Elucidat https://www.elucidat.com Wed, 28 Sep 2022 10:57:11 +0000 en-GB hourly 1 https://wordpress.org/?v=6.0.2 How To Create Effective Game-Like Learning (3 Examples And Video) https://www.elucidat.com/blog/create-game-like-learning/ Wed, 28 Sep 2022 08:53:58 +0000 https://www.elucidat.com/?p=8970 Game-like learning can be a great way to deliver content, particularly for decision-making scenarios. But can gamification really support learning? Or is it just ‘fun’ techniques that distract? Find out exactly how to create game-like learning that is motivating and engaging, with a clear purpose in elearning. Watch the webinar recording to find out why […]

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Game-like learning can be a great way to deliver content, particularly for decision-making scenarios. But can gamification really support learning? Or is it just ‘fun’ techniques that distract? Find out exactly how to create game-like learning that is motivating and engaging, with a clear purpose in elearning.

Watch the webinar recording to find out why learners respond positively to engagement techniques and see examples of how to create successful game-like learning.

What is Game-like learning?

Game-like learning (sometimes called ‘Gamification’) means applying gaming characteristics and principles to learning content to engage learners. It uses different devices including levels, points, badges, score bars and polls, to try to motivate users to reach a goal.  

“Games and Gamification can lead to high levels of learner engagement and motivation…[but they] should be part of a larger toolbox.” Karl M. Kapp

How does it work?

Game-like learning, when done well, utilizes some of the tactics employed by games in order to drive better outcomes for your learning projects. If you can make learning more enjoyable, motivating and immersive, this is likely to boost participation and engagement. But you can also use game-like techniques to drive your audience towards a goal. 

There are a number of devices that are borrowed from gaming, that when used skillfully, can really add to a piece of learning content. 

  • Winning points – giving learners the opportunity to win points is a good measure of success, as this can tap into learners’ competitor spirits.
  • Collecting rewards – this makes us feel validated and gives individuals the push to achieve more and to take different actions that some may not initially think of taking.
  • Storytelling – this is the feature most commonly found in learning and in games. Creating characters and a context, coupled with a compelling narrative, will likely create a greater emotional connection which is key to embedding knowledge.
  • Actions/Consequences – positioning your learners as active participants in a given scenario helps to show the consequences of their decisions and actions which can make for a powerful learning experience. This can be used on top of a storytelling scenario. 
  • Exploration – creating experiences that stray from the more traditional, linear journey that people have come to expect is a great way of creating game-like learning. One way to offer exploration is through branching, we can create experiences that the content the learner sees is defined by their inputs. Another type of exploratory experience is a digital fact-finding mission where learners are required to piece together information in order to resolve a challenge.
  • Pressure – if you are training people in skills that need to be applied in a time-sensitive context in the real world, applying pressure can be effective. As this gives the user the opportunity to acclimatize to those conditions and be provided with an environment where they can fail safely. It is important to note, however, that you do not want to be adding too much additional stress to your learners’ work days.

When is it not a good fit?

If the game-like learning techniques you are adding are not meeting the purpose of the elearning and feel inappropriate for the context. Gamification techniques can boost engagement, but too much at once could prove distracting, or even confuse learners. 

Ultimately, make sure that this type of learning is addressing the learner’s needs instead of the designer’s wants as in some cases game-like learning will not be appropriate.

3 Game-like learning examples

Here are three game-like learning examples.

1. Using levels, points and badges

Using levels, points and badges are perfect if your audience is motivated by competition as these are classic devices to reward and motivate.

Using levels, points and badges

Try out this example here

Use this template in Learning Accelerator if you are an Elucidat customer.

2. Video Branching Scenario

If the subject matter you are dealing with involves decision-making, using branching paths to show the impact of consequences is beneficial. This can be an immersive form of learning with the use of score bars and polls to calculate the impact of decisions.

Video Branching Scenario

This rich, immersive learning experience was created for the Open University, as a ‘real-world’ game style. It uses game-techniques for a serious subject: mental health.

See this example on the Showcase.

3. Building badges

A great way to boost engagement with your learners is by rewarding them with application progress with badges. This microlearning example allows learners to work through a non-linear set of challenges, and earn badges which are collected in a wallet, if they make the right decisions.

Building badges

Try out this example on the Showcase.

4 Game-like learning tips

Here are our top tips for creating game-like learning that drives impact.

  • Purpose – plan your project goals and desired outcomes first, then ensure that the game-like learning experience supports them. Don’t solely create them for your own fun.
  • Storyboard – plot out all the different routes upfront on ‘paper’ – what happens if they don’t win a badge or if they make the wrong choice?
  • Test – ask sample users to test the game-like learning before launch. Do all routes work? Is it engaging?
  • Consider – accessibility requirements are important to consider, as game-like features will not always be suitable, such as timers.

Summary

Game-like learning can be an effective means of captivating and motivating learners to engage with their learning content. It is vital that it continues to meet the purpose of the elearning, is appropriate for the context and addresses the learner’s needs. It will therefore not be effective for every type of learning goal. 

There are lots of other ways to design awesome elearning that delivers impact.

elearning best practice guide

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Embedding democratized learning creation at Aviva https://www.elucidat.com/blog/democratized-learning-creation/ Tue, 13 Sep 2022 04:00:04 +0000 https://www.elucidat.com/?p=8952 L&D are under increased pressure to deliver more with less. Hear how David Hepworth, Learning & Talent – Design and Technology Lead at Aviva, is meeting this challenge with democratized learning creation. Discover how to get alignment across your organization on this learning strategy and find out why being future-focused and respecting people’s time is […]

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L&D are under increased pressure to deliver more with less. Hear how David Hepworth, Learning & Talent – Design and Technology Lead at Aviva, is meeting this challenge with democratized learning creation. Discover how to get alignment across your organization on this learning strategy and find out why being future-focused and respecting people’s time is key to your success.

Embedding democratized learning creation at aviva - david hepworth

Play this episode

Top tips for successful democratized learning creation 

Don’t have time to listen now? Here are some top tips from David:

  1. Move from blocker to facilitator: Empower learning content creators from across the organization. Put controls in place to enable effective democratized learning creation.
  2. Get aligned on your strategy: A democratic approach to learning requires alignment. Get senior stakeholder buy-in. Establish a framework for prioritizing learning requirements. Ensure your strategy is truly inclusive.
  3. Support the workforce of the future: Focus in on what your organization and employees need now and in the future. Let people access the learning that they feel will protect their careers.
  4. Respect people’s time: Forget traditional learning that’s sole purpose is to tick a box. Provide immersive content in focused, short bursts. Create impact while respecting people’s time.

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  1. Move from blocker to facilitator

The pressure on L&D output has massively increased over the last few years. There is a constant challenge to do more with less. So, how do you simplify processes and deliver at speed without impacting quality?

For David, the solution is democratized digital learning. Empowering anyone from across the organization to create learning and share content ensures L&D aren’t a blocker to meeting training needs. Putting controls in place maintains standards and allows anyone to produce quality learning. At Aviva, this includes a ‘license to create’ and L&D designed elearning templates. These ensure all learning is effective, on brand and accessible.

“We’ve essentially created a hub and bespoke model in the organization. I have about 300+ content creators globally. These are experts in the organization who know what they’re doing. I’m not an expert in underwriting, I’m not an expert in data science. I’m an expert in learning. So let me work with these colleagues to equip them to make their own learning content.”

  1. Get aligned on your strategy

Embedding a strategy for democratizing learning requires organizational alignment. From the CEO and CPO to managers and employees, everyone needs to understand the importance of learning to individuals, teams and your business.

David has three steps to get people on board with creating a democratic culture of learning. Start by getting senior management buy in to learning playing a central role in your organization’s success. Next, establish a framework for prioritizing learning that focuses on business needs. Lastly, make sure your learning strategy is inclusive of all employees and the skills they need to be successful in their careers.

“Our strategy is very simple. We have learning for everybody. We make sure that – regardless of who they are, where they come from, and where they’re going – all our colleagues can engage with content that meets their needs and their development goals.”

     3. Support the workforce of the future

The business landscape is constantly shifting. By opening up content creation across your organization, it frees you up to focus on strategy. 

For David, this means identifying the knowledge and skills needed now and in the future. What tasks could become automated? What employee capabilities should your organization focus on? L&D can take the lead, but it’s also vital that employees play their part. After all, if they stand still in the skills market, they will fall behind the pack. That’s why it’s essential people can access the learning that they want and feel will protect their future careers.

We’re exclusively looking at highly human skills. What is it that we are really confident humans can do that robots can’t. For example, subjective reasoning, creativity, analyzing, compare and contrast and drawing conclusion, dealing with complex and infrequent…A workforce of the future might not be reskilling, but taking your skills and moving them to another part of the organization where there’ll be of value.”

  1. Respect people’s time

Even with the right content to meet your organization’s needs, there are still barriers to effective learning and development. 

When David talks to his learners, their number one challenge is having enough time. And this isn’t surprising when previously people faced six hours of compliance modules on their learning platform. Aviva have transformed their approach. By providing immersive, personalized learning content in focused bursts, they create impact while respecting people’s time.

“Nano learning concentrates learning into focussed bursts, short periods of time. It drives action, opportunity to practice and creates a series. There’s a more-ish effect. So, I’ve had a little taste and I want a bit more. I can fall into the rabbit hole, or I can grab what I’ve got and move on.”

A quick recap

At Aviva, they know the power of an inclusive learning strategy. Using a democratic learning model brings this to life across the organization. David has four strategies to enable democratized learning. 

  • Move from blocker to facilitator who empowers content creators from across your organization.
  • Create alignment on your learning strategy throughout your organization.
  • Focus in on what your organization and employees need now and in the future.
  • Respect people’s time with relevant content in focused, short bursts.

Want to find out more? Check out the full podcast.

About David

After around 20 years’ experience in various L&D roles, David became Design & Technology Lead at Aviva in 2018. He oversees a team delivering outstanding learning experiences via digital technology across all Aviva’s global markets.

You can find out more and get connected with David on Linkedin.

Join the conversation!

We’d love to hear your thoughts on our podcast, so feel free to get in touch on Twitter @Elucidat with any questions or queries. You can also email Kirstie, our podcast host, at kirstie.greany@elucidat.com. As always, don’t forget to subscribe to Learning at Large in your favorite podcast app and leave us a 5-star rating if you enjoyed it. Thank you for joining us, and see you next time.

Want to hear more from David and other learning experts? Join our upcoming webinar panel discussion to explore how to empower your people with a new model for L&D.

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5 reasons you shouldn’t just rely on your LMS authoring functionality https://www.elucidat.com/blog/5-reasons-you-shouldnt-just-rely-on-your-lms-authoring-functionality/ Thu, 08 Sep 2022 10:24:52 +0000 https://www.elucidat.com/?p=8950 If your business is going to develop the skills it needs to survive and thrive during another period of disruption, the right L&D tools are critical. Faced with budget cuts, reducing your learning technology costs may seem like a good idea. But could limiting your tools also limit your impact? Find out why using a […]

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If your business is going to develop the skills it needs to survive and thrive during another period of disruption, the right L&D tools are critical. Faced with budget cuts, reducing your learning technology costs may seem like a good idea. But could limiting your tools also limit your impact? Find out why using a Learning Management System (LMS) alone won’t create the business results you need.

LMS authoring functionality

LMS tools vs standalone authoring tools 

An LMS and an authoring tool are designed to play different but essential roles. An authoring tool enables you to create interactive and engaging digital learning. The LMS allows you to host, deliver and track this elearning, alongside other learning experiences. 

There can be a bit of crossover between the two tools. Some LMSs offer basic content creation, while some authoring tools have options to publish and host outside the LMS. However, if you want to maximize their impact, you need to combine these two pieces of tech.

Want to explore these tools in more detail? Find out what’s on the market in our full reviews of SCORM compliant LMSs, LMS platforms, LMS alternatives and authoring tools.

5 reasons you shouldn’t just rely on your LMS authoring functionality

If your LMS has authoring capabilities, it may seem like a cost-effective choice to use this functionality. But before you commit to relying solely on your LMS authoring tool, you need to consider some of the limitations of this approach. 

Here are five key reasons that you should consider an authoring tool alongside your LMS:

  1. Improving content quality 

Even the best LMS needs engaging learning content if it’s going to be effective. Although an LMS may have some authoring capability, it’s often quite basic – limited to text, images and simple questions. This can create uninspiring learning experiences. 

As Brandon Hall Group’s Principal Analyst, Michael Rochelle highlighted: great content is the “lynchpin to a good learner experience.” 

When we surveyed people to uncover the secrets of corporate training success, the majority of learners highlighted the desire for more personalized and interactive content. If your learning isn’t relevant and engaging, you won’t hold your learner’s attention. Whether it’s decreasing productivity, customer issues or drops in sales, without effective training your employees’ performance suffers. Ultimately, it’s well-designed, personalized learning content that changes behavior and impacts performance. By using a tool that’s dedicated to authoring, you can produce quality digital learning that’s truly tailored to your learners. Not content for content’s sake.

You can find out more about the link between content, engagement and learning in Michael Rochelle’s learner performance insights video.

  1. Evolving functionality

Authoring will only be a small part of any LMS platform. The focus of investment for the LMS provider will always be on developing the central LMS functionality. And this means that the limited authoring capabilities the platform offers isn’t going to change any time soon.

Since the term ‘elearning’ was coined in 1999, authoring technology has rapidly changed – from the rise and demise of Flash to the reign of HTML and responsive design. With a tool dedicated to creating elearning, you can be confident that your chosen authoring tool’s team are fully focused on developing new functionality and improving the authoring experience. 

For example, at Elucidat, we have a research-led roadmap shaped by thousands of active users. Learning Consultants work directly with L&D teams to improve their output and feed this experience, along with the latest instructional design approaches, into our tool development. In the last 12 months alone, enhancements have been made throughout the authoring process, including content creation, collaboration and reviews as well as project releases. Find out more in our Product Roundup

  1. Staying in control 

Technology moves fast. The L&D tools that work for you now may not be the ones you need in the future. 

If you ever decide to move to a different LMS vendor and you’ve used it to create content, you may lose access to this digital learning. Whereas, if you’ve created content with an authoring tool, you can move this content to any new LMS you choose.

  1. Collaborative working

In an LMS, user permissions tend to be limited to the admin role. Opening up authoring outside your team can be risky. If you want someone to create or edit learning content, you often have to give them access to everything. Whether it’s altered content or deleted courses, this could lead to serious issues. Your LMS will often contain sensitive employee data, so it may not be feasible to enable access to others to produce learning content.

Authoring tools have more granular user permissions. This means you can maintain control while opening up collaborative content creation to anyone across your organization. 

  1. Scaling up production

Without the ability to open up LMS authoring across your organization, it can be difficult to respond to training needs at scale. If your team doesn’t have the capacity, you may even need to outsource content creation to an elearning agency. This will reduce any cost savings you’ve achieved by not using an authoring tool.

From content creation to localization, an authoring tool allows you to optimize the development process while maintaining quality.

In summary

An LMS is essential for rolling out and managing learning and development at your organization. If your LMS offers authoring functionality, you may want to make use of it for basic needs. But remember that even the best LMS won’t be as effective as specific, dedicated learning content created in an authoring platform. Especially if your platform of choice enables easy personalization, offers simple but powerful templates, or even provides guidance for novices on how to create impactful learning experiences. 

Top authoring tools are packed with the specific functionality you need to produce truly engaging learning experiences. Plus they produce content that can be easily updated and re-released, by anyone, to any LMS you use. They also come with the capabilities that allow you to manage high-scale content production – bringing together features like granular user permissions, collaborative workflows, built-in review systems, translation options, manager dashboards and more. It’s only by using an LMS and authoring tool together that you’ll see real business impact. 

Want to see the benefits of an authoring tool for yourself? Book a demo of Elucidat to get started with a free trial.

Test Drive Elucidat Today!

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The hidden costs of authoring tools (and how to spend more wisely) https://www.elucidat.com/blog/hidden-costs-of-authoring-tools/ Fri, 26 Aug 2022 10:00:44 +0000 https://www.elucidat.com/?p=8941 Faced with an impending economic downturn, businesses are under pressure. While L&D has always had to justify itself, there’s now an increased focus on proving its value. But with fast-changing business needs, this isn’t easy. How can you prove your work offers a good Return on Investment (ROI)? The first step is to take a […]

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Faced with an impending economic downturn, businesses are under pressure. While L&D has always had to justify itself, there’s now an increased focus on proving its value. But with fast-changing business needs, this isn’t easy. How can you prove your work offers a good Return on Investment (ROI)? The first step is to take a closer look at your tools and the hidden costs you might not have budgeted for.

hidden costs of authoring tools

Navigating the economic downturn 

With economic pressure and uncertainty growing, businesses need to adapt quickly. Tough decisions will need to be made. Budgets will be cut and headcount reduced. 

During recessions, L&D is often one of the first departments that are hit. But even though the workforce might be reduced, your organizations’ learning needs won’t be decreasing any time soon. In fact, the potential loss of expertise from the business means L&D is more important than ever.

You and your team need to demonstrate your value by supporting your organization through this period of disruption. That means meeting the business’ needs by doing more with less. Where you spend your limited budget and the ROI it offers will be critical.

The hidden costs of authoring tools (and how to spend more wisely)

Authoring technology can take up a big part of your budget. The Brandon Hall Group found that on average in a large organization 44% of the L&D budget goes on people, 27% on technology and 29% on content. If you’ve invested wisely, your technology will not only help you produce more effective learning, but save on your other costs. However, although many authoring tools look cost effective on paper, they can have hidden expenses that quickly mount up when working at scale.

If you’re going to understand the true cost of your authoring tool, there are five key considerations:

LMS administration

Keeping training relevant and up to date in a world of accelerated change can be a real headache. From staying on top of updates through to rolling out localized modules, speed and agility is key. Time consuming upload and reupload processes take up more of your team’s attention, which ultimately uses your people budget. 

How to avoid it? Choose a tool that allows you to quickly launch and update content without needing to re-upload files and change existing links to courses.

LMSAdmin

Project management and collaboration

Developing learning in large organizations can involve a lot of people – all with different priorities, experience and skills. If your tools don’t support effective collaboration, you’ll spend a lot more time supporting people and making sure your projects are progressing with the appropriate input and sign off.

How to avoid it? Ensure your authoring tool has collaborative workflows that will empower everyone involved to contribute effectively.

Maintaining variations and updates

In global businesses, localizing content is critical to staying effective and compliant in every region. However, many authoring tools aren’t set up for this process. Localization often requires duplication and manually making changes many times. This can be a huge undertaking for your team. 

How to avoid it? Look for authoring tools which are set up for course variations and allow you to cascade changes.

Content translations 

Translation can be a long and costly process. Some authoring tools require translated text to be manually re-engineered. The more complicated the work, the more likely you’ll want to outsource this task completely to a translation partner. And, of course, this comes with additional costs. 

How to avoid it? Explore authoring tools that enables one-click download of course content and error free upload of translated versions to a cloned course. 

Outsourcing to agencies or off the shelf content

When your team doesn’t have the capacity to take a request on, you may consider outsourcing it to an elearning agency or searching for related off-the-shelf content. Agency-created content can be high quality, but it can often be a long process to create and maintain. Not to mention, it can be very expensive. Off-the-shelf content can be quick to deploy, but will likely lack relevance and can offer very little ROI.

How to avoid it? Find a user-friendly authoring tool so you can scale up production using novice learning creators from across your organization and reduce expensive outsourcing costs!

Want to explore your options further? Check out our blog on the best elearning authoring tools available.

How you can be more efficient and cut costs with Elucidat

As an L&D professional, you may deal with hundreds, sometimes thousands, of courses each year. Working with people across your organization, while handling variations in branding, content and language, can become difficult and costly to manage at this size. 

If you don’t want unexpected learning technology costs to start mounting up, you need an authoring tool that is designed to work at scale and helps you keep costs under control. 

hidden costs

With Elucidat you get:

  • Efficient project releases: Elucidat removes lots of LMS admin headaches with project releases at super speed and live content updates at the click of a button. No need to re-upload the SCORM package to your LMS!
  • Guided Authoring: Unlock production with Collaborative Content Creation powered by Elucidat’s Guided Authoring. This workflow empowers any employee to share their expertise and create impactful elearning – that meets standards with ease.
  • Integrated review feature: With Elucidat you can invite reviewers at any time, as you work on a project. Keeping everything in one place makes it much easier to manage the review and feedback process. Stay on track with your projects as you can see who needs to complete their reviews at a glance.
  • Translations and Variations Manager: Elucidat makes managing localizations and translations much easier. Cloning your course makes reuse, rebranding and translation simple. Keeping a parent course avoids version control issues and makes updates simple.
  • Project management: Elucidat keeps you in control with Advanced User Management. Permissions can be customized to a granular level, so even the broadest group of authors and reviewers stay focused with the functionality they need. Usage logs give you visibility of how accounts are being used and project locking reduces the risk of errors being introduced.

