My Journy so far, with Captivate…

I started using Captivate 5.5. in 2014. Captivate Ver 5.5 itself had great features. The best part is, Adobe does not stop after launching a new version with an added feature but continue to bring whole new version every year with lots of new useful features. Presently using 2017, and will soon be using CP 2019.

I also appreciate their back-office team. Once we are recognized as certified, they do have our value. Whenever I have posted any query(regarding matters of Certification, its validity, and its incentives etc. … ) through email, they have always solved the query.

Also community effort to bring all captivate professionals under one roof (https://elearning.adobe.com) is really appreciable. I get a quick response to my query. At the same time, I do get appreciation from others whenever I have posted good work. This makes us proud.

Thank you Adobe.

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How can we use an SRT file to import closed captions?

The ability to use srt files for closed captions would save so much time.  Does the 2019 version have this ability?

Also, is there a program like Grammarly that could be used to quickly edit closed captions so that capitalizations and grammar are correct.

I am stuck in my production as CC is needed for optimal compliance.

Thanks,

J

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How Emotion Can Improve eLearning for Your Learners

Emotions Matter

  • First off I would like to point out that I did not write this article, but I came across it and thought that  it would be very useful to our community

Whether it’s a popular movie, TV show, or YouTube video, they’re all about connecting with our emotions. Some aim to make you cry, others to make you laugh. Either way, it’s this emotion that forms the connection with the media we embrace the most. In fact, that’s the single common ingredient of viral videos.

So why don’t we use any of these same tactics in our eLearning courses? Unfortunately, too many designers are content with the same tired approach. #boring

So let’s look at some various emotions, and how you could utilize them in your course to amp up the engagement level.

Fear

In most cases, fear is bad. But in certain cases, when learners get the anxious feeling that there is something to lose, it can enhance their motivation and help them to really focus.

Example: Suppose you’re creating an eLearning course that reviews HR policies, and the material is, shall we say…dry as a desert. Incorporating a tense moment, such as, “Hurry…you have two minutes to run around the office and find the violations before the inspector get’s here!” can make the material more stimulating. The fear of failure is typically missing in eLearning courses. But the nervous energy of finding the last violations as the timer counts down can be priceless for the trainee.

Sadness

In most cases, you probably wouldn’t place sadness at the top of your list for inclusion in an eLearning course. However, this emotion can be a very powerful sentiment, especially in scenarios that require an emotional response to certain situations.

Example: Suppose you are building an eLearning course that focuses on customer service within the mortgage industry. Your trainees need to learn how to consistently interact with customers in a variety of trying situations. A common situation your employees could be faced with is a family who’s losing their home due to foreclosure. You obviously want these staff to respond with compassion (which is related to sadness). This could be trained by presenting unfortunate situations and demonstrating appropriate reactions. By connecting with emotional scenarios, it will help the appropriate call-handling tactics to resonate with learners.

Disgust

Disgust probably seems like an odd choice to include in eLearning, but when you’re looking to curb negative behaviors, getting your learners to feel disgusted can certainly draw their attention.

Example: Suppose you’re creating a course for food service staff on sanitation. It’s important to show why this is so important to their everyday work, so evoking some disgust in this context can bring those germs to life. For instance, you could use visuals of various bacteria and mold resulting from neglect in the kitchen. A few nasty pictures, combined with some statistics, will go a long way toward driving home the message.

Regret

You may feel that most of us have enough disappointment in our lives, but connecting people with something they could (or already did) miss out on is powerful. FOMO (fear of missing out) is a huge motivator for many people.

Example: Suppose you’re creating a course for salespeople on writing a detailed and appropriate Statement of Work for each of their prospective sales. You could include the downside (lost profits for the company) that result if reps don’t document, and thus charge for, everything the client needs. But to really make the connection, you could also point out the lost sales commissions those reps should have gotten, had things been correctly documented. When your course points out how much thinner the reps’ wallets are than they should be, they’re sure to start paying attention.

Admiration

SO many people complain about their job, or the company they work for. But people like to believe in things, support a cause, or feel pride. Why not find opportunities in your course to connect people with the good the company does, or the good they could do in their role?

