Hyperbolic Discounting – Why Time and Size Matter in Learning

Hyperbolic Discounting in Learning

Hyperbolic Discounting – Why Time and Size Matter in Learning

If you’re involved in the learning and development space, you cannot have missed the trends of gamification and microlearning. As organisations consider implementing these approaches, they are often vary of buying into fading fads – and rightfully so! However, a lot of the new methods and approaches that may come across as gimmicks actually have valid foundations in the science of teaching, pedagogy, as well as educational psychology. To help organisations understand why things like gamification and microlearning work, we decided to open up some of the learning psychology behind each approach. Hence, let’s look at a phenomenon called hyperbolic discounting and it’s effect on learning.

What is hyperbolic discounting in short?

Hyperbolic discounting is a phenomenon initially discovered in behavioural economics and is in fact one of the cornerstones of the field. The prevalent finding and consequence of hyperbolic discounting is people’s preference towards smaller rewards in the near future rather than large rewards in the distant future. Generally, research sees people as present-biased, meaning they are more likely to sacrifice long-term gains in terms of short-term interest.

Now, why does this matter in learning? The two major modern learning approaches basing on this behavioural trait are instant rewarding and microlearning:

1. Hyperbolic discounting explains the success of gamification

The underlying principle of gamification is to provide continuous and relatively high frequency rewards to motivate the learner. Whereas large contexts of learning may seem overwhelming, gamification helps learners to track their own progress in more manageable pieces. With instant rewards, learners always get some kind of “credit” for their participation.

This happens to play perfectly on the psychology of hyperbolic discounting. Rewards are no longer vaguely defined (e.g. this learning helps you in your career path) and difficult to assign a mental value to. Rather, learners know that when they commit to something, they will be instantly rewarded. Naturally, the rewards come in many kinds: badges, points, credits, financial rewards and social recognition just to name a few. The common denominator is that learners can “collect” them instantly.

2. Chunking learning content to cater for the present-biased

Now, it’s likely that gamification is not suitable for everything. Yet, the psychology of hyperbolic discounting and its effect on learning remains. The structure of learning content is a major factor in catering to the phenomenon. Whereas gamification tends to cater to extrinsic factors, you can use a bite-sized learning content structure to cater to the intrinsic aspects of learning motivation.

For instance, you may have a course you require your employees to take. However, as a whole, the course might seem overwhelming with its length. Learners procrastinate and delay uptake due to the high time investment required and rewards being outside of their immediate horizon. To overcome the problem, you should try chunking the content into manageable pieces. The approach of chunking content overlaps a lot with the concept of microlearning. Overall, the approach helps your learners to manage their own targets better. Doing a small task for a few minutes feels a lot easier. Consequently, this could increase your learning uptake and time-to-competency, as learners are engaging more consistently and frequently.

If you have challenges in your digital learning engagement and participation, we may be able to help. The help can be in the form of consulting on learning design or hands-on content development. Just contact us here to discuss your challenges. 

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5 Ideas for Leveraging Intrinsic Learning Motivation

Intrinsic Learning Motivation

Intrinsic Learning Motivation & 5 Ideas for Leveraging It in Digital Learning

When it comes to corporate learning, motivation is a tricky subject. As we know, motivation comes in two kinds – extrinsic and intrinsic. Learning itself is arguably an area where intrinsic motivation is prevalent. People find meaning in developing themselves and acquiring new skills. However, statistics of corporate learning don’t always support this line of thought. Motivating learners seems to be difficult, and consequently many organisations have adopted maybe an unnecessarily large focus on factors of extrinsic motivation – rewarding and punishing for success or failure in learning activities. However, as learning in its natural state is one of the most psychologically rewarding feelings, it might be good to step back slightly and consider what you can do to leverage your employees’ intrinsic learning motivation.

1. Shift control to the learner to develop a sense of responsibility

As it is, corporate learning tends be a very top-down exercise. From the learners’ point of view, it may seem that their professional and career development is dictated by someone with limited exposure and oversight to their actual needs and responsibilities. Does it have to be that way? Not necessarily. Let the employees have more control over their own learning. Let them make choices on what, how and when to learn. When you give freedom of choice, you’ll evoke a natural sense of responsibility, which goes a long way to to secure intrinsic learning motivation. To take the idea one step further, you could also enable the sharing of user-generated learning content.