These features combine to free up your capacity. By managing more digital learning production in-house, you reduce your reliance on agencies and off-the-shelf content. By empowering any employee to produce effective learning, you’re able to focus on strategic oversight and delivering impact. 

Want to find out more? Read our blog on how your investment will pay off with Elucidat.

In summary

The impending economic downturn means L&D are going to need to prove their value to the business. This means doing more with less. Moving to an authoring that looks cost effective on paper may seem the obvious choice. But remember that many tools have hidden costs which mount up when you’re working at scale. Any additional complexity and challenge to LMS admin, project management and collaboration, elearning updates, variations and translations can slow you down and increase costs. If you don’t have capacity for this work, it can also drive you to expensive agencies or less impactful off the shelf content. 

Choosing a tool, like Elucidat, which is designed to meet your need for speed at an enterprise scale, keeps costs under control when you increase elearning production. By harnessing the expertise within your organization to produce effective learning you can create real long-term value for your business. 

Want to try it for yourself? Book a demo of Elucidat and find out how we can help you be more efficient and cut costs.

Test Drive Elucidat Today!

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4 ways L&D can do more with less (and thrive during a recession) https://www.elucidat.com/blog/4-ways-ld-can-do-more-with-less/ Thu, 25 Aug 2022 08:12:53 +0000 https://www.elucidat.com/?p=8937 Following years of transformation in response to COVID-19, more challenges and changes are on the way. Faced with increased economic pressure, businesses are rethinking their strategies. While organizations’ learning needs are growing, budgets are limited. So, how can Learning & Development (L&D) do more with less, and even thrive during a recession? Read on to […]

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Following years of transformation in response to COVID-19, more challenges and changes are on the way. Faced with increased economic pressure, businesses are rethinking their strategies. While organizations’ learning needs are growing, budgets are limited. So, how can Learning & Development (L&D) do more with less, and even thrive during a recession? Read on to find out.

how to thrive during a recession

How the recession will impact L&D

Over the past couple of years, businesses have had to deal with many challenges. A global pandemic, political chaos, unpredictable markets, the Great Resignation… the list could go on. The economic pressure this has created means big changes for organizations. Budgets will be cut. Headcount will decrease. 

It’s no secret that L&D is often one of the first departments to come under pressure in a recession, and L&D teams are already struggling. According to research by the Brandon Hall Group, over half of L&D teams don’t have enough budget, time and people. If cuts are made in haste, they could seriously impair productivity at a time when companies need it most. 

The response to the pandemic has shown how L&D is fundamental to navigating periods of change. So, it’s not surprising that the Brandon Hall Group found that 66% of organizations place competencies and skill development as their number one focus in 2022. With limited budgets, that means L&D will be asked to do more with less.

Navigating the impending downturn

If your organization wants to survive the downturn and even come out stronger, they need to start preparing and driving efficiency now. 

For L&D teams, that means exploring new processes and technologies that can enable: 

  • Working at scale: If you need to increase output or respond quickly to change, you need technology that supports you. Otherwise, you may have to outsource production to meet your business needs. This increased cost isn’t desirable during an economic downturn and may not even be possible. 
  • Capturing expertise: Subject Matter Experts (SMEs) and stakeholders are essential to the success of all your organization’s learning. Before any redundancies are made or roles shifted, you need to capture their expertise and make it easily shareable. If this doesn’t happen, you risk new skill gaps emerging. Getting SMEs directly involved in producing learning is a quicker, more cost effective way to future-proof your organization. Find out more about how you can do this with Collaborative Content Creation
  • Maintaining quality: Under pressure with a growing backlog of training requests, L&D teams can cut corners to meet demand. Stakeholders may even take things into their own hands. This decreases the effectiveness of the learning. It doesn’t solve the skills shortage issue any quicker and may even make the problem worse.
  • Creating impact: Whether you’re struggling to respond at speed and scale or maintain quality, ultimately, it means employees aren’t getting the learning they need to succeed in their roles. This widens the existing skill gap and can have an even bigger business impact when workforce reductions are occurring.

4 ways L&D can thrive during a recession (and cut costs)

To respond to changing needs at speed and scale and, of course, with impact, L&D teams need to be flexible and ready to adapt their approach. 

Here are 4 key things you can do now to make sure you’re ready.

  1. Reduce dependency on external suppliers

Bringing more learning production inhouse can considerably reduce your budget. It means less money is spent with expensive external agencies, freelancers and contractors. 

While agency-created content can be high quality, it’s often a long and expensive process to create and maintain. Off-the-shelf content can be quick to deploy, but usually lacks relevance and can offer very little return on investment. With the right processes and technology in place, inhouse elearning production puts you in control and enables you to work at speed and scale to produce impactful learning experiences.

  1. Maximize the power of your people

Empowering every employee to produce effective learning content increases your output without increasing your costs. Capturing internal expertise and experience also has longer term benefits by ensuring critical business knowledge and experience is retained even when people leave. 

Of course, Subject Matter Experts (SMEs) are content experts not learning designers. They’re also used to sharing their expertise face-to-face, rather than digitally. So, you need tools and techniques to support them to turn their expertise into effective learning. 

Find out how you can do this with our guide to setting SMEs up for success and blogs on how to involve SMEs and transform the way you work together.

  1. Minimize inefficiencies

Working at an enterprise-level of scale requires effective collaborative workflows. Whether you’re gathering content or reviewing a course, collaboration will enable you to speed up and reduce inefficiencies at each stage of the process.

Before you open up elearning production to people across your organization, you need to establish efficient processes and effective technologies. Doing this from the start will make things run more smoothly. It allows your new elearning creators to focus on the knowledge they want to share and avoid technical errors and visual inconsistencies. 

As the L&D experts, you and your team can have oversight, maintain control and reduce risk. Want to explore more ways to efficiently meet demand. Read our blog on how to scale up production

  1. Locate and fill skill gaps

Following a year when people quit their jobs at historic rates, we’re entering another period of workforce reductions.  Critical business knowledge could be lost overnight. The skill gaps that already exist could get a lot worse, and new ones will appear.  

This means your organization’s backlog of learning is about to increase. If you’re not ready to adapt, these learning needs will not be met and serious business and compliance risk is introduced.

learning needs

You need to take control of the backlog of learning content. By empowering any employee to create learning, you and your team are freed up to take on the role of strategic oversight. That means building up a roadmap of future learning and performance needs and ensuring the content that’s produced is impactful, relevant, and timely. This will mitigate the risk of knowledge loss and skills gaps appearing during periods of change.

In summary

Faced with an impending economic downturn, businesses are rethinking their strategies, cutting budgets and decreasing headcount. Demand for impactful digital learning to support these changes is at an all-time high. So, L&D teams are being asked to do more with less.

If you’re going to ensure that your organization has what it needs to succeed under these new economic pressures, you need to get prepared. Make sure you’re ready with processes and technologies that enable you to:

  • Scale learning production
  • Harness the expertise of internal experts
  • Maintain the quality of learning
  • Increase learning impact

Hear what the experts think

Interested to hear from top learning experts, analysts and organizations on what they think you need to focus on during the recession?

Join our upcoming live panel discussion to discover how you and your team can thrive by implementing a collaborative L&D model to future-proofing your digital learning production.

Test Drive Elucidat Today!

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Continuous learning strategies that work at scale https://www.elucidat.com/blog/continuous-learning-strategies/ Tue, 16 Aug 2022 04:00:54 +0000 https://www.elucidat.com/?p=8928 The skills and knowledge businesses need to succeed are constantly evolving. If you’re going to keep up, learning and development needs to be an ongoing process. But what does this involve? Hear how Jason Flynn, Global Head of Learning at GfK, has developed continuous learning strategies that work at scale. Explore how building flexible learning […]

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The skills and knowledge businesses need to succeed are constantly evolving. If you’re going to keep up, learning and development needs to be an ongoing process. But what does this involve? Hear how Jason Flynn, Global Head of Learning at GfK, has developed continuous learning strategies that work at scale. Explore how building flexible learning habits enables employees and organizations to grow. Find out why user feedback is essential to the success of continuous learning.

continuous learning strategies

Play this episode

Top tips for embracing continuous learning at scale

Don’t have time to listen now? Here are some top tips from Jason:

  1. Build habits, not just courses: Help your people recognize that learning isn’t a one-off activity. Make continuous learning part of your culture. 
  2. Embrace flexible learning strategies: Provide flexibility with a range of learning opportunities. Empower people to own their career development and do it their way. 
  3. Open up learning to everyone: Get everyone engaged in learning with open learning sessions. Make all your learning resources accessible to every employee.
  4. Create a two-way dialogue: Use feedback to understand the success of your continuous learning culture. Feed what you’ve learnt into developing new learning opportunities. 

How a clear process empowers everyone to create quality learning at scale

  1. Build habits, not just courses

    Whatever industry you work in, you’ll have noticed the accelerated pace of change in recent years. Whether you’re responding to the great resignation or advances in technology, your organization needs an evolving skill set to stay relevant in the short and long term. 

    For Jason, it’s not just about deploying the right tools and techniques. If your people are going to develop the skills required for success, they need the right attitudes and behaviors. This starts with recognizing that learning isn’t finite. It’s an ongoing process. L&D is only effective if it’s integrated in to the flow of work and becomes a daily habit. 

    “Continuous learning isn’t about spending half day in a class. It’s about finding five minutes to dip into some microlearning or to start a series of courses, or watch a YouTube video, or even read an article, or whatever it is. Learning doesn’t stop with what we offer on the platform. We need to make people aware that there’s lots of other opportunities out there for them…We’re not asking for a massive commitment, but to do things as a habit regularly.”

  2. Embrace flexible learning strategies

    People will only develop continuous learning habits if they can learn in the ways that are right for them. From mobile learning on-the-go to the latest discussions on social media, provide flexibility with a wide range of learning opportunities. Embracing flexible learning strategies empowers people to own their career development. 

    Jason has seen this first hand. In 2019, he was ready to kick off classroom training for GfK’s global commercial team. When the pandemic hit, they had to pivot to a flexible blended learning approach. The two-day workshop became a 16-week program of learning, including a mix of elearning and live online coaching. The learners continued their learning journey with online resources and ongoing updates. And the result was a learning experience with impact.

    “People thought it was great because they had time to reflect on their learning and come back, give some feedback, get some coaching – all of those things that we couldn’t really do previously in a couple of days in a classroom…But it didn’t end there. Too often in the past, we’ve created learning programs, and that’s the endpoint. But learning shouldn’t end. So around it, we built lots of different things to support people who are going through that training…and make sure the training was embedded.”

  3. Open up learning to everyone

    Building a continuous learning culture is an ongoing journey for most organizations. To stay on track, you need to get people’s attention and keep them learning. 

    With learning environments transformed by the pandemic, Jason and his team were looking for new ways to keep their global employees engaged. After exploring a variety of ideas, they started to run monthly Learning Live sessions. Open to all employees, the sessions see external thought leaders discuss topics that are universally relevant. They’ve not only been getting great feedback, but have seen an upsurge in employees wanting to explore further.

    “That’s something that I’m really passionate about throughout the whole of our learning offering. Within our elearning platform, for example, I don’t close anything off. I don’t want leadership training just to be there for leaders. I want people that aspire to be leaders to be following the training. I don’t want anything closed. And I think that really helps with the overall end game of continuous learning.”

  4. Create a two-way dialogue

    Everything L&D does should work to create a culture of continuous learning. So how do you know you’re heading in the right direction?

    There are plenty of digital learning data points that can measure engagement. But, for Jason, it’s learner feedback that really shows that your people are embracing continuous learning. And this anecdotal feedback isn’t just a key measure. It essential to setting the direction for where L&D goes next.

    “There are statistical measures for engagement with the training that we’re offering… But to understand the impact of continual learning it’s the anecdotal stuff. It’s the people coming up to me and asking for more learning opportunities. And I think that’s great because I want to get that two-way dialogue going. It’s not just about what the company is pushing. It’s about me taking on board what I see and hear in the organization and trying to provide something before people realize it’s needed.”

A quick recap

The skills needed for businesses to succeed are always evolving. If you’re going to keep up, employees learning and developing needs to be a constant process. Jason has four strategies to foster a culture of continuous learning.  

  1. Build lifelong learning habits, rather than just elearning courses.
  2. Offer freedom and flexibility to empower people to own their personal development.
  3. Keep learning open and accessible to everyone.
  4. Create a two-way dialogue with your learners to measure your success and continually improve. 

Want to find out more? Check out the full podcast.

About Jason

With over 20 years’ experience in L&D, Jason has taken on a variety of roles at GfK. As Global Head of Learning, he’s responsible for learning initiatives that drive and support GfK’s transformation. 

You can find out more and get connected with Jason on LinkedIn.

On Jason’s listening and reading list

Explore the books that are influencing Jason’s approach to compliance training.

Getting Naked: A Business Fable About Shedding The Three Fears That Sabotage Client Loyalty, Patrick M. Lencioni

This book explores how fears provoke people to unknowingly sabotage their ability to build trust and loyalty. It helped Jason embrace his vulnerability when working with senior people and Subject Matter Experts (SMEs). 

Black Box Thinking: The Surprising Truth About Success, Matthew Syed

Great performers and teams are driven by a curiosity for marginal gains. Jason sees this as really important for L&D, where even a small change can make a big difference to learners.

Looking for more reading tips? Check out our book blog.

Join the conversation!

We’d love to hear your thoughts on our podcast, so feel free to get in touch on Twitter @Elucidat with any questions or queries. You can also email Kirstie, our podcast host, at kirstie.greany@elucidat.com. As always, don’t forget to subscribe to Learning at Large in your favorite podcast app and leave us a 5-star rating if you enjoyed it. Thank you for joining us, and see you next time.

Want to hear more from Stella and other learning experts? Explore #1 place for learning professionals to get insider tips from industry experts on running successful elearning production at scale in the Learning at Large Knowledge Hub.

How a clear process empowers everyone to create quality learning at scale

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What is elearning? https://www.elucidat.com/blog/what-is-elearning/ Tue, 19 Jul 2022 09:55:53 +0000 https://www.elucidat.com/?p=8862 Elearning is impactful and convenient, providing an array of benefits to both users and organizations. Development, technical improvement, and also better affordability of electronic devices have sparked the acceleration of elearning into the 21st Century. But what exactly is elearning and how can it provide opportunities for your organization? What is elearning? Elearning, short for […]

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Elearning is impactful and convenient, providing an array of benefits to both users and organizations. Development, technical improvement, and also better affordability of electronic devices have sparked the acceleration of elearning into the 21st Century. But what exactly is elearning and how can it provide opportunities for your organization?

elearning

What is elearning?

Elearning, short for electronic learning, is a structured course or learning experience delivered through digital resources. 

The scope of elearning is wide-ranging, it can include a ten-minute quiz on your phone to completing a university degree at a distance, and everything in between. There are also numerous elements that can make up an elearning course, including video, quizzes, games, activities, and other interactive elements. 

Elearning can be accessed through any kind of electronic device, at any time, and anywhere; making this type of learning very popular.

Elearning history

The popularity of elearning has accelerated over the past few decades and is benefiting organizations across the globe today. It is useful to understand how and why this change has occurred by looking at the past of elearning.

In 1999, Elliot Maisie coined the term ‘elearning’ which sparked the rise in the term’s use and reputation. The rise of elearning has been facilitated by several factors to allow it to become the most popular way of delivering training. 

These factors include:

  1. The rise of the internet – previous to this, many relied on the use of printed manuals, CD-ROMS, and other restrictive methods for learning and training. The rise of the internet allowed for flexibility and increased interactivity for learning, abandoning one-dimensional practices. Resulting in virtual learning environments beginning to truly thrive, with people gaining access to a wealth of online information and elearning opportunities.
  2. Development of Multimedia – learner engagement improved, compared to traditional learning, as the ability to integrate different elements including images, audio, video, and graphics grew. This has subsequently improved the elearning experience of users.
  3. Affordable Digital Devices – with the first IBM computer costing the equivalent of $5000 today, the accessibility of computers was low. Today, however, the prices of digital devices of laptops and phones have become more accessible to all, leading to the rise of elearning. Mobile learning has particularly facilitated the growth of elearning as it is easier for individuals to learn about particular subjects and develop skills.
  4. Well-Built Learning Management Systems (LMS) – the LMS concept emerged directly from the rise of elearning. Many LMSs are now highly sophisticated allowing organizations to execute various forms of training. This has been seen through the movement from locally installed to cloud-based systems.

multimedia

Since these developments, learning methods have adapted further to keep pace with an increasingly digital world; particularly since the pandemic. Due to the need to work from home, more traditional learning methods, such as face-to-face teaching, have had to adjust and move online. 

This increased reliance on elearning has highlighted its value and importance, and has particularly shown that people are still willing to learn, despite living in an ever-changing environment.

Types of elearning

Elearning is used to train users to learn a new skill, increase knowledge in a certain area, or complete compliance training. 

Elearning does not always stand alone, however, as blended learning allows the combination of traditional classroom-based learning methods with online learning, to create a more dynamic learning experience. 

Elearning can also come in the form of distance learning, which refers to any style of learning that is carried out remotely without regular face-to-face interaction. Staff or learners are further apart geographically, which is typically favored by universities and students.

​​Online learning/training, similar to elearning (an umbrella term), is an entirely virtual method of delivering everything from lectures to work documents to webinars. A higher education institution, for example, will use an LMS to facilitate online learning. This can take the form of asynchronous learning where students are not required to be online at the same time, and utilize discussion threads and emails to complete assignments or synchronous learning where students must be online at the same time.

Digital Learning is a broader term used to define any learning/training that takes place on digital devices. It encompasses the application of a wide spectrum of practices, including blended and virtual learning. It requires a combination of technology, digital content, and instruction.

Microlearning

Microlearning is a way of delivering content to learners in short and digestible bursts, often at the point of need. It can take various forms, from text to an interactive, but the key is to make it short with a focused and specific learning outcome.

It works well for learning on the job, at a moment of need, and as part of spaced learning, where users build up their learning over time through a series of microlearning topics.  It can help drive long-term behavior changes in this context.

Gamification

Gamification is the practice of applying gaming formats and tactics to boost participation and engagement in elearning activities. Gamification can help to make elearning more enjoyable, immersive, and accessible, resulting in higher uptake and ongoing participation. 

Gamification is not just restricted to quizzes or polls. It can be as simple or as complex as you like, from quick-fire question rounds to gamified scenario-based simulations

Ultimately the key aim is to grab and keep the attention of your learners and motivate them to get involved.

Elearning software 

Authoring tools are used to create effective, engaging elearning courses. Authoring tools allow organizations to meet their elearning objectives by…

  1. Allowing you to personalize your content and adopt a people-centered approach to learning.
  2. Enables you to collaborate with your team effectively, allowing authors, SMEs, and stakeholders to work together seamlessly.
  3. Makes it easy to roll out elearning courses in different locations and update content to comply with new regulations quickly and with ease.

Authoring tools can be utilized in a variety of ways to provide impact such as for compliance training, retail training, sales training, and employee upskilling. Elearning software enables organizations to produce engaging, digestible elearning material at scale, and quickly.

LMS

A Learning Management System is built to meet organizational needs, by allowing you to effectively and efficiently create, roll out and manage learning and development. LMS platforms help organizations to keep track and stay compliant, create consistency at scale and use time more effectively for users. 

A popular type of LMS is one that is SCORM-compliant. SCORM stands for Shareable Content Object Reference Model. This is a way of setting up an elearning course so that it can run from any SCORM-compliant LMS.

Benefits of elearning

Creating elearning presents businesses and users with a long list of opportunities to take your L&D to the next level. 

    1. It is scalable – any content created can reach all for no extra cost, meaning that you can onboard employees faster, meet compliance regulations more quickly, and increase productivity and performance at scale. 
    2. It is targeted – elearning enables you to produce personalized or adaptive solutions that can target an individual user’s role, needs, and skills gaps. Modern elearning can respond to how an individual interacts with content and/or how they score in questions. For example, by providing specific learning or signposting them to some useful steps to take to expand their experience.
    3. It is empowering – the opportunity for workplace learning and development is the #1 reason people want to work at an organization as technology puts learning and development in the hands of your end users. Corporate elearning helps to boost the hiring and retention of talent by providing helpful and ‘open’ solutions to personal development. 
    4. It is always available – people learn on multiple electronic devices, wherever and whenever they can. Digital learning is always on and it can be delivered in bite-size pieces that allow it to be used flexibly. With the average employee having just 20 mins a week for workplace learning, digital solutions let you think outside the box on how you can best help busy people develop their skills.
    5. It is localized – digital learning can easily be adapted and translated to meet the localized needs of global and varied audiences. You can enhance how learning interventions and performance-supporting content reaches and engages wide audiences in relevant and meaningful ways. To achieve this you should opt for technologies that enable you to easily swap out elements, be delivered in multiple languages, and provide personalized pathways.