Example: Look beyond profit margins and day-to-day responsibilities. Most companies do good for someone, whether that’s providing assistance to at-risk single mothers or creating software tools to help small businesses prosper. Look for success stories within your industry and let employees feel a part of it. We all grow more vested when we feel like we’re a part of something bigger.

Emotions and eLearning

Think about some of the strongest memories you have. They’re undoubtedly connected to some strong emotion. Some positive, and others negative. These are the connections we make as people and what causes such strong mental connections.

So, why not leverage this powerful tool in your eLearning courses? Not only will this help to solidify their connection to the material, but it’ll make a huge difference in learners recalling and adopting what you’re trying to teach them.

Link To Original Article:

ThinkingKap’s eLearn blog at https://www.thinkingkaplearning.com/how-emotion-can-improve-elearning-for-your-learners/

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Where to get high-quality, low-cost photos for your eLearning projects

While you or your organisation might subscribe to one or several online image libraries such as Getty Images, iStock Photo or even Adobe’s own photo library, in this post I’d like to highlight three low-cost (or even free) photo resources that let you search for and access photos instantly.

  1. Unsplash (https://unsplash.com)

    Unsplash is a well-known photo library that lets you use images for free (and without attribution) for personal, as well as commercial projects. The site lets photographers submit their photos who hope to get further (paid) business due to exposure on the site.

  2. Pexels (https://www.pexels.com)


    Another free photo library that lets you use photos freely without attribution. There is also a sister site called Pexels Videos which gives you access to free video resources.

  3. Death to Stockphoto (https://deathtothestockphoto.com)

    This site also offers photos, which can be downloaded by paying for a subscription. There is a separate subscription for companies/brands and for freelancers.

If there are any other good photo libraries you’d like to share here, post them in the comments!

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Where to find icons for your eLearning projects

Oftentimes using iconography can convey a message better than photos could. But where to find high-quality icon resources that don’t strain your budget? I’ve compiled a brief list of 3 online resources that let you download icons for free or for a moderate fee.

  1. Flaticon (https://www.flaticon.com/)

    Flaticon lets you download single icons, as well as complete icon packs. Icon packs can be very useful if you need several icons for your project and want to ensure consistency (same line weight, style etc.) between icons. The service lets you download icons for free, but you’ll have to give attribution inside your project. Alternatively you can pay for a 1 month or 12 months subscription and don’t have to attribute your source.

  2. The Noun Project (https://thenounproject.com/)

    The Noun Project is a well-known resource in the design world. Here you can also download icons for free (attribution needed) or purchase a license. You also have the option to filter icons by icon designer, so if a designer has uploaded an icon you like, you can easily find icons by the same creator. There is also a free plugin for you to download for Adobe Illustrator, Photoshop and InDesign, as well as MS Office applications (Word & PowerPoint) applications that let you insert Noun Project icons easily while working in any of these programs.

  3. Icons 8 (https://icons8.com/icons)

    Another great resource is Icons 8. Here you can easily find icons that match up with each other. You can search by style (such as filled or outline icon) colour or category (sports, tech, animals etc.). All icons can be accessed and used free of charge.

If you’ve found other useful resources for cost effective and high-quality icons, feel free to share them below!

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Infographic on Creating High-Impact Blended Training Programs – 7 Amazing Examples

Businesses are looking to train a wider audience in a shorter time, and learners want the flexibility to learn in their own fashion. For these reasons, businesses now seek to shift from traditional ILT programs to blended training.

It can be a challenging task to transition your training program from ILT to blended training. 

The following is an infographic on the 7 examples of adopting a Blended Training approach.

Infographic on Creating High-Impact Blended Training Programs - 7 Amazing Examples

Source:

https://www.eidesign.net/infographic-on-creating-high-impact-blended-training-programs-7-amazing-examples/

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4 Websites to inspire the design of your next eLearning course

When creating the user interface and visual language for an eLearning course, it’s helpful to look for inspiration online. Inspiration doesn’t necessarily have to come from existing eLearning courses, but can come from websites, landing pages, apps and even printed material. In this post I’d like to highlight four websites that let you browse a variety of visual content, save images for further reference and in some instances even showcase your own work.

