLearning world and keep yourself up to date with Adobe Captivate. Looking forward to seeing you all in the Adobe eLearning Community!


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Top 4 Proven Instructional Design Strategies to Enhance eLearning for Corporate Training


Be it any game, you need a right game plan or a strategy to succeed. And the same applies to eLearning design for corporate training. “eLearning when designed correctly with sound instructional design strategy has the potential to bring organizational excellence with a positive eLearning ROI. ” An instructional strategy is an action plan or a method to help people learn. It defines the approach to achieve learning objectives using various learning devices, techniques, resources, and various learning theories.

Note: You need to analyze the learning needs, learner profile and desired learning outcomes before you could finalize the learner-centered instructional strategy for your online training.

In this blog, we will take a closer look at the top 4 proven instructional design strategies to enhance online training experience.

1. Story-Based Learning – Keep Them Intrigued

For instructional designers, designing eLearning content that keeps the learners engaged throughout the course is a challenging part. Having said that story-based learning breaks the monotony and avoid Clicky-Clicky Bling-Bling in the eLearning courses.

Story telling is the powerful approach to captivate your learner’s attention creating an engaging, emotional and perceptual learning experience. It contextualizes learning with interesting elements such as a strong narrative, interesting and thought-provoking plots, relatable characters, suspense and a strong message.

How to create Story-Based eLearning?

Crafting compelling story-based learning involves:

  • Weaving a story around the content establishes relevancy and makes it contextual
  • Using conversational narrative (tone) as if you are talking to learners
  • Creating a conflict or tension

Used in trainings like Behavioral Training, Sales Training, compliance training, Leadership training Coaching and Counseling.

2. Scenario-Based Learning – Get Them Involved

Scenario-based eLearning is an active learning strategy that not only improves learner engagement, but also challenges them to take right decisions – changing behavior and performance. The interactive branching scenarios put learners into real-life challenging situations and elicit behavioral response. Here the learners need to solve them using their critical thinking and problem-solving skills.

This provides them an opportunity to make decisions, experience consequences and learn from their mistakes in a safe environment.
Building challenging scenarios involve:

  • Making sure that the scenario mirrors the real-life experiences
  • Using authentic characters that learners can relate right away
  • Identifying the critical situations that challenge the learner to make the decision
  • Providing a customized feedback for each decision point

This strategy is appropriate for Compliance Training, Safety Training, Induction and Onboarding Training, etc.

3. Microlearning – Providing Just-In-Time Performance Support

Microlearning is an emerging instructional design strategy that is designed to provide just-in-time performance support as part of corporate training. This strategy is best used to supplement formal training accessed on demand to reinforce what was just taught. Given the heavy distractions, low attention spans and boring information dump makes no more sense to the modern learners. In such cases, Microlearning can be the best learning strategy that reduces cognitive overload. However, the microlearning strategy is not a silver bullet for training.

Microlearning could be a 5-7 minute bite sized learning nugget with a key takeaway. For example, an interactive video couple with augmented reality / virtual reality, an infographic, a checklist/job aid, etc.

To create an effective microlearning course, you need to:

  • Analyze whether microlearning is really the good fit
  • Identify the specific “Learning Objective” and make it more objective focused
  • Organize & Analyze the earning content
  • Ruthlessly edit the learning content and keep what is relevant and essential
  • Use conversational tone with active voice
  • Grab learner’s attention with a story, visual and/or context

This microlearning is the best strategy to deliver mobile learning as part of refresher trainings. For example, Sales Training and Soft-Skills Training.

4. Gamification

Gamification is one of the hot trends in eLearning. It refers to the use of game-design techniques in non-game context. Adopting gamification strategy helps you create immersive learning experience taking learner engagement to the next level with increased knowledge retention and performance.