2.  Ensure learning content is relevant and applicable

A major hurdle in learning engagement is that employees don’t see the content as relevant. Often, the organisations may have themselves to blame for over-reliance on one-size-fits-all and off-the-shelf programs. If the content moves on an abstract level, learners are more likely to have a hard time identifying ways to implement it in their daily jobs. Thus, it’s vitally important to spare some thought on the real-life applications of the given learning. For practical skills, tools like learning simulations provide a great medium of linking the training with the daily jobs.

3. Give constant and constructive feedback

Giving learning feedback also goes a long way for intrinsic learning motivation. With proper feedback, learners can enjoy a sense of accomplishment. Furthermore, it helps them to understand when they’ve made mistakes and how to improve on them. Try to avoid negativity and bestowing a sense of failure upon the learners and remember to level the feedback with the complexity of content.

4. Encourage collaboration and sharing for intrinsic learning motivation

Learning doesn’t, and probably shouldn’t, be an individual effort. From a motivational standpoint, the feeling of contributing to a larger social context, i.e. social presence is powerful. Whereas the shift in control is likely to help learners develop a sense of personal responsibility, this helps them to develop a shared responsibility. You can use both collaborative and competitive elements to achieve the goal. Collaborative learning activities help to engage through social commitment, whereas different gamification techniques can help to foster friendly competition.

5. Personalise learning experiences

Finally, personalisation is yet another powerful tool in sustaining intrinsic learning motivation. The “difficulty” of content comes across as one of the most important factors. If the learning content difficulty completely matches the employees’ current skill level, they are not likely to engage deeply. Instead, you’ll want to give your learners a challenge which they can overcome to get the sense of accomplishment fuelling the intrinsic motivation. To provide a diverse group of learners with the content of the right difficulty, you may consider an adaptive learning design method.

Are you having trouble motivating your learners? We can help by auditing your learning content and delivery and provide tailored suggestions on improving both. Just contact us

 

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Explainer Animations for Learning – Engage with Visuals

Explainer Animations for Learning

Explainer Animations for Learning – Engaging with Visuals

The preferred ways of presenting information have become increasingly multi-faceted over the last few years. In the digital and mobile era, conventional information format like documents, slide decks and presentations have lost their way. Information today has to be quick and convenient to access, as well as increasingly visual. Visualised information – especially in the format of videos – provides learners a convenient medium getting to the right facts and figures at the point of need. It’s also helpful for opening up different concepts and frameworks. Hence, we’ll look at a few examples and use cases for explainer animations in learning.

What can you use explainer animations for in learning?

In general, we consider explainer animations to work well conveying the following kinds of information:

  1. Numerical information
  2. Statistics
  3. Business Cases
  4. Persuasive Messages

To better illustrate things, take a look at this sample of an explainer animation explaining the concept of flipped learning.

Why do explainer animations make a difference?

As we are constantly fighting for our learners’ attention, video-based content generally provides a good alternative for increased engagement. Furthermore, using explainer animations or videos helps you to focus on the key messages, stripping away unnecessary information and all the “nice-to-know”. This helps to avoid cognitive overload on the learners’ part, which in turn increases learning retention. Furthermore, you are also engaging two new groups of people with spatial/visual and aural/musical learning styles. Overall, the time required to build animations such as this one is not that huge, hence justifying the investment. In terms of software needed, Vyond provides a great tool for creating all types of animations.

If you need help in delivering better learning with explainer animations and videos, we can help. Just contact us. Furthermore, if you’d like to create your own, take a look at Vyond

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Leveraging Learning Content Analytics for Better Learning Experiences

Learning content analytics cover

Leveraging Learning Content Analytics for Better Learning Experiences

 

We published this article first on eLearning Industry, the largest online community of eLearning professionals. You may find the original article here

An area where Learning and Development professionals could learn a lot from, e.g. marketing experts, is content analytics. Whereas marketing has embraced the need to constantly iterate and redevelop content based on real-time campaign analytics, learning professionals tend to take the easier route. Once an eLearning activity is produced and published, it’s easy to just leave it there and be done with it. But the work is really only at its midway. How do you find out if the content resonated with the audience or not? If it didn’t, how do you figure out what are the problem areas with the content? This is where learning content analytics come in handy.

Example Of Learning Content Analytics On A Training Video

When analysing the effectiveness of eLearning content, you should pay attention to what kind of metrics you are tracking. For instance, in the case of a training video, traditional metrics like how many times the video was opened don’t necessarily carry a lot of value. Instead, we should be looking at the content consumption behaviour on a wider scale, throughout the content and the learning journey. Let’s take a look at an analytical view of a training video.