How Elucidat fits

Elucidat provides a fully cloud-based authoring platform designed to allow any user to produce impactful online learning, on a global scale, on any device. Learning teams in the world’s most successful organizations are using Elucidat to work collaboratively and efficiently to generate real business impact through elearning, so you can keep up with high demand and business change. 

Book a tailored demo today and we will show you how we can help you solve your biggest digital learning challenges.

Test Drive Elucidat Today!

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Moving from check box compliance training to targeted behavior change https://www.elucidat.com/blog/compliance-training-behavior-change/ Tue, 19 Jul 2022 04:00:51 +0000 https://www.elucidat.com/?p=8857 Companies with compliant and ethical cultures are more successful. Yet compliance training is often seen as a burden. Something that people have to do, rather than need or want to do. Jason Baker, Founder of Snowfish Learning, wants to change this attitude. Hear how he’s refocusing compliance training on behavior. Find out how to target […]

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Companies with compliant and ethical cultures are more successful. Yet compliance training is often seen as a burden. Something that people have to do, rather than need or want to do. Jason Baker, Founder of Snowfish Learning, wants to change this attitude. Hear how he’s refocusing compliance training on behavior. Find out how to target your business’ risks with integrated compliance training.

Jason Baker - compliance training -Podcast Artwork

Play this episode

Top tips to create a culture of workplace compliance

Don’t have time to listen now? Here are some top tips from Jason:

  1. Make behavior change your goal: Compliance shouldn’t just happen to check a box. Make your goal behavior change and help people do the right thing.
  2. Find your ethical pressure points: Don’t take a blanket approach to compliance training. Identify your business process risks and target your learning.
  3. Explore the grey areas: Reflect the complex situations that employees experience. Use storytelling to explore the nuance of situations.
  4. Integrate compliance training: Compliance isn’t a standalone process. Include compliance training in personal development and the flow of work to meet your business goals.

How a clear process empowers everyone to create quality learning at scale

  1. Make behavior change your goal

Many online compliance courses are designed with the main goal of checking a box to say the business has trained its employees. But this misses the point. Corporate compliance breaches have serious consequences. And you’re not preventing a breach of laws and regulations if your training is just a legal defense when government agencies knock on your door. 

In global organizations that work across regions with different rules and regulations, it can be easy to focus on teaching the law. But, for Jason, the real goal of compliance training is to change behavior and help employees do the right thing.

“The learning world spends too much of its time thinking about training content and knowledge transfer. Whereas what we’re trying to do is to deliver performance and people change…Ethics and compliance is actually all about people – people’s behavior and motivations.”

  1. Find your ethical pressure points

Traditionally, compliance training courses are provided to everybody in an organization. This blanket coverage means that the few people who really need training will get it. But, for the majority of learners, it can feel like their time is being wasted. This inevitably gives compliance training a bad name. 

Instead of taking a one size fits all approach, Jason suggests taking a step back and looking at the regulatory compliance issues your business faces. Recognizing your ethical pressure points helps you to target your compliance training program where it’s needed.

“Look at a business process, and say ‘We’re in this industry, and we operate in these regions of the world. We have these kinds of people involved, and these are their touch points throughout our business processes. Now where is the risk within that process?’ When you start to identify the opportunity for risk, where the decision points actually are, where there’s a right thing and a very wrong thing to be done, then you start to understand where your training need actually is.”

  1. Explore the grey areas

For too long compliance training has taken a clear-cut approach. Employees have been told: ‘If you spot something that seems wrong, do nothing and tell your manager’. But this simplistic guidance rarely fits what most employees experience. 

Jason recommends using storytelling to explore the nuance of situations. By looking at the grey areas, you can help employees develop the holistic skill set needed to navigate compliance risk and do their job effectively.

“If somebody’s offering you a gift, doing nothing until you can tell your manager is just simply not an option. You have to make a decision at that point. If you think there’s something a bit dodgy about it, how do you reject that gift? The skill you require is how to negotiate and maintain the business relationship you have with that person who’s offering you the gift.”

  1. Integrate compliance training

In large organizations where L&D is managed and tracked on a Learning Management System (LMS), learning can be seen as a separate activity. In reality, it isn’t restricted to formal courses and certificates. People are continuously learning during their work. 

Jason sees this separation as particularly pronounced in compliance training. Anti-bribery, privacy, anti money laundering…the list of one-off compliance courses could go on and on. But, just as learning isn’t a distinct activity, employees don’t experience compliance risks in isolation from their day-to-day job. So, instead of separating out compliance, integrate it with work and other types of training. 

“Rather than separating business goals and compliance intention, you actually try to bring them together and say, ‘This is how we want you to go about doing the right thing while successfully delivering your business goals’. So, thinking of it as a layer, rather than something separate is the way forward.”

A quick recap

Too often seen as a check box activity, Jason has four strategies to transform compliance training. 

  • Instead of knowledge transfer, make behavior change your goal
  • Look at your business processes and target learning to your ethical pressure points 
  • Use storytelling to explore the grey areas and nuance of situations
  • Integrate compliance training with personal development and the flow of work to deliver business impact

Want to find out more? Check out the full podcast.

About Jason

With over 20 years’ L&D experience, Jason has worked in a variety of learning design roles with a focus on compliance and ethics. He helps organizations manage their people-risk through innovative and measurably effective training solutions.

You can find out more and get connected with Jason Baker on LinkedIn.

On Jason’s listening and reading list

Explore the books that are influencing Jason’s approach to compliance training.

Design for How People Learn (Voices That Matter), Julie Dirksen

Jason recommends this book for its learner centric approach. It covers the key learning principles that you need to create effective compliance learning. 

The Compliance Entrepreneur’s Handbook: Tools, Tips, and Tactics to Find Your Killer Idea and Create Success on Your Own Terms, Kristy Grant-Hart, Kirsten Liston, Joseph Murphy

This recent publication explores the opportunities for compliance to make the radical changes the industry needs to see.

Looking for more reading tips? Check out our books blog.

Join the conversation!

We’d love to hear your thoughts on our podcast, so feel free to get in touch on Twitter @Elucidat with any questions or queries. You can also email Kirstie, our podcast host, at kirstie.greany@elucidat.com. As always, don’t forget to subscribe to Learning at Large in your favorite podcast app and leave us a 5-star rating if you enjoyed it. Thank you for joining us, and see you next time.

Want to hear more from Stella and other learning experts? Explore #1 place for learning professionals to get insider tips from industry experts on running successful elearning production at scale in the Learning at Large Knowledge Hub.

How a clear process empowers everyone to create quality learning at scale

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What is continuous learning and why should you care? https://www.elucidat.com/blog/continuous-learning/ https://www.elucidat.com/blog/continuous-learning/#respond Thu, 14 Jul 2022 10:33:26 +0000 https://www.elucidat.com/?p=8829 Staying competitive in today’s ever-changing global marketplace requires innovation and adaptation. If your employees are going to have the skills required for success, their learning and development needs to be an ongoing process. You can achieve this by embracing continuous learning – the ongoing expansion of knowledge and skill sets. Find out how by exploring […]

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Staying competitive in today’s ever-changing global marketplace requires innovation and adaptation. If your employees are going to have the skills required for success, their learning and development needs to be an ongoing process. You can achieve this by embracing continuous learning – the ongoing expansion of knowledge and skill sets. Find out how by exploring our strategies for continuous learning.

Continuous learning in action

What is continuous learning?

Continuous learning is the ongoing process of acquiring new knowledge and skills, as well as reinforcing what you’ve previously learned.

The definition of continuous learning is broad. It takes in professional and personal development, formal and informal learning, and structured or unstructured training. From studying for a qualification to chatting with a more experienced colleague, it can involve all kinds of learning methods.

The key thing is that learning isn’t a finite process. Learning doesn’t just happen to check a box. Rather than one-off training courses that focus on a single objective, continuous learning is the goal in itself. The lifelong learning skills that are developed are invaluable to both the organization and the individual.

Why is continuous learning important?

In an ever-shifting social and economic landscape, a business’ success depends on its people’s ability to adapt. Hiring new people to fill each emerging skill gap is not sustainable. So, employee skill sets need to evolve to meet current and longer-term business demands.

Whether it’s a new process or piece of tech, successfully responding to change requires people to learn and develop. Without a continual process of learning, changes aren’t adopted and innovation doesn’t happen. Ultimately, businesses and employees lose out.

If organizations and individuals want to stay competitive in an ever-changing marketplace, they need to develop the skills needed to learn and innovate. But this won’t just happen on its own. While one-off training interventions can have an impact, this depreciates over time. Continuous learning allows an organization to reach and maintain higher levels of employee knowledge and skills through consistent reinforcement.

Here is an example from Deloitte of what a continuous learning model could look like:

Continuous learning model by Deloitte

By supporting learning in everything an organization does, ongoing development becomes part of the culture. Employees don’t just complete training. They develop a growth mindset and continuously seek, share, and apply their new knowledge and skills.

What are the benefits of continuous learning?

Embedding continuous learning practices in the work environment benefits everyone.

Employees benefit from continued learning through:

  • Improved job satisfaction: Doing the same thing over and over is repetitive. Learning new skills staves off boredom and keeps employee interest levels high.
  • Clear career progression: Developing new skills and knowledge can increase competence and personal performance, which helps employees achieve their career goals. This can also influence future opportunities within the organization, such as promotions and financial incentives.
  • Increased engagement: Support of continuous learning demonstrates businesses are genuine about employee career development. This investment makes employees feel valued and more engaged with their work and employer.
  • Maintained professional skill set: Whether it’s professional licenses or the latest trends, staying up to date with industry advances can help employees stay marketable.
  • Personal development: Continuous learning at work doesn’t just lead to career development and professional certifications. It develops the lifelong learning skills that lead to greater personal fulfilment and enjoyment.

Organizations with a culture of continuous learning see:

  • Improved responsiveness and adaptability: Continuously developing the ability to learn; leads to an enhanced capacity to adapt to changing business needs and a capacity to acquire new skills.
  • Increased innovation: If your people are comfortable exploring new learning, skills and ideas, they’ll approach challenges with a positive mindset and come up with more innovative and effective solutions.
  • Greater employee retention: Investing in employee development and having a culture of continuous learning is one of the biggest incentives for people to stay in their employment. In fact, 94% of employees say they would stay in a company if they invested in their learning and development.
  • Reduced costs: It’s far less expensive to invest in the continuous development of current employees than to hire and train a new employee. While the exact cost of high employee turnover varies, the average cost of losing an employee is in the thousands. Some estimate that every time a business replaces an employee, it costs 6 to 9 months’ salary.
  • Improved performance: With the right knowledge and skills, employees can contribute more to the organizational goals. Ultimately, this increased efficiency and productivity leads to the success of your business.

Three continuous learning strategies

Even with all these benefits, employees might not see constant learning and development as a priority. With lots of other demands on their time, how can you make learning part of people’s everyday work?

Here are three key strategies to create a supportive learning environment:

  1. Make it strategic: If you’re going to embed a culture of continuous learning, it needs to be part of the day-to-day way the business runs. This starts with the business goals and strategy, which filters down through policy and process to individual learning and development plans.
  2. Lead by example: A culture starts at the top. It’s vital that management not only communicate their full support for continuous learning activities, but demonstrate it. That means being a role model – displaying a growth mindset, trying things out and learning from mistakes. It involves encouraging colleagues to reflect on their work and share their learning.
  3. Provide time and resources: Faced with daily tasks and urgent deadlines, it can be difficult for employees to take time to learn. If you’re going to create a supportive environment where continuous learning is possible, time and resources need to be made available to all employees.

Want to find other approaches to develop a continuous learning environment in your organization? Explore our 5 ways to create a learning culture.

Continuous learning examples

Once it’s embedded in an organization, continuous learning is omnipresent. It will occur in every interaction, and in all kinds of contexts.

Every organization, team and employee is different. So, there isn’t one right way to develop a continuous learning culture. Instead, you can and should support a variety of learning approaches.

Here are just some examples of the range of continuous learning activities to get you inspired.

Formal learning

Formal learning is preorganized for specific goals and purposes. It can include professional qualifications and mandated training courses. Providing access to professional development via memberships is a good example of an ongoing formal learning resource used in continuous training.

Self-directed learning

This is learning that employees undertake independently to expand skills and knowledge. It can include researching a topic or listening to relevant podcasts.

By providing easy access to clearly structured online learning, you can encourage effective self-paced learning. This team management elearning example uses microlearning for performance improvement. It lets learners explore five key tips at their own pace and provides an action plan to continue their learning in their work.

Corporate elearning example of microlearning for performance improvement

Try it for yourself. 

Mobile learning

People are used to having information at their fingertips. So, why should professional learning be any different? Mobile-friendly digital learning can be completed wherever, whenever and on any device. This means employees can access the information and skill support at the point of need.

Find out more about how to get the best results on mobile devices in our mobile learning design strategies blog.

Social learning

Social learning occurs when an employee interacts and collaborates with others to increase knowledge or learn new skills. Of course, this happens constantly in everyday work interactions. However, by recognizing and encouraging this kind of learning, employees begin to share what they’ve learned more widely.

This can include discussion on social media, team collaborations, line manager catch-ups, on-the-job coaching and holding Lunch & Learns.

This compliance elearning example uses social learning to instigate behavior change. Learners are asked to judge real situations and use social polls to compare their views with their colleagues.

Example of social learning for continuous learning

Try it for yourself. 

Want to find out more about the learning approaches other organizations use. Listen to our Learning at Large podcasts to explore continuous learning at Cognizant and lifelong Learning at Smart & Final.

Summary

An effective culture of continuous learning is the key to staying competitive in a business landscape of constant change. From improved employee engagement and career progression to reduced costs and better business results, continuous learning offers many benefits.

Embedding a continuous learning culture can take many different approaches but it always starts from the top. Learning needs to be part of the business strategy. Leaders need to role model a growth mindset.

Whether it’s social learning or self-directed learning, time and resources should always be available to employees so they can learn in the way that’s best for them. Support and encourage learning in every interaction, and in all kinds of work contexts.

It could be professional or personal development, formal or informal learning, and structured or unstructured training. The critical thing is that it’s an ongoing process that drives innovation and success in your organization.

Interested to learn more?

Discover more about what your employees want and need to continue their learning in our Training Trends Report.

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Corporate elearning vs educational elearning https://www.elucidat.com/blog/corporate-elearning/ https://www.elucidat.com/blog/corporate-elearning/#respond Mon, 11 Jul 2022 14:46:59 +0000 https://www.elucidat.com/?p=8819 From students to executives, digital technology is empowering everyone to learn anywhere, any time. But elearning can offer much more than convenience. Read on to find out why corporate elearning should be part of every business strategy and how to ensure it delivers real impact at speed and scale. What is corporate elearning? Corporate elearning […]

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From students to executives, digital technology is empowering everyone to learn anywhere, any time. But elearning can offer much more than convenience. Read on to find out why corporate elearning should be part of every business strategy and how to ensure it delivers real impact at speed and scale.

Learner take corporate elearning on a tablet and mobile

What is corporate elearning?

Corporate elearning can come in different formats and take all kinds of approaches. So, before diving into its key characteristics and benefits, let’s get clear on what we mean. Corporate elearning is online learning that helps employees develop the skills required to meet the needs of businesses.

Digital learning is just one method for corporate education. It’s used alongside face-to-face learning formats, such as instructor-led training, mentoring, and on-the-job coaching. Whether online or in real life, this corporate training is managed by the organization’s Learning and Development (L&D) team.

Find out more about the role L&D play in corporate training in our article What Is L&D And Why Is It Important? 

Differences between corporate elearning and educational elearning

Elearning is increasingly popular with both corporate and educational institutions. However, it can look quite different in these two settings:

  • Content: The education sector focuses on the transfer of general, long-established theoretical knowledge. In contrast, corporate training provides the specific knowledge and skills an organization needs to operate.
  • Duration: Corporate training is time-critical and needs to fit into the busy schedule of employees. Educational courses often run over a longer period.
  • Measurement: Traditionally, exams assess the success of learning in an academic setting. The success of business learning initiatives is commonly assessed by measuring the impact on Key Performance Indicators (KPIs). Once the impact is assessed, an enterprise can calculate the Return On Investment (ROI) of the elearning.

Want to find out more about measuring the success of corporate training? Explore 5 Ways Elearning Can Influence Your Business KPIs.

8 benefits of corporate elearning

Elearning offers some unique advantages in a corporate setting.

Here are our top 8 business benefits of digital learning:

  1. Responsive: An authoring tool empowers you to quickly create and update online training. This means you can respond to emerging skill gaps and new development needs at pace.
  2. Cost-effective: Online courses can replace more expensive classroom training and face-to-face mentoring. So, you can use these learning methods where they have the most impact.
  3. Convenient: Digital learning can be completed by employees at their own pace – wherever, whenever, and on any device.
  4. Efficient: Digital learning is quicker and easier to fit around other work. This reduces the hours employees spend away from their everyday duties for training.
  5. Relevant: You can provide a range of online training and different routes through it based on employees’ knowledge and confidence. This creates a more personalized learning experience.
  6. Consistent: Online courses can be rolled out across locations, sectors, and departments to create consistent skills and knowledge on a global scale.
  7. Tracked: Corporate elearning accessed via Learning Management Systems (LMSs) provides an audit trail. This is essential to prove compliance with regulations.
  8. Continuous improvement: Using the feedback, data, and analytics available from online training courses allows you to continually improve your approach.

If you’re interested to learn more about why training your employees is so important, here are 5 key reasons.

Examples of corporate elearning

If you’re going to maximize the benefits of your corporate elearning, you need effective course content. All your corporate elearning programs have specific goals and audiences. Understanding these will help you determine the approach that will have the biggest impact on your business.

Here are three examples of successful corporate elearning approaches to inspire you.

Short, structured modules for process training

When employees are learning new processes, the theory isn’t enough. To help learners apply processes effectively, they need to recognize why the process is needed and understand the practical steps to put it into action on the job.

Corporate elearning example of short, structured modules for process training

This in-depth process training example breaks down a complex procedure into manageable chunks, explaining the ‘why’ as well as the ‘how’.

Branching scenarios for soft skills

Branching scenarios immerse learners in a story and allow them to make decisions that control the outcome. This approach allows users to learn through experiencing consequences rather than being informed of them.

Corporate elearning example of branching scenarios for soft skills

This simple branching scenario example puts the learner in the driving seat in some challenging line manager situations. A number of decision points allow them to explore the impact of their choices.

Microlearning for performance improvement

Bite-sized and easy to digest learning content can fit around an employee’s busy schedule. By providing a structure to this self-guided journey, microlearning ensures your corporate training program has a real impact.

Corporate elearning example of microlearning for performance improvement

This microlearning example focuses on improving a particular skill with five top tips and an action-focused plan to takeaway.

Want to see more great examples of corporate elearning? Check out our blog on corporate elearning trends.

Summary

With businesses and employees embracing flexible hybrid ways of working, it’s no surprise that convenient online courses have become indispensable. From cost savings through to continual improvement, corporate elearning offers a wide range of benefits.

If you’re going to maximize your impact, you need to avoid taking a ‘one size fits all’ approach to online corporate learning. From microlearning to branching scenarios, there are lots of different learning solutions to choose from. Start by considering your goal and audience for each piece of training or learning program. Use this to design effective corporate elearning that will see real business impact.

You can see what the experts think about corporate elearning in this trends article.

Start creating impactful corporate elearning for your learners

Want to find the perfect tool to help you build successful digital learning. Check out our comparison of the top elearning authoring tools for corporate elearning.

Ready to start creating impactful elearning that generates real business results? Book a personalized demo of Elucidat to learn more.

Test Drive Elucidat Today!

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The Best Elearning Authoring Tools, Platforms & Software https://www.elucidat.com/blog/elearning-authoring-tools/ Sun, 10 Jul 2022 08:41:34 +0000 https://blog.elucidat.com/?p=1696 New technologies are changing the way we produce and deliver digital learning – with elearning authoring tools being a must have in your L&D toolkit. Choosing the right elearning authoring software for your business can be a challenge and will depend on a number of factors including your technical expertise, how sophisticated you would like […]

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New technologies are changing the way we produce and deliver digital learning – with elearning authoring tools being a must have in your L&D toolkit. Choosing the right elearning authoring software for your business can be a challenge and will depend on a number of factors including your technical expertise, how sophisticated you would like your learning experience to be, the volume of elearning content you need to produce, the size of your team, your budget and whether you require translation.

The best elearning authoring tools and software

We have reviewed twelve of the best elearning tools against the following criteria: quality of elearning output, speed and efficiency of authoring, and scaling up of elearning production. Compare the most popular authoring platforms on the market in 2022 and find your perfect match!

Read on to discover: 

What are authoring tools?

Authorings tools are pieces of software that enable the creation of digital content. This could be as simple as creating a Microsoft Word document, or as complex as a graphic design tool. Elearning authoring software allows the user to generate and manipulate multimedia objects for the content’s intended purpose.

In the realm of learning and development, authoring tools are used to create digital learning content, or ‘elearning’. Elearning authoring tools are most commonly used by instructional designers in L&D teams to create training materials for their employees. This training can include compliance, onboarding, hard and soft skills, etc. Elearning authoring software ranges from powerful and highly specialized, to very basic.

