Assets ‘under the hood’

The range of assets now included with Cp2019 makes it easier to build quick modules and courses with a great range of images, layouts and interactions to choose from. But have you taken time to look more closely at how the layouts and interactions are built? I have and it has improved my knowledge of Advanced Actions and setting up a slide.

Interactions

Most projects have similar layouts and interactions but I’m using Diverse for this blog. The layouts that caught my attention were

  • Flip card:  This is a nice visual interaction (something I first saw using the Adapt authoring tool) This uses a combination of a spin effect and states, to mimic a flip card interaction. (See below advanced action)

  • Accordion: I’m a fan of accordions to compact information together (I use them in HTML format too in LMS) Captivate’s version uses show/hide and change states and extensive use of grouping (See Advanced action below). 

Conclusion

The range of interactions that the asset panel brings now makes it easier and quicker than ever to create courses, when you look more closely it highlights just what Captivate can do when set-up correctly. Looking ‘under the hood’ at these assets has helped me become a better developer and I’m sure it will for you too.

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Designing An Instructor Resource Page

There are so many instructor resources made available by universities. Teachers simply cannot keep track of all of them and it is hard to know where to go to find resources for course development. It is easy to design an Instructor Resource page that consolidates important and useful resources.

This post was first published on eLearning Industry.

Killer Examples of Gamification in eLearning (Updated in 2020)

While the usage of Gamification for serious learning has been there for nearly a decade, there is often a question mark on its impact and ROI. Gamification for learning (or, notably, serious learning) is all about using the principles and key elements of gaming to meet the required learning objectives.

As Gamification offers a learning journey to have fun as you learn, the learners welcome it. However, L&D teams who invest in it still have reservations on the value, impact, or the ROI of this spend. As we pitch for Gamification, we often come across the following questions on its value and impact:

  • Will Gamification truly help learners learn?
  • Gamification is all about having fun, but can it drive learner performance?
  • Does Gamification offer tangible gain and value to the learners and business?

However, the fact remains that the success of any learning strategy is determined by the effectiveness of its application.

Take a look at this video by EI Design as we share 6 examples that illustrate the value and the impact of Gamification for learning.

If you craft a Gamification concept that can capture and retain learners’ attention, challenge them, engage and ensure they complete the journey, plus teach them, you will have a high-impact training that will indeed deliver the desired impact. As a result, well-designed Gamification based trainings provide value to both organizations and learners at many levels.

As you have noted in the featured examples, Gamification is a great strategy to provide an immersive learning experience. It is an extremely versatile approach and its application will help you improve learning, application on the job, and the tougher mandate of behavioral change. We hope this video gives you cues to enhance the impact of your corporate training strategy by using Gamification.

Want more? Book a free consultation with us to see how we can help you use Gamification to create high-impact trainings.

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Examples Of Microlearning In Action

What is microlearning? That’s an interesting and often asked question. Is microlearning a simple text message? Is it a short video? Is it bound by time? Does microlearning need to include a quiz question? Many questions swirl and whirl around microlearning.

To help answer those questions, many different folks in the learning and development field have postulated definition. The goal is to define and corral the term. For example, in our book, “Microlearning: Short and Sweet,” Robyn Defelice and I have defined microlearning as “an instructional unit that provides a short engagement in an activity intentionally designed to elicit a specific outcome from the participant.” However, no matter how elegant or academic the definition, we find that most people only fully understand the term microlearning after they have seen some examples of microlearning. Once they see the examples, it helps put the entire concept of microlearning into perspective.

Examples Of Microlearning

In that spirit of defining microlearning, let’s explore the concept by looking at three examples of microlearning and determining how they are be used by organizations to achieve success.

First Example of Microlearning

In this example, microlearning is used to help fight the disease of diabetes. While diabetes is a serious disease, it many pre-diabetic individuals, type 2 diabetes can be prevented lifestyle modifications. These modifications can include exercises, cutting down on sugary foods and beverages and generally behaving in a healthy manner. To that point, researchers studied the effective of microlearning’s ability to alter the lifestyles of Indian men with impaired glucose tolerance which is another way to say “pre-diabetic.”

