Unconscious Incompetence to Conscious Competence

I always like these small differences, but I think they are very useful when considering learning and how it might be created and the stage of the change journey the learner is on.

For example if you are creating a piece of learning you may need to consider if the person has already realised they are competent or not competent at doing something. You may want to help them through this realisaion from not being to becoming competent by having a quizz initially for the learner to assess their knowledge.

Then as they work their way through the learning, you might have different activities to test the various levels of competency, hence strengthening the learning.

But we should remember that this should not be the end of the learning journey but the begining, until they have reached the stage of unconscious competence. Effectively doing without thinking.

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Create Compelling Compliance Training with Scenario Based Training

Compliance Training is one of the most challenging aspects of employee development. Despite their value, every employee dreads taking it. In this article, I demonstrate how Scenario Based Training can flip these mind-numbing courses around!

What Makes Compliance Trainings So Problematic?

Unlike other trainings that help learners perform better and motivate them to take them, this is not the case with Compliance Trainings.

There’s no mistaking the significance that compliance has in the workplace. Whether mandated by legislation, regulation, or policy, these trainings serve to educate employees on the applicable rules/laws pertaining to their job – Important, yes. Entertaining, NO.

Here are the Top 3 Problems that lead to a complete disconnect from the learner when it comes to Compliance Trainings:

  1. More often than not, the topic of Compliance tends to be boring, or worse – preachy. Shockingly, adult learners aren’t into it either.
  2. Learners are motivated by many things – gaining new knowledge, acquiring new skills, or becoming better at their job. Unlike the courses designed to meet these objectives, Compliance-based Trainings are “mandated” – read forced. This creates an immediate push-back from the learner and kills most of the intrinsic motivation to take them.
  3. Compliance Trainings typically follow a predictable flow. Facts > Policies > Punishment > Quiz > Repeat. This formulaic design leads to a complete lack of engagement.

However, the right strategy (including Scenario Based Training and its varied applications) will help organizations achieve the mandate, without losing the learner.

How Do We Fix Compliance Trainings with Scenario Based Training?

Typically, the compliance mandate is to achieve adherence to guidelines/processes or bring in a change in thinking (eventually resulting in behavioral change). Scenario Based Learning can be leveraged very successfully to influence this conformance and impact adjustments in thinking/behavior dramatically.

I share 4 strategies where different variants of Scenario Based Training make Compliance Trainings compelling. For each strategy, I have added tips and examples to illustrate how we achieved the required results (conformance, change in thinking, or behavioral change). 

Strategy 1 – Scenario Based Training for Compliance Training

Scenario Based Trainings shift the learning experience from passive to immersive. By creating a story that the employee can interact with, you place them directly into the action. Stories – featuring relatable characters in situations similar to real-life are probably the best eLearning practice you can implement to make the online Compliance Training interesting.

Tip – Factor for the following:

  • Details will keep your scenario appealing and your learner riveted.
  • Emotion is a powerful tool to make the scenario both immersive and memorable.
  • Attention grabbers like cliff-hangers and plot twists will keep your employee engaged.
  • Relevance is essential for your employee to relate specifically to organizational issues.

Example 1: Conflict of Interest

Objective: To create an immersive learning experience on how to manage workplace conflicts effectively.

Highlights of the Approach

  • Included scenarios as part of the story narrative with relatable cast and characters to provide a real-life learning experience.

Compliance Training Conflict of Interest 1

  • Provided content as videos and other interactive formats that were part of the narrative.

Compliance Training Conflict of Interest 2

Impact: We triggered the behavioral change due to the simulated story narrative – featuring real-life and relatable instances.

Strategy 2 – Scenario Based Training for Compliance Training

Scenario Based Training, with real-world experiences incorporated, helps your audience mesh the virtual world with on-the-job applications. If our goal is the exact change in behavior, we must bridge the gap between the training experience and the on-the-job application.

Tip – Utilize scenarios that are realistic and super-focused on your learning objectives; the employee is much more likely to apply that knowledge successfully in their workplace if they see the relationship and understand the reasoning behind “why comply.”

Example 2: Combating Bribery in Business

Objective: Build an integrated Compliance Training on Bribery and its impact on business.

Highlights of the Approach

  • Posed a narrative Scenario replicating real-life experiences through a visually intuitive format (comic strip approach).

Scenario Based Training for Compliance Training 1

  • Checked the application of the concepts using questions related to the Scenario while validating if the learning triggers the desired behavioral change.

Scenario Based Training for Compliance Training 2

Impact: We met the desired behavioral change mandate due to highly relatable learning and providing a clear understanding of the consequences of non-compliance (for the individual as well as the organization).

Strategy 3 – Scenario Based Training for Compliance Training

Making the employee an integral part of the narrative creates a sticky learning experience. One of the best ways to learn is To Do. Scenario Based Trainings can be utilized to mimic situations where compliance may be an issue. If the employee is given a chance to take a right/wrong action in the scenario, they will immediately see the impact of these choices.

Tip – Learning from mistakes in a safe, virtual environment is a great way to avoid costly risks in reality. By putting the employee in an online branching scenario, they can make choices in a given situation, respond to challenges, and even discover new ways to solve a problem.

Example 3: Global Financial Crimes

Objective: To develop a high-impact training to drive awareness on financial crimes.

Highlights of the Approach 

  • Personalized learning by involving the learner actively in the master scenario.

Scenario Based Training for Compliance Training 3

  • Contextual situations that need learners to think through.

Scenario Based Training for Compliance Training 4

  • Branching the scenario to provide options that learners can explore.

Scenario Based Training for Compliance Training 5

  • Questions to test learners’ cognition of the concepts for the different branches along with diagnostic feedback.