To design Gamified eLearning courses, you need to:

  • Analyze the need for gamification of eLearning:
  • Is gamification apt for this subject (eLearning content)?
  • What is the main idea or theme behind the gamification?
  • Align the gamified elements with learning objectives
  • Make the gamified elements more relevant and simple
  • Incorporate gamified elements such as points, levels, badges and leaderboards for intrinsic motivation, but go beyond it
  • Provide clear instructions and ensure your learners understand the whole concept before they start the game
  • Use a compelling narrative with relatable characters, goals, challenges and obstacles
  • Challenge and excite the learners by offering reward points
  • Let your learners experience the consequences for their decisions and sense of accomplishment
  • Eventually, evaluate the game to see how it works

Gamification can be used in Safety Training, Induction and Onboarding Training, Compliance Training, Product Training, etc.


Apart from these four instructional design strategies, there are other strategies such as case studies, reflective learning, inquiry-based learning, analogies, mnemonics, etc. However, the skill in creating impactful eLearning courses lies in selecting the right instructional design strategy for corporate training. In the next blog, we will discuss the considerations to select the right instructional design strategy. What other ID strategies do you think make an impact in creating engaging elearning?

Feel free to Share your thoughts.

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Tips and Strategies to Engage Your Millennial Workforce

Globally, there is an increase in the percentage of Millennial workforce, and by 2025, it is estimated that three out of four employees would be a Millennial. This generation has grown up differently, features very distinct traits and learning styles. It comes as no surprise that they need a different learning strategy too.

In this blog, I outline who Millennials are and what are their characteristics (traits and learning styles) that would have a bearing on the required learning strategy. Then I share several tips and strategies that you can use to engage your Millennial workforce.

Who are Millennials?

Also referred as Gen Y, Millennials are people born between late 1980s and early 2000s. This is a generation of Digital natives who have grown in the world of Internet, Smartphones and Social Media.

As a result, they expect the training delivery to factor for all these and more.

What kind of learning strategy would engage your Millennial workforce?

Even in the past, L&D teams have handled generational changes leading to a need to relook or overhaul the existing training strategies. (Many of you would recall the transition from Traditional learners to Baby Boomers and then to Gen X and the corresponding impact on the training delivery).

What makes this transition more challenging is the stark difference in Gen X and Gen Y in the way they work, collaborate, interact and hence the way they want to learn.

Micro Blog - Millennials report


The table here captures the generational change very succinctly. As I move on to share some tips and best practices you can use to engage your Millennial workforce, you will see how I have used cues from Assets, Motivations and Preferred modes of communication.

What are the key behavioural traits of Millennials that should be factored for as you identify the right learning strategy?

Following are the key behavioural traits in Millennial learners that should be considered as you arrive at the learning strategy:

  1. First generation ‘Digital Natives’
  2. Tech savvy
  3. Possess strong multi-tasking capability
  4. Short attention spans
  5. Easily distracted
  6. Ambitious
  7. Need a clear and definitive goal and outcome
  8. Need recognition
  9. Need constant feedback
  10. Need flexibility

How different are  the learning styles of Millennials from those of older generations?

Here are some noteworthy considerations on the Millennial learning styles:

  1. They are keen to invest on learning as this would help them grow at work.
  2. They like to explore things by themselves rather than being told to follow a rigid learning path.
  3. They don’t like taking orders and stay away from prescriptive or preachy style of teaching.
  4. They want to be in a work environment that encourages them to voice their opinions.
  5. They don’t like to be pressured, want flexibility and seek channels to express their creativity.
  6. They seek attention and focus more on personal care.
  7. They tend to seek out only concise, relevant information and usually omit detailed supporting information.
  8. They enjoy being part of group-based activities.
  9. They enjoy active participation and experiential learning.
  10. They want rich media to visually aid their learning.
  11. They prefer to learn from real-life scenarios and experiences, as they find them easy to relate to and apply.
  12. They are very comfortable with technology and relate to interactive learning formats that involve the use of multimedia.

What are the tips that can be used to design Millennial-centric training programs?