Learning content analytics on training video
With learning content analytics, you can easily capture where your learners lose interest and drop off.

In this example, you can see the users’ behaviour at various stages of the training video. As usual, you see a slump immediately in the beginning, followed by another bigger slump later on. We’ve coloured the 2 main points of interest to break them down.

1. Initial Attrition

You are always bound to lose some learners in the beginning due to a plethora of reasons. However, if you constantly see big drops starting from 0 seconds, you might want to double-check, e.g. the loading times of the content, to make sure your learners are not quitting because of inability to access the material in a timely manner.

2. Learning Content Engagement Failure

Going further in the video, we see another big slump where we lose around 40% of the remaining learners in just 30 seconds. Clearly, this represents a learning engagement failure. Something is not right there. Learners are likely dropping off because the content is not engaging, relevant or presented in an appealing way.

How Should I Incorporate Content Analytics In The eLearning Development Process?

The above-mentioned video analytics is just a single example of how you can use content analytics to support your learning. Ideally, you should be running these kind of analytics across all your learning content. xAPI tracking capabilities give a lot of possibilities in this regard. Once you’re collecting the data and running the analytics, this is how you could build the use of analytics into your eLearning development process:

  1. Develop an initial version of eLearning materials
  2. Roll it out to a test group of learners, monitor the analytics
  3. Identify potential learning engagement failures and re-iterate content accordingly
  4. Mass roll-out to a wider audience
  5. Revisit the content analytics at regular milestones (e.g. when a new group of learners is assigned the content) to ensure continued relevance and engagement

This type of approach helps to ensure that the learning activities you provide and invest money in, perform at their best at all times.

How Can I Use Learning Content Analytics To Provide Better Learning Experiences?

By now, you’ve surely developed many use cases for content analytics. To summarise, here’s how you could provide a better learning experience through data-driven insights:

1. Identify The Types Of Content Your Learners Like

In the case of videos, you could benchmark the performance of different types of videos (e.g. talking heads, animations, storytelling videos) against each other and see what type of content keeps your learners engaged the best.

2. Develop Engaging Content

With the power of analytics, you’ll be able to develop better learning. You are able to find out immediately what works and what doesn’t. No need to run extensive surveys. The behavior of the learners is the best feedback.

3. Personalise Learning Experiences

You can naturally run analytics for individuals and defined groups, in addition to the whole mass of learners. This helps you personalise the learning experiences according to e.g. skill levels, seniority, experience, previous learning history, etc.

All in all, learning content analytics provide a powerful tool for increased transparency and visibility into the performance of your eLearning. As learning moves to more in-demand and just-in-time, they help to ensure that you’re delivering the right content to the right audience.

Are you interested in developing more analytical, data-driven approaches to your L&D? Or want to know more about different content analytics possibilities? Just drop us a note, and we’ll get back to you. 

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Social Presence – Key to Impactful Learning Experiences

Social Presence in Learning Experiences

Social Presence – Key to Impactful Learning Experiences

Fundamentally, learning is a social process. There’s no dispute that our social context; interactions, engagements and relationships all play a role in shaping our knowledge, skills and capability. Thus,  it’s vital for learning professionals to understand the value of social presence. Social presence, simply defined, is the feeling of being part of something. It seems that this social presence is why face-to-face training is still relevant. People come to the classrooms not only to gain knowledge, but to interact, form connections and engage in social activity.

The failure to replicate this type of environment may have been the reason why traditional eLearning never became the success it was set out to be. However, technology has evolved tremendously from the days of that type of eLearning. Hence, we nowadays have the capabilities of nurturing that social presence even with digital tools. And here are some considerations to help you along the way.

Building Connections and Facilitating Interactions

To attract learners to your digital learning experiences, you need to make sure they have the same possibilities of connecting with people than in face-to-face. Facilitating learning through a social platform helps tremendously in this regard. People can build their connections, engage in discussions and share experiences. People don’t only learn through the materials or the instructor, but from each other also, which the peer-to-peer connecting opportunities facilitate.

Interactions also play an important part in learning engagement. When you are physically disconnected from other learners, it’s vital to have opportunities for interacting in different ways. Enabling people to build profiles, like, comment, share and follow – all fundamental concepts of social media – helps to nurture the social presence and keep learners engaged.

