“We Want Training!”: When Client Expectations Stop L&D From Modernising

L&D have to stop this silliness of working on something because we’ve been asked to - or because it’s the latest thing. We need to invest up front in understanding what’s really going on and relying on data to make decisions and progress. This post was first published on eLearning Industry.

Engagement Upgrade: Social Learning, User Generated Content & LMS Gamification (Includes Webinar Recording & Slides)

On December 13, I facilitated a group discussion of some of the most popular topics in the learning technology space.  If you missed it and would like to join another live discussion, I’m facilitating one more session on December 18!  You can also take a look at the slides (embedded below and also available here) and the webinar recording will be available shortly.  The description is below as well.

Engagement is one of the most common demands for L&D professionals struggling to get more buy-in from an ever-busier workforce. There are hundreds of tactics and strategies that are credited with enhancing engagement, but which of them really have the potential to work?

In this session, Katrina Marie Baker, Adobe’s Senior Learning Evangelist, will explore three engagement enhancement options and discuss their potential to enhance the learning culture within your organization. This webinar goes beyond theory and focuses on what gamification, user-generated content, and social learning LMS features can do for your training program.

Join Katrina Marie Baker and explore how to:

  • Facilitate a culture of learning with user-generated content recommendations and sharing.
  • Moderate and aggregate user-generated learning content.
  • Align gamification initiatives with business objectives so they contribute to your organization’s goals.
  • Use learning technology to drive engagement using badges, leaderboards, and rewards.
  • Facilitate learning object-oriented discussion and conversation among your trainees.

This webinar includes examples of engagement features found within Adobe Captivate Prime.

Connect with me on Twitter or LinkedIn!  If you’d like to get to know other professionals in e-learning and learning technology, create an account on the Adobe Elearning blog or join the 2,400 members of LinkedIn group Learning Management System (LMS) Administrators.

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4 Must-see Examples of Gamification of Compliance Training

Compliance trainings have been a significant part of corporate trainings for a long time now, they have been in the online format for the last 25 years. There have been a lot of changes since then in the way learning strategies are structured. And, compliance trainings have not yet used any new strategies to enhance the experiences of the learner.

Usually, compliance trainings are mandatory programs, and learners are never enthusiastic about taking them up. most compliance trainings also tend to be dreary, making it harder for learners to remain engaged. one way to make sure that learner receive a whole compliance training experience is by using gamification. by implementing it effectively, gamification can create a sticky learning experience and high engagement, high recall and higher retention, and correct application.

The following are 4 examples that organizations can use to look at how gamification enhances the effectiveness of compliance trainings.

4 Must-see Examples of Gamification of Compliance Training

Adopting a gamification approach in compliance training has multiple benefits for both learners as well as the business. It helps learners gain a higher level of engagement and an immersive experience that boosts learners to take the course with interest and enjoy the learning journey. From a business perspective, it instills the spirit of ’why comply.’ It also leads to the required behavioral change. Organizations will see more positive gains as they start applying or enhancing the existing approach by using these examples in their corporate trainings.

Source: https://www.eidesign.net/4-must-see-examples-of-gamification-of-compliance-training/

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Free eBook – Course Management Made Easy: How Training Companies Can Effectively Manage Courses And Events In One Place

You won’t know what it’s like to use a CMS and a TMS, until you choose to invest on them. Though this is true, there’s another way to it: by perusing this Administrate eBook. While the authors’ cause is stated in the title, they also deliver a comprehensive introductory to the concept, features, and advantages of CMS and TMS. And you’ll be pleased to know that this edition goes all the way, offering advice on evaluating the state of your organization, purchasing a CMS, implementing it, as well as optimizing CMS ROI. What more can you ask for? This post was first published on eLearning Industry.

Gamification Use Case: How To Offset Employee Disengagement With A Gamified Learning Portal Approach

In this article, I share a use case on how to use gamification to engage your disengaged employees and provide better motivation plus a stickier learning experience. The use case showcases how gamification aids you in creating a high impact training. This post was first published on eLearning Industry.

4 Tips On Making Your Microlearning Strategy A Success

With Millennials increasing in the corporate environs we need to keep our microlearning engaging. Here are four tips on how you can create a successful microlearning strategy.


Microlearning is an interesting way of teaching concepts to, in short, focused nuggets or micro-bites. As a matter of fact, microlearning is a trend that is here to stay. According to studies by Alorica, by 2025, Millennials will make up 75% of the workforce and the average attention span for the generation would be 90 seconds. With short attention spans, do you think having microlearning as a learning strategy would effectively address the challenges of shriveling attention spans and distractions?