I’ve handpicked the 10 most Millennial-centric designing tips, which are as follows:

  1. Courses must be mobile-ready (must be accessible on Tablets and Smartphones).
  2. Deliver the learning in short, bite-sized nuggets that are fun to go through.
  3. Learners must be able to access the training material within their workflow (rather than having to sign up on the LMS).
  4. Information presented in the course must be easy to go through, review, relate to, and apply.
  5. Learning outcomes should be precise and defined clearly.
  6. Deliver the learning in high-impact formats that would keep them hooked.
  7. Integrate Gamification elements to engage and motivate as well as impart ‘a sense of reward and recognition’ in learners.
  8. Leverage on Social or Collaborative Learning to foster a learning environment beyond the formal training.
  9. Offer Personalised Learning Paths so learners can have the flexibility to ‘pull’ what they want rather than be ‘pushed’ towards what you think they are supposed to learn.
  10. Give the learners opportunity to contribute by leveraging on content curation.

What are some strategies you can use to engage Millennials at your workplace?

Here is my list of 8 Millennial-centric strategies you can use to engage them at your workplace?

  1. Leverage on mLearning or Mobile Learning.
  2. Break down huge chunks of information and deliver them as Microlearning nuggets.
  3. Allow room for Personalised Learning Paths in both, Formal training as well as for Performance Support.
  4. Use Gamification elements to boost learner engagement.
  5. Use Videos and other rich media formats to deliver the learning in bite-sized nuggets.
  6. Use Social Learning with curation (as an extension to primary learning).
  7. Personalise the learning.
  8. Leverage on Wearable Tech to supplement the learning.

I hope this blog provides insights on your Millennial workforce (who they are, what makes them different, what are their characteristics and so on. I recommend you use these pointers to create an effective learning strategy that would engage them.



#eLearning #LIVESTREAM 2017-11-27 16:00 EST/21:00 UTC

In this Adobe Captivate eLearning live stream, I will be answering your questions live on YouTube. You can send me your questions ahead of time, or use the chat function during the live stream. I will welcome questions about Adobe Captivate, eLearning in general, My office assistants Molly and Lucy, pretty much anything you want to ask.

Follow the link below at any time to set up a reminder to be notified when this event becomes live on November 27th at 4 PM Eastern Time.

If you enjoy my LIVE STREAMS, please share them with your colleagues and don’t forget to subscribe to my YouTube channel to make sure you’re notified of all my upcoming events. If you subscribe to my YouTube channel I will show you how you can get my Adobe Captivate 2017 Premium course at no additional cost to you.

Mein Wochenausklang: Ungleichzeitigkeiten beim Online-Lernen

Online-Lernen, das wurde mir diese Woche wieder an verschiedenen Stellen bewusst, bedeutet nicht für alle dasselbe. Das fängt schon beim Begriff an. Ich versuche ja inzwischen gerne, den Begriff E-Learning zu vermeiden und spreche lieber von der Digitalisierung in der Bildung oder der digitalen Bildung. Nicht unbedingt schönere Begriffe, aber sie deuten an, dass es nicht nur um einen bestimmten Ausschnitt eines umfassenden Prozesses, nämlich die Lehre oder die Schulung, geht. Andererseits ist für viele E-Learning noch eine neue Erfahrung, und sie stehen vielleicht gerade vor der Herausforderung, eine Lernplattform einzuführen oder für regelmäßige Unterweisungen eine effizientere Lösung zu finden. Das sind dann so alltägliche Ungleichzeitigkeiten, auf die man trifft.

Hinzu kommen die vielen englischen Begriffe. Ich werde ja häufig gebeten, etwas über Trends und neuere Entwicklungen zu erzählen und lande dann ganz selbstverständlich bei Microlearning, Badges und Open Educational Resources. Gibt es für Blended Learning eigentlich keinen deutschen Begriff, bin ich kürzlich gefragt worden? Doch, habe ich vorsichtig geantwortet, man könnte auch von integriertem Lernen sprechen. Wenn es sein muss. Weil der größere Teil der Anwesenden schon mal etwas von Blended Learning gehört hat. Und immer zweisprachig arbeiten, um niemanden zu verlieren?

