The Cognitive Science Behind OttoLearn

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We don’t care about training.

Yes, you read that right. Training is like a drill—you don’t need a drill, you need the hole. Actually, it goes even further than that. You don’t need the hole, you need a stable and sturdy shelf, where the hole is just an enabler.

We all care about the shelf, thus we all care about results.

So, how does this apply to training?

Afghanistan

Albania

Algeria

Andorra

Angola

Antigua and Barbuda

Argentina

Armenia

Aruba

Azerbaijan

Bangladesh

Belarus

Belize

Benin

Bhutan

Bolivia

Bosnia and Herzegovina

Botswana

Brazil

Brunei

Bulgaria

Burkina Faso

Burma

Burundi

Cambodia

Cameroon

Cabo Verde

Central African Republic

Chad

Chile

China

Colombia

Comoros

Congo, Democratic Republic of the

Congo, Republic of the

Costa Rica

Cote d'Ivoire

Croatia

Cuba

Curacao

Cyprus

Czech Republic

Djibouti

Dominica

Dominican Republic

East Timor (see Timor-Leste)

Ecuador

Egypt

El Salvador

Equatorial Guinea

Eritrea

Estonia

Ethiopia

Fiji

Gabon

Gambia, The

Georgia

Ghana

Greece

Grenada

Guatemala

Guinea

Guinea-Bissau

Guyana

Haiti

Honduras

Hong Kong

Hungary

India

Indonesia

Iran

Iraq

Jamaica

Jordan

Kazakhstan

Kenya

Kiribati

Kosovo

Kyrgyzstan

Laos

Latvia

Lebanon

Lesotho

Liberia

Libya

Lithuania

Macau

Macedonia

Madagascar

Malawi

Malaysia

Maldives

Mali

Malta

Marshall Islands

Mauritania

Mauritius

Mexico

Micronesia

Moldova

Mongolia

Montenegro

Morocco

Mozambique

Namibia

Nauru

Nepal

Nicaragua

Niger

Nigeria

North Korea

Oman

PakistanPalau

Palestinian Territories

Panama

Papua New Guinea

Paraguay

Peru

Philippines

Poland

Portugal

Romania

Russia

Rwanda

Saint Kitts and Nevis

Saint Lucia

Saint Vincent and the Grenadines

Samoa

San Marino

Sao Tome and Principe

Senegal

Serbia

Seychelles

Sierra Leone

Sint Maarten

Slovakia

Slovenia

Solomon Islands

Somalia

South Africa

South Sudan

Sri Lanka

Sudan

Suriname

Swaziland

Syria

Taiwan

Tajikistan

Tanzania

Thailand

Timor-Leste

Togo

Tonga

Trinidad and Tobago

Tunisia

Turkey

Turkmenistan

Tuvalu

Uganda

Ukraine

Uruguay

Uzbekistan

Vanuatu

Venezuela

Vietnam

Yemen

Zambia

Zimbabwe

Content Studio

  • Combining the question and activity tabs
  • New WYSIWYG editor which is “inline” with the text
  • Ability to include media (images, video, audio) within activities (question, answers and feedback)
  • Icons to indicate correct answer, position locking, whether or not the answer is visible to learners (active), and override feedback

Recently Released

  • Learner password reset
  • Streamlined data entry into the content studio, by being able to quickly add
  • Numerous small updates and bug fixes
  • Check out our most recent updates and add yourself to be automatically notified when we push updates
  • English
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The Cognitive Science Behind OttoLearn - OttoLearn Adaptive MicrolearningThe Cognitive Science Behind OttoLearn - OttoLearn Microlearning

Hi Josh,

About a week before I began getting my Ottolearn Mastery Moments, I had a popup window from Adobe appear on my screen as I was working on another project, prompting me to update my version of Flash. We do use Flash, so like an idiot, I clicked on the popup and asked it to start the update—and only then noticed that the url was not an adobe address. Of course, I closed the popup window using the X in the upper corner, which didn’t solve anything. Our IT guys did the best they could for me, but my computer is still compromised, and is being replaced.

Fast forward to Ottolearn and your Online Security for Employees course. After completing several mastery moments, I have now learned what to do with popups like that. This morning, as I restarted my computer again, that same Adobe popup appeared and this time I was ready! I opened task manager and killed that little $%^&^ dead in its tracks.

I know the point of letting us try out OttoLearn as participants was for us to experience the power of this platform from the learner’s point of view. I can tell you that I personally am very grateful for the training you provided to me, and the fact that I was able to let others in my company know how to kill off those nasty virus-carrying popups. Yes, it works. Yes, it’s fun! And yes, I have a true feeling of accomplishment.

I can’t wait for the point at which we can talk more about developing courses for our clients.

Thank you!

Option

Pros

Cons

Seats

  • Super easy to understand
  • Very predictable cost, if you have a specific number of users (eg: employees)
  • Doesn’t differentiate between users that have different volumes.
  • Have to purchase seats for your maximum number of users.‍

Active Users
(Typically the number of users that log in during a month)

  • You don’t need a license for every specific user, you can often only license half of your users (since perhaps only half ever log in during a month)
  • Typically there is a large cost for going over your licensed number of users, which can be incredibly expensive (eg: 5-10x more than your licensed cost)
  • You often have to “play games” as an administrator, not wanting to do a mass course enrollment if you have only have your users licensed in a month

Experience

Exp.

