I created a video tutorial on Adobe Captivate Draft last week that was well received, however, one of my viewers on my YouTube channel wanted to know the process of getting Captivate Draft files into Captivate 2017. In today’s video, I show everyone exactly how to do that.
I get questions all the time about work portfolios. One of the most frequent questions is “what types of courses need to be in the portfolio?”
Why Have a E-Learning Portfolio?
The portfolio is your proof of skills. It shows that you have more than a resume list of skills or just education. It documents some of your projects and also shows your specific skills.
The challenge for many is that the work we do is proprietary and we can’t show what we know. That’s OK. If that’s the case, you want to create a few sample modules that demonstrate your skills and get the attention of the person reviewing your portfolio. And let’s face it, some of the project that we get stuck on at work aren’t things we want to show anyway.
Here’s What Should be in Your E-Learning Portfolio
Here are the five things you need to showcase in your e-learning portfolio.
Assessments. Quizzes are the most common element in e-learning courses. Create a few different types of assessments. The default, blocky type quizzes are fine, but you want to show more than copy and paste skills. Make the quiz look different and modify the default settings. The more custom you can make them, the better.
Scenarios. Interactive scenarios are always popular. They’re more fun than click-and-read content and they show how to build situational training that closely mirrors real-world interactions.
Interactions. No one wants to look at 60 slides of the same content. Instead showcase mini interactions, or pull some of the interactions out of the 60 slide course. There are three main ways to interact with the screen: click, hover, and drag. Build some modules that demonstrate your skills creating different types of interactions. Lean more on dragging than clicking because it’s novel and people like to move things on the screen.
Software Training. Most organizations do some sort of software training. Show your skills building software training. Add a short screencast video as well as an interactive software simulation.
Make it interesting. Most e-learning isn’t very good and usually very boring. Convert one of those types of courses into something interesting. Make it look good and make it interactive. Show a before and after version of your course/module.
Here’s a bonus tip: people are drawn to the visual design more so than they are to the instructional design. You want your portfolio to look good.
If you’re trying to figure out how to build those demos or what types to do, check out the weekly e-learning challenges. There’s a lot of variety and plenty of ideas. Any one of them would make a good module to include in your portfolio.
Do you have an e-learning portfolio? If so, what type of content do you have in yours?
Wer mit E-Learning-Plattformen und -Tools zu tun hat, gerne auf dem neuesten Stand ist (deswegen auch regelmäßig auf den amerikanischen Markt schielt) und schließlich auch mit der saloppen Schreibe von Craig Weiss zurechtkommt, ist hier richtig. Hier die Kategorien, auf die der Experte in seinem Blog eingeht (irgendwo dazwischen finden sich auch nützliche Listen und Hinweise auf zukünftige, weitere Beiträge):
„Any who hah, the e-learning market is made up of various segments or as I prefer spaces. Most folks are aware of
– Rapid content authoring tools (build courses – you build them)
– LMS and subsets, LP, SEP (Sales Enablement Platforms)
– 3rd party courseware providers (ex: Skillsoft, Wiley)
– Assessment tools including Online Testing Tools (even online proctoring) (ProProfs, ClassMarker, Questionmark)
– Learning Engagement Platforms (Degreed)
– Custom course/content shops (lots of them out there)
– Web conferencing tools (aka virtual learning classrooms, webinars)
But are you aware of these?
– Coaching and Mentoring tools (mobile is a key component)
– Knowledge Reinforcement tools (mobile is essential)
– Courseware marketplaces (OpenSesame, udemy, Coursera)
– Social learning tools (not the same as a Social Learning Platform)
– Video learning tools
– Learning Record Stores
– E-Learning tools – other (not listed in any of the categories/spaces above)“
On a recent flight, I watched the flight crew go through a pre-flight checklist. This is a series of things that need to happen prior to taking off. While watching them I wondered what we’d consider being part of an e-learning pre-flight checklist. So I jotted a few quick notes in my Rocketbook (my latest gadget).