The participants were randomly assigned to either a control group or a mobile phone messaging program which was a basic form of microlearning. The test group received two text messages a day encouraging them to eat right and exercise. The control group received the standard educational intervention of attending training to learn how to have a healthy lifestyle and to live better. This was traditional, stand up instruction.

After two years, the cumulative incidence of diabetes was lower in those who received the text messages than those in the control group. The results were statistically significant. In fact, the microlearning presented to the men twice daily resulted in a relative risk reduction of 36%.

This shows that microlearning doesn’t need to be fancy to be effective, it just needs to be consistent and focused. The messages the men received where behaviorally focused. Specific message sent included information such as “take the steps instead of the elevator” or “don’t snack while watching TV.” This shows that microlearning does not have to contain fancy graphics, interactive questions or even interactivity to be effective.

However, a word of caution. If you have pre-diabetes, you are intrinsically or internally motivated to eat right and be healthy so the motivation is already present. This example of microlearning shows that if a person is motivated, the microlearning can be simple.

What if the audience is not as motivated? If that’s the case, what should microlearning look like. Here is an example of microlearning that includes a highly gamified approach.

Second Example of Microlearning

In this example, the goal is to teach about processed foods and their impact on organizations and on individuals. The game encourages you to choose and avatar and then you go on a mission to go around the world to get your products certified and, in the process, you learn about the processed food industry.

This type of microlearning is an example of gamified, primary microlearning. In the previous article in this series, we defined and discussed the concept of primary microlearning.  The goal of this primary microlearning is to provide the learner with instruction about processed foods so they better understand the importance of processed food and why inspection and certification are so critical to the safety of the food supply chain.

In the microlearning game, the learner takes part in a number of game activities such as identifying the types of animals typically used in processed meat, the countries were processed meet is preferred and other relevant activities.

The players of the game only need a few moments to engage with the content, learn about processed foods and continue. In this case, the microlearning is much more involved than receiving a couple of text messages a day. The microlearning includes an interactive story, game activities and specific, overt actions that the learner need to take to interact with the content. This microlearning example shows the other end of the development spectrum and sheds some light on why microlearning is so hard to define. Each of these microlearning examples are effective for the desired goals, each take a relatively short amount of time and each are considered a form of microlearning.

Third Example of Microlearning

In this example, we look at an example of microlearning designed to be a quick technical tip. In this case, the developer of the microlearning wanted to quickly teach people how to share one screen in PowerPoint and still have up the notes so the learners can only see the PowerPoint slide and not the notes.

This is a microlearning example of technical training. The video provides step-by-step instruction for performing a software procedure. The instruction guides the learner to the correct area of the software, indicate which element so the software should be inactivated and which should be activated and demonstrates the results of each step of the process. The video also demonstrates the final outcome which is the ability to share a slide show while keeping your notes hidden from view of the learners.

This example of microlearning shows yet another type of training and method of providing microlearning that can be used within an organization. Microlearning is a valuable tool for helping people to both learn how to use microlearning but also how to use software.

It is easy to see how many different microlearning modules can be created to help people within an organization use a specific piece of software effectively. Software training is one area where microlearning is having a large impact.

Conclusion

It’s easy to see from these examples of microlearning that microlearning is not one thing. It’s not an easy concept to put into a box. It can be as simple as a text message or as engaging as a interactive game.

The value of microlearning is that it provides quick, short and concentrated moments of learning. The important thing is not to measure microlearning by time or by whether or not it has a video or a multiple-choice question or even a game. No, the way to determine if something is microlearning is to look to see if it’s focused on solving a learning or performance problem. If it solves the problem quickly with minimal interruption to the workflow of the leaner, then it’s a successful piece of microlearning

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Gamification Examples to Enhance the Impact of Your Corporate Training

Gamification in corporate training is the amalgamation of principles along with key gaming elements to deliver the requisite learning objectives, thus delivering a highly engaging approach to training.

Through Gamification, L&D teams are able to expedite the learning process.

