When Depressed, DISRUPT!

If you Google Neovation, you’ll find our mission statement—we're obsessed with unleashing human potential and increasing organization intelligence—so until recently, we’ve been quite depressed about the state of organizational training.

I (as in me, Dan) bet you’re asking - WHY? Here’s the thing. We are living in the age of infinite knowledge and infinite learning opportunities. The time gap between wanting to know something, and knowing it is trivial - as fast as Google can provide results.

Many educational initiatives within the workplace absolutely fail! Tell me how much you love corporate training! This is a serious problem because it limits the opportunities for success for both the organization and the people within it. The purpose of training is to change behavior, not just check a box that says training was delivered and hopefully consumed.

Here’s a scenario that shows the contrast between how we learn every day versus workplace learning.

Image of a person resting their head on their hand, looking intently at a laptop - OttoLearn Microlearning

Let’s say Susan, Philip, and I are going on vacation to Mexico and want to learn some Spanish.

Susan Googles “common Spanish words”, and reads a 2-minute blog post. HOLA!

Philip watches a 5-minute YouTube video. BUENO!

And me, well I sign up for a DuoLingo course that’s adaptive - as I do practice exercises, it will adapt to what I know, to fill in my areas of weakness. DONE ESTA EL BANO?

Each of us has control over how we're learning - we have determined the depth of our individual learning experience.

But back at work, there is only one path. So much workplace training starts off with a big block of time - that ubiquitous 1-hour training module. That PowerPoint style course that gets loaded up with graphics, video, narration, etc.

Everyone gets put through the same course - regardless of the level of prior knowledge or experience they have. Start here and end there. Done. Yawn.

So, what’s the problem? Learners are disengaged and they don’t learn. Big Problem. Bad Investment.

At Neovation, we’ve been in eLearning for a decade, so we’ve heard all the stories for how learners “get around” traditional eLearning. They hire their kids to click the “next” button, they walk away while video is playing. True Story.

Here’s what we know. Organizations must deliver training to their employees. They are investing in the hope of behavioral change.

Image of a person in an orange scarf looking down at their phone - OttoLearn Personalized Learning

We decided to fix this model. We believe the answer is “adaptive microlearning”. It’s actually a simple idea. Instead of monolithic 1-hour modules, why not break those down big rambling ideas into their core concepts? And then deliver them when the learner is ready to learn?

Next, use some artificial intelligence to automatically determine the level of knowledge for each learner on a concept by concept basis. With that info, we know exactly what training to deliver to each learner, when they’re likely to forget it, and when they’ve mastered it over time.

Intelligent repetition will engage the learner and ensure retention - it’s like a video game where you beat your own score. Who doesn't love to do better, and move up that leaderboard?

Coming back to our Mexican vacation preparations - If Susan has already taken high-school Spanish, let’s measure her current knowledge and stop trying to teach her what she already knows. We can just refresh her vocabulary, and introduce some new terms. ENCANTA LA PLAYA! (she loves the beach!)

Philip can navigate a Mexican restaurant menu, but that’s about it. So to bridge that knowledge gap, microlearning software should automatically deliver tiny bits of daily training, and validate it to ensure that Philip is retaining this new info. MAS VINO POR FAVOR! (more wine for me too please!)

And my DuoLingo adaptive microlearning training course is delivered to my phone, tablet, or laptop. Adaptive microlearning should be as portable—dare I say as “travel-ready” as we are! VAMOS A BAILAR! (yes, we should be dancing!)

Adaptive microlearning means that every learner receives exactly the training they need, at the depth they need it, when they can best access it. This is what we do in real life, so let’s bring this to the workplace.

At Neovation, we see huge potential for adaptive microlearning to stand alone or supplement traditional online training. It doesn't have to be either/or.

Online training using adaptive microlearning technology, like OttoLearn, now has the potential to be fully personalized, fully portable, and to fully engage each learner based on where they are in their individual journey to reach the promised land of completed corporate training objectives. 

This post was delivered as a microKeynote at the ICTAM DistruptED conference on Feb. 1, 2018 in Winnipeg Manitoba. Dan loves to wave his arms and evangelize about microlearning - invite him to speak at your event.

Microlearning delivers small, narrowly focused bits of information.

