SHIFT's eLearning Blog
Our blog provides the latest best practices, tips, insights and thought leadership on modern corporate training, eLearning and mLearning.
So, you have completed your eLearning course or module, and you are ready for learners to begin learning from it. Does this mean that you can move onto the next project and forget about the existing one? Absolutely not! If you think of eLearning Designers as project managers, you begin to see that there are specific ways in which to interact with already created courses. There are essential questions to ask, features to check, and maintenance windows to update in any existing course.
In the past 200 years, we have seen the agricultural, industrial, and information revolution come to fruition. Our current revolution is that of experience. Everything from personal streaming to escape rooms is created towards giving a unique moment in our lives. Couple with this, we are bombarded with information in all formats at all times of the day. These two shifts have altered the learners’ perception of what their training courses should be like. This can easily become overwhelming when thinking about design. How can you possibly cater to the needs of each learner when you have upwards of 100 or more interacting with the content? Luckily, there are proven strategies for engaging a diverse audience.
When you go into a fun house or corn maze, there are literally dozens of paths that you can try to take. What strategy do you take when trying to complete the course? Do you run as fast as you can, not caring how many wrong turns or dead ends you take? Do you develop a strategy and create markers for yourself, so you don’t back track? Do you set markers and have an idea of how far you have gone? These are all different choices that you make. Similar choices can be made when it comes to authoring an eLearning course. It can be overwhelming to actually sit down and create the course. However, there are tried and true steps to take before firing up that authoring tool.
Micro Learning is a hot trend in eLearning design. We all know this. To get up to speed on the theory behind microlearning check out the resources at the end of the blog post. In the rest of this post, we are focusing specifically on calls to action. That is, how do you actually apply the principles of Micro Learning to your eLearning design? You will be prepared to start thinking micro and create effective learning experiences.
Powerful writing is required for powerful eLearning. This eBook will help eLearning developers master the art of writing and tap into the power of words to create memorable courses.
As the workplace moves faster, learning and the designers who make eLearning possible must keep up to ensure employees can adapt. High-impact learning is the answer to this. It is not only fast-paced, but it also involves strategies to increase retention rates, so your students aren’t just learning quickly, they’re able to retain and apply that knowledge. A large part of high-impact eLearning program’s success is that it involves people in leadership and management positions which help encourage and enforces learning. Results can be recorded and continual, leading to real changes in job performance.
We have access to virtually unlimited information at our fingertips these days. Sound instructional design takes all of this information that is whizzing by in all directions and creates structure around it. This structure focuses on concepts consistent with how people learn. Traditionally, this occurred through macro learning opportunities like classes, degrees, and classroom training programs. Advancements in technology have allowed two disruptive innovations to emerge: Microlearning and Personalized Learning. These developments are of interest to learning leaders and L&D professionals who aim to equip their employees with the most relevant information while reducing the time, and ultimately money, that is spent on workforce development. At the same time, employees are looking for ways to engage in asynchronous instruction that is tailored to their current knowledge and builds towards complete mastery.
Every job position should be viewed in its entirety, from the hiring process to retirement (or resignation/firing). Organizations must provide the circumstances and resources necessary to develop the knowledge, skills, and abilities of their employees every step of the way. This point of view helps organizations set their employees up for success, and has the added benefit of improving employee retention and engagement.
Transfer of learning refers to the “ability of a trainee to apply the behavior, knowledge, and skills acquired in one learning situation to another.”1 It’s what makes a job easier and faster as a learner becomes more skilled because they can apply what they already know.