  • As learners tend to achieve learning outcomes more effectively via an engaging journey rather than a traditional training approach.
  • An efficient Gamification strategy offers higher completion rates as well an improved recall and retention.
  • It can also be used to successfully help learners enhance the application of learning on the job as well as help them upskill.

Take a look at this video by EI Design as we share 5 killer Gamification examples that illustrate the value and the impact of Gamification for corporate training.

Practically speaking, you can use Gamification to enhance the impact of your corporate training strategy and evoke the best response in the following ways:

  • Enable learners to have fun while learning.
  • Apply their learning on the job (By offering practice zones featuring real-life scenarios, learners can perform exercises and develop their skills in a safe environment).
  • Bring about a change in behavior through a longer-term implementation of Gamification techniques.

We hope this video gives you cues to enhance the impact of your corporate training strategy by using Gamification.

Want more? Book a free consultation with us to see how we can help you use Gamification to create high-impact trainings.

The post Gamification Examples to Enhance the Impact of Your Corporate Training appeared first on eLearning.

24 Virtual Training Best Practices to Follow When Shifting to Remote Learning

Introduction

If this is the first time you are moving to Virtual Training or you are looking at rapid acceleration of your ILT to a virtual mode, read on! In this article, I share 24 best practices as you shift from classroom training to a remote learning mode.

Background

With travel restrictions and social distancing in play, Virtual Training is the most sought-after solution today for remote learning.

If this is the first time you are moving to Virtual Training or you are looking at rapid acceleration of your classroom training to the remote learning mode, designing and delivering a high-impact Virtual Training for remote learners is a tall order.

To help you manage this transition to remote learning, I share several Virtual Training best practices you can adopt as you gradually transform your classroom/ILT training to:

  1. Virtual Instructor-Led Training (VILT) mode – Delivered in the Synchronous or Asynchronous mode.
  2. Blended mode.
  3. Fully Self-paced/Online (eLearning/Mobile Learning) mode.

Virtual Training Best Practices – For a Virtual Instructor-Led Training (VILT) Mode

Virtual Instructor-Led Training sessions or VILT refers to training delivered in a virtual or simulated environment where the trainer and learner are at two different locations.

In the changed workplace dynamics triggered by COVID-19, VILT is the first option to consider to handle your classroom/ILT sessions. This can be done in two modes:

  • Synchronous mode – Features connects or live sessions.
  • Asynchronous mode – Features connects via online access to VILT recordings and supporting collateral (prep material and hand-outs).

However, it is crucial to note that the ILT sessions, which held learners’ interest and generated highly interactive and high-impact trainings, cannot be mapped directly to a VILT mode. For instance, the remote learners are not likely to sit through a 7-hour long VILT session – even when it is from the same trainer who was delivering the ILT session.

Instead, you need to plan as follows:

  • Schedule multiple sessions (not exceeding 30-45 mins) offered via a learning path.
  • Interject the learning journey with interactions, group exercises, peer interactions, and one-on-one interactions with the trainer to match the ILT session.
  • Move some of the ILT content to online resources.

Here are some Virtual Training best practices to make your VILT work.

  1. Ensure you have a feature-rich modern platform for your Virtual Classroom or VILT. An ideal one would support easy access, screen share, integration of different learning assets, polling, hand raising, breakout areas, and so on. You can also integrate highly immersive interactions like Whiteboarding, Design Thinking, and Game-based activities.
  2. Limit your session to a maximum of 45 mins (preferably for 30 mins) with a break planned in between. Keep some buffer to cover any unprecedented time loss during the session.
  3. Use open polls, status options, chat boxes, breakout areas, and similar features to make the session interactive and engaging.
  4. Have the session rules laid out in simple and clear sentences. This may include directions for breakout rooms, use of whiteboards, chats, and audio and video devices.
  5. Encourage all participants to dial in even if they are connected through VoIP. This will help avoid any complications that may occur due to poor Internet connection. Provide the pre and post session resources online along with the recording of the session that learners can peruse.
  6. Use a good microphone or headset. Encourage learners to use audio options.
  7. Do not overload your slides with excess information. Use minimal text on the screen and spell out the rest yourself, so that they stay hooked.
  8. Keep animations to a minimum as they can be tricky during the online presentation.