Adaptive microlearning tailors that content to each learner’s knowledge gaps and learning goals, ensuring the training is relevant.

Continuous adaptive microlearning conditions each learner to engage with relevant training every day — for just a few minutes.

Current Rank

Previous Rank

Technology

1

1

Personalization/adaptive delivery

2

3

Artificial intelligence

3

new

Learning analytics

4

2

Collaborative/social learning

5

5

Micro learning

6

new

Learning experience platforms

7

7

Virtual and augmented reality

8

10

Mobile delivery

9

4

Consulting more deeply with the business

10

6

Showing value

11

new

Performance support

12

11

Neuroscience/cognitive science

13

13

Video

14

9

Curation

15

12

Developing the L&D function

No items found.
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When people have a question or don’t know how to do something, what do they do?

Whip out a smartphone and look for information. What they don’t do is sign up for a 1-hour seminar.

Microlearning brings corporate eLearning into the modern paradigm. Microlearning describes eLearning content that is:

  • Narrowly focused
  • Short
  • Available on demand
  • Mobile-first or mobile-friendly

It must answer a question, meet an immediate need, or help the learner solve a problem.

In the City of BigTown, there was held a conference,
One of training professionals — those making a difference.
A difference to company ROI by delivering training,
From many perspectives — like Manufacturing.
And, too, there were call centers, colleges, corporate sectors,
Each chiming in about outcomes and metrics.
All shipped their training through an LMS platform,
But were desperately seeking true training reform.

Antonio

One was Antonio, who hated the manuals —
For his product revisions and updates, they were annual.
Plus his printing costs? Oh, they were crazy!
And he truly believed that franchisors were hazy.

None knew how to train in an effective way,
"There’s too much to read, to do!” they’d all say.
For there were many levels of training to assign,
From the top at head office, down to those on the front-line.

Trainers Helen and Abinash nodded, “We agree!”
Said Feng, "Paper and handbooks? Just another dead tree.
On the job, not everyone will have the info they need,
Because the content changes and updates they never did read.
They never learned the content added along the way
That may apply to their region or division today.
Plus, in the field with team members in many locations,
Mobile-first training would make a stronger foundation!

Said Sales trainer Jane of her PDFs stored online,
“They’re rarely revisited after onboarding time.
I need content delivered in snack-sized bites,
And the ability to test them until they get it right.”
Ursula
chimed in, "Onboarding’s a pain for new hires,
With most feeling like their hair is on fire!
Plus, promoted reps must refresh what they know
To be properly prepared to perform their new role."

"I deal with compliance," sighed Manal the Banker.
Abinash nodded, Frank turned to thank her,
For she’d raised the ugliest concern of them all —
That certifications aren’t based on year-long recall.
“To maintain the standards and follow each rule,
We need more than one test that comes out of the blue.
When it comes to things like health & safety, it's a game-changer
Because if their training is lacking, they could be in danger.”

Antonio

Continuing he asked, “Could training be location-specific?
As learners move through the plant, alerts would be terrific!”
Helen asked who used traditional classroom training
Combined with online to keep interest from waning.
Did they have workshops, seminars, or events,
The kind that take workers away from their desk?
"They learn at that moment, then likely forget —
is there a way to get long-term retainment?”

Rachel had been quiet, she’d said not a word,
When suddenly she leaned in so her voice would be heard.
"We solved these concerns after ditching binders and books —
We use daily drip training and our learners are hooked!
When we update our content, it gets to them faster,
And metrics and KPIs reveal the content 'masters.'
We use OttoLearn for microlearning and we’ve been thrilled,
for all of our training needs — and more — are fulfilled."

So ends our tale of the nine trainers complaining
about the problems they had delivering training.
Training that mattered, with metrics and firm ROI,
Based on data analysis of prime KPIs.
Many problems they shared, with no clear resolution,
Found Agile Microlearning with Otto was the solution!
Microlearning both adaptive and agile saved them from disaster,
Making trainers and trainees learn happily ever after!

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  • Indonesian
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  • Korean
  • Persian (Farsi)
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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

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

Trend

What It Means

Why It Matters

Adaptive Learning

An algorithm determines each learner’s knowledge gaps and feeds them practice activities to close those gaps.

Efficiency. Learners learn the material faster because they spend less time