Information vs Performance.I like to put courses in one of two buckets: performance or information. Performance-based courses seek to change behaviors and have people learn and do something new or different. Information-based courses are more about awareness of certification. Knowing which bucket to place the course,, helps me know what type of resources to commit to it.
What are the objectives of the course? Some objectives are to change performance or teach new skills. And some objectives are more like certification and awareness. Knowing the objectives helps you determine the proper metrics to evaluate success.
Who is the final approver of the project? This is one of the first questions I ask. It’s important to know who the final decision-maker is. Often you’ll work on a course and then right before launch someone higher up in the food chain gets involved and wants to make changes. Find out who this person is before you get too involved in the project and be sure to keep them in the loop throughout. And most of all, make sure you get approval at various milestones in the project. As David likes to say, “When things go right, the managers take credit. But when things go wrong, it’s all on the trainers.”
Is there a budget? I’ve worked for larger organizations with large projects and rarely did we get a budget to build the courses. I was always told I was the budget. It’s a good idea to initiate the conversation about having a budget. Perhaps you start small and say you need $500-$1000. Even if you don’t need the money, it’s a good idea to build the expectation that you need a budget to go with your training project.
What expectations does the client have? This goes back up to understanding the type of course that is being commissioned and determining the objectives. Often, the client has a default position that their goals or problems are solved by training. This isn’t a good starting point. It’s important to do some performance consulting to better understand the client’s needs and if training will help. Doing that sets clear expectations.
What expectations do the learners have? Let’s face it, the bulk of most e-learning courses are compliance training or annual updates with little impact on the person’s day-to-day responsibilities. Thus, for many, the expectations are very low. We can’t always control the content and client objectives, but there are things we can do to make the experience better and more interactive.
What resources are available? The most important resource is access to the subject matter experts. Other resources are existing content, technology, media, and the numerous assets required to build good courses. Of course, with services like Content Library, some of that is mitigated and not as big of an issue as in the past.
How will you evaluate it? If you define clear objectives you can define metrics to determine if they’ve been met. Thus one part of the evaluation is having measurable objectives. The other part is knowing how you’ll collect and process them. That’s not as easy and probably why most organizations don’t bother evaluating their training properly.
What’s the implementation plan? Once the course is loaded into the learning management system, what’s next? How do the learners know there’s a course for them to take? How do managers know? What marketing strategies do you have for the course launch?
Does it need to be mobile? Personally, this is somewhat moot. Modern e-learning courses work on mobile devices. However, there are some considerations when it comes to mobile and how you construct the course. Ideally, you use something like Rise where all of the design considerations are already made. If you use Storyline, you’ll need to think about the interface and how things are laid out and how they work on the smaller screens.
This isn’t an exhaustive list, but it’s a good start. What would you add to your e-learning pre-flight checklist? Share your thoughts in the comments.
Mobile apps are increasingly being seen as the future of learning. Popularity of mobile devices and widespread adoption of mLearning or mobile learning is providing them the required push. In this article, I outline 10 reasons why your learning strategy must include mobile apps for learning.
Why You Need To Use Mobile Apps For Learning In Your Learning Strategy
Before deep-diving into the reasons why you should integrate mobile learning trends such as mobile apps for learning in your learning strategy, let’s take a quick look at 3 important, basic aspects (What, Why, and How):
What: What are mobile apps for learning?
Why: Why you should invest on them?
How: How exactly can they be integrated into your learning strategy?
What Are Mobile Apps For Learning?
Mobile apps are a type of delivery format designed for offline viewing of Learning material for learners on mobile devices. Although the course needs to be downloaded to the device first using internet connection, it can be accessed without internet access from the mobile device for subsequent visits once the course has been downloaded to the device. Internet access is also necessary when it comes to tracking of learners’ progress via Learning Management Systems.