Scenario Based Training for Compliance Training 6

Impact: We successfully used the simulated branched scenarios to provide the highest feasible degree of experiential learning.

Strategy 4 – Scenario Based Training for Compliance Training

Dropping the learner into a scenario is the perfect way to assess if they have actually processed and internalized the content. This assists in both aspects of learner development, understanding, and, more significantly, the application.

Tip – Present chunks of content within your scenario that allow the learner to critically think through the situation. Follow this up with a Gamification element or assessment to test the learner’s understanding and how it can actually be applied to the mandate you’re trying to achieve.

Example 4: Data Security

Objective: To reinforce primary training on Data Security using an innovative, active learning format.

Highlights of the Approach

  • Persona to involve the learner in participative learning from the very beginning of the training.

Data Security 1

  • Presenting content as segmented learning through stages along with exercises, tips, and points to remember in a parallax-based design.

Data Security 2

  • Gamified assessment in the end to check the cognition of concepts covered.

Data Security 3

Impact: We created maximum engagement and higher recall and retention value for learners.

As we saw thus far, Compliance Trainings are mandatory, but they don’t have to be mandatorily boring! I hope my article gives you several ideas on how to use Scenario Based Trainings to bring engagement, excitement, and, most importantly, behavioral change to these necessary courses.

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

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List of free online courses for instructional designers

Greetings to the whole community and happy New Year to all!

With the New Year, new trends in education are coming, and for all instructional designers, continuous professional training is necessary.

I googled a bit and found free courses that can be helpful in our careers. See the list below.

Coursera

Teaching Strategies 

Digital Storytelling

Gamification

E-learning

Alison

Storytelling in education

Open Learning

Design effective learning 

EdX

Leading educational innovation and improvement

Go beyond gamification

Developing course content 

Preparing for online courses 

If you also have some that you have attended or recommended, leave in the comments.

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Ways to Add Brand in Courses

As a full time ID responsible for making corporate training assets, I’m consistently seeking ideas for how to incorporate the company [brand] in courses. The following are ways you might consider display an organization’s “personality” to learners.

1. Mock-ups
2. Color & Typography
3. Company PR
4. The Familiar & Recognizable

Mock-ups

  • Stationary Products
  • Company “Gear” and Other Recognizable Objects
  • Resources in Various Company Roles

Examples:

Imagery may feature stationary such as a business card, department newsletter, or paper with letterhead.

Accessories to include items worn by people or characters in the course (desk name plate with familiar leader’s name or cap/hat with the company logo).

Tools and resources can be presented and used or referenced accordingly to learners either directly or indirectly.

A mockup might be presented within an image, like the screen of a visible device (or even an animated GIF)!

Color & Typography

  • Logos
  • Color Palette
  • Branded Graphics
  • Typography/Font

Consider what the company has identified and claimed as their branding elements, used to create a consistent look (type styles and fonts, colors, graphics, and layouts) and implement these elements in specific parts or repeat throughout the course.

When appropriate, design using the branding rules the company has in place to include things like typography hierarchy, the use of shapes or patterns, or trademarks.

Color can be used to manipulate images for example so that objects display with the company or a settle can be taken to mildly treat an image and give it a tone aligned with branding.

Company PR

  • Public media
  • Reports/White Papers
  • Case-studies

Examples:

A course might feature to include PR material (video, product/service ads, news clips, interviews, real case studies, employee submissions) or use it as instructional content to be referenced.

Scenario-based learning might consider available feedback and data from employee surveys or behavioral trends to create authentic experiences that have proven common in a particular business area and/or job role.

Familiar & Recognizable People, Places, Objects, & Scenarios

  • Common Company Standards
  • Case-studies
  • Setting of Company Headquarter or Other Vital Location(s)

Examples:

Watermarked media might be presented in video or a printed documents with company name or logo.

Known Policies, Procedures, or Traditions (at company or department level) or “fun facts” about the company or even general facts (or events that are more common to be relatable) that are specific to a job role. Familiar items may also include any internal lingo or references.

Instructions might include visual or audible references learners are likely to recognize (voice of a spokesperson, a headquarters building, or maybe something more abstract like a company practice or tradition).

Stock images that mimic the look of the company: the setting, the people, what the image suggests.

Conclusion

Of course not all these suggestions will be feasible or readily available, so creativity is encouraged! Mock-ups can be created with low cost and free generators online, staff might be recruited for voiceover work (can’t get more authentic than that right?), or maybe stakeholders to have professional photographers on occasions to build an exclusive media collection.

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Create a slide that includes software simulation and static text

Is it possible to create a slide that presents the scenario, in this case, the terms of a legal order on one side of the slide and the software simulation of about how to add the legal order to the application on the other side of the same slide?

Thank you

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Save your organisation LMS cost

When I was asked to create a simple but impressive RPA video demo, I counter requested a market standard video editing software over traditional PowerPoint. Post approvals, I was directed to browse and propose the intended software, and after comparing Adobe Captivate and TechSmith Camtasia, I chose the former going by the brand value and have not regretted the decision since.

What started as a video demo and software simulation development initially, slowly but steadily increased my curiosity to explore the eLearning content development feature in captivate and it was then it struck me that the expensive LMS vendor my organisation uses can be utilised to present internal policy and product courses which are not difficult to develop in captivate.

Whilst I have developed 5 of these courses, potential for even service-based organisations to develop its own eLearning content rather than purchased generic content has exponential benefits.

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Captivate Novice

So, I have just downloaded the free trial of Captivate 2019 and have been reading through the Discussions board and a lot of the questions and answers seem to be advanced from my Novice perspective. My question is, where is a good place to start learning how to use this tool?

Thanks in advance,

Freshman

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