Virtual Training Best Practices or a Blended Mode

Blended Learning combines the best of two modes, that is, VILT sessions with Self-paced as well as Self-Directed Online Learning. A median offering of the two modes, Blended Learning is often considered the optimal mode for Virtual Training.

Here are some Virtual Training best practices to help you build an effective Blended Learning Solution.

  1. Begin by creating the overall learning journey first – Identify which training components should be handled in the facilitated mode and which should be converted to Self-paced and Self-Directed Online Training (Mobile Learning) mode.
  2. Remember that you cannot map the duration of the ILT components one-on-one to VILT. You need to break them down into shorter online sessions and interweave online assets in the overall Virtual Learning
  3. Enrich the VILT sessions with similar interactions that were part of the classroom/ILT mode.
  4. Personalize the learning journey.
  5. Factor for online access of the VILT sessions and, additionally, plan for re-purposing each session into a Microlearning format – add Intros, Outros, and Assessments to each. This will encourage virtual consumption and help learners clear each learning outcome at their own pace.
  6. Determine optimal assessment strategies that will help evaluate the overall learner performance as well as provide adequate participation hooks throughout the training.
  7. Provide online resources, including useful tips, references, and job aids they can refer to on the go post the training sessions.
  8. Plan to leverage the learning with others (Social Learning) – with peers as well as with facilitators/experts. You can use techniques like forums, threaded discussions (including moderated ones), sharing and commenting, and so on.

Virtual Training Best Practices or a Fully Self-paced/Online (eLearning/Mobile Learning) Mode

Self-paced Learning today includes both eLearning and Mobile Learning.

Here are some Virtual Training best practices that will create the difference by matching the delivery to what the learners want.

  1. Go Micro – Chunk the content into smaller bite-sized pieces.
  2. Leverage Microlearning-based learning paths and adopt immersive, high-impact strategies ranging from AR/VR, Gamification, Scenario Based Learning, and Interactive Story Based Learning. In particular, invest in Video and Interactive Video Based Learning.
  3. Tailor the learning journey to suit your learners’ specific needs – keep it relevant and personalized.
  4. Make sure that the learning journey has a combination of Formal learning courses as well as resources that they can use at the time of their need.
  5. Plan the learning journey to have Microlearning nuggets that enable learners to:
    • Learn.
    • Apply.
    • Practice.
    • Challenge them to review/refresh or move up the proficiency level.
  6. Factor for just-in-time learning aids that they can access when they are stuck/need help in solving a problem.
  7. Create learning journeys that map the learners’ interests, aspirations, and can help them as “career pathways.”
  8. Leverage curation to keep them connected, enabling continuous learning.

I hope my article gives you the required cues on how you can use the featured Virtual Training best practices as you shift from classroom training to remote learning and make your Virtual Training delivery a success.

 

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6 Smart Approaches to Bring in Real-world Experiences in Online Training with Scenario Based Learning

Introduction

Scenario Based Learning is an absolute staple in online training. In this article, I share 6 approaches you can leverage real-world experiences to put the learner at the center stage, amp-up knowledge retention, and jumpstart engagement dramatically.

How Does Bringing in Real-world Experiences Increase the Effectiveness of Scenario Based Learning (SBL) Even Further?

Powerful scenarios are more than interactive and engaging. When executed properly, they can influence thinking, add tremendous value to online trainings, and even drive behavioral change.

For Scenario Based Learning to be effective however, especially in corporate trainings, they must help your audience mesh the virtual world with on-the-job applications. There is no better way to do this than to bring in real-world experiences to the online learning world you create.

The result is a carefully crafted scenario that parallels the learning objectives necessitated in your online trainings, whether they be for Compliance, Sales, Leadership, or any other corporate trainings that could value from increased engagement and comprehension.

How Can We Bring Real-world Experiences to Online Training Using Scenario Based Learning?

