Should you create your learning content from scratch or go for off the shelf courses? How easy or difficult is the deployment process and which one will suit your training needs best? Find out how these two ways of course creation differ.
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The other day, I found myself sitting across the learning manager of a large pharmaceutical company. He was faced with a daunting task – training his company’s medical reps, and if there’s one thing we all know about medical reps it is that they are always on the move. 2,000 medical reps running around the entire western zone are not a pleasant lot to get together in a room for training.
E-learning had naturally been the top suggestion internally, and our creds were impressive enough for him to ask for my suggestions on the matter. I hesitated for a bit (It was a sitter of a large deal if we just churned out the e-learning they wanted) and then suggested that a possible potent solution for the problem could be mobile learning. What surprised me though was the response I received…
“Well, we are planning to build a robust e-learning course with a specific focus on product knowledge and to host it on our internal LMS. I think it has a mobile interface as well. Won’t that be enough?”
For those of you who think that the solution is viable, do consider the difference between e-learning and mobile learning before any implementation.
I explicitly stated these differences to the manager, and not surprisingly, he took the point. Now, convincing his company is another matter, but he seemed up to the task. Whether the deal goes through or not finally, I am inclined to believe that it is better to do it right or not at all. Everybody should know that mobile learning requires expertise and specificity of thought and design. It is not simply e-learning on the mobile. It is not.
Implementing a learning system for any organisation is not an easy task. It requires deep analysis of the organisation’s requirements, resources and estimation of the future needs as well.
The key to a proper implementation of any learning system is identifying the constraints and defining the specifications for the system. This study, known as the ‘Detailed Constraint Analysis’, helps in identifying the constraints which might create a roadblock during the actual implementation. (Download this INCITE Micro-learning Framework to find out more about Detailed Constraint Analysis)
Here are the 7 recommended parameters one must check to ensure that the implementation specifications are comprehensive:
1. Device Constraints – These constraints pertain to whether the micro-learning is being built for the mobile or the desktop or both. Based on the answer to this question, constraints with respect to operating systems, screen orientation and sizing, app vs. web, etc. need to be further analyzed.
2. Security Constraints – These constraints pertain to the data and access security concerns of the organization. These can range from basic questions like whether the learning is to be accessible only inside the office to more complex issues like remote wiping of learning data on exits, etc.
3. Bandwidth Constraints – These constraints pertain to the network bandwidth available for the learning system. These constraints are typically derived from surrogate analysis of geographical dispersion and network capabilities of the devices on which the learning is to be deployed.
4. Org Structure Constraints – These pertain to the team structures within the company and non-hierarchical structures (like Leadership Group, Committees, etc.) that might be present. The main aspect to analyze is the likelihood and extent of overlap between multiple micro-learning systems for a learner who might belong to multiple cohorts.
5. Engagement Level Constraints – A lot of organizations seek to tread cautiously on the extent of engagement they would like to implement. The interaction level of the micro-learning has to be kept on the fine line which creates motivation without creating obsession which hampers work.
6. Learner Psychology Constraints – Depending on the organizational DNA and employee profiles, it is critical to understand the needs and attitudes of the learner groups and design the system accordingly. In this section, it is also critical to assess how learners might try to “game the system”.
7. Learning Objective Constraints – Ultimately, it all comes down to the learning objectives that you want to drive through the system. Depending on the objectives you want to achieve, you will need to make trade-offs on engagement, length, seriousness, etc.
Document the above constraints and your Learning System Specifications are ready! Now you can move on to the next stage – Designing the micro-learning system. (How to design a micro-learning system for your organisation in 6 easy steps)
Do you know that the attention span of an average human is shorter than a goldfish? (Source: Microsoft Canada, 2015). A goldfish can focus for nine seconds; people are down to a mere eight seconds.
So, the million-dollar question is – how do you design learning which caters to such a short attention span and ensure that it is effective as well?
Micro-learning is the way out!
Micro-learning deals with relatively small learning units and short-term-focused activities (Hug, 2005). In the e-learning context, it refers to a learner’s short interaction with learning matter broken down to very small bits of content.
Here are 5 reasons why micro-learning is perfect for today’s mobile-oriented workforce.
If you could think of more reasons, share with me in the comments below!
Learning is a process, not an event, which makes the planning of the journey through the process, a critical part of learning design. The navigation of learning flows is fundamental to the success of any micro-learning implementation.
So, before we find out about the key elements, let us understand what is a ‘Learning Flow’.
A Learning Flow is a continuous steady stream of social micro-learning activities – accessible from the web and mobile devices. (Hart, 2014)
Now, let’s look at each of the elements of the above sentence, that describe a Learning Flow.
Make sure you keep these in mind while designing micro-learning solutions for your organisation. (How to design a micro-learning system for your organization in 6 easy steps)
Designing a learning system for any organisation is a critical task. It’s not easy, given the fact that one has to consider the various departments in an organisation and understand their training requirements. Not to forget, coordinating and collaborating with different entities like Learning Consultant, Human Resources, IT and so on. One often gets confused on where to begin.
The good news is, once you finish reading this article, you will know exactly how to start and where to start.
Ladies and Gentlemen, presenting … The INCITE Micro-learning Framework – a step-by-step framework to help you design a Micro-Learning system for any organisation’s training need.