  1. Dribbble (https://dribbble.com)
    Dribbble is a resource well known in the graphic and digital design world. While originally the platform was meant for uploading a designer’s “work in progress” shots (with the aim of receiving feedback from other participants), it now also features fully fleshed out designs, both for pint and web. As a user you can search by keywords that designers have tagged the work with and browse designs by colour. You can also save an artwork’s colour palette in ACO format to use in your own projects. Just keep in mind that in order to upload your own work (which might be beneficial for your exposure online, especially if you’re a freelancer), you must have a Dribbble account and the platform is per invite only.
    ————

  2. Behance (http://behance.net)
    Very similar to Dribble is Behance (owned by Adobe). Here you can also find a variety of different artwork posted by Designers and are able to simply login with your Adobe ID. On the platform you can view artwork curated by Adobe or filter projects by country, colour or creative field (such as UI/UX design, motion graphics etc.). Unfortunately there isn’t a category called instructional or eLearning design, but you can search for specific keywords via the search function. Additionally you can filter by the software used (and enter “Adobe Captivate to see only projects created with the software). Since there is no invite needed to join the platform, anyone can upload their own work if desired.
    ————
  3. Pinterest (https://pinterest.com)
    Everyone knows Pinterest. The platform lets you search by keyword, but you’ll have to do some digging through content to find exactly the kind of work you’re looking for. While both platforms mentioned above are solely showing artwork created, Pinterest links to a variety of other content such as infographics or articles. It’s often helpful to look for specific boards contain content from a particular category.
    ————
  4. Awwwards (https://www.awwwards.com)
    Awwwards is a site where designers can submit their work for evaluation. A jury assesses each site (for a fee) and the sites selected as being “the best” are then displayed on the Awwards website. What this means for the average user is that he or she can browse through a variety (mostly) high quality sites as a source of inspiration. There are a variety of filters (such as colour, technologies used or category). While, again there’s no “eLearning” category, you can search via the standard search bar on site.

Have you got any favourite sites you go to for inspiration? Share them in the comments!

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5 Distinct Uses Of Self-Directed And Adaptive Learning In A Corporate Habitat

Have you picked a new skill in the last years? Or studied a programming language on your own? In this article, I talk about the self-directed learning and its similarities with adaptive learning.

How To Use Self-Directed And Adaptive Learning In A Corporate Habitat: 5 Ways To Consider

People are enthralled by stories of individuals who renounced traditional education yet still become champions in their field. Bill Gates, Ellen DeGeneres, Anna Wintour, Michael Dell, Larry Ellison; none of them have a college degree, but they have achieved a level of success only a few can match. How did they do this? What is their secret?

In my previous article on “6 Benefits You Should Know About Adaptive Learning in Corporate Training“, I spoke about the overview of adaptive learning and its benefits for corporate learners. But, in this article, I would like to sketch the similarities between self-directed learning and adaptive learning. Are these two similar? Before we dig deep, let’s first understand what self-directed learning is.

Self-Directed Learning

Nowadays, self-directed learning is more of an organizational necessity. This is because of the constant need for re-skilling due to increased technological advancement. New knowledge hoards so quickly, and industries change swiftly that traditional learning styles and paths cannot keep the gait. Unless you had a degree in clay jewelry fad of Ancient Egypt, chances are your degree is outmoded. Nonetheless, some newly detected Bedouins will capsize the terracotta archetype.

So, What Exactly Is Self-Directed Learning?

Malcolm Knowles, an educator and chief for adult learning, has described self-directed learning as a process:

“in which individuals take the initiative, with or without the help of others, in diagnosing their learning needs, formulating learning goals, identifying human and material resources for learning, choosing and implementing appropriate learning strategies, and evaluating learning outcomes.”

So, how does this ring a bell with another learning strategy? Don’t you think it is analogous to adaptive learning? Well, I think there is a fine line between adaptive learning and self-directed learning. I feel, self-directed learning is all about the learning context created by learners whereas adaptive learning is about the learning context the computer algorithms create. But the major fleck between the two learning methodologies, is that, they engage learners in learning through a growth mindset.

Adaptive learning framework is built upon confidence-based assessments. Let’s take a look at it next.

Confidence-Based Assessments

Learning through growth mindset involves confidence. The algorithms are created to test the current understanding of the learners and also their confidence of the subject by additionally qualifying the questions with confident/not confident choices.

Here is a course that has the confidence-based assessment and the associated remediation that is provided immediately after an incorrect answer.