Types of course authoring tools

Course authoring tools come in many shapes and sizes. It’s important to understand what type of learning software you will need before you get started. For example, several learning management systems (LMS – software used to distribute digital learning content) come with built-in authoring tools. These are often very basic, and restrict authors with learning design experience. On the other hand, ‘standalone’ course authoring software are solely developed for the production of digital learning – giving instructional designers more freedom to create high-quality, customized content.

Authoring tools for elearning can also be desktop-based, or cloud-based. Online learning software can help you provide the best possible experience for learners when distance learning is the safest or most effective way to continue education. For more info on this check out our advantages and disadvantages of cloud-based elearning authoring tools and desktop-based software guide

Each elearning creation software comes with their own range of supported elearning formats, including SCORM (1.2, 2004), xAPI/TinCan, HTML5, AICC, cmi5 and LTI. For more info, on what SCORM is, SCORM versions, and how it compares with other standards don’t forget to check out our SCORM: A complete guide to the Shareable Content Object Reference Model guide.

Are elearning tools different to an authoring tool?

Elearning software is a broad term that could be used to refer to many elements within a learning technology stack. Within the elearning software category, you’ll find software that focuses on different aspects of elearning. For example, Elearning Authoring Tools are used to create effective, engaging elearning courses. Learning Management Systems (LMSs) then automate the administration, testing, tracking and reporting of these courses. Read more about the key differences in our guide to choosing the best elearning platform for 2022 and beyond.

Why do you need an authoring tool?

Unsure whether you need an authoring software to meet your elearning objectives? Here are our top five reasons to use an authoring tool:

  1. Allows you to personalize your content and adopt a people-centered approach to learning;
  2. Enables you to collaborate with your team effectively, allowing authors, SMEs and stakeholders to work together seamlessly;
  3. Makes it easy to roll out elearning courses in different locations and update content to comply with new regulations quickly and with ease;
  4. Allows you to continually improve your elearning by analyzing data and collating feedback on how your content performs;
  5. Enables you to adapt to new demands and produce supporting elearning content quickly.

Features of elearning authoring tools

Once you’ve decided elearning authoring software is the answer, you need to find the right tool. There are a number of features you need to consider:

  • User-friendly interface: An intuitive interface means you can start building content straight away. Have a free trial to assess how easily you can use a tool for building, sharing, duplicating, and updating content.
  • Collaboration capability: Effective collaboration produces better learning courses. Find out whether the authoring tool supports multiple users building, reviewing, and amending courses at the same time.
  • Ready-made templates: Expert-designed templates can help you choose the best interactions for your learning. Don’t just explore the templates on offer. Check out examples of learning that’s been produced with the tool’s templates.
  • Multi-device: Nowadays learners want to complete content on any device. Find out whether the tool produces content that works across desktop, tablet, and mobile.

Criteria for evaluating the best elearning authoring tools

What makes a great authoring tool? In this guide, the key criteria we have used to compare and contrast the best authoring tools on the market are:

Quality of elearning output:

  • Level of customization available
  • Variety of formats to choose from
  • In-built design guidance 
  • Branching options available

Speed and efficiency:

  • How quickly you can produce high-quality elearning
  • Features that can speed up your production
  • Collaboration options for streamlining the feedback process
  • Ease of having multiple authors working on a project simultaneously
  • Level of experience required for the author to use the platform effectively 

Scalability:

  • How easy it is to reuse, edit and scale your elearning content
  • Cost-efficiency for producing elearning content at scale
  • Import and export features
  • Translation options 

12 elearning authoring tools & software to consider

In this review, we’ll be taking a deeper dive into 12 online learning software you might want to consider. Specifically, we’ll be looking at: 

  1. Elucidat – Helps big employers drive down the cost of business-critical training
  2. Adobe Captivate – Gives experienced authors the power to create high-quality content
  3. Articulate Storyline 360 – Ideal for individual users who prefer PowerPoint, with an added layer of customization
  4. Articulate Rise 360Users with access to Articulate 360 can produce simple elearning courses fairly quickly
  5. GomoBest for experienced learning designers that are not looking for advanced customization
  6. LectoraGives traditional, capable authors an effective tool for producing HTML5 content
  7. AdaptDesigned for technical authors who are looking to design bespoke HTML5 authoring through back-end design
  8. DominKnowPerfect for teams whose focus is on responsive screen capture and software simulation
  9. Easygenerator Authoring software designed for small teams who need to produce simple content, fast
  10. iSpring SuiteDesktop PowerPoint-based tool that’s a great option for novice learning designers who don’t have to worry about updating content regularly
  11. Evolve – Built for teams who need to collaborate together and don’t mind putting in the time to learn how to use it
  12. Camtasia – Video editing suite most commonly used for screen recordings, tutorials or product demos.

Save time comparing tools by downloading our authoring tool comparison template. We’ve completed the Elucidat column for you!

In case you are strapped for time to review in detail all of the 12 best elearning authoring tools in this blog, here’s a handy comparison table.

Elearning Software Type of Solution Quality of Output Speed and Efficiency Scalability
1. Elucidat Elearning authoring platform High Fast High
2. Adobe Captivate Standalone authoring tool High Slow Low
3. Articulate Storyline Authoring suite Medium Slow Low
4. Articulate Rise Online authoring tool Low Fast Medium
5. Gomo Online authoring tool Medium Fast High
6. Lectora Standalone authoring tool Medium Slow Medium
7. Adapt Online authoring tool Low Fast Medium
8. DominKnow Online authoring tool High Average Medium
9. Easygenerator Online authoring tool Low Fast Low
10. iSpring Suite Authoring suite Medium Average Medium
11. Evolve Online authoring tool Medium Fast Medium
12. Camtasia Video authoring software Medium Medium Low

Best elearning authoring tools – detailed review & comparison

1. Elucidat

Elucidat makes it easier for ambitious teams to produce digital learning at scale. Being a fully-cloud based elearning authoring platform, businesses can respond to change faster – and smarter!

With Elucidat you can empower experts to share knowledge and give staff access to learning on any device. From product training to compliance – Elucidat helps reduce costs and increase business performance.

Quality of elearning output

Elucidat comes with an extensive library of pre-built templates that helps even novice authors create great-looking interactive experiences. For those wanting to innovate, the “layout designer” feature allows you to build your own page designs without needing to code.

There are some brilliant elearning examples on Elucidat’s showcase, many of which can be Gifted into your account (or free trial) to use as a template. You can check out our favorites in our Top elearning examples blog. 

Flexible rules and branching options enable authors to build personalized learning paths to deliver great learning experiences. Social polling, gamification and a whole host of interaction types give you plenty of opportunities to hook in learners.

Elucidat’s analytics dashboards provide authors with detailed data on how learners are interacting with their course, enabling you to continually optimize for engagement.

Speed and efficiency

Elucidat’s feature set makes creating high-quality learning faster and more efficient.

With Elucidat’s Learning Accelerator you can produce training 4x faster. The platform will recommend elearning templates based on your project goals. You just add content (with best practice tips along the way). Simple as that.

Other effective features that will speed up your production include:

  • A template library
  • A suite of interactions
  • Brand importer
  • A WYSIWYG (what you see is what you get) interface  
  • The ability to apply existing styles to new projects

The more advanced features, as with any platform, can take a little longer to grasp. But, the efficiency pay-off comes when you save your pages to reuse for future projects.

As a cloud-based authoring tool, it’s easy for multiple authors to work on the same project – at the same time. Helping the whole team to meet a deadline. Stakeholders can also log comments within the authoring tool on specific parts of a page using the review feature. Making the headaches experienced with desktop-based tools a thing of the past. 

Once a course is complete, sharing and releasing has never been easier. Share directly via URL, upload to your LMS or create an offline version. If you need to make any further changes, simply update your course and click the Rapid Release – your course will then update instantly (without having to re-upload!). 

Scalability

Elucidat was born to help teams with scaling up corporate elearning production. With customizable user roles and permissions, you can invite all of your stakeholders to collaborate within the platform – from your learning designers to subject matter experts.

The central asset library lets colleagues share assets across departments. Want to replace an image, logo or video? Update across multiple courses with one click.

The variations manager centralizes courses with several versions into one simple ‘master course’. Child courses then sit underneath it. The parent-child relationship means all versions are editable at the master level – saving a tonne of time editing several variations of the same course!

Translations are easy too! Using a simple import/export feature, upload a new language and watch the course adjust its size. Then make separate edits to each individual translated course using variations manager.

Supported elearning formats

Elucidat’s authoring platform is totally cloud-based, which produces high-quality, SCORM compliant HTML5 elearning content. Supporting most elearning formats, as well as advanced xAPI data reporting and mobile responsive content, Elucidat is considered as one of the top SCORM elearning authoring tools for both Mac and Windows.

Elucidat supports the following elearning formats:

  • HTML5, Video, SCORM (1.2, 2004), xAPI (TinCan)
  • Windows, Mac OS

Elucidat Strengths

  • Ready-made templates that will make your production 4x faster
  • Wide range of interactions and features, including rules, branches and badges
  • Out-of-the-box pages, plus the flexibility to make your own
  • Easy to use WYSIWYG interface
  • Advanced brand management to meet guidelines
  • Flexible permissions and user roles
  • Variations management to simplify working at scale
  • Sophisticated translation process
  • Outstanding support team, included as part of your package

Elucidat Weaknesses

  • A time investment is needed to utilize the full capabilities of the tool
  • Can seem expensive if you’re not producing much content, as the platform is designed for teams creating and managing elearning at scale. More on the ROI of Elucidat here.

Best for:

  • Authors of all abilities 
  • Big enterprise employers looking to get a quicker business impact 
  • Teams that need to produce high-quality elearning, fast
  • Teamwork on a global scale
  • Comprehensive tutorials and user support
  • People-centered learning 

Case studies and awards:

Elucidat was awarded a number of prestigious industry awards over recent years including a Brandon Hall Gold Award for Best Advance in Course Authoring in 2020.

Elucidat’s customers include world-leading brands across many industries such as finance, for example, Metro Bank and nCino, and retail, with global names such as  Tesco, Benefit and Kingfisher. You can see a full list of Elucidat customer case studies here.

Book a demo of Elucidat to get started with a free trial.

Test Drive Elucidat Today!

2. Adobe Captivate

Captivate is a desktop application available for both Windows and Mac. It’s one of the most powerful elearning authoring tools in this list but comes with a steeper learning curve and its own set of challenges.
Adobe Captivate Authoring Tool

Quality of elearning output

Experienced authors can create learning content using customization options from the (relatively limited) themes available. The themes are similar to PowerPoint, with color palettes and slide masters defining the look and feel.

Captivate’s built-in screen recording allows you to create good quality systems demos and build sandpit-style screens for users to practice in. Complex interactions, mobile gestures and geo-location features are all possible and can contribute to a high-quality experience, but the options for personalized learning are limited.

The 2019 release improved the ability to create responsive designs for multiple devices using “Fluid Boxes.”

While elearning content can be viewed on multiple device types, design decisions can’t be made on a per device basis, so content isn’t truly mobile responsive.

Speed and efficiency of authoring

Captivate’s steep learning curve means significant training and ramp-up time is needed for new authors. Simple content is relatively quick to produce, but if you’re using more advanced interactions, be prepared to put in some hours.

Being desktop-based, the sharing, reviewing and updating process can be painful and time-consuming, with the risk of version control issues across multiple stakeholders. Any changes after launch require new files to be uploaded to the LMS, which takes time and effort.

Scalability

Because Captivate is a desktop authoring application, it’s not set up for working collaboratively and consistently at scale. Themes and master slides can be shared to installations on other computers, but the process is manual and can be tricky. The same applies to asset management; each desktop user is “on their own” when it comes to creating content and assets.

Supported elearning formats

Captivate is a powerful SCORM elearning software. Previously a desktop-based tool for windows, a 2019 update saw two major updates: some tool aspects were brought online and Mac users could finally access the software.

Captivate learning software supports a wide range of formats:

  • HTML5, SCORM, AICC, xAPI (TinCan)
  • Windows, Mac OS

Captivate Strengths

  • Able to produce complex interactions (if you know how)
  • Output can be location aware (i.e., you can hook into a device’s geo-location capability)
  • Interactivity in the output can recognize common mobile-device gestures (e.g., pinch and zoom, swipe)
  • Accelerometer-based interaction types
  • Good for screen recording and simulations
  • Ability to create virtual reality (VR) learning experiences

Captivate Weaknesses

  • Steep learning curve with limited support
  • Limitations of a desktop tool – challenging collaboration, review and version control
  • Traditional linear style design compared to more modern elearning authoring tools
  • Painful process to update and maintain existing content

Best for:

  • Experienced authors
  • Production of localized elearning
  • Interactive learning experiences
  • Mobile-ready elearning content 
  • Easy publishing options

Case studies & awards

Adobe Captivate has customer success stories from brands including American Airlines and Indiana University.

Check out our in-depth comparison and review of Adobe Captivate and Elucidat authoring tool. 

3. Articulate Storyline 360

Articulate Storyline is a Windows desktop authoring application that leverages a PowerPoint look and feel. It has a modest learning curve considering the flexibility that it offers—especially if you already know your way around PowerPoint.
Articulate Storyline

Quality of elearning output

If you’ve got the skills and competencies, Storyline allows you to author highly customized and engaging content. Like Powerpoint, you can control theme pages via project colors and slide masters. This makes it very flexible, but a bit tricky to control consistent branding over multiple courses and Storyline installations.

Most end-user interactivity is achieved through the use of triggers, which fire when a screen object is tapped, clicked, rolled-over, etc. When one of these user-actions is detected, other screen objects can be shown or hidden, auto page navigations can be invoked, variables can be adjusted, or media can be started/paused. This setup opens up a lot of possibilities when no coding is required; authoring actions are entered via a selection interface.

Speed and efficiency of authoring

Articulate Storyline is a complex tool, so where organizations don’t invest the time in training, authoring efficiency can be limited. As one of the most widely used elearning authoring tools, however, many designers will have experience with Storyline already.

As a desktop-based tool, collaboration and review can hamper efficiency in the production process compared to cloud-based authoring tools. And once projects are launched, it can be time-consuming to update elearning content or fix bugs.

Scalability

As a desktop-based tool, collaboration, and therefore scalability, is limited. It’s tricky to share courses with others for reuse, and assets aren’t housed centrally.

There’s an export feature that pulls out all of the text from a course to aid translation, but manual adjustments need to ensure the new language(s) still fit on the page, etc.

Supported elearning formats

Articulate is one of the oldest, and most widely used windows-based elearning authoring tools. Articulate’s primary SCORM compliant authoring tool, Articulate Storyline, is a powerful windows-based application that supports most elearning formats:

  • AICC, SCORM, xAPI (TinCan)
  • Windows

Storyline Strengths

  • Good flexibility and control in terms of content output
  • A commonly used tool, so designers tend to have experience
  • Very active online community
  • Reasonably powerful show me/try me/test me software simulation elearning capability

Storyline Weaknesses

  • Not truly mobile responsive – it just shrinks the screen
  • More traditional linear design compared to modern elearning authoring tools
  • Collaboration and content updates can be time consuming
  • Don’t get new features and bug fixes instantly
  • Can be very expensive if you have a lot of authors and want to scale content
  • Poor screen reader functionality

Best for:

  • Authors with experience
  • Producing highly-customized content
  • Extensive design capabilities
  • Flexible templates and design features

Case studies & awards

Articulate Storyline 360 has case studies from companies including Insperity and Lexis Nexis. 

Unfortunately, we couldn’t find any specific awards for Articulate Storyline 360 on the Articulate website.

Find out more about how Elucidat compares to Storyline in our in-depth Elucidat elearning authoring software versus Articulate Storyline 360 review blog.

4. Articulate Rise 360

Articulate Rise is a web-based authoring tool included as part of an Articulate 360 update released around the end of 2016. There are a range of prebuilt lesson types, custom learning called “blocks,” interactions, and screencasts to create a range of courses.
articulate rise

Quality of elearning output

Rise is really easy to use with an intuitive interface and provides a range of pre-built, standard interactions, including timelines, processes, labeled graphics, etc. This makes it easy to create interactive content that looks good.

Rise has prioritized ease of content creation over customization. It lets anyone create basic elearning courses with a degree of polish. But, highly skilled learning designers may feel frustrated by the level of flexibility to create unique designs, compared to tools like Storyline or Elucidat.

In terms of customization and branding, Rise lets you pick an accent color and the fonts, but doesn’t go much further.

If you’re looking to create something more innovative or sophisticated, Rise may not be the best online learning software for you.

Speed and Efficiency of Authoring

If you’re looking to create relatively basic, good-looking elearning content, then you can do so quickly in Rise. You don’t need to be an experienced author and can get up and running to create courses by following a sequence of logical steps – starting from scratch of by picking a template.

As a cloud-based authoring tool, it is possible to have authors collaborating and always working on the latest version of the content. Stakeholders can log in and add review comments, which speeds up processes that are slow with tools like Articulate and Storyline.

Scalability

Elearning courses can be cloned and reused to save time when working at scale. You’re also able to create a “block template”, which can then be inserted anywhere in any course.

There is no multi-SCO option available, which makes managing variations and translations more time-consuming. Brand control could also be an issue for teams trying to work at scale with Rise as you’re unable to save and lockdown branding across the account.

Supported elearning formats

Rise, an online-based authoring software, is part of Ariculate’s 360 authoring platform. Giving Mac users to option to use Articulate to create simple SCORM compliant courses. 

Supports:

  • AICC, SCORM, xAPI (TinCan)
  • Windows, Mac OS 

Rise Strengths

  • Easy to use with a simple and intuitive interface
  • Quick to create good-looking (relatively simple) elearning content quickly
  • Screencasting available
  • Cloud-based – easy to update, collaborate and review

Rise Weaknesses

  • Content can look very generic
  • Limited customization and flexibility
  • No translation management
  • Lacking in accessibility options
  • Storage limitations in place

Best for:

  • Authors with little or no prior experience with elearning software
  • Basic ‘no frills’ templates
  • Quick content production 
  • Collaboration between multiple authors and/or stakeholders

Case studies and awards

We couldn’t find any awards or case studies specifically relating to the Rise 360 tool on the Articulate website. 

For a more in-depth look at the Articulate Storyline 360 and Rise authoring tool compared to Elucidat, check out this software review blog.

Test Drive Elucidat Today!

5. Gomo

Gomo is a cloud-based authoring tool that allows you to create web-style content. Your courses can be hosted online via the web, or offline using the Gomo app. It avoids a lot of the headaches that come with desktop-based tools but has some limitations in the amount of customization you can do.
gomo

Quality of elearning output

Gomo comes with a range of themes you can tweak to quickly create elearning that looks modern and on-brand. It’s worth noting that fully customized themes require specialist development, which can be costly if you have grand plans for your visuals.

There are a range of interactive templates available to bring your elearning content to life. The interactions all sit in a two-column structure, which limits your designs a little.

Speed and efficiency of authoring

Pre-built templates and quick-start wizards soften the learning curve with Gomo, so you can get up and running quickly. The interface is separate from the finished course, though, which means you can’t see what your course will look like as you go.

Scalability

Being cloud-based, Gomo allows authors to collaborate on creating courses. There’s also a multi-sco option that allows translated versions to sit in one package, with learners choosing the language they want to take the course in at the start. This is a handy feature if you’re delivering content globally.

Supported elearning formats

Gomo is a cloud-based authoring tool designed for both windows and mac. It produces HTML5, mobile-first content that can be released to its own LMS.

Supports:

  • HTML5, SCORM, xAPI (TinCan)
  • Windows, Mac OS

Gomo Strengths

  • It’s a cloud-based authoring tool, offering greater flexibility than desktop tools
  • You can produce responsive elearning output
  • They have an offline mobile app and Gomo Central, which is a cloud-based learning portal
  • Ability to provide multi-language courses

Gomo Weaknesses

  • Layout restrictions limit your creativity and give courses a templated look and feel
  • The interface is not intuitive and is tricky to use without a WYSIWYG interface
  • Customization options may not be enough for creative visuals

Best for:

  • Authors of any level
  • Multi-language elearning
  • Basic themes that are easy to tweak
  • Collaboration between multiple authors

Case studies and awards

Gomo’s case studies include GDK, Royal Mail, Santander and Godiva Chocolatier. 

For more info check out the in-depth review of Elucidat authoring tool as an alternative to Gomo Learning. 

6. Lectora Inspire and Lectora Online

In the arena of course authoring tools, Lectora is an elder statesman. The Windows desktop authoring software has been around a long time and is geared towards more experienced authors.

Recently, they have released a cloud-based HTML5 version of the authoring tool called Lectora Online, which gives great flexibility. It can be powerful when you know how to use it, but like others of this ilk, it comes with a steeper learning curve than many of the other tools in the list.
lectura

Quality of elearning output

There are a ton of pre-built interaction templates available that can be used as they come or tweaked. Some aspects can be changed via the development interface, but for others, you may need to use a graphics package to replace existing images. You can create great-looking elearning content with Lectora; however, you need to be a relatively experienced instructional designer and confident with the tool to do so.