People are increasingly taking to mobile apps and the number of mobile app downloads that take place every year justifies that. According to a report, the number of mobile apps forecasted to be downloaded worldwide in 2017 stands at a whopping 2.6 million! It comes as no surprise that mobile apps for learning are an area you must invest on.
What Are The Advantages Of Using Mobile Apps For learning?
There’s a reason why more and more companies are pumping money into mobile learning technology and mobile app development year after year. Mobile apps are one of the hottest mobile learning trends driving the market today. According to reports, the global annual revenue generated by mobile apps will be $70 billion by 2017. The format comes with a host of benefits after all.
Some of the benefits of mobile apps are:
Ideal for people looking for information on the move.
Suited for online as well as offline viewing.
Immensely popular with Millennials.
Facilitate higher completion rates.
Provide access to just-in-time information.
Ideal for performance support.
How Can You Use Mobile Apps For Learning To Uplift Your Existing Learning Strategy?
Mobile apps are a good fit for both formal as well as informal training.
They can be used to offer bite-sized formal training or supplement formal training.
When it comes to informal training needs, they are an ideal platform to offer Performance Support. They can be used as Performance Support Tools (PSTs) and embedded in the learners’ workflow. If they are made available to learners on their mobile devices, there will be greater chances of them using them for just-in-time information and on-the-job support.
There are many ways to integrate mobile apps for learning into your learning strategy. Specifically:
For primary learning (formal training).
Mobile apps can be used for formal training in the form of short learning nuggets and the nuggets could be part of a learning path
As a supplement to formal training.
They can be used as pre- and post- assessments for formal training (online or blended).
They can also be used to showcase videos, examples, and scenarios to reinforce learning.
At EI Design, we have used mobile learning technology and mobile apps for learning for both formal learning as well as a Performance Support Tool. You can gain further insights on these through my previous articles:
How to boost your workforce performance with mobile apps.
How can you use mobile apps for microlearning-based training.
Now, let’s see why it makes business sense to invest in mobile learning trends and integrate mobile apps for learning to enhance your current learning strategy.
Why Are Mobile Apps For Learning The Right Fit For Your Learning Strategy?
Here is my list of 10 reasons why mobile apps are the right fit for your learning strategy:
1. Flexibility Of Usage (For Learners).
According to a survey, people spend 30 hours a month on average on mobile apps. They have become part and parcel of people’s lives because of the flexibility and ease of looking up information that they offer. The power of mobile apps can be leveraged to offer training to learners even when they are not connected to internet.
2. High Completion Rates.
The anytime, anywhere flexibility that mobile learning technology and mobile apps offer help learners take the training when they “want to” rather than “have to”; thereby resulting in higher completion rates.
If you’re a smartphone user, you’d know that pretty much everything you do –dropping in a message to someone, hunting for a restaurant nearby, getting your daily scoop of news, and so on– is through apps. You’ve ditched your traditional SMS and switched to WhatsApp messaging for a simple reason that it’s far more lively and engaging and comes with a host of features. The formats of mobile apps and mobile learning technology for learning are remarkably different from traditional eLearning. They provide very high engagement to learners thereby increasing recall and retention manifold.
4. Appeal To Millennials.
We spoke about people spending 30 hours every month on mobile apps. When it comes to millennials, the number of hours spent on mobile apps shoots up to 90. Millennials love mobile apps and these survey figures second that. If you’re looking at creating engaging learning experiences for millennials and mobile apps aren’t on your list yet, you’re missing out on something big time!
5. Easy To Push Updates.
Mobile apps are extremely user-friendly and offer organizations the flexibility to easily push updates.
6. Enable You To Further Leverage Trending Approaches.
From the social media platform you visit most frequently to your favorite game on your mobile device, they all come packaged as mobile apps. Here’s a huge cue you can take to enhance the impact of your training using mobile apps. You can leverage further on trends like microlearning, social learning, and gamification.