Build on experiences encouraging reflection

Naturally, all learners are individuals and thus have their own individual context – prior experience, background, exposure etc. It’s important to build on these individual experiences, which is one of the primary ways of adult learning. Reflection is of equal importance, enabling the learner to link new knowledge in to previous experiences and form the understanding required for application. Finally, even individual experiences and reflections are powerful when shared with others, as we also learn by mimicking and mirroring. Thus, enabling social presence is important and you should make it possible even across activities that may feel “individual”.

Leverage on groups for learning ownership and support

Social presence can also be an important tool for motivation. When people are actively engaged in a learning group, they are more likely to take ownership of their learning. This means that they are more likely to seek out learning opportunities based on their personal needs e.g. to better participate in discussions. Due to the collaborative nature of learning, individuals are also less likely to drop out of the activities. There’s a sense of commitment to the group and no-one wants to let their peers down!

These type of engaged communities also go a long way in internal support. Whenever someone is struggling, it’s easy to approach people for help. Furthermore, in an engaged community, people often proactively identify opportunities in helping other people. This creates a great platform for both emotional and performance support, which can reduce the L&D department’s work quite drastically.

These are a few ways of leveraging on the power of social presence in your digital learning. If you’d like to learn more or need tools for facilitating social presence in the digital era, just contact us

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5 Quick Tips on Giving Learning Feedback

Learning Feedback

5 Quick Tips on Giving Effective Learning Feedback

Feedback is an integral part of any learning process, whether instructor-led or self-paced. With effective learning feedback, you can increase engagement, motivation and growth in your learners. With the plethora of digital tools available today for seamlessly giving feedback, there’s no excuse in doing so. Furthermore, feedback is not difficult to incorporate into eLearning courses either. Most of the content authoring software come with easy tools for feedback. Also, modern digital learning environments increasingly support creative ways of feedback, such as gamification. However, even with all these tools, it’s important to remember what constitutes good learning feedback. Here are 5 quick tips on it.

1. Feedback needs to be continuous, but not interfering

Ideally, every learning activity, whether a video, storyboard or a classroom session, should have feedback. Continuity in giving learning feedback helps to guide the learning process. However, you should give feedback at natural milestones, such as the end of an activity. If you start giving out feedback midway, you have a risk of interfering with the learning flow of the employee.

2. Learning feedback must be about the activity and performance

Naturally, when giving feedback, you should focus on the activity and performance, not the learner as an individual. This is more of a problem in instructor-led sessions, where instructor may fall subject to attribution bias. Understand that everyone can improve through effort, and performance improvement is the thing that matters.

3. Use Effort Praise in your learning feedback

Effort praise vs. intelligence praise is a Growth Mindset concept. By verbally structuring your feedback for effort (e.g. “You worked hard, but it wasn’t quite enough yet. Could you find another way to do this?”) instead of intelligence (e.g. “Perfect. You’re are the best in the group”), you are developing a mindset that embraces challenges and risk and is creative and innovative.

4. Provide reasoning and guidance, not only scoring

When designing learning feedback loops, it’s important to explain the reasoning for a particular type of feedback. Instead of just telling the learner whether they got it right or not, explain why. Why was the answer wrong? Why was the solution to the problem not appropriate? In fact, it’s often good to explain even why the answer was right! From the reasoning, you can also move forward to guiding the learners to try again with a different approach.

5. Embrace making mistakes

Another concept from the realms of developing a growth mindset and learning feedback, embracing mistakes, is important. Mistakes are a natural phenomena and we learn through them. Hence, you shouldn’t punish your learners for making mistakes. Learning activities should be the de facto risk-free platform where they can make those mistakes. Furthermore, you may consider that others in the organisation may learn from someone else’s mistakes too – so share them!

Are you supporting your learners through adequate feedback in classroom sessions as well as eLearning? If you need help getting started, just drop us a note

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Learning Digitalisation – 5 Common Pitfalls to Avoid

Learning Digitalisation

Learning Digitalisation – 5 Common Pitfalls to Avoid

More and more organisations are currently undergoing a digital transformation process for L&D or looking to digitalise their learning activities. Whether the desired outcome will be fully digital or blended learning, companies should keep in mind a number of things. As with any change, good planning and strategy makes or breaks the initiative. We decided to help you in crafting the optimal strategy for digital learning. Hence, here are 5 common pitfalls to avoid with learning digitalisation.