Vor einigen Tagen gab es einen kleinen Rundbrief mit der Bitte um Beispiele neuer „Digital Learning“-Praktiken für Mitarbeitende in der Fertigung bzw. Produktion. Eine gute Frage, denn diese Zielgruppe besitzt in der Regel ja noch nicht einmal einen Arbeitsplatzrechner. Natürlich gibt es auch in diesem Bereich eine Reihe von Projekten, in denen mit Tablets gearbeitet wird, mit QR Codes, es gibt Social Augmented Learning und Virtual Reality (alles englisch, sorry …). Es bewegt sich also etwas, aber weniger im klassischen E-Learning. Andererseits sind auch diese Beispiele für die meisten Industrieunternehmen und Betriebe noch Zukunftsmusik. Wieder Ungleichzeitigkeiten.

Ich muss in diesem Zusammenhang auch an Messen wie die Online Educa (im Dezember) oder die LEARNTEC (im Januar/ Februar) denken, die ja jedes Jahr diesen Spagat leben: im Vorfeld die Einführungs-Workshops für Einsteiger und dann die Keynotes mit Visionen und Ausblicken für die, die neue Trends und Impulse suchen. Ich bin wahrscheinlich eher bei den Letzteren anzutreffen, was es aber an anderen Stellen nicht einfacher macht.

How To Use Microlearning To Promote Informal Learning At The Workplace

Informal Learning At The Workplace: How To Foster It Using Microlearning

As we know, formal learning is structured, training developed, and deployed by Learning and Development (L&D) teams. It features:

  • Fully online training (eLearning or mLearning).
  • Facilitated training, that is, Instructor-Led Training (ILT) or Virtual Instructor-Led Training (VILT).
  • Blended training (featuring a combination of both, online training as well as facilitated training).

Typically, the control in these rollouts is with L&D teams on how they will be made available to the learners, and over what period of time they should be consumed. L&D teams also determine how learner performance should be tracked.

In contrast, informal learning is driven by the learner’s passion and motivation to learn and grow.

What Is Informal Learning?

Informal learning is learner-centric, triggered by the learner’s motivation. It provides control to the learners to choose the learning content (from various sources), based on their interest, preferences, and relevance. These can be consumed at the learner’s pace.

It is worthwhile to note here that successful use of informal learning rests on the learners. Typically, a learner who invests in informal learning is an individual who is goal-oriented, and is always on the lookout to explore, experiment, and learn.

  • Unlike formal learning, informal learning does not follow any set methodology.
  • Informal learning not only happens from structured content or programs, but also during the day as leaners interact with colleagues and seniors at (or even outside) work.
  • As mentioned earlier, informal learning is typically spontaneous, and is triggered whenever the learner encounters something that tickles their curiosity and is relevant to their personal or professional interests.
  • Informal learning rewards the learners with a sense of satisfaction by addressing and acknowledging their curiosity, subsequently expanding their knowledge base, helping them learn a new technique, or sharpen a set of skills they currently possess.

What Is The 70:20:10 Model For Learning And Development, And Where Does Informal Learning Fit In This Model?

The 70:20:10 model for Learning and Development is a commonly used approach to enhance the effectiveness of training. It is used globally to create successful learning ecosystems that boost employee performance and help create more value for business.

As per this model:

  1. 70% of the learning is experiential and happens on the job.
  2. 20% is through social or collaborative learning, that is, learning with or from others.
  3. The remaining 10% learning is delivered through formal training programs.


  • Informal learning constitutes to the major chunk of learning that happens through the first two ways.
  • Furthermore, since informal learning is self-driven, it can be used to support formal learning, in particular, eLearning.

How Can Informal Learning Find Its Place In And Benefit Your eLearning Programs?

You can promote informal learning at your workplace by blending components of informal learning with eLearning. In this exercise, you are leveraging learner motivation to enhance the impact of your formal training (that is, eLearning, facilitated or blended training).

Here are some ways to meet this mandate:

  1. Use informal learning to prep the learners for the formal online training or ILT sessions.
  2. Use it post the formal training to help reconnect and reinforce the learning.
  3. Organize and conduct group discussions (peer-to-peer or peers-to-seniors), as part of the formal training schedule.
  4. Conduct design thinking workshops to encourage on-the-job-application.
  5. Include coaching, mentoring, or incidental support as part of your formal training.
  6. Promote collaborative and social learning using the collaboration features of your LMS and facilitating online discussions, and content curation.