7. Can Be Adapted To Varied Training Needs.
You can craft mobile apps for learning to address varied training needs including compliance, soft skills, products, and change management.
8. Can Be Used For Performance Support.
Mobile apps are designed to offer “just-in-time” information. They are ideal for Performance Support intervention and can directly influence the organizational mandate to push the learning acquisition to its application on the job.
9. Can Be Used As A Supplement To ILT/Blended Training.
You can support ILT or blended delivery through assets (pre/post work-shop) or Performance Support Tools. An intervention like this will show a drastic gain in application of gained knowledge on the job.
10. Positive Impact On ROI On Your Training Spend.
By improving the learner reaction, learning gain, and finally its application on the job, mobile apps for learning will provide a demonstrable gain on ROI.
You can also take a look at this video to see why mobile apps are the right fit for your learning strategy:
I hope this article triggers a re-evaluation of your existing learning strategy and helps you leverage on mobile learning trends such as mobile apps for learning. If you have any queries or need support on integrating mobile apps for learning into your learning strategy, do contact me.
15 Millionen Dollar sind insgesamt ausgelobt. 1 Millionen hat jeder der fünf Finalisten bereits sicher. Die Hürde, die sie nehmen mussten: „… software solutions to enable children to teach themselves basic reading, writing and arithmetic.“ Jetzt sollen die Lösungen 15 Monate lang in Tansania getestet werden. Viele sind dabei: die UNESCO, das World Food Programme (WFP), das Government of Tanzania und Google, das 8.000 Pixel C-Tablets spendiert. Der Sieger („… whose solution enables the greatest proficiency gains in reading, writing and arithmetic“) erhält am Ende die verbleibenden 10 Millionen Dollar. Open Source/ Open Content sind Kriterien, die die Wettbewerber erfüllen müssen. Und was sich in Tansania bewährt … Das Projekt erinnert mich irgendwie an One Laptop per Child.
„- CCI (New York, United States) is developing structured and sequential instructional programs, in addition to a platform seeking to enable non-coders to develop engaging learning content in any language or subject area.
– Chimple (Bangalore, India) is developing a learning platform aimed at enabling children to learn reading, writing and mathematics on a tablet through more than 60 explorative games and 70 different stories.
– Kitkit School (Berkeley, United States) is developing a learning program with a game-based core and flexible learning architecture aimed at helping children independently learn, irrespective of their knowledge, skill, and environment.
– onebillion (UK/Malawi/Tanzania) is merging numeracy content with new literacy material to offer directed learning and creative activities alongside continuous monitoring to respond to different children’s needs.
– RoboTutor (Pittsburgh, United States) is leveraging Carnegie Mellon’s research in reading and math tutors, speech recognition and synthesis, machine learning, educational data mining, cognitive psychology, and human-computer interaction.“
This is a tip I stumbled upon this week and thought I’d share it because one of the most frequent questions I get from people trying to manage a work portfolio is how to quickly share e-learning courses.
Let’s quickly review some of the options that we’ve mentioned in the past:
Share courses using Dropbox’s public folder. No longer works.
Today, we’ll look at another option. It’s not free, but it’s inexpensive and comes with other benefits.
Share Your E-Learning Courses with pCloud
I subscribe to AppSumo because they often have good deals on multimedia-related apps or graphics. I really like when they present offers with lifetime access. This week, AppSumo had a great deal for lifetime access to pCloud for $49.
I won’t bore you with all the details and benefits regarding pCloud because you can learn that on your own. To keep it simple, it’s a cloud-based storage service similar to Google Drive and Dropbox. What I like that’s different is that it works like a virtual drive so I don’t need to have all of the files on my computers like I do with Dropbox.
Examples of E-Learning Courses
Anyway, I was testing out their public folder and loaded a few published Storyline courses to see if they work and guess what, they do. Here are three demos:
As you can see, the courses play fine. Thus making it a simple solution for those who want to easily share their courses.