1. Not re-engineering learning content for digital delivery

One of the first things where organisations try to cut corners is learning content. “Powerpoints, PDFs and text based manuals have worked for a long time. Why don’t we just upload them to the learning system?” Absolutely not. These mediums may work with active facilitation in a classroom setting, but they are just abysmal for digital delivery. A lot of it doesn’t scale to different screen sizes, and none of it has any interactivity. Digital learning cannot be passive, otherwise you’ll lose out a lot on effectiveness. The 21st century content needs to be full of two-way interactivity and use mediums like animations, simulations and video.

There are no fast wins here. Interactive content development does take time. But good strategic planning will get you started on the right track. And of course there are vendors you can engage as well.

2. Restricting accessibility with archaic platforms

In 2018, the world is mobile and so is our learning. Your employees want to learn anytime, anywhere, using the short segments of downtime they have during their days. However, even a fluid mobile learning experience is not enough. Nowadays learning environments need to work coherently and in-sync across all devices and platforms. Thus, an employee could e.g. start a course at office on his desktop, continue with mobile while commuting and finish off by watching videos on a TV at home.

Mobile and cross-platform functionality is an absolute necessity today. The good news is, thanks to mobile becoming a commodity, these types of platforms can be had at competitive prices! Thus, even small organisations can feasibly look into learning digitalisation without breaking the bank.

3. Neglecting the value of data and learning analytics

Learning data collection and learning analytics will be two of the biggest things impacting L&D for the foreseeable future. Thus one of the most important questions to answer is how do we measure learning in the future?  One of the most important data specifications for the future of learning is the Experience API (xAPI). We strongly advise against committing to any learning platforms or content tools that do not support xAPI. (You may read more on the importance of xAPI here.)

Unfortunately, the way things work is that if a system is not originally built to collect or handle certain types of data, it may become virtually impossible to do so afterwards. Thus, it’s of utmost importance to do proper due diligence on the existing data capabilities and specifications.

4. Neglecting Learner User Experience

As mentioned, data capabilities are of utmost importance in learning digitalisation. However, the learning user experience is equally important. A great looking platform is not enough by itself. Engaging and interactive content is not enough by itself. Both of the aforementioned are not enough if you’re not providing true accessibility and freedom of learning. Therefore, it’s important to study and understand your learners – what are their preferences and how should their whole learning journey be facilitated as seamlessly as possible. The technologies, learning culture and practices need to be aligned.

5. “Black and White” mindset in learning digitalisation

Many companies, vendors especially, claim that learning digitalisation solves all L&D problems of the future. But of course it doesn’t. On the other hand, many trainers believe that you simply cannot facilitate certain topics digitally. History has proven both wrong many times. Hence, it’s important to understand the place, meaning and value of digital in the context of the whole L&D strategy. Furthermore, you should be liberal to experiment with different topics and different types of delivery. A carefully crafted blended learning approach can work wonders, using digital to support face-to-face and vice versa. Thus, it’s important to examine your training needs, experiment, and figure out what kind of solutions you can come up for individual topics.

Are you looking to digitalise your learning activities? If you need help with understanding systems and technology or producing engaging and interactive learning content, we are happy to help. Just contact us

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Training Customer-facing Staff with Simulations

training simulations featured

Using Training Simulations to Develop the Competency of Customer-facing Staff

Great customer service wins and retains business. In today’s hyper-competitive business environment, it’s important that companies deliver great customer service across the organisation. However, customer facing roles face a lot of attrition and turnover, which underlines the need for effective training. Furthermore, the old ways of training delivery are proving either too expensive or simply inefficient. Instead of burying your customer facing staff with manuals on brand standards and Standard Operating Procedures (SOPs), you could do better. Training simulations are a great way to provide engaging, interactive and motivating customer service training for all front-line staff. And here’s why they work so well.

Training simulations mirror real-life scenarios

Training simulations are great thanks to their ability of mimicking real-life situations and decision-making scenarios. Instead of reading things out of manuals, the customer-staff can engage in an immersive experience. This helps to relate the training to their daily jobs, which in turn drives the behavioural change and increases learning application rates. Just like in real life, every action has a consequence. Some of the learner’s choices will make the customer happy, and some will drive them away. The learners need to utilise their own decision-making, prior knowledge and emotional intelligence to solve the simulation. Furthermore, we can make the training simulation work on two levels. First, the learner needs to make sure they adhere to the SOPs and brand standards. Second, they need to make sure they keep the customer happy with their attitude and responses.

training simulations
Training Simulations are a great way to train SOPs and EQ simultaneously.