Lectora’s new “Responsive Course Design,” or RCD, feature allows you to design courses in the desktop view. The tool then automatically rescales objects to fit on mobile devices. You can then make customizations for each view to fit your desires!

Speed and efficiency of authoring

The steep learning curve means you can’t expect amazing output quickly, but if you invest time, you can create web-style content that looks good.

While Lectora outputs in responsive HTML5, it doesn’t automatically do the work for you when it comes to different layouts. You need to create a new view for each device, which adds a fair amount of time to the build process.

The cloud-based version of the tool enables a review and comment feature, which can speed up your iterations and keep comments from multiple stakeholders in one place.

Scalability

Lector has a translation feature to help you scale one course into multiple languages, but there’s no parent-child relationship between the files. This means that any changes need to be made to each version individually, which is a headache if you’re dealing with multiple versions and languages.

Supported elearning formats

Lectora is an online, cloud-based authoring tool that can be accessed from any operating system. The tool is highly customizable with optional programming elements (if you have the knowledge to do so!)

Supports:

  • HTML5, xAPI (TinCan), SCORM, AICC
  • Windows, MAC OS

Lectora Strengths

  • Free access to Elearning Brothers graphics libraries
  • Good for screen capture and simulations
  • Has an online reviewer collaboration tool using ReviewLink
  • Can import Powerpoint (although it’s worth considering if that’s a good idea!)
  • Error check feature that flags issues before you release

Lectora Weaknesses

  • Steep learning curve with limited support
  • The interface is not user friendly, intuitive or easy to use
  • According to online reviews, Lectora’s customer support is a bit slow and not very helpful
  • Many of the advanced features are not Section 508 compliant

Best for:

  • Experienced authors with design expertise
  • Collating feedback from multiple stakeholders
  • Mobile-friendly elearning content
  • Professional-looking web content 

Case studies and awards 

Lectora’s most recent awards include a 2020 Silver Brandon Hall Group HCM Excellence in Learning Award and EdTech Breakthrough’s Course Authoring Tool of the Year (2019 and 2020). 

Lectora has multiple case studies on their website, including one on their work with the NHS. 

For a more in-depth comparison check out this Elucidat vs Lectora online review.

7. Adapt

Adapt is an open-source authoring tool that creates responsive HTML5 content. Developers anywhere can add new interactions to the community. The authoring tool only makes the tried and tested components from the community available to users.
Adapt elearning authoring tool comparison

Quality of elearning output

You can produce modern, slick-looking content with themes in Adapt, or by making your own themes. However, Adapt works on a grid-like system with blocks of content, so the finished products do all look “blocky” and similar.

There’s a decent range of interactions and assessment features, but they’re all quite “standard” – nothing really creative or different from other tools.

Speed and efficiency of authoring

The authoring tool interface is quite nice and is relatively simple to use. It’s not WSYWIG, though, so the extra “preview” step needs to be used a lot more when creating.

There’s an asset library that’s similar to Elucidat’s, which is good for controlling assets and updating content quickly.

Publishing SCORM releases is a quick download; however, there aren’t any other publishing options.

Scalability

It’s possible to duplicate courses; however, there don’t appear to be any sophisticated translation or variation features, which can limit how efficiently you scale up.

Supported elearning formats

Adapt is a complex learning software requiring in-depth technical development to develop compliant elearning courses. It also includes customizable HTML5 content.

Supports:

  • HTML5, SCORM
  • Windows, Mac OS

Adapt Strengths

  • It’s free!
  • If you’re a developer or have access to a developer, you can also use the (free) framework rather than the tool and create custom interactions/layouts, etc.
  • The authoring interface is relatively easy to get your head around
  • Responsive HTML5

Adapt Weaknesses

  • Limited set of interactions compared to what the Adapt framework is capable of
  • “Blocky” layout that leads to a lot of content looking generic
  • It’s not cloud-based and can take a while to install

Best for:

  • A cost-effective solution
  • Easy onboarding 
  • Simple, user-intuitive interface
  • Customizable HTML5 content

Case studies and awards:

There are no relevant case studies on the Adapt website. 

Adapt’s awards include Gold for the LearnX – Best Elearning Design Technology Award 2015, Platinum for the LearnX – Best Elearning Design Technology Award  2014 and Platinum for the LearnX – Best Elearning Design Technology Award 2013. However, there was no mention of any more recent ones. 

8. DominKnow ONE

DominKnow ONE brings together their traditional authoring tool Claro with DominKnow Flow for responsive authoring and screen capture and simulation capabilities. It’s got a traditional Microsoft look and feel and strong capabilities. Like Lectora, it’s not the most intuitive authoring tool out there and reviews highlight the limited support and help offered.
Dominknow authoring tool review

Quality of elearning output

DominKnow creation software allows you to start out with a range of themes and templates, which can be customized. You can also import your Powerpoint content to then edit within the tool.

The responsive design capabilities are strong, and there’s a great range of actions to create varied page types and interactions.

Speed and efficiency of authoring

Once you’ve got your head around the relatively complicated interface, the tool is pretty easy to use. There are lots of templates to get you up and running quickly. Being able to reuse parts of a page, copying them into another page is a handy time-saver. The ability to collaborate and review online speeds up the production process compared to desktop tools.

Scalability

Authors can copy a course, the structure, learning objects or pages to create a unique copy of a course, which speeds things up and helps with consistency. DominKnow course authoring tool also has a translation export and import feature.

Supported elearning formats

DominKnow is an online, SCORM compliant elearning authoring tool that creates great HTML5 content – primary best for systems simulating training.

Supports:

  • SCORM, xAPI, AICC, Web  
  • Windows, Mac OS

DominKnow Strengths

  • Enables collaborative authoring and review; they also have user roles (but not as extensive as Elucidat, for example)
  • Strong responsive design capabilities
  • They have a wide range of “Actions” that give you flexibility in creating page types
  • Powerpoint import
  • One of the few tools to offer a product tour to help new users navigate the tool

DominKnow Weaknesses

  • The interface isn’t particularly intuitive, so getting up to speed can be quite slow
  • The Help documentation is sometimes misleading or incomplete
  • Not great at Gamification
  • The customizable theme settings are a bit restrictive

Best for:

  • Basic customizable themes
  • Powerpoint imports
  • Translating content 
  • User support and product tutorials 

Case studies and awards:

Case studies for DominKnow include HMRC, Society of Actuaries and Larmer Brown.

Dominknow’s awards include ‘2020’s Leading Elearning Authoring Software Provider’ by Corporate Vision Magazine and ‘Best Value of an Authoring Tool’ by Capterra. 

9. Easygenerator

Easygenerator is a cloud-based elearning platform that has been around since 2013. The clue is in the name…this authoring tool is focused on creating relatively simple elearning content quickly.
easygenerator authoring tool

Quality of elearning output

You can build your own course from scratch and produce responsive designs easily with simple interactions and question types. Alternatively, you can start using a template, which like off the shelf courses come complete with content.

However, the design functionality and interactions available are limited compared to other authoring tools. If you’re looking to create something that looks and feel really bespoke, with advanced interaction types, then this may not be the tool for you.

Speed and efficiency of authoring

As you’d expect, Easygenerator creation software is quick to grasp, and they have pre-built templates to help you get started. The workflow guides you through a series of steps to creating a piece of elearning, making it easy to focus on the task at hand and avoid missing anything crucial.

When editing questions, there is a disconnect between what you’re looking at as an author and what the learner would see. The tool also lacks the ability to reorder answers and switch between multiple-choice and single choice answers. These things slowed our tester down!

You can assign roles to allow different team members to review and collaborate on one course using their “co-authoring” feature.

Scalability

It’s possible to reuse and duplicate elearning content to use again, but this can be a bit of a clunky process.

You can create courses in a number of different languages; however, there doesn’t appear to be a translation tool or way to manage variations of the same course. This is no problem if you’re producing simple content for specific groups, but it would be a challenge if you envision needing to scale up.

Supported elearning formats

Easygenerator is a very simple SCORM compliant authoring tool that creates basic HTML5 content. Expect quick and easy content, with limited output!

Supports:

  • SCORM, xAPI (TinCan), LTI 
  • Windows, Mac OS

Easygenerator Strengths

  • Good for authors who are just starting out building elearning content – no coding necessary!
  • Mobile-friendly responsive design features
  • Ability to import Powerpoint (but we’d suggest you do so with caution!)

Easygenerator Weaknesses

  • Not every question type and interaction available is fully optimized for multiple devices
  • Limited features – although the team is also open to hear suggestions and release updates based on client needs
  • Restrictions on question types/quizzes to certain pricing plans
  • A word limit on many of the long-form questions
  • Only compatible with SCORM 1.2

Best for:

  • Authors with little or no experience using elearning software
  • Producing courses in multiple languages
  • Building elearning courses quickly 
  • Mobile-friendly design 

Case studies and awards 

Easygenerator’s customer success stories includes this from T-Mobile: 

“What made Easygenerator stand out was its very small learning curve, even for people who do not have an e-learning or didactical background.” 

Easygenerator has been recognized by G2, Capterra and Training Industry. You can find a full list of awards on the Easy Generator website.

10. iSpring Suite

iSpring Suite is a PowerPoint-based authoring toolkit that allows users to create slide-based courses, quizzes, dialog simulations, screencasts, video lectures, and other interactive learning materials. The output courses are published in HTML5. With a reasonably low learning curve (if you know your way around PowerPoint!) users can hit the ground running, but may be limited the more they progress.

iSpring authoring suite review

Quality of elearning output

Chances are you’ve created a Powerpoint presentation before, so the quality output of iSpring courses won’t come as a surprise. Slide-based courses can be adapted and repurposed into more engaging, customized courses. The end result looks clean and professional, but it still has that PP feel! 

iSpring Suite offers a range of 14 question types, with the ability to create interactive dialog simulations with branching scenarios. There’s even a  library of eLearning assets to pick from, which includes course templates, characters, and more. With that in mind, the level of interactivity and customization is hindered due to PowerPoint integration.

Speed and Efficiency of Authoring

For established PP authors, iSpring Suite should have a pretty small learning curve. Allowing the creation of basic, responsive elearning courses quickly and easily. Being connected directly to the cloud, courses can be uploaded directly online, or saved locally. Although, as you progress further within the tool issues may arise that can hinder production time.

Lack of collaboration makes it difficult for teams to be efficient, and with PowerPoint being a prominently Microsoft based software, Mac users can be left out in the cold. Storing and sending files locally can back the production process complex, making the online upload option the most viable choice. 

Scalability

Learning paths can be created, saved and reused in iSpring for quick access. Completed courses can then be uploaded directly into the cloud for learners to access online, or offline! Courses can be launched through a Learning Management System, or iSpring’s own LMS.

Courses can be copied and reused, but have no direct links, which can make updating courses at scale an issue. Branding also can’t be saved locally, so if you have strict brand standards make sure each of your team members have the right settings!

Supported elearning formats

iSpring is a desktop-based authoring tool, with some online functionality. It is primarily a windows-based elearning software – you can import your PowerPoint and create SCORM compliant, HTML5 content. 

Supports:

  • HTML5, Video, SCORM, xAPI (TinCan), cmi5
  • Windows

iSpring Suite Strengths

  • PowerPoint integration
  • Low learning curve (if experienced in PP)
  • Simple interface
  • Video editing
  • Great for Windows users

iSpring Suite Weaknesses

  • Not available for Mac users (without other software)
  • Can’t create slide-based courses without PowerPoint
  • Not fully cloud-based
  • Requires installation
  • Basic output

Best for:

  • Quick and easy onboarding
  • Simple, responsive elearning output
  • Producing video elearning 
  • Easy content delivery options

Case studies and awards:

Check out the iSpring website for case studies from multiple universities, including Glasgow Caledonian University and The University of Costa Rica.

In 2021, iSpring was named ‘Leader Product at G2 (Europe)’, in addition to ‘Best Value’ by Software Suggest. 

Dive in deeper and check out our head to head review and comparison of the iSpring Suite and Elucidat authoring platform. 

11. Evolve

Evolve is an online elearning authoring tool that builds intuitive, HTML5-based elearning content. Courses built in this tool will work on any platform, device or system. The authoring software is designed for novice authors, meaning it’s quick and easy to create simple content.

Evolve elearning authoring tool review

Quality of elearning output

Evolve allows users to create simple content quickly. It has a good range of components which are all easy to use.

The flexible builder and extensive visual possibilities give a sufficient range of variation, and lets authors adapt each course to the specific needs of their learners.

Although Evolve is effective for creating content quickly, this can hinder its output – with courses often lacking the extra customization needed for high-quality training.

Speed and Efficiency of Authoring

With a range of pre-built templates ready to go, you don’t need to spend much time designing a course. Simply select a ‘block’ that suits your needs and start adding content.

The elearning tool also gives the ability to build branching scenarios with hundreds of variations which work well on mobile.

Only slight drawback is the software’s complex range of settings. With a tonne of settings and extensions to choose from, authors may get tied up in selecting which of the options they require. Once these settings are mastered, Evolve does allow users to create ‘templates’ – so authoring may become simpler with time.

Scalability

Authors can happily apply branding across an entire course and make sweeping changes within minutes. Whether you’re building one or one thousand courses, Evolve course creation software will make branding straightforward.

This said, authors may start running into issues when trying to create variations between courses. Edits cannot be made to course content locally, or across the whole portfolio – meaning keeping courses updated can be a time-consuming job!

Supported elearning formats

Evolve is an online authoring tool that releases courses via web or offline. The platform gives users the ability to create HTML5 content that works on any device. 

Supports:

  • HTML5, SCORM 1.2/2004, Web, Offline
  • Windows

Evolve Strengths

  • Novel interaction with types not seen in some other tools
  • Pay for the time you’re using rather than for a full year
  • Easy and simple collaborative authoring

Evolve Weaknesses

  • Complex range of settings to be configured for each element
  • No way to manage variations of courses
  • Limited to a linear structure

Best for:

  • Novice authors
  • Flexible pricing options
  • Creating content with consistent branding
  • Quick and easy basic content production 

Case studies and awards

Evolve has customer success stories from Pearson Higher Education and Cotton On Group. 

12. Camtasia

Camtasia is an all-in-one software suite for screen recording and video editing. Although foremost a video capture tool, content can be exported as SCORM packages. The software is most commonly used for producing video tutorials, lessons, or product demos – turning them into more compelling video through animation and effects.

Due to its primary focus on video, Camtasia is often integrated, or used alongside, other elearning authoring platforms.

Camtasia video authoring tool

Quality of elearning output

If you’re choosing video as your method of training, and need a snazzy editor to help take your screen recording a step further, then Camtasia is a great choice. The software suite allows the user to add additional layers of interactivity and quizzing to encourage and measure learning within videos.

For mobile learning, Camtasia connects directly to an iOS device for screen recording, with the option to add gesture effects to simulate taps, swipes, and pinches in your video. Callouts, arrows, shapes, lower thirds, and sketch motion can also be added to highlight important points in your video.

The output of these videos will be good – but don’t expect much more than that!

Speed and Efficiency of Authoring

Camtasia is designed for quick and easy authoring. A simple drag and drop interface makes adding, removing or cutting video pretty simple for those who have used a video editor before.

Since 2020, the Camtasia software allows users to use pre-built templates, share files and save custom favorites and presets. Efficiency will develop over time as users make the most of these new features – but you’ll need to invest the time first!

If you’re using PowerPoint, an integration with Camtasia let’s you turn your presentation into a video pretty easily. Simply record with the ‘Add-In’ feature or import slides directly into Camtasia.

There’s also a library of customizable assets, saving you time on sourcing content yourself. Just watch your content doesn’t become too generic!

Scalability

As with any video software, scalability can be tricky.

On plus side, you can instantly upload video content to YouTube, Vimeo, Screencast, or your online video course. Although once a video has been released, you won’t be able to keep it updated.

Project assets can be shared with other users, video files must be exported and saved as a .ZIP file. There’s no central ‘cloud’ to store or access your projects, so make sure your file library is ordered and namely thoroughly

Supported elearning formats

Camtasia is a video editing suite that can be exported to most video formats. The software will not export to flash or HTML-5, but does have a SCORM option.. 

Supports:

  • SCORM 1.2/2004, Web, Offline
  • Windows
  • IOS app

Camtasia Strengths

  • Great for screen capture and video editing
  • Ability to save and re-use presets and templates
  • PowerPoint integration
  • iOS capture

Camtasia Weaknesses

  • Not available for Mac users (without other software)
  • Can’t create slide-based courses without PowerPoint
  • Not fully cloud-based
  • Requires installation
  • Basic output

Business Use Cases for Elearning Software

Elearning software can be utilized in a number of ways, across multiple business verticals to provide impact. Some we’ve highlighted include: 

Compliance training

For finance companies, providing engaging, digestible compliance training is critical. Elearning software enables organizations to produce powerful elearning material at scale, and quickly, to keep pace with the ever-changing regulatory landscape. 

Retail training

Keeping pace in a rapidly shifting industry such as retail can be impossible without the right elearning software. With the right tool, retail companies can produce exceptional learning that addresses the big challenges and ever-changing needs of retail customers. Learn more about how to manage elearning at retail speed. 

Sales Training 

Educating employees on effective sales methods and tactics is important for organizations looking to boost sales and attract the right type of customer. Authoring tools can help company managers to produce and manage highly customizable, branded elearning at scale.

Employee Upskilling 

Organizations looking to provide employees with goal-oriented training designed around specific skills should take advantage of authoring tools in order to track employee engagement, success rates and the impact of their elearning.

Top things to consider when choosing the best authoring software for your team

  • Functionality – How simple or complex do you need the functionality to be?
  • Scalability – How much elearning content do you need to produce and how quickly?
  • Quality – How sophisticated do you need your output to be?
  • Customer support – Are training materials and tutorials available to assist you?
  • Analytics – How straightforward is it to measure how your learners interact with your content and optimize accordingly?
  • User interface – How easy is it to get to grips with the authoring tool and begin using it effectively?

In conclusion

There’s a lot of overlap in the functionality of the best elearning authoring tools shown here, but your requirements – such as the quality and scale at which you want to produce digital learning – will narrow down your shortlist. Ultimately, which is the best elearning software for you and your team will depend on your needs.

If you need to produce high-quality elearning at scale, then an authoring tool like Elucidat would be a great fit for you. Book a demo to learn more, and get set up with a free trial account.

Test Drive Elucidat Today!

Further Information

To help you make the right choice and also to get you thinking about your wider elearning tech stack and strategy, check out some of our other top content:

The post The Best Elearning Authoring Tools, Platforms & Software appeared first on Elucidat.

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How to create effective microlearning (5 examples and video) https://www.elucidat.com/blog/create-effective-microlearning/ Tue, 05 Jul 2022 09:46:02 +0000 https://www.elucidat.com/?p=8786 Microlearning can be an effective way to deliver learning in short bursts that fits with learners’ needs and busy schedules. But is shorter elearning always better? Find out exactly how to create microlearning that is engaging and easily digestible, yet still creates a learning impact. Watch the webinar recording to find out why learners respond […]

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Microlearning can be an effective way to deliver learning in short bursts that fits with learners’ needs and busy schedules. But is shorter elearning always better? Find out exactly how to create microlearning that is engaging and easily digestible, yet still creates a learning impact.

Watch the webinar recording to find out why learners respond better to shorter topics and how to create successful microlearning, with examples and tips.

What is microlearning?

Microlearning is a way of delivering content to learners in short and digestible bursts, often at the point of need. It can take various forms, from text to an interactive, but the key is to make it short with a focused and specific learning outcome.

When is it a good fit?

It works well for learning on-the-job, at a moment of need, and as part of spaced learning, where users build up their learning over time through a series of microlearning topics.  It can help drive long-term behavior changes in this context.

When is it not a good fit?

If you have complicated or lengthy processes, high-risk or regulatory subjects where learners really have to understand it in-depth, microlearning might not be the best fit. Unless that is, you are stringing together short topics and activities into a cohesive journey or blend.

5 microlearning tips

Here are our top tips to create microlearning with impact.

  1. Purpose – make sure each microlearning topic has a clear purpose and a single learning objective to focus on only what is essential. Be strict about what content to keep and what to lose.
  2. Connection – look for ways to quickly engage the learner. They still need to know “What’s in it for me?” upfront and reason for using this piece of content.
  3. Flow – use simple navigation and clear signposting, and guide users through a mini-journey. Even if it’s a single scrolling page. Always end with a call to action.
  4. Re-use – nothing supports speedy learning more than a consistent interface. Use templates to help you and learners, like those available in our Learning Accelerator.
  5. Space – avoid splatter-gunning one-hit-wonders. Create a spaced journey that pieces together microlearning and other resources and activities to form a journey.

5 elearning examples

Here are five key microlearning examples that show the tips in action.