Here are 6 approaches to bring in real-world experiences to online training using Scenario Based Learning:

  1. Make it realistic and specific to the learner

If you’re trying to bring the real world into the learning world, it has to be designed with complete specificity to the audience.

Do a little research first, to get a firm grasp on who your learners are. For example, creating a scenario to train C-level executives in leadership principles is going to have very different characters than a compliance training explaining the importance of fall prevention.

Your characters must be relatable to the learner!

Tip

Also, ensure the learning environment matches the work environment closely. Include real-world experiences, such as actual on-the-job photos, paste win/fail instances they may be familiar with, or utilize industry jargon they’d hear in everyday life.

  1. Rely on Branching Scenarios

By placing the learner in the driver’s seat and allowing them to take control of the scenario, you’re mimicking the same decisions that must be performed on-the-job.

Progressively build the problem by starting with a few slow pitches, where the learner can gain confidence in making the right decisions before throwing them fast curve balls that are hard to figure out.

Tip

Focus on actions. The Scenario Based Learning should be centered on the cause and effect of the learner’s decisions. Lean your online training content heavily toward the if/then relationship with a best/worst/neutral case outcome.

  1. Explicitly state the real-world value to the learner

This is an absolute must if you want the learner to care about the content. If there’s not a clear value that can be applied from the “fake” world you’re presenting to the real world, then the engagement will immediately drop to nil.

What problem is going to be solved? State the problem and explain that at the end of the learner’s scenario, he or she will have the tools to solve that problem.

Tip

If the core value of your topic isn’t immediately apparent, use compelling statistics to demonstrate relevancy.

  1. Incorporate work-related tools

By bringing in the tools of the trade, you’re placing on-the-job elements right in your learner’s hands. This is only a good fit, however, if the tool can be simulated accurately enough.

For example, if you’ve created a scenario for a Wilderness First Aid Course with an outcome of splinting, compression wrapping, or simply elevating an injury – inform the learner that a finger splint and roll of bandaging are required in the preface of the course.

Tip

Try bringing in real-life tools as relevant job aids in the learning design. Highlight the do’s and don’ts, and through practice sessions, help them gain proficiency. Also, help them understand the implications of the errors or omissions through formative feedback. This will ensure an effective application on the job.

  1. Create conflict/problem-solving simulations

Creating a simulation of a well-defined problem or task is a great way to duplicate a resolution on the job.

Solving problems in real life can be hard! You should duplicate these difficulties in your simulations, but make sure to gradually increase the level of difficulty. To mimic the stressors of a real-life conflict, try adding a sense of urgency with a time limit.

Finally, allow for lots of failures. It is a crucial part of memory retention that should be built into your simulations. Just make sure to provide the necessary corrective feedback along the way.

Tip

If you’re using avatars, give them names, uniforms, and personalities that match the audience in question. This is much more convincing than cartoon characters.

  1. Include personal anecdotes

Strike the right balance of enough personal touch and emotion without being so specific or dramatic that your audience can no longer relate.

Tip

Try adding videos, images, screen captures of emails, recorded dialogues of customer service interactions, and whatever you can bring to the story that makes it closer to the real-world experience.

I hope my article demonstrates just how valuable real-world experiences are to Scenario Based Learning and gives you several ideas on how to take them to a whole new level in your online trainings!

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

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Virus Slideshow — Free Captivate 2019 Template

Hi colleagues,

Glad to share another Captivate template – interactive slideshow about viruses with comparison feature. It is composed of 2 slides that contain images and text placeholders to represent the information about adenovirus and bacteriophage. The learner must click the arrows at the center of the slide to reveal more info about the viruses. The navigation arrows are placed on the top corners of the screen. Player’s png image is placed at the bottom of the slide as an example/placeholder for your custom navigation bar.

The template is created with Adobe Captivate 2019 tool. It would be a great helper to describe the key moments, hazards and recommendations for preventing the common types of viruses. Below you can find few template’s screenshots, try it’s demo, and download project`s source files (Captivate .cptx and graphics .ai files in a single ZIP archive).

 

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