Simulation-based training provides branched and trackable learning paths

In customer service, there’s always no right and wrong. As emotional intelligence (EQ) plays such a big part in the service process, it’s natural that approaches may vary. Training simulations provide almost endless branching opportunities, where learners move on the scenario based on their previous actions. And this is key for training the quick decision-making required in real-life situations. It enables us to keep up the staff’s creativity and problem-solving hunch by providing e.g. only “right” options. In the end, as long as the learners stick to the SOPs and provide good service, the means don’t matter. By allowing freedom of choice in their approach, we can help the learners maintain their personal touch to customer service situations.

Also, we can track and collect learning data on all the interactions happening over the course of the simulation. This means that we can follow the learning path of each learner individually and see what kind of choices they make. We could then use this data to get insights on the employees’ EQ and effort, which could correlate to the employee’s capabilities for more advanced roles. And with the data collected and insights produced, there is no need to formally test employees.

training simulations
The learner has 3 options to choose from, and each will produce different outcomes.

Instant feedback reinforces the learning and ensures SOPs are adhered to

Perhaps the greatest thing about simulation-based training is the amount of feedback that we can provide our learners with. We can address practically all possible situations and the best practices on approaching them and communicate that to the learner. This level of instant and constant feedback keeps the learner engaged and motivated. Their effort is recognised even though they might not have chosen the best course of action and we can encourage them to try again. Also, as there is not really “right and wrong” in many cases, we can point out the pros and cons of each approach. Perhaps the right approach in terms of SOPs would have been slightly different, but the learner showed good EQ and gets rewarded for it.

Furthermore, we can add a little bit of gamification and visual cues to ensure the learners are on track with their progress and keep striving for the best.

training simulations
The simulation provides the learner with constant feedback, praising for creativity and effort. Also, the learner earns points or stars based on decisions made, and can immediately see the customer’s reaction with the happiness meter on top right.

 

Have you tried simulation-based training for customer service and front-line staff? We can help you to produce effective and measurable simulations according to your SOPs and brand standards. Just drop us a note here

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Interactive Learning – What Does It Really Mean?

Interactive learning

Interactive Learning – What Does It Really Mean?

For the past few years, interactivity has been a buzz-word in the learning technology industry. Every other organisation out there claims to be doing interactive learning. While many of such companies are doing good things in terms of providing engaging learning, rather few actually provide interactive learning.

Interactivity, per its definition, means a two-way transaction. When it comes to learning content, the main two-way transaction forms between the content and the learner. Unfortunately, formats that we generally think of as interactive only provide one-way transactions. For instance, videos interacts with the user with moving picture and sounds. However, in the case of normal videos, the learner doesn’t really interact with the video (unless you count the push of the play-button as interactivity – we sure don’t!). This interactivity from learner to content is extremely important for both learning retention and tracking the learning activity. If there are no interactions, how does the L&D manager know that anyone really watched the video? How do the learners monitor their own learning if they don’t get instant feedback on whether they have understood the concepts being learned?

By enabling true two-way interactions, the learning professionals get access to a whole new depth of insights into how their employees’ skills develop. The learners, on the other hand, receive tools of monitoring their own learning better. As with all content, our minds tend to deviate without us really noticing it. Relevant interactions in the digital learning content help us to stay focused and alert us if we don’t. Learners are more likely to keep going with the material as they know when they are gaining results.

This is what interactive learning looks like!

As usual, show works better and tell. That’s why we have prepared a video illustration of the digital interactive learning tricks that you can use to derive better insights and increase learning retention. Have a look at the video below and see different kinds of interactions that improve the learning experience!

 

In terms of technology, the interactive learning elements seen above certainly require no rocket science. This all can be done with simple HTML5. The great thing about HTML5 is that it works on mobile platforms as well. HTML5 in itself is something that should be in every learning professional’s toolbox to cater for mobile learning audiences.

What about other types of interactivity in learning?

As mentioned, the primary interaction in learning generally happens between the content and the learner. However, we should not limit ourselves to just that. By implementing simple strategies, we can enable interactions between learners and trainers as well as learners to learners. This type of social learning and peer-to-peer communication can be a very powerful tool in facilitating knowledge transfer in an organization when used correctly. For more detailed description of the possibilities of social learning, you should check out this article here.

Are you struggling with learning engagement? Would you like to improve your interactive learning? Let us know, and we’ll get you started on the right path. 

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