1. Succinct Scrolling Pages

Succinct scrolling pages are perfect to set up a clear flow and sections. This example shows some of the key principles to good microlearning as it has a clear introduction, outro and signposted sections. 

Scrolling page example for microlearning

Here is a best practice guide to creating scrolling pages.

See this example on the Showcase.

2. On-the-job Resources

On-the-job resources are effective for creating helpful resources which users can access at a point of need. 

This is a classic use for microlearning, this product knowledge example supports people on the shop floor. It is focused and can be used when needed or with customers.

on-the-job resources microlearning example

Try out this example here.

Try this example in Learning accelerator if you are an Elucidat customer. 

3. Infohubs

An infohub design can link microlearning topics together from a menu, creating a non-linear module for learners to browse.

This works well if you have content that learners can explore in any order, and/or topics that aren’t mandatory to view.

In this example, the module as a whole contains lots of content – but individual topics are micro.

infohub microlearning example

Tips are available on how to set up a menu for non-linear designs, like the OU’s career infohub, in this support article.

See this example from The Open University.

4. In-page Menus

In-page menus can be used to structure content. 

This example uses an in-page progress menu to help learners orient themselves in the learning experience.

in-page menus for microlearning example

Check it out on the showcase.

Elucidat customers, you can try this example in Learning accelerator here.

5. Spaced Learning

Spaced learning is great as it combines different microlearning approaches from guides, activities, examples and games into a spaced out journey. This allows learning to build up cumulatively and gives space for reflection and application.

spaced learning for microlearning

Watch expert Stella Collins for further views on how to make learning stick. 

Summary

Microlearning can be an effective means of driving learner engagement and retention and, most importantly, impact when it’s done with a clear strategy and purpose. It is not effective for every type of learning goal, so don’t force it where it doesn’t fit.

Plus there are lots of other ways to design awesome elearning that delivers impact. See how you can create high-quality, impactful microlearning in this handy guide.

elearning best practice guide

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Online learning vs face to face training https://www.elucidat.com/blog/online-learning-vs-face-to-face-learning/ Tue, 05 Jul 2022 09:28:19 +0000 https://www.elucidat.com/?p=5137 Are you wondering what you can expect from making the switch from face to face to online learning courses? Elearning has never been more important and more widely used than today. All businesses are having to quickly learn how to harness the power of digital for training and development more broadly than before. Can online […]

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Are you wondering what you can expect from making the switch from face to face to online learning courses? Elearning has never been more important and more widely used than today. All businesses are having to quickly learn how to harness the power of digital for training and development more broadly than before.

Can online learning replace face-to-face? What are the pros and cons? How can you make this transition a sustainable success? Read on to answer these questions and find out the next steps in your own move from face to face to online learning.

Face to Face vs online learning

What is online learning?

Let’s start right at the beginning, what exactly do we mean when we talk about online learning? The term ‘online learning’ encompasses all learning that is conducted virtually, in an online setting. It’s basically any type of training that employees can do via a laptop, tablet or smartphone.

What is face to face learning?

On the flipside, face to face learning is training that is provided in person, whether that’s a one-on-one session or in a group setting. This type of training is generally less flexible than online learning, as it’s usually at a set time and place and cannot be accessed on-demand.

Your learners want digital

These days there is no question about it, your learners need digital. Organizations have to make the switch, often to survive. 

Your learners have long been telling you that they are ready to make the switch from face to face to online. Back in 2018 Bersin by Deloitte, Fosway and many more revealed the learning habits of modern professionals. The number #1 reason workers join an organization is learning and 94% of employees say they would stay in a company if they invested in their learning and development. And, yet only 15% can access learning directly related to their jobs.

Employees keen to learn

These results paint a picture of employees adapting to cope with the fast pace of modern working life. They are often busy and overwhelmed but still keen to learn; they value high quality content that’s personalized and relevant to their needs; and they are getting increasingly impatient and turned off by content and experiences that aren’t high value, relevant, and available when they want it. 

Never has this been more important than now. Modern working life for many has become even more fast-paced and overwhelming. With most of the workforce working from home and companies quickly reskilling and reshuffling roles, it is imperative that your online learning stacks up to expectations and ensures productivity.

Interested to find out what the modern learner is looking for in 2022? Check out the Training Trends Report 2022 to explore how you can get ahead of the game

The business case for transformation

Let’s move away for a moment from necessity and think long term. The case for online learning doesn’t need to be made simply as a reactive strategy. The abrupt switch from face to face to online is very challenging. But the benefits of developing a sustainable digital learning strategy is a huge business benefit in the long run.

Most employees are keen to learn and improve, but struggle to find learning to help them develop their skills when they need it most. What you are doing now is futureproofing your organization. It’s likely that face-to-face will see a decline for a range of reasons – environmental impact of travel and cost savings being just two. 

Digital learning is an opportunity to make personalized, relevant learning accessible to people when and where they need it. And, at this time that ‘where’ is at home. Offering learners an online learning experience not only fulfills that need but also de-risks the organization. 

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The big elearning debate (post pandemic!)

The pandemic came as a bit of a surprise to everyone! What we all thought would be the biggest training trends when it comes to face to face and online learning, changed very abruptly. Industry research and our own survey data show how there are three distinct future training trends shaping up and marking the elearning debate. Here’s the wash-up of the trends and the statistics to back it up:

  • The “Zoom boom” and the rise and fall of virtual instructor-led training  – At the start of the pandemic we witnessed a sharp increase in the use of VILT. 67% of organizations moved their face to face training classes. A few months later though this dropped to 36%. The fact is that face-to-face training sessions don’t translate well directly into effective virtual learning experiences. And, they don’t scale well!
  • The emergence of elearning as a great alternative – Brandon Hall Group found that by mid-June 2020, 68% of organizations were turning to elearning as a sustainable alternative to face to face learning. In fact, our research shows that 82% of organizations plan to start producing more digital learning.
  • The future of face to face learning is yet to be seen – The sharp rise in online learning will have a lasting effect on the L&D space. This Fosway survey found that only 5% believed that learning strategy, investment and resourcing would go back to what they were before the pandemic. And although 30% of the learning leaders we surveyed said their businesses would be returning to face-to-face training in 2022, they were also offering learners a choice of alternatives.

Looking back, it’s clear that L&D teams were essential to keeping pace with change over the last few years. LinkedIn found that nearly 75% of L&D leaders agreed that L&D became more influential – and overworked. Over 80% of the L&D leaders we surveyed highlighted that they struggled with the combination of responding at speed, maintaining quality and managing stakeholders. If businesses are going to future proof their organizations, they need an effective, sustainable and scalable L&D solution.

Online learning vs face to face learning in the workplace

The biggest differences between online and face to face learning have always been in the realm of fostering connection and collaboration between learners. The loss that Learning and Development Professionals experienced with this abrupt stop of face to face learning delivery is this positive social impact. This is a valid concern. The importance of face-to-face interaction in education, for example, is vital. In-person social interaction has a richness that might feel hard to replicate in the digital world – but, when it comes to the corporate world, it’s not impossible. 

Is online learning better than face-to-face learning?

In many ways, online learning is more effective than face to face learning. As research shows 80% of organizations believe their use of digital learning will remain the same, increase or decrease only slightly as restrictions on live training ease. It is unlikely that elearning will ever fully replace classroom learning. However, what is evident is that elearning is here to stay and organizations are increasingly looking at online learning as the future with no imminent plans to invest in more face to face.

What are the advantages of distance online learning compared to face to face learning?

Here are four clear advantages of online learning:

  • elearning will save you money and time  with budgets being tight this is arguably the biggest advantage elearning has going for it. Brandon Hall found that elearning requires 40 to 60 % less employee time than classroom training!
  • elearning is much more scalable – unlike face to face learning where they are always restrictions on the number of learners you can reach, elearning allows you to produce once and share with as many employees you need.
  • elearning can be accessed on your learners’ terms  – research shows that the modern learner spends 33% of their time in meetings already. They want to learn as needed, any time and anywhere. Not be constrained with a date and time.
  • elearning is consistent –  Classroom experiences largely depend on the instructor. The same course material can be delivered by two different facilitators with vastly different impacts on the learners. Elearning ensures a level of consistency that is not achievable with face to face learning.

Online learning is even more effective because many organizations are starting to incorporate the positive lessons from face-to-face into their digital strategy and creating online blended learning that tick all the boxes. A combination of self paced learning and social group online learning, where it’s required, is the best of both worlds. The best blends tap into the opportunities offered by the different modes of learning. And, with the development of elearning technologies, the old disadvantages of online learning are no longer valid. Blends can be taken online and be just as effective. 

Face to face learning

Online learning opens up a world of possibilities, but face to face learning may have a place in your blend.

Biggest benefits: The key advantages of face to face training come from being synchronous. Synchronous learning occurs when a group is engaged in learning at the same time and location.

Face to face interaction with an instructor and other participants enables more effective non-verbal communication. Positive body language in a classroom setting has the ability to motivate, inspire and engage. Whether it’s eye contact or posture, being able to read people’s body language and adapt the content and approach leads to better learning results.

Face to face training methods offer the ability to discuss, collaborate, practice and role play, all ‘live’ and with guidance from a facilitator on hand. Being part of a group and being held accountable are powerful learning tools.  

Opportunities:  This social element of face to face learning can certainly be taken online. Technology, such as video conferencing and virtual classrooms, enables the workforce of today to still collaborate just as effectively. Plus taking learning online also means that people are not held from learning what they need, when they need it. With minor tweaks, such as smaller training groups, face to face trainers can still have the same impact online and the same level of social benefits. 

Blended online learning

Biggest benefits: Let’s face it, these days there is no other choice but to go online. But sometimes the best things come out of necessity. Online blended learning done right today will de-risk your organization for the future, make you more sustainable and save you time and money. Other benefits include making your online learning:

  • Flexible: A digital-first blend lets people take online learning wherever and whenever they want – perfect for hybrid working.
  • Streamlined: A series of shorter learning experiences help you to reskill or upskill employees faster.
  • Personalized: Blended learning offers the chance to create a range of routes through your online learning, leading to more tailored, relevant experiences.
  • Social: Blends can have social learning woven throughout to keep connections going between colleagues.

Opportunities: The opportunities blended digital learning presents are wasted if your learning is a ‘one size fits all’ experience that doesn’t recognize the individual. It’s time we adopt a more modern blend – which is where flexible blended learning comes in.

A flexible blend focuses on what your business and employees really need now, rather than trying to maintain the approaches of the past. These blends are:

  • Digital-first: Explore the formats available to you – such as VILT, elearning, videos, etc – and identify which will be most effective for your needs, now and in the future.
  • Concise: Make use of role selectors, diagnostics and microlearning designs to keep learning short and relevant.
  • Paced: Maximize the impact of each intervention by pacing your supporting content. For example, offer the theory as elearning ahead of a VILT, so that session can focus solely on application.
  • Social: Create digital spaces for sharing ideas and promoting reflection.

Best practice blended learning

Take a look at the three examples below to see how some common training topics can be turned into online blended learning programs. The examples show how blended learning online can incorporate face to face elements and seamlessly translate these into a digital space. They’re all designed to make a real-life impact and help learners achieve tangible goals. At Elucidat, we call this People-Centred Elearning.

Soft skills training

Let’s not forget that in these challenging times, many of our employees are feeling even more strain than usual. Making sure their soft skills training needs are met should not be put on hold. In fact, topics like delegation and time management are if anything even more important. People working from home often need more, not less, management if productivity and positivity are to stay high. 

Soft skills training is inherently personal. There’s no single ‘right way’ to do it, and the challenge is to help the individual find what works for them and for the company. It’s the perfect contender for a blended training program.

Stages of soft skills training

1. Reflective digital activity

An example of online elearning

Some of your employees are currently working while at the same time looking after their children, others might be easily distracted with household chores. Learning how to manage one’s time is paramount! This blend begins with a warm-up activity that asks learners to reflect on how they currently manage their time. Personal questions are engaging and hold people’s attention, and the smart back-end of this Elucidat project tailors the tips and feedback provided based on answers each learner gives. Have a go yourself to see how personalized digital learning can be!

2. Expert videos

Personal reflection could be followed up with expert videos that provide time management tips and techniques. Having reflected on their current skills, learners are more likely to be open to learning from the experts, and videos mean they can find a time to learn that suits them, whether that’s between childcare shifts or in between meetings. Do you perhaps have employees or contractors that have been working from home even before this crisis? If so they might just be the subject matter experts (SMEs) you need to share their experiences. 

3. Face to face role play with manager or mentor

A lot of soft skills success is in the execution, so the human element of a role play is useful here. This doesn’t mean this can’t be done online! It’s an opportunity for learners to put their reflection and theory into practice, getting feedback from a manager or mentor before applying ‘in real life’. Using a video conferencing platform, such as Zoom, is just as effective in providing that one-on-one care and support. 

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Product knowledge training

With so many people switching their job roles and recruitment in some sectors being done in a matter of hours just to fill in for people off sick, getting staff quickly up to speed with products is a must. 

Product knowledge is all about making facts easy to remember and easy to link with customer needs. There’s often a lot of detail for individuals to retain, so information should be easy to look up in the moment as well as revise ahead of time.

Stages of product knowledge training

1. Digital product info-sheets

There’s no escaping the need to communicate a lot of facts and detail. Breaking this down into a modern, digital product sheet makes it more appealing to learners, easier to update and provides an opportunity for interactivity. Take a look at this example of a fresh, scrollable, digital one-pager.

2. 2-minute tutorials

When a customer asks a question that a newly appointed customer service rep can’t remember the answer to, a super-short, mobile-friendly refresher is more likely to do the trick. 

3. Elearning scenarios

An example of an elearning scenario

Recalling facts isn’t enough; customer service advisors also need to be able to effectively recommend products to appropriate customers.  Particularly these days when new sales in some sectors are drying out – upsell and cross-sell become even more important for survival. An elearning scenario is perfect for making sure your team is ready for the challenge, allowing the learner to practice in a safe environment and receive feedback. Since video conferencing is a hot topic these days and many providers are bringing in new staff to cater for the demand, we thought a sales simulation for a video platform would fit well here.  This example shows how learners can practice a realistic sales conversation in a digital format. 

4. Digital pop-quiz

A competitive pop quiz every three months could help keep the learning alive. Add some offline rewards as motivation –  such as entry into a prize draw for some online vouchers – and suddenly your team are voluntarily revising this product knowledge every quarter!

Onboarding training

Onboarding employees is a hot topic these days with many organizations. Particularly for those working in food retail, where they might be frantically employing new staff to respond to higher demands and to cover sickness. With a modern, personalized digital blend, your onboarding training could go from reactive to a sustainable and valuable training experience that learners rate highly.

       1. Pre-boarding and knowledge-based online learning

Start your onboarding training by welcoming your new employees into your organization. 

This can be done while contracts and paperwork are being finalized. Introduce your new starters to fundamentals and common questions. For example, the organization’s values, how the stores are structured, expectations for their role, etc. 

Once you have introduced the new starter to the basics, it’s time to go a bit deeper. Take the simplest element of the job and introduce the new starter to the key steps that they need to know to complete it. For example, a quick overview of the process, a best-practice example and a list of dos and don’ts. It might only take 10 minutes.

       2. On the job training 

This is the point where you bring in some on the job learning. The role of the supervisor or the learner’s peers is essential here. The new starter buddies up with a supervisor or experienced colleague to shadow them and see their new knowledge in practice. They then practice themselves, with their buddy there to give feedback and answer questions. This might take half an hour. The new starter can then confidently move forward working on that task independently.

       3. Repeat for all core skills

Finally, later or the next day, the new starter takes the next piece of knowledge-based elearning for a different area such as customer service. They then buddy up with their colleague again. This cycle continues until all core job skills have been learned and applied.

This is a great example of a one-page digital onboarding experience that aims to get new or redistributed staff up to speed – fast!

Quick onboarding with Learning Accelerator

The example has been built with Elucidat’s Learning Accelerator. This handy feature includes useful templates that make it easy for anyone to create awesome training, super fast. The templates are recommended based on your project goals. In this example, we feature how this might work for onboarding but the possibilities are endless. The best practice is baked into the templates so your team can focus on content and the tool does the heavy lifting.

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How to implement blended learning in the workplace

If the online blended learning programs above have got you excited, you’re probably starting to think about the practicalities – how can you design similar programs for your specific needs? There are three key steps to creating a successful digital blended program: understand your audience, analyze content and match it to your delivery channel.

Understand your audience and your goals

The first step in digital training design is no different to face to face training design – get to know your audience and the type of learning that will work for them. Before you kick things off make sure that you also understand your goals! 

With a fresh understanding under your belt, you’re ready to focus on your content.

Analyze your content

All the time invested in your current face-to-face training is not wasted. This is where it comes into play.  Do a spring clean and break down the content into smaller chunks, noting down the learning objective for each chunk.

Match your content with a delivery channel

This is where things get really interesting these days. You know what works offline but how can you create similar experiences with the digital channels available to you? Start by reviewing the channels you have at your disposal. Face to face might be off the table but there are many other ways to bring your content to life online. 

Blended online learning can come to life in many different ways, such as interactive elearning scenarios, microlearning modules, VILT sessions, online coaching and mentoring, pre-recorded videos, and informal social learning. Take a look at some more examples here.

Get the skills you need in your team

With a clear vision of what you need to produce, it’s time to assess whether you have the skills in house to create the components. If you’ve been creating and delivering face to face training, then the chances are that you already have Learning Design skills and Subject Matter Expertise. It’s the digital element that you might still be looking for.

At Elucidat we can provide learning resources and professional services to help upskill and empower teams to create great digital learning. Find out more about how our services can help you in this quick diagnostic (built in Elucidat!).

Final thoughts

The sudden onset of COVID-19 changed the way we live, work and learn. With people working from home and face-to-face training largely impossible, L&D had to quickly adapt. Some of the changes were reactive, but many are here to stay. Having reflected on the struggles and successes, it is time to future proof your organization. A successful flexible digital learning blend is the solution. By harnessing the skills you already have, upskilling your face-to-face team and taking inspiration from digital learning examples, you will be able to tackle the move head-on.

Remember that the most successful blends have a clear purpose and audience, utilize a range of digital channels and are created by a skilled in-house team, using elearning authoring tools.

Like the examples you’ve seen using Elucidat? Book a demo today to see how we can support your digital transformation. And, if you are still not sure which tool is right for your team, check out our comparison blog on the best elearning authoring software

Also, here’s a pick of our top guides, programs and articles in case you want to more tips on making the switch:

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10 best elearning examples to inspire you in 2022 https://www.elucidat.com/blog/best-elearning-examples/ Fri, 01 Jul 2022 08:30:29 +0000 https://www.elucidat.com/?p=5100 We’ve rounded up 10 of the best elearning examples – each perfect for different goals and audiences – to give you fresh ideas for how to engage your audience in 2022. We support hundreds of elearning projects across all of our customers. And if there’s one thing we’ve learned, it’s that each one is unique. […]

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We’ve rounded up 10 of the best elearning examples – each perfect for different goals and audiences – to give you fresh ideas for how to engage your audience in 2022. We support hundreds of elearning projects across all of our customers. And if there’s one thing we’ve learned, it’s that each one is unique. Every course developed has a specific goal and audience that determines the design approach. Get inspired and start creating your own elearning with impact!

10 best elearning examples

This post was updated in July 2022 to reflect the latest and greatest elearning examples from the past year.

To get those creative juices going we’ve included a range of HTML5 elearning examples:

And much more!

Read on for our detailed roundup, showcasing the most effective elearning content examples and best in modern elearning design. 

10 best elearning examples to get you inspired

1. Question pools

Assessments are often critical, especially where compliance is concerned. But how do you make sure they test your learners thoroughly enough? And how do you reduce the likelihood of sharing answers? Question pools are a great solution to this.

In this pharmaceutical compliance test, question pools are used to create a robust assessment. Question pools mean that when a learner retakes the test, they’re unlikely to see the same questions again. This helps ensure learners truly understand the content – they won’t be able to simply choose a different answer on a second attempt. It also makes it harder for learners to share answers as it is unlikely their colleagues will have been posed the same set of questions.

Example of question pools:

lab assessment elearning example question pools

Giftable |See this compliance test with question pools elearning example

A great learning approach for:

  • Business critical content that needs to be tested, such as compliance rules and regulations
  • Audiences who need to prove a thorough understanding of a subject before starting a particular task

Looking for more inspiration and tips on creating elearning for regulatory training? Check out these engaging compliance training examples.

2. Gamified scenario

Creating a sense of play in your elearning is great for engagement – and easy to achieve through gamification. High pressure scenarios like the sales simulation below are the perfect partner for game-like approaches.

You can appeal to the learner’s competitive spirit by rewarding good decisions or completion of elearning tasks with points, as well as upping the pressure with a timer. Learners are incentivized to apply their skills correctly, making the content more likely to stick in the learner’s mind when handling a real situation.