Steps to Share Your E-Learning Courses
Here are a few general steps to share your courses using pCloud.
Create a folder inside of your Public Folder to share courses.
Copy your published course to that folder. pCloud looks like a drive on your computer so you just need to move the files to the pCloud drive.
The files are uploaded to pCloud.
Go to your my.pCloud.com site and access the folder where you saved your published course.
Locate the story.html and click on Share>Get Link. That creates a link to the HTML file which loads the course. You don’t want to share the HTML file itself because the user will only be able to see the HTML file and not see the course load and play.
I did notice that when accessing the files from the mobile app, you can only share the file and not a link, so it looks like you can only use the share link from the desktop app.
I find pCloud to be a good solution for my online storage needs, especially since I don’t need to have all of the files on my computers like I do if I want to access them in Dropbox. I also like the upload folder option for people who want to share their files at workshops. The current pCloud deal is a good price, but I’ve seen similar deals at other sites. So if the AppSumo deal is gone, you can probably wait for another if you don’t want to pay the regular price.
If you’ve tried pCloud to share your courses, I’d love to hear about your experience. Share your thoughts in the comments.
Today, outsourcing content development is a fairly well established practice for several organizations. However, what works for one organization and helps them leverage on an offshore partner may not work for another. So, how can you determine if you should evaluate eLearning content development outsourcing? The answer lies in looking at the pros of content development outsourcing and comparing them against the triggers of your outsourcing need. In this article I will outline the pros of content development outsourcing and how you can use these pointers and arrive at the right strategy to outsource and create a successful partnership that you can leverage on.
The Advantages Of eLearning Content Development Outsourcing
As head of an organization that has been a trusted offshore eLearning content development partner for several global organizations, I will dip into my own experience to outline the pros of eLearning content development outsourcing.
The Triggers For eLearning Content Development Outsourcing
Scaling (to handle higher volumes).
Reducing the time to market.
Reduction in cost.
Access to talent that you do not have.
Addition of more innovative solutions to your portfolio.
Having clarity on why you want to outsource and what gains you seek from each of them is vital in creating an effective outsourcing strategy.
Top 6 Benefits Of eLearning Content Development Outsourcing
Reduction in costs.
This is certainly the first and the probably the biggest benefit of outsourcing. Through outsourcing, you can get access to large talent pools that map exactly to your requirement and yet pay a fraction of the cost that you would incur if you were to hire them in-house.
Flexibility to scale the team up and down.
eLearning content development outsourcing offers you greater flexibility by allowing you to rapidly scale up and down the required team exactly as per your business dynamics.
Access to new skill sets and more varied talent in a given domain.
With rapidly changing learner expectations, tools and technologies it is not possible to have all combinations of skills that you or your customers may require. Outsourcing offsets this challenge and offers you the flexibility to have more than one partner to be able to address varied solutions.
Reduction in development time leading to a faster turnaround time.
Typically, an outsourcing partner will have a dedicated team addressing your requirement including focus on shorter development cycles. This gives you a significant edge in managing a quicker turnaround time for your projects particularly when your internal teams may not be available.
Access to best practices leading to optimization of your development practices.
Remember your partner will be servicing needs of several organizations and therefore, is more likely to have development practices that are optimized for globally distributed development. You can use these cues to enhance your own development practices further.
Additionally, you will get the following business gains:
Addition of more innovative solutions to your portfolio. You can leverage on your partner’s skills to enhance your portfolio to service more varied or more complex needs.
Enhanced focus on your customers.
Leveraging on the partner’s development strengths enables you to bring higher focus on customer interfacing activities rather than day to day execution. Besides creating better customer satisfaction, this may enable you to address new opportunities.
I hope this article was useful in reinforcing the pros of eLearning content development outsourcing. Remember to tie these gains back to your triggers or needs to outsource and you will arrive at the right decision.