Let’s now have a look at the 5 distinct uses for corporate Learning and Development:

1. SMART Goal Setting

Adaptive and self-directed learning enable the employees to set Specific, Measurable, Action-oriented, Realistic and Time-defined goals on their learning journey. These goals help employees to be constructive even in their off-productive hours. They give the ability to break down the learning material and give employees enough time to learn each chunk. Thus, it avoids ambiguous, amorphous, unrealistic, irrelevant, and delayed learning.

2. Flexible Learning Schedule

Most of the corporate training programs make use of limited resources and materials. This means, the training programs are sparse and scheduled in such a way that it disrupts the employees’ working schedule. Who wants to attend a training session in the middle of a major project-deadline?

Adaptive and self-directed learning legitimize employees with flexible learning schedules. Both the learning methodologies give the employees to choose their learning paths. They also provide them with digestible learning content which can be learned at their own pace. Thus, employees see training as an opportunity and not as a task to be completed.

3. Opportunity For Continuous Learning

Employees, nowadays, are expected to take charge of their own learning. This can be achieved through adaptive and self-directed learning. Both the methodologies provide the right learning processes and strategies to the employees to embark on their learning journey.

Adaptive and self-directed learning also support errors and mistakes. This, in turn, helps the employees gather the necessary evaluation, take time to reflect on them and track their progress effectively. This thereby encourages a growth mindset which in turn fuels continuous learning culture in the organization.

4. Create Your Own Motivation

A conventional method of training path gives employees a clear-cut motivation; to complete the training to be on the project. But in adaptive and self-directed learning, employees will create their own motivation as this encourages them to never stop learning.

Adaptive and self-directed learning uses the philosophy “the more I understand, the more I get excited about it”. Thereby, nourishing the internal motivation of employees.

5. Communicate Shared Organizational Objectives

Employers can support adaptive and self-directed learning by communicating the organizational needs and goals to the employees so that they can align their personal visions with these goals. The employee’s personal vision will act as an inception for them to lay out their work-related learning goals. By shackling employee’s learning goals with organizational vision, employees’ learning can be directed to business outcomes.

Conclusion

Self-directed and adaptive learning is a smart way for organizations to invest in enabling their workforce. They are one of the many strategies that are can be used the quench the contemporary learning needs of employees. They can foster a lifelong learning culture among the employees.

Suggested Reading

  1. Top 8 eLearning Trends For 2019

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Learning Thursday #3: Use Virtual Reality (VR) to Try on Makeup

Learning Thursday typically focuses on L&D articles and research. But this week, I’m featuring a fun virtual reality activity to ease us into the new year.  (If you need to satisfy your academic reading fix, the last Learning Thursday is here.)

Virtual reality (VR) has been a hot topic in many industries. As you may know, the makeup industry is beginning to use VR to sell products. Maybelline is a prime example. Check out their Virtual Try On tool, which shows you how different products will look on your face. The tool allows you to upload a photo of yourself, take a photo using your device camera, or try out looks on a model.

If you want to know what you’re getting into before you try the tool, here is what it did with a photo of me.

The first photo is me with minimal makeup:

And this is me after using Maybelline’s tool to apply eyeliner, eyeshadow, blush, and lipstick:

Not my usual style, but it’s pretty realistic!  A few questions for discussion…

  1. Do you think this tool would motivate you (or someone you know who wears makeup) to purchase more products?
  2. Is it less intimidating to try out looks like this, versus in a store?
  3. Is it less realistic to try out looks like this, versus in a store?

If virtual reality is interesting to you, check out Adobe Captivate 2019, which helps you build immersive VR learning experiences.

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One year with Captivate !…

Hello Captivaters !…

It’s been a year now that I’m using Captivate nearly every day !…

And I already made more than 100 of great activities !… (I had to convert in html5 all that I’ve done in Flash…)

Today I want to share with you all these activities. It concerns the basic learnings of the first year in primary school. You can find them here :

http://soutien67.fr/cycles/cycle_2/CP/CP.html

Sorry it’s in french !…

(Special thanks to :

Lieve Weymeis

Lilybiri – http://blog.lilybiri.com/

Paul_Wilson

Paul Wilson – https://captivateteacher.com/

And all the helpers on the Captivate Forum !…)

I wish for all of you a great and happy new year !…

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