Gamified scenario example:

gamified scenario elearning example

Giftable |See this gamified scenario elearning example

A great learning approach for:

  • Learners who are motivated by competition
  • Content that involves high pressure scenarios – gamification is great for replicating this sense of pressure – or less serious topics that you can have a bit of fun with

3. Quick onboarding

New starters have a lot to take in those first few days in their role, but you can ease the learning curve by providing quick, focussed overviews. Single scrolling pages are great for upskilling learners on key tasks quickly – they can easily refer back to the content on their phones.

In this retail elearning example practical tasks are broken down into clear, simple steps, with video demonstrations and checklists providing further support. In-page navigation makes it easy for learners to complete each section of the page.

Quick onboarding example:

onboarding elearning example blueprint

See this quick onboarding elearning example 

A great learning approach for:

  • New hires or contractors who need to get up to speed with tasks and equipment quickly
  • Short, focussed processes with practical steps to follow

Use this template for free!

blueprint icon

This elearning module example was created using one of our Learning Accelerator templates – you can use this template yourself to quickly build your onboarding training! This template is free and available to all Elucidat customers (and free trial users).

4. Dive into the detail of a process

Processes can’t always be covered in a quick overview. Sometimes you’ve got to dive into the detail – and that’s where a clear menu structure becomes crucial. Breaking the details of a process down into manageable chunks or elearning tasks means learners can walk through the steps one at a time.

In the retail elearning example below you can see how adding scenarios to this structure helps learners to practice and embed the learning, getting them up to speed quickly.

In-depth process example:

in depth process elearning example

See this in-depth process elearning example 

A great learning approach for:

  • Processes that require detailed explanation, visual descriptions or have multiple steps
  • Audiences that need to know a process inside out

Use this template for free!

blueprint iconThis example was created using a Learning Accelerator template. If you’re looking to build in-depth process elearning modules this template is for you. This template is free and available to all Elucidat customers (and free trial users).

 

5. Microlearning elearning example for skill development

When your employees are developing their skills, theory isn’t enough. To improve, learners need to reflect on their current skill level, understand the practical steps they need to put into action, and commit to practicing on the job. This example on how to manage remote teams shows how elearning can support this process of professional development.

After kicking off with an attention grabbing statistic about remote teams, 5 top tips are presented. Crucially, learners don’t just read the tips; they are encouraged to reflect on which ones they want to implement in their teams. At the end of the elearning, each learner creates their own action plan, committing to put their new knowledge into action.

Skill development example:

skills development elearning example

See this microlearning for performance improvement elearning example

A great learning approach for:

  • Managers or confident employees who want to take ownership of how they develop their skills
  • Skills-based training where there’s not just one ‘right way’ of doing things

Use this template for free!

blueprint iconThis example was created using one of our Learning Accelerator templates – meaning you can use this template yourself to quickly start creating elearning to support your skill development training!  This template includes example elearning modules and is free and available to all Elucidat customers (and free trial users).

 

6. Scenario-based learning at scale

When working with a high volume of learners, small tweaks can make all the difference. By giving learners a range of choices to explore, this investigative scenario feels more relevant and personal to each individual. By allowing them to ‘work’ a case and draw their own conclusions they are drawn through the story and have autonomy in how they approach their learning.

Scenario-based elearning example:

scenario based elearning example

Giftable!  | See this scale-friendly elearning example

A great learning approach for:

  • Large organizations with multiple or diverse audiences in different environments
  • Addressing nuanced topics where learners need to see several viewpoints. Think ethics training, discrimination or health and safety.

See more scenario-based elearning examples.

7. Pre-assessment

We’re all familiar with assessments at the end of elearning modules to test understanding, but have you tried an assessment at the start to determine who needs to learn what?

This information security example shows how an upfront quiz can be used to show and hide relevant follow-up content based on the questions that a user passes or fails. Adaptive content like this is win-win for you and your audience. You can reduce overall seat time while retaining confidence that everyone sees the learning content they need, and your users won’t have their time wasted on content they already know.

Example of an adaptive assessment:

showing how an upfront quiz can be used as an elearning example

Giftable!  | See this adaptive assessment elearning example. 

A great learning approach for:

  • Broad audience groups with a wide range of prior knowledge.
  • Content that needs to be tested or revised regularly. Think compliance, policies, procedures.

Our giftable examples can be shared into a free trial account. Get yours by booking a demo.

8. Branching – Choose your own adventure 

Putting learners in the driving seat is a great way of increasing their engagement with a digital learning experience. ‘Choose your own adventure’ style scenarios like the example below immerse users in a story and allow them to make decisions that control the outcome. This approach allows users to learn through experiencing consequences rather than being informed of them.

This video-based elearning example shows powerful video scenarios interspersed with decision points and the ability to see the impact of your decisions. Remember that audio or text-based scenarios would work just as well.

Check out one of our award-winning Branching video example:

branching scenarios as an elearning example

See this branching video scenario example from the Open University.

A great learning approach for:

  • Audiences that respond well to experiential, active participation.
  • Content with real-life decisions and impact. Think soft skills and ethical dilemmas.

Check out more brilliant branching elearning examples.

9. ‘On-the-job’ elearning example for fast-paced environments

Learning shouldn’t be separated from the day job. Short, snappy performance support resources designed to be used while working can keep the learning alive. They often go down well with learners too, as they’re designed to be succinct and useful above all else. Well-chosen and paced interactivity makes the content digestible and maximizes knowledge retention.

This retail elearning example shows how a quick interactive resource could be used for just-in-time support for sales advisors working on a shop floor.

Performance support elearning example:

on the job elearning example

 Giftable!  | See this mobile-friendly performance elearning example.

A great learning approach for:

  • Audiences that have a lot to remember and are likely to need reminders. Audiences that respond well to learning ‘in the moment’.
  • Theoretical content that needs to be made practical; think new procedures or change management. Or factual content that learners might need refreshers on; think product or systems training.

10. Comparing opinions

Adding an element of social sharing and comparison to a learning experience appeals to the natural curiosity in all of us. Social polls are an effective way of sharing users’ responses with each other in an impactful – yet anonymous – way.

This example shows social polls that compare the audience’s opinions as a way of showing the grey areas in a subject. Social polls also make great attention grabbers at the start of a module or an effective way of making a quiz competitive by sharing correct and incorrect stats after each question.

Live social polling in elearning example:

Social polls are a great elearning example

 Giftable!  | See this social poll elearning example.

A great learning approach for:

  • Audience groups that you’re trying to unite and get to know each other better, or competitive audiences that would enjoy seeing how they compare with others.
  • Content with grey areas and no ‘right or wrong’.

Want to plan your project and produce elearning 4x faster? 

Now that you are inspired with some quality elearning examples and creative elearning designs, it’s time to take things to the next level. Check out Elucidat’s Learning Accelerator and produce online training super fast. This groundbreaking add-on makes it easy for anyone to create great elearning modules quickly. Templates are recommended based on your project goals. Just follow the best practice guidelines and start creating your own elearning with impact. Simple as that!

Need a bit more help deciding on the best practice approach for your specific audience and goals? Our experienced Learning Consultants can help. Download a list of our services here or get in touch to discuss your elearning program.

If you’re looking for some more resources to help you plan and execute your next project, check out our free elearning templates. Here’s a list of our top three to start with.  

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And if you are still deciding on the best tool for your team be sure to check out our comparison blog of most popular elearning authoring tools. 

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5 inspiring scenario-based elearning examples https://www.elucidat.com/blog/scenario-based-elearning-examples/ Fri, 17 Jun 2022 13:00:07 +0000 https://blog.elucidat.com/?p=1809 Scenarios can be an effective way to engage your learners and really change their behavior. Here are five scenario-based elearning examples to inspire your next project. What is scenario-based learning? Scenario-based training uses real-life situations to support active learning. Rather than passively absorbing information, learners are immersed in a story. Using realistic work situations provides […]

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Scenarios can be an effective way to engage your learners and really change their behavior. Here are five scenario-based elearning examples to inspire your next project.

Scenario-based elearning featured image

What is scenario-based learning?

Scenario-based training uses real-life situations to support active learning. Rather than passively absorbing information, learners are immersed in a story. Using realistic work situations provides relatable, relevant, and impactful learning experiences. Adding interactivity to the scenario enables users to make decisions and learn through experiencing the consequences of their choices.

From compliance to soft skills, scenario-based learning can be applied to meet most corporate training needs. It can be your main learning strategy or part of a flexible blended learning journey. The approach can be used in online training, as well as to enrich face-to-face training and Virtual Instructor Led Training (VILT). Scenarios can be set up using simple text with images, more immersive videos or even Virtual Reality (VR).

Why use scenario-based training?

Scenario-based learning is a popular strategy for online training. It offers lots of advantages for colleagues and companies.

Here are our top benefits of scenario-based training:

  • Context: Learning is more effective if it’s real, relevant and practical. Set in situations that are familiar to learners, and acknowledging the nuance involved in their choices, makes the learning easier to transfer to the real world.
  • Engagement: Humans respond well to emotionally impactful and memorable stories. A well-constructed realistic scenario will fuel a learner’s motivation. Realistic characters and a relevant storyline will keep learners engaged. They’ll want to find out what happens next and see the outcome of their choices.
  • A safe space: Learners can make mistakes and take remedial action to recover in a safe online simulation. This approach can be used to explore situations that might be too risky, difficult, sensitive or expensive to explore in real life.

How to use scenario-based learning?

There are lots of ways to include scenarios in your elearning design, from quick and simple to longer-form and intricately designed.

So, where do you start?

  1. Understand your learning needs: Begin by understanding the problem you’re trying to solve and the audience you’re targeting. This will help you identify an approach that will resonate and create real business impact.
  2. Explore the critical situations: Speak to your colleagues and find out where and why work situations might prove challenging. Identify what triggers the event as this will be the starting point of your scenario.
  3. Identify the decision points: Walk through the work situation. Pinpoint the key decision points and the motivations behind these decisions. Identify the common mistakes that people make and the key feedback and reflection points that should be highlighted.

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5 scenario-based elearning examples

Once you’ve analyzed your learning needs and outlined your scenario, it’s time to design your learning.

Here are five scenario-based elearning examples, each with a different approach, to get you inspired.

1. Scenario-based learning at scale

When working with a high volume of learners, small tweaks can make all the difference. By giving learners a range of choices to explore, this investigative scenario feels more relevant and personal to each individual. By allowing them to ‘work’ a case and draw their own conclusions they are drawn through the story and have autonomy in how they approach their learning.

Scenario-based elearning example:

scenario based elearning example

A great learning approach for:

  • Large organizations with multiple or diverse audiences in different environments
  • Addressing nuanced topics where learners need to see several viewpoints. Think ethics training, discrimination or health and safety.

Giftable  | See this scale-friendly elearning example

2. Story as a way into the substance

A scenario can be a great way into a topic that is complex, dry or otherwise tricky. In this example, the story draws the learner in and primes them for the core content about ethical dilemmas and decision making.

Interactive storytelling screen shot

Why it works:

  • The (true) story has suspense and drama without being contrived or unbelievable, and music clips and engaging visuals bring it to life
  • Decision points with immediate feedback in the narrator’s voice maintain immersion and the momentum of the story
  • At the end, those low-stakes decisions are played back with commentary on what they might suggest about the learner’s responses in higher-stakes situations
  • There is no judgment given – the scenario is all about drawing the learner in, prompting some self-reflection and priming them for the true learning content to come
  • A low-tech interactive scenario makes a big, potentially daunting, topic accessible and engaging

Giftable | Click here to go to this example

3. Product training using a sales simulation

When you need to train staff up on a new product, you could just give them the product information. But this example shows how taking a scenario-based approach to test that knowledge can be more engaging and more effective.

Product knowledge training screenshot

Why it works:

  • Applying a simple scenario turns a basic multiple choice quiz into a more challenging simulation
  • The quiz module tests the learner’s sales skills and ability to apply the learning in context, rather than simple recall of facts
  • Using a customer scenario brings the content to life and helps to embed the product knowledge
  • Feedback directs the learner back to the product information if the learner choose incorrectly, reinforcing the learning rather than just giving the correct answer

Click here to go to this example

4. Immersive branching scenarios to explore consequences

Sometimes it pays to develop a more immersive, branching scenario – like this Open University example. This works really well when you want to offer experiential learning online and need the learner to engage emotionally with a subject.

Immersive branching screenshot

Why it works:

  • It combines Elucidat’s video players, rules, branching, social polls and layout designer to immerse the user in each emotionally-charged scenario
  • The user learns by doing: their choices control the story and they see and feel the impact of their decisions on other people
  • Feedback is offered at the end rather than incrementally after each decision point, so the branching is seamless and the story more realistic and engaging
  • The use of scenarios makes the topic of mental health much more real, impactful and high stakes than simply reading about it
  • As this is a topic where there isn’t a single right answer, social polling adds an extra dimension to the scenario by showing how other people acted at various points

Click here to go to this example

5. An audio-driven scenario with game elements

This demo shows how gaming mechanics such as points and timers can be added to a scenario to create a realistic simulated environment for salespeople to practice their skills.

Gamified scenario screenshot

Why it works:

  • This scenario is audio-driven, which balances low cost and engagement and – more importantly – simulates the environment the learners work in
  • The whole scenario is in the first-person: the learner isn’t controlling a character or reacting to an observed scenario; they are the character and it’s their scenario
  • Game elements add a sense of competition and urgency to the scenario, bringing it closer to the reality of a fast-paced, target-driven sales floor

Giftable | Click here to go to the demo

Five examples of scenarios in elearning, each used in a different way. If you need to make your content more engaging, more impactful, more relevant and relatable, elearning scenarios could be the way to go. See how you can implement scenario examples with this best practice guide.

When to use scenarios to add value to your elearning?

In a nutshell, incorporating storytelling into your elearning content makes it more engaging, emotionally impactful and memorable. Crucially, it also makes it more effective: real, relevant and practical scenarios mean the knowledge and skills learnt are more likely to be transferred to the workplace.

Here are some examples of situations in which scenarios could really add value to the learning experience, and the potential benefits:

  1. When learner motivation is low. When learners simply don’t care, a well-designed scenario plays on their natural curiosity and that human tendency to want to know what happens next and where the story goes. A good scenario also encourages intrinsic motivation by striking a balance between challenging learners (to use existing skills and knowledge) without overwhelming them: success (and new skills or knowledge) has to feel within reach.
  2. When the core content is dry or complex: legal topics, compliance and so on. It can be hard for learners to envisage how this content relates to their everyday life. Opening with a story illustrating the relevance and why it matters is so much more effective than just stating the facts. It means the core content, when it comes, is more likely to stick, and it provides a memorable hook for that core content. This helps with the transfer from short-term to long-term memory.
  3. When you’re tackling a risky or sensitive topic – like mental health, diversity and difficult conversations. When the stakes are high in real life, safe exploration before the fact is key. Learners can have as many attempts as they need, making mistakes and playing through the consequences, without any real-life risks. These topics often lend themselves well to branching scenarios with multiple paths so learners can try out a number of approaches in a safe environment.
  4. When there isn’t a single right answer. Scenarios, again particularly branching scenarios, can be a great choice when you want to encourage reflection and discovery, test learners’ assumptions and encourage them to consider different perspectives. This is often the case with soft skills like leadership or negotiation. Social polling can add a useful extra dimension here too, showing learners how other people responded in the same situation and prompting further thought and reflection.
  5. When you need to test learners’ ability to apply the learning in context. Sales skills, product knowledge and customer service skills are good examples of this. A traditional multiple-choice quiz tests recall of facts but does nothing to indicate what learners can do with those facts. Adding a scenario into the mix turns a quiz into a more challenging situation, giving you confidence that – if they perform well here – they’ll perform well where it counts. It also makes it easier for learners to transfer the concepts to their real-life context.

Feeling inspired? Ask us for a free trial of Elucidat and see what you can do. And, while you play around with your free version, don’t forget to compare us with other software out there. Just check out our best elearning authoring tools blog and get the low down on what’s out there.

Giftable elearning examples book a demo

 

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Rethinking learner engagement to deliver real impact https://www.elucidat.com/blog/rethinking-learner-engagement/ Tue, 14 Jun 2022 04:00:07 +0000 https://www.elucidat.com/?p=8760 Learning doesn’t exist in a bubble. From daily tasks to urgent deadlines, lots of things are competing for employees’ time. So, how can you get their attention and create real business impact? Hear how Zsolt Olah, Senior Learning Technologist at Amazon, is rethinking end user engagement. Explore how to dig deeper so engagement translates into […]

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Learning doesn’t exist in a bubble. From daily tasks to urgent deadlines, lots of things are competing for employees’ time. So, how can you get their attention and create real business impact? Hear how Zsolt Olah, Senior Learning Technologist at Amazon, is rethinking end user engagement. Explore how to dig deeper so engagement translates into real world impact.

Rethink learning engagement to deliver real impact zsolt olah

Play this episode

Top tips to create engagement with impact

Don’t have time to listen now? Here are some top tips from Zsolt:

  1. Don’t see engagement as an add on: Embracing the latest L&D trends won’t lead to real engagement. Instead dig deeper to understand how you can achieve impact.
  2. Look to psychology to understand motivation: Understand how your employees really experience things and you can identify what motivates them.
  3. Respect your learners’ time: People are busy and under pressure to perform. Make sure L&D is providing relevant and timely support, rather than distraction.
  4. Be part of a social contract: Play your part in effective learning and development by looking at the bigger picture and working in collaboration.

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  1. Don’t see engagement as an add on

Innovation and creativity are a vital part of effective learning and development. But the desire for new, exciting approaches can lead to L&D unquestioningly embracing the latest learning trends. 

Zsolt sees L&D efforts and expertise often being focused in the wrong direction. Time and budget are invested in spicing up learning experiences or adding interaction to digital learning. While it’s assumed this will automatically create engagement, it actually may have little impact or even distract from the learning.

“Labels are killing the industry. You go to a conference, read a blog, go to a TED Talk, and see something exciting that’s going solve your problem. Instead of diving deeper into the research of what does that actually mean…you just grab the label, and stick it onto your learning. Take your long, boring course, cut it into four pieces and you have microlearning. You say, ‘I’m gonna give you five points, if you watch this boring video’ and now you have gamification.”

  1. Look to psychology to understand motivation 

Instead of believing that buzzwords will be the answer to issues with end user engagement, Zsolt looks to psychology. 

Whether someone has just completed a short course or is on a longer learner journey, understanding how their engagement is triggered is key. Emotions are not pre-wired. You can’t control these reactions. It’s all constructed based on a person’s life experience. And knowing this can help you take a more critical approach to your learning design and how you measure your success.

“Psychology shows that we remember the hype of things – the funniest or extremist part – and the things at the very end, but then everything else gets lost. And so that evaluation data itself is not really good enough to go back and improve the learning experience. Not to mention that there’s no correlation between engagement or satisfaction and application on the job or moving the needle.”

  1. Respect your learners’ time

Understanding what motivates your people is critical for producing effective L&D. When people say that they have no time to learn, they’re not saying they don’t want to learn. They’re saying that they don’t want to waste their time on things that aren’t related to their job right now. 

For Zsolt, there is nothing more demotivating for busy employees than L&D that’s irrelevant or not provided at the point of need.

“I was put into this development program to become a senior program manager. I came from a hardcore project management background, but part of his program was that you have to learn all these things again. It was boring. It was demotivating. Because I already knew it. And that’s our biggest problem. Today we have the technology to actually understand where you are with your skill set, where you want to go, so we need to provide you the shortest way to get there.”

  1. Be part of a social contract

L&D don’t own learning. Zsolt sees it as a social contract. Everybody has a part to play if learning is going to be successful. Your organization needs to provide the structure, time and incentives that enable effective career development. Managers should offer support and direction. The employee themselves need to be actively engaged in the process. 

You need to focus on this bigger picture. By interrogating the problem and understanding the circumstances people operate in, you can identify the behaviours you need to motivate with your learning solution.  

“L&D is not responsible for learning. Learning happens in someone’s brain. Our job is to provide the best conditions based on science and not myth and labels. That doesn’t mean, we’re going to give you courses. It means that we’re going to understand what your problems are, and then provide you tools. And that may be a course, but it could be a simple checklist.”

A quick recap

Lots of things are vying for your employees’ attention. If you’re going to engage your people and create real business impact, Zsolt has four strategies that can help. Don’t just look to the latest L&D trends for an engagement add on. Explore psychology to understand what motivates people. Treat your employees’ time with respect by providing relevant learning at the point of need. Always look at the bigger picture and work in collaboration to solve the real business problem.

Want to find out more? Check out the full podcast. 

About Zsolt

With over 20 years’ experience in technology and learning, Zsolt is passionate about empowering people to get the job done. He’s a champion of less content, more impact.

You can find out more and get connected with Zsolt Olah on LinkedIn.

On Zsolt’s reading list

Find out which books are influencing Zsolt’s thinking on engagement.

Surprise: Embrace the Unpredictable and Engineer the Unexpected, Tania Luna, Leeann Renniger

Zsolt sees surprise as an essential part of creating effective motivation to learn. Surprise is the key that unlocks growth, innovation, and connection. 