I am going to write down a brief synopsis of this framework which should be enough to help you get started. (Download the full whitepaper here)
Step 1 – Implementation
Understanding the objective of the micro-learning system
The first pillar of this framework is to discover the ask from the micro-learning management system and establish the constraints around organizational processes, technology and learner psychology. This will ensure that you stay focused throughout the process and will help you in your decision-making process.
Step 2 – Navigation
Establishing the flow of the learning content
Depending on the objective, the flow of the learning has to be established next. An established concept in Formal Learning design, creating a learning flow is akin to establishing curriculum and lesson plans for a course. In simple words, how do you want your learner to access your content. Should all the topics be accessible at the same time as a library? Or one needs to go through all topics in a particular sequence?
Step 3 – Content
Creation of micro-learning content
Micro-learning content is very distinct from regular e-learning content. It is driven by criticality of information, which in turn drives size and form of the content. Ensure that the content is developed keeping in mind that it is for a micro-learning system. (Read more: How to design micro-learning content in 4 easy steps)
Step 4 – Interactivity
Deciding on the interactive elements in the course
A learning system targeted towards the modern learner has to engage first and explain quickly. This makes it essential to embrace a participative pedagogy delivered through interactivity. Decide on the level of interactivity and the elements which would go well with your learners. It could be a quiz, or a video, or a game.
Step 5 – Testing
Deciding on the assessment criteria for the learner
The modern learner has typically grown up in a very connected social context, with high doses of competition and a healthy dose of skepticism towards authority. Modern testing methodologies have to account for these attitudes. The usual ones like online quizzes might not work here. Try exploring options like games or simulations. These are more engaging and effective.
Step 6 – Effectiveness
Measuring the learning outcome
Of all organizational processes, learning is perhaps the least measurable, reducing the focus and importance of this function in spite of its criticality for the organization. Measurement of learning effectiveness is critical to the success of any learning system.
That’s it! You are ready.
In case you want to know more about The INCITE Micro-learning Framework, you can download the complete whitepaper here – http://goo.gl/47iWZn
Also, if you need help in setting up a micro-learning system for your organisation, feel free to get in touch with me at deepak@quodeck.com.
Here’s a simple infographic explaining Cloud Based Authoring Tools and its benefits.
I haven’t mentioned all the tools out there. So, in case you know a particularly useful one, do mention in the comments below.
Note: Please feel free to use this infographic for any personal or commercial purpose.
Source: Kungfu Panda (The Movie)
Training is an integral part of employee development, but it is often frowned upon. Employees generally tend to find these sessions repetitive and boring. This negativity associated with training can be frustrating for both – the Trainer and the Trainee. So, what can be done to change this and make your employees look forward to your training sessions? Let’s find out!
1. Market Your Training
We live in an age where you need to market everything. Sadly, most trainers do not realize this. Therefore, it is necessary to build excitement around your training campaign so that people wait impatiently for the training day. Send out teaser emails using tools like Mailchimp to create hype around your session. These emails can also act as reminders for registration and RSVPs. You can go a step ahead and make this more interesting by launching a few video trailers before the training. Try Powtoon for this. It’s a wonderful tool which allows you to create marketing videos in a couple of minutes.
2. The First Impression
Start your training with a bang. Do not let your marketing efforts go waste by having a mediocre start to the session. Exploit the beginning of the session by doing something interesting to captivate your audience. It could be an inspirational video, an ice-breaker or a game. Keep trying out different things to sustain the excitement.
3. A Different Approach
Rather than going for the usual and mundane way of conducting training, use personal experiences or a storytelling approach to engage your audience. Building a story around the training topic will generate curiosity in the learner’s mind and personalize the overall experience. Know more: 4 tips to make elearning content better using a story telling approach
4. Gamify The Session
Gamification is a unique and sure-short way of making training sessions productive. It should be designed in such a way that the learning objectives are aligned with the game. Use simple techniques like Leaderboard or Rewards or Bonus points to encourage the learners. This will motivate your employees to perform better. Companies like Deloitte and Cognizant have been successfully implementing gamification for their training and development needs. Know more: 8 reasons to use serious games for training
5. Make Your Courses Interactive
Since you will be using technology for your session, take care to use the correct interactive elements. Your learners should have fun during the session but ultimately the learning objective should be fulfilled. Integrate elements like push-buttons in assessments and voice-overs during the training. Try out tools like QuoDeck, Articulate Storyline, Powtoon, etc to make your courses interactive. Know more: Key elements of an interactive elearning course
6. Feedback and After-movie
Do not forget to take feedback post the session. Try to find out in what manner the training session helped out and if there are any recommendations for the future. You could even make an after-movie of the training session. After-movie is a trending concept used to market events, seminars, conferences, etc. It is basically a short video capturing moments from the start to the end of the training. You may add a couple of interviews from the audience in the end. It is a great way of showcasing the impact of the training and making people look forward to such sessions.
I guess that’s it! You have any more tips? Do share in the comments below!
P.S.: I used Piktochart to create this infographic. Looks amazing, isn’t it? Do try it. It’s free!
Note: Please feel free to use this infographic for any personal or commercial purpose.
Note: Please feel free to use this infographic for personal or commercial purpose.
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