High

New accounting rules

Workplace violence & harassment prevention

Low

Framing a basement

Changing a tire

High

Low

Perceived Relevance

For workplace Violence and Harassment Prevention, you have High Experience & Low Relevance.

  • ‍Why? You’ve worked in an office setting for years, so you’ve been through a number of workplace compliance courses.  You have a lot of experience in this area, and you really aren’t excited about it.  
  • What is going to motivate you?  Not much.  It won’t matter if there is a slick expensive video, you’re going to click through the material to get the quiz as quickly as possible, so make the material as short as possible or provide a pre-assessment to skip past the content.

For new Accounting Rules you have High Experience & High Relevance.

  • Why? This is directly related to your job, and builds on your existing knowledge.  You’re going to want to absorb the information efficiently, since you process related information every day.
  • What is going to motivate you?  Efficiently written information.  Just the facts, in as little a time as possible.  Video takes too much time, text is perfect.

For changing  a Tire, you have Low Experience & Low Relevance.  

  • Why? You don’t own a car or drive. You don’t feel that you need to know this, and you also know you can find the information on demand, if and when you actually need it.  
  • What is going to motivate you? Very little, this is the most difficult category. For learners in this category, it’s best to try to engage them through story telling techniques to create a sense of relevance. This could be through text and/or video.

For framing a Basement you have Low Experience & High Relevance.

  • Why?  You don’t know much about it, but you’re highly motivated to learn!  
  • What is going to motivate your? You’ll pretty much consume any form of training, but you’re most likely to seek out rich media experiences, to understand the topic from multiple angles. This is the only category for which video is a perfect fit.

Our view is that training is marketing behavioural change to your learners.

The only measure of effective training should be improvement of the metrics tied to the behavior. Simply knowing or recalling information is not enough—the outcome is what actually matters.

We should, therefore, measure training with the same dedication and passion as we do with marketing campaigns: A/B tests, modifications, iterations. If training isn’t working, isn’t delivering an impact on your metrics, then it’s a waste of your investment and your learner's time.

We all should care about effective training.

This is why we have designed our OttoLearn platform with the absolute latest insights from various fields in cognitive science. We're not talking about well-worn myths like learning styles, but rather hard science - replicable experiments that demonstrate the optimal way to have learners internalize the information and actually change their behavior.

Do you care about training, or do you care about results?

If you're like us and are passionate about the outcomes of training, about measurable results, then you should care about the science of effective training.

We’ve written this whitepaper to illustrate the 9 core scientific theories which OttoLearn leverages to deliver real learning and long-term retention.

No items found.

Option

Pros

Cons

User-based
(Seats)

  • Cost predictability. Each seat costs you $x/month
  • Typically more expensive than a usage-based license

Usage-based

  • Typically less expensive than a seats license
  • Cost variability tempered by pre-purchasing usage credits that never expire and consume them over time

Seats

Pros

  • Super easy to understand
  • Very predictable cost, if you have a specific number of users (eg: employees)

Cons

  • Doesn’t differentiate between users that have different volumes.
  • Have to purchase seats for your maximum number of users.

Active Users
(Typically the number of users that log in during a month)

Pros

  • You don’t need a license for every specific user, you can often only license half of your users (since perhaps only half ever log in during a month)

Cons

  • Typically there is a large cost for going over your licensed number of users, which can be incredibly expensive (eg: 5-10x more than your licensed cost)
  • You often have to “play games” as an administrator, not wanting to do a mass course enrollment if you have only have your users licensed in a month
No items found.

Engagement Factors

Experience

Exp.

High

  • Best possible quadrant for engagement 
  • Will overcome learning obstacles
  • Will find a way to learn, even if materials are poor  
  • Won’t need nudging or incentives
  • Text is great
  • Can easily learn something
  • May need to work up the energy to engage in low quality materials  
  • May procrastinate, so incentives can help motivate.
  • Text is great

Low

  • Wants to learn
  • Has little experience so can benefit from more instructional quality
  • Greatest benefit of video and other rich media
  • Worst possible quadrant  
  • May not have experience in the topic
  • May not really care about it
  • Will require a lot of motivation to see engagement
  • Video can help

High

Low

Perceived Relevance

User-based (Seats)

Pros

  • Cost predictability. Each seat costs you $x/month

Cons

  • Typically more expensive than a usage-based license

Usage-based

Pros

  • Typically less expensive than a seats license

Cons

  • Cost variability tempered by pre-purchasing usage credits that never expire and consume them over time

We’re thrilled to share this with you, and we’d love to hear your feedback! Email us anytime at hello@ottolearn.com with your comments or questions.

Training Engagement, Retention, and Microlearning - OttoLearn MicrolearningNeovation Learning Solutions Team - OttoLearn Microlearning is a product of Neovation Learning Solutions

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