How Emotions Are Made: The Secret Life of the Brain, Lisa Feldman Barrett

Emotion is constructed in the moment aided by a lifetime of experiences. This book provides insight into what you can and can’t influence to motivate people. 

Looking for more reading tips? Check out our book blog

Join the conversation! 

We’d love to hear your thoughts on our podcast, so feel free to get in touch on Twitter @Elucidat with any questions or queries. You can also email Kirstie, our podcast host, at kirstie.greany@elucidat.com. As always, don’t forget to subscribe to Learning at Large in your favorite podcast app and leave us a 5-star rating if you enjoyed it. Thank you for joining us, and see you next time.

Learning at large podcast newsletter

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How to be a better LGBTQI+ ally interactive resource https://www.elucidat.com/blog/lgbtqi-ally-interactive-resource/ Fri, 10 Jun 2022 11:36:57 +0000 https://www.elucidat.com/?p=8754 Pride is a time for everyone to reflect on the progress we have made towards LGBTQI+ equality and to acknowledge that we have the responsibility to do more. The LGBTQI+ community still faces unacceptable stigma and discrimination on a daily basis. To help inform and educate everyone about how to be more supportive, the Open […]

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Pride is a time for everyone to reflect on the progress we have made towards LGBTQI+ equality and to acknowledge that we have the responsibility to do more. The LGBTQI+ community still faces unacceptable stigma and discrimination on a daily basis. To help inform and educate everyone about how to be more supportive, the Open University worked with Elucidat to create a ‘How to be a better LGBTQI+ ally’ interactive project, with a key focus on LGBTQI+ young people. 

LGBTQI+ ally

How to be a better LGBTQI+ ally

Pride month celebrates the work of LGBTQI+ people, education in LGBTQI+ history and is about acceptance and equality. But it is important that it also acts as a stark reminder of the issues affecting the LGBTQI+ community. It is vital that everyone remembers how damaging homophobia was and still is, to understand how we can all be more open and understanding to everyone.

It is always important to understand the emotions, thoughts and feelings of the LGBTQI+ community. And how everyone, but particularly those who do not present themselves in this way, can be supportive and inform themselves of how to be a better LGBTQI+ ally. 

This interactive is based on the real-life experiences of LGBTQI+ young people from Free2B Alliance, METRO Charity, and Mosaic LGBT+ Young Persons’ Trust. It aims to help you become more aware of the issues facing LGBTQI+ youth today, as well as giving advice on how you can put being an ally into practice. As it can be easy for people to fall into the trap of being a bystander in certain group situations.

The ‘How to be a better LGBTQI+ Ally’ interactive, initiated by the Open University, was shortlisted in the Online Education Resource category for the Learning on Screen Awards 2022.

LGBTQI+ ally

Try it for yourself here!

“LGBTQI+ young people are often bullied and trans young people are at particular risk of being mistreated. So we worked with LGBTQI+ youth to create this immersive educational interactive, because young people were keen to share their experiences and co-create this novel tool. The interactive aims to support adults, including teachers, to better understand LGBTQI+ youth and instruct them on how they can become better allies to these young people.” Dr Mathijs Lucassen PhD SFHEA, Senior Lecturer in Mental Health, The Open University

What learning design approaches have been used?

This project uses a series of interactive scenario chapters to tell the story of a situation faced by a LGBTQI+ young person. By the end of the interactive, the aim is to have helped learners become more aware of the issues faced in this community and to have provided practical advice so learners can start taking action by being an ally. 

It does this by:

  • Using storytelling techniques and immersive video drama to encourage empathy.
  • Asking reflective questions to get the learner considering the actions they would have taken in response to the situations being discussed.
  • Diving deeper into the story by sharing character thoughts and advice from experts.
  • Using Elucidat’s social polling feature to create connections between learners and demonstrate the different confidence levels people may feel in relation to being an LGBTQI+ youth ally.

Finally, learners get answers to common questions about being an ally and steps to take to be a better ally today.

Summary

It is vital that everyone can be supportive and inform themselves of how to be a better LGBTQI+ ally. This interactive supports everyone to become more aware of the issues facing LGBTQI+ youth today, as well as giving advice on how you can put being an ally into practice.

LGBTQI+ ally

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Why employee training is important (5 reasons) https://www.elucidat.com/blog/why-employee-training-is-important/ Thu, 26 May 2022 11:00:29 +0000 https://blog.elucidat.com/?p=2251 Employee training and development programs provide the perfect opportunity to expand the knowledge base within your organization. And most importantly, great learning experiences make for a happier, more productive workforce. Employee training is vitally important to the success of a competitive workforce. No matter the industry, filling the gaps in your employees’ professional knowledge is […]

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Employee training and development programs provide the perfect opportunity to expand the knowledge base within your organization. And most importantly, great learning experiences make for a happier, more productive workforce. Employee training is vitally important to the success of a competitive workforce. No matter the industry, filling the gaps in your employees’ professional knowledge is essential to keeping them productive and fulfilled. A high-quality training program can do exactly that.

Why employee training is important

Implementing an effective employee development program will increase the competency of your staff and boost their job satisfaction, contributing to improved staff retention. Regular training can also improve the overall efficiency of your organization and even the workload between employees with a common knowledge base and skillset. Not only will your employees benefit, but your clients too, increasing the likelihood of repeat customers and word-of-mouth referrals.

Unfortunately, some organizations fail to realize the value of employee training programs, which can have a detrimental effect on the business itself. In this article, we take a dive into what employee training is, why it’s important, and how you can provide knowledge and skills in a cost-effective way.

What is employee training?

Employee training is about helping your employees learn and develop their skills so that they can become more effective at what they do. Many businesses invest in employee training because it can increase staff motivation, improve productivity and the quality of work. Employees who are trained are more likely to have a long-term commitment to their employer, as well as perform better at work. 

Employee training can be delivered through many mediums such as elearning, in-person classroom sessions, face-to-face coaching, group workshops or even a blended approach of all of these.

Whether you’re starting a new business or working for an established company, providing your employees with effective, impactful training is an investment you can’t afford to neglect.

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5 reasons why employee training is important

Most employers wouldn’t take on an under-skilled worker, yet many are reluctant to invest in ongoing job training for the skilled workers that they do have. As workplace technologies and processes continue to evolve, this lack of effective training programs leaves once skilled workers lagging behind.

How can an organization compete with a workforce weaker than its competitors? The short answer is that it’s somewhere between difficult and impossible! Find out all you need to know to develop bulletproof employee training in this Ultimate Guide to Employee Training.

Let’s move on to the five benefits of employee training and why you should invest in it.

1. It’s expensive to lose employees

Hiring new employees is never cheap. A recent survey cited by the go2HR Society indicates that 40 percent of employees leave their positions within the first year due to poor training opportunities. Furthermore, the Centre for American Progress reports that replacing an employee can cost 20% of the annual salary for employees who make between $30,000 and $50,000 (and up to 213 percent of the annual salary for highly trained executives).

With that in mind, companies that provide industry standard training will have more engaged employees, and therefore, are more likely to retain employees. It costs money to replace staff, so it simply makes sense to train and develop current staff and improve employee retention at the same time.

2. Trained employees are more efficient

Training can be used to drastically improve productivity and boost employee performance. When your employees are able to complete tasks more efficiently, using the most effective methods, there are two immediate benefits to your business:

  • They complete more tasks in a given period of time, maximizing your return on investment (i.e., the hourly wage you pay employees).
  • Customer satisfaction is likely to be higher when your services are delivered in a timely manner.

3. Trained employees have higher production standards

Of course, getting work done quickly loses its impact if it isn’t done properly.

Employees who are well trained are more likely to produce higher-quality output the first time around, thereby minimizing mistakes. This creates less wasted time in rework and customers who are delighted with the quality, reliable goods and services.

Design training your employees will love. Free Elearning Project Template

4. Trained employees will retain and grow your customer base

Some of the points we’ve already seen describe how training can directly impact your customers’ satisfaction.

And this is very important because customers leaving you is bad. It’s generally accepted that it’s less expensive to maintain existing customers than it is to win new ones.

Losing a customer is a double loss; you’ll lose ongoing revenue from that customer, and it’s unlikely that they’ll be directing potential, new customers to you.

The opposite is also true. A delighted customer can give you a double win! Not only are they liable to become a return customer, but they are also more likely to refer new customers to you.

So, having well-trained staff that results in satisfied customers can save you money, generate revenue, and grow your customer base.

5. Training doesn’t have to be expensive

Training’s 2014 Training Industry Report shows that 28.5% of training hours were delivered via online or computer based technologies (i.e., no instructor), and 29.1% of training hours were delivered via blended learning methods.

Modern elearning authoring tools, like Elucidat, enable organizations to create quality corporate elearning and online support aids using in-house subject matter experts without the need for expensive tech support.

Leveraging your in-house expertise to create online training elements, face-to-face up-skilling sessions, or even informal Lunch ‘n Learn sessions (i.e., employees bring and eat their lunch while an in-house expert shares some wisdom) are great ways to introduce learning into your organization at minimal cost.

Related: Stay on top of the latest elearning ideas, trends and technologies by subscribing to the Elucidat weekly newsletter.

In conclusion

It’s clear that an investment in employee training is vital for any organization looking to succeed.

According to a Deloitte report on accelerating workplace change, training budgets are increasing year on year. It’s not unreasonable to expect this general trend to continue as the pace of technological change increases and the battle to win the customer dollar becomes more competitive.

If you accept that a better-trained workforce is likely to be more profitable than a less well-trained one, then doesn’t it make sense to be a business that invests in training rather than one that doesn’t?

As the saying goes, “If you think training is expensive, try ignorance.”

Design training your employees will love. Free Elearning Project Template

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How to create personalized elearning (5 tips and examples) https://www.elucidat.com/blog/how-to-create-personalized-elearning/ Tue, 24 May 2022 10:00:14 +0000 https://www.elucidat.com/?p=8735 In a world where ‘one-size-fits-all’ no longer applies, and advanced technology is ever-present, personalization has become essential. Especially when it comes to elearning. But what is personalized elearning and why should you start creating it? Find out exactly how to create personalized elearning that is relevant and relatable to keep your learners engaged.   What […]

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In a world where ‘one-size-fits-all’ no longer applies, and advanced technology is ever-present, personalization has become essential. Especially when it comes to elearning. But what is personalized elearning and why should you start creating it? Find out exactly how to create personalized elearning that is relevant and relatable to keep your learners engaged.

 

What is personalized elearning?

Personalized elearning focuses on tailoring learning experiences to meet the needs of an individual. Learners have specific expectations and demands for elearning and these should be taken into account. From what is learned to when it is learned to how it is learned, learners have specific needs that should be met. 

Personalized elearning can influence the experience learners have of learning content. For example, through gamification, short videos and adaptive learning. This can be achieved in a number of ways including, altering the pace of learning or presenting content using varying approaches such as an instructional approach.

Why personalization matters

Many of us tend to look at learner groups as big, homogenous groups rather than seeing learners as a collection of unique individuals with different learning needs. This can often lead to disengagement.

Personalization focuses on targeting individual learners – addressing their needs, their context and their goals, and providing content tools and experiences that align to those factors. 

We know that providing personalized elearning leads to better, more people-centered learning experiences. This is because the learning content created becomes more relevant and relatable for the learner. This can also reduce the time taken to complete the content whilst providing better overall outcomes – a win-win for everyone. 

5 ways to personalize your elearning

In the recent Design Tip Tuesday session run by our Learning Consultants, we shared five ways to personalize your elearning to increase engagement. Let’s take a look at how to do this…

  1. Role Selector

The role selector approach gives learners specific content for their role. This works by asking a tailoring question upfront, for example around the learners’ job role. The subsequent content is determined by  the option the learner selects.

Here’s an example: 

personalized elearning

See this example on the showcase.

This tailored question has been used for a role selector, but can be used to tailor content based on a variety of factors including experience level, business unit, or territory

This example uses the Rules feature on Elucidat to branch the topics or pages shown depending on what role the learner selects upfront. 

The Role Selector approach allows the learner to be confident that they are getting content that is targeted to their needs. This in turn reduces learner time, as people are only shown relevant content.

Here’s a handy guide to using role selectors.

  1. Adaptive Pre-test (Diagnostic Quiz)

An adaptive pre-test uses an up-front quiz to identify knowledge gaps.  Learners are then served content based on the gaps identified.

This personalized elearning approach reduces learner time as learners are not required to work through content  they have already proved they know. 

Here’s an example: 

personalized elearning

See this example on the Showcase.

This example uses Rules to only display a given topic if users fail a related  question or questions in the pre-test.

Here’s a handy guide to using Rules.

  1. Branching Scenario

Branching scenarios create immersive learning which responds to learners’ choices. This works by tailoring the path through a course based on learner decisions within the context of a narrative. 

Branching scenarios are great for showing the impact/consequences of learning points being applied correctly or incorrectly in realistic situations.

Here’s an example: 

personalized elearning

This example displays different pages depending on the choices users make throughout the module. 

Built using a Learning Accelerator template, this scenario poses scenario questions with perfect, imperfect and poor answer options. Pages branch based on the chosen answer:

  • Perfect answers reveal the positive outcome before moving onto the next stage of the scenario.
  • Poor answers reveal the negative outcome of choosing incorrectly, before being asked to try the question again.
  • Imperfect answers reveal how that imperfect action would influence the scenario, followed by another question to see if the learner can get things back on track. 

Here is a handy guide to setting up branching.

Template is available in Learning Accelerator.

  1. Tailored Summary

Creating a tailored summary allows learners to use text inputs and social poll questions to provide personal feedback. This can encourage behavior change with a tailored summary sequence. 

Here’s an example: 

personalized elearning

This example uses Clips and Social Polls to provide reflective summaries. 

The first page in the summary sequence asks the learner to reflect on goals then actively choose a tip to focus on.

Then, the second page recaps their commitment, shows a polling graph to demonstrate what their colleagues are focusing on, and uses the Clips feature to play back how many are focusing on the same areas as them.

Here’s a guide to using Clips and Social Polls.

Template available in Learning Accelerator.

  1. Personalized Action Plan

A personalized action plan gives learners a clear plan of actions based on their choices and inputs. This personalized elearning approach is great for providing personalized advice in behavior change modules.

Here’s an example: 

personalized elearning

See this example on the Showcase.

This example uses Clips and Rules to provide an in-depth personalized action plan. 

Rules dictate which action plan page is shown to a learner based on their answer to a specific question. The action plan is personalized further using Clips to play back learner responses to a second question.

Here’s a guide to using Clips and Rules to build your own.

Summary

Personalized learning is an effective means of driving learner engagement within elearning, reducing seat time, and improving retention within your workforce. Here are some key takeaways to help get you started on your own personalization journey…

Key takeaways:

  • Creating personalized elearning is vital to keeping learners engaged and increasing relevancy.
  • Providing personalized elearning leads to better, more people-centered learning experiences.
  • You can personalize your elearning through creating: a role selector, an adaptive pre-test, a branching scenario, a tailored summary, and a personalized action plan (among many others!).

personalized elearning

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What Is L&D And Why Is It Important? https://www.elucidat.com/blog/what-is-ld-why-is-it-important/ Mon, 23 May 2022 14:55:42 +0000 https://www.elucidat.com/?p=8732 Growth is the lifeblood of business. After all, without attention and development, companies stagnate. The same can be said for your learners. Dedicated learning and development programs create a culture of continual learning, breathing fresh air into teams. In this article, find out what good L&D is, and why it’s important. While L&D empowers employees […]

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Growth is the lifeblood of business. After all, without attention and development, companies stagnate. The same can be said for your learners. Dedicated learning and development programs create a culture of continual learning, breathing fresh air into teams. In this article, find out what good L&D is, and why it’s important.

What Is L&D And Why Is It Important?

While L&D empowers employees to grow within their role, it’s also a powerful retention tool. In fact, 93% of employees cite investment in career development as a reason to stay in their current position. With this in mind, the importance of learning and development in organizations cannot be understated.

But what is L&D and why should your organization implement it? Here, we look at the key facts and figures which highlight the importance of learning development.

What is Learning and Development?

Learning and development (or L&D for short) is a valuable HR function that provides employees with the skills they need to succeed. It’s a dual-benefit tool, nurturing the individual development of the employee while simultaneously enhancing business performance.

L&D is something of a broad term, and its implementation can differ depending on the size of the organization. In essence, it relates to all efforts to encourage professional development. From training courses to development activities, there are a number of different tactics businesses can utilize.

Whether upskilling for enhanced performance in current positions or addressing skill gaps elsewhere in the company, L&D is the foundation for tangible growth. More than a box-ticking exercise, these programs are designed to nurture and maximize the talent within your organization.

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Why Learning and Development is Important

Learning and development is important for the present and future of an organization. It can have a transformative impact on immediate output while strengthening long-term objectives. Here are 4 key reasons why L&D is so important.

1. Improved Business Performance

Business performance is usually the foremost objective of an L&D program. Essentially, the programs train employees to carry out their job to a higher standard. Improved employee performance is tantamount to improved business performance. Your workforce will be primed to meet KPIs, gaining the skills they need to achieve such targets.

Providing training can also increase productivity. A study by IBM found a 10% productivity spike among teams who had undergone training. This can be attributed to an informed, knowledgeable workforce who are confident in carrying out the tasks at hand.

Effective training grabs their attention and keeps hold of it, providing long-lasting, useful knowledge. Similarly, training shows an investment in the employee, forming a stronger connection and alignment with company values.

2. Employee Satisfaction

Investment in learning and development is a real investment into your workforce. It shows appreciation of their own development and that they’re valued. No one likes to sit still or feel like their development isn’t part of the bigger picture. Addressing skill and knowledge gaps through training creates a more functional work environment.

Happy learners equal a happy business. Disillusioned employees are likely to deliver poor quality work. Similarly, workplace stress can increase without the right support. Proper training makes employees feel comfortable and content in their day-to-day work.

Engaging L&D is also likely to inspire a thirst for further knowledge. We’ve all sat in drab mandatory training courses focusing on the clock rather than gaining knowledge. A quality program kickstarts a long-lasting learning journey.

3. Retention

L&D opportunities are hugely influential on career choices. It’s why so many companies highlight development and training schemes in job descriptions. People value the opportunity to climb the ladder and take their skills to the next level. A company offering access to courses and learning management systems is a far more appealing proposition than those who don’t.

Tailoring training to individual requirements helps to retain employees. Through gearing training towards personal ambitions, your company is clearly shown as the right place for their professional development. This can also save you a pretty penny in the long haul. A study found that rehiring can cost up to 30% more than retraining. So, costly staff can be avoided with improved training.

4. Top Talent Acquisition

As well as benefiting current employees, an effective L&D strategy makes your brand more appealing to prospective staff. In a competitive job market, reputation is everything. There’s a reason why giants of the corporate world shout about their development initiatives.

You can stand head and shoulders above industry competitors and attract the very best talent by cultivating a strong reputation for developing employees.

How To Identify Individual Learning And Development Needs

Determining training needs is the kick-off point for all development programs. There’re a number of steps you can take to find out which training your team needs without any awkward conversations. Here are just a couple:

Perform A Skill Gap Analysis

A skill gap analysis sniffs out discrepancies in team-wide skill sets. It can be deployed to find elements of training you need to be focussing on. To conduct such analysis, you measure the current skill level against the required skill level. This can form part of a performance review or general 1-2-1 to see where ratings align and where training is required.

Hear more from Lori Niles-Hofmann on the benefits of ‘right-skilling’

Employee Satisfaction Survey

A simple yet effective way of collating the thoughts of your team is a survey. With this tool, you can find out their competencies and where they feel less confident. Likewise, you can identify desires for training or development which may not have been vocalized.

Learning and Development Examples

There’s no one size fits all solution when it comes to developing your workforce. Everyone learns at their own pace and in their own ways. As such, it’s important to have a few different tools in your arsenal. Employee development has many different faces, depending on the specific needs of the organization.

While there are a number of approaches to L&D, blending the learning experience can help to create a solid learning culture. Many large corporations invest heavily in training databases that can be accessed across the entire company. These can range from interactive workshops to dictated lessons.

One of the most influential L&D models is the 70:20:10 approach. Within this approach, 70% of the learning is practical, 20% comes from colleagues or managers, and 10% is learned from structured training. This approach encourages live learning and real-time feedback. The approach allows employees to learn from their mistakes, well-suited to those who learn by doing.

Summary

Effective L&D programs are crucial for employers that are looking to be successful, at scale. Not only will it boost business performance, but also employee satisfaction and retention – all while attracting the top talent to your organization. This in turn will create a more positive working culture and boost morale.

Interested in seeing some great examples of online learning to get you inspired? See these 10 top examples.

How Can Elucidat Help You With Learning and Development?

From onboarding support to comprehensive training programs, Elucidat specializes in empowering any author to create impactful training.

To find out more about how Elucidat can help with your L&D strategy, book a personalized demo today.

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