Before we continue, let’s have a look at the cause of shriveling attention spans and distractions.

The Why Behind Subsiding Attentions Spans

According to Pike’s 90/20/8 rule, a concept or content can be thought for 90 minutes without a break; however, the content needs to be chunked into 20-minute sections with interaction for every 8 minutes. How does it affect a microlearning strategy? Let’s look at it next.

Brian Dwyer explains that, according to brain research, a learner’s ability to sustain attention is affected by the periodic variations of the neurotransmitters in the brain that regulate attention. The brain works in periods of high attention levels followed by multiple periods of low attention levels. These variations occur at regular intervals of 90 minutes. Learners stop focusing or tune out if adequate breaks are not incorporated in training.

Maintaining the attention of millennial employees had become a difficult task in organizations due to the variations in their attention spans. This was when “microlearning” was introduced in organizations. An impactful microlearning nugget is not more than 3-5minutes, which means that learners can effectively comprehend and retain information. This is crucial, as it impacts the microlearning strategy that is devised for impactful learning.

Microlearning In Corporate Environs

In today’s corporate environment, what is needed is a wholesale transition from theoretical knowledge to practical action-based knowledge. This comes from accepting the fact that a person’s job is fluid and what he/she already knows matters less when compared to how quickly they can learn.

To build this rapid learning culture, organizations began experimenting with microlearning. A solid microlearning strategy involves delivering short, impactful learning experiences for employees, to help them learn effectively and efficiently while working.

But, how do we implement a microlearning strategy successfully?

How To Make Your Microlearning Strategy A Success

Microlearning is inherently agile and captivating when it comes to learning. But, the real benefit of microlearning relies on how it is drafted, designed, formulated and implemented.

Here are four guidelines you can keep in mind while devising a microlearning strategy to drive better employee performance.

1. Learning For The Moment Of Need

A moment of need acts as a catalyst when the employee/s require help, guidance, or learning to accomplish their tasks. Most standard eLearning is hard to aid at the moment’s need; so, by the time employees get to the task, they are already occupied with something else. Thus, leading to less engagement, less utilization, and less impact.

As employees approach the moment (for example, sales meeting, solving a real-time problem, a presentation, or even promotion) they use microlearning to prepare. For example, say a salesperson wants to give an elevator pitch to one of the important clients. Before going to the pitch, he will brush-up his skills on the subject using microlearning nuggets. During the pitch, he puts what he has learned into practice. After the pitch, depending on the client feedback, he takes up a microlearning module to improve his performance.

Here is how microlearning can act as a catalyst for better learning:

2. Architecture For Change In Micro-Behaviors

The main aim of microlearning should be to change what people do rather than what they know. Workplace behaviors – like constructive feedback, design thinking, or decision making – are complicated to implement in practice. Microlearning makes new behaviors less intimidating by helping employees to gradually build consummate fluency at focused periods.

3. Add More Of Micro-Interactions

The best part about microlearning is that you can help learners get straight to the point where they practice and learn the concepts.

Instead of a swipe-swipe experience, the objective of a microlearning course should be to actively engage the learners. For this, we need to have micro-interactions.

Micro-interactions could be a simple moment where learners need to perform an action that shows what they have learned in the module by simply selecting the like button. They can also answer a quiz and receive stars for the performance. The micro-interactions help learners to focus more on the content.

Micro-interactions are small, but add an engaging element to the learner.

4. Put It Into Practice

Learners need to be constantly engaged, and what best than to end a module with a call-to-action. It helps in proving the progress to learners. For example, here is one at the end of a health and nutrition course:

Call-to-action is simple, concrete and a small win. After the completion of the action, the learning is likely to feel good.


Together, these four strategies will get employees in the habit of learning and developing all the time. Microlearning helps employees to develop a habit of continuous learning which in turn helps organizations succeed.

Suggested Reading

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How To Create A Purpose-Driven Organization: The Disney Example

Walt Disney was not your typical CEO. He didn’t attend business school and had no use for highfalutin’ management theories. He certainly didn’t know anything about the now-common practice of developing organizational vision and mission statements. If he had known, he would likely have refused to engage in the practice, given his disdain for bureaucracy. Freed of management theory, Walt aimed not for logic but for emotion. For that, he needed something different… something we will, for clarity, call purpose. This post was first published on eLearning Industry.

Integrating Your eLearning Programs With Business Intelligence

Creating eLearning programs that are effective as regards to investment and returns it should bring is no easy task; you need to acquire useful information not only about your employees or customers but also the training itself. This post was first published on eLearning Industry.