This way, you can use informal learning to support your online training, or ILT sessions, as well. This will work to boost learner engagement and motivation levels, and thereby double the impact of your formal training.

How Can You Use Microlearning To Promote Informal Learning At Workplace?

If you look at the possible ways you can leverage on informal learning for eLearning programs, the first 2 aspects map to using microlearning.

Essentially, microlearning nuggets can be used to supplement and add value to both, online training or facilitated sessions, as follows:

  • For pre-learning or prepping for online training or ILT sessions.
  • For reconnecting and reinforcing learning (post online training or ILT sessions).

I have selected 6 different microlearning formats that you can use to enhance learning.

All these formats:

  • Are short and aligned to meet a specific learning outcome.
  • Feature multi-device support (work seamlessly on desktops, laptops, tablets, and smartphones).
  • Can be used to support ILT/online training.
  • Can be used to prep or reinforce formal training.

My selection includes the following 6 formats to deliver microlearning-based support for informal learning at workplace:

  1. Interactive PDFs.
  2. eBooks.
  3. Explainer videos.
  4. Whiteboard animations.
  5. Kinetic text animations.
  6. Branching scenario-based simulations.

Let’s look at each option, and see how to use microlearning to promote informal learning at your workplace.

Option 1: Pre-ILT Workshop/Prep For The Online Training

Format 1 – Interactive PDFs

You can structure reams of data into a well-structured interactive PDF format that enables the learner to quickly browse through lengthy information in seconds.

  • These formats offer interactions and layering of information that is similar to eLearning or mLearning courses.
  • They can be developed quickly, updated easily, and can pack a lot of data in a single document.
  • You can also embed audio/video links to make the learning experience more interesting and engaging.

Interactive PDF Sample 1 - EI Design

Interactive PDF Sample 2 - EI Design

Format 2 – eBooks

Like Interactive PDFs, eBook formats also enable you to share lengthy information in bite-sized chunks. However, eBooks don’t offer interactivities and have a linear flow and structure. eBooks are designed to be print-friendly, and can be offered as a job aid that can be made available within the learner’s workflow.

eBook Sample 1 - EI Design

eBook Sample 2 - EI Design

Option 2: Post The Online Training Or ILT Sessions

Format 1 – Explainer videos

Using explainer videos is a great way to recap the primary learning. In a bite-sized format, you can visually showcase highlights of the formal training. More significantly, this can be used as effectively as a job aid that can be made available to the learners within their workflow, on the device of their choice. This flexibility will ensure that learners browse through this, and can use it to reinforce their learning.

Explainer Video Sample 1 - EI Design

Explainer Video Sample 2 - EI Design

Format 2 – Whiteboard animations

Often, complex concepts can be taught through very simple design techniques. Whiteboard animations that feature hand-drawn imagery, can demystify complex learning concepts. Available in short bites, these can be used to recap and reinforce primary learning.

Whiteboard Animation Sample 1 - EI Design

Whiteboard Animation Sample 2 - EI Design

Format 3 – Kinetic text animations

Sometimes, the content of primary training is not amenable to be converted to visual-based concepts. For instance, when we want to highlight a process, checklist, or best practices, using kinetic text-based animations is the right answer. Through text animation accompanied by minor special effects, you can create bite-sized learning nuggets that can be used to recap and reinforce the primary learning.

Kinetic Animation Sample 1 - EI Design

Kinetic Animation Sample 2 - EI Design

Format 4 – Branching scenario-based simulations

When you want to check if the learner can apply the learning of the formal training, you can use this technique to help them practice what they have learned in a safe environment.

This technique can handle simple scenarios to very complex decision-making situations featuring a series of situations.

Branching scenario-based simulation sample 1-EI Design

Branching scenario-based simulation sample 2-EI Design


Take a look at this explainer video we have created to summarize the key points (including the 6 examples) covered in this article.


I hope this article provides the required perspective on how to use microlearning to promote informal learning at your workplace. If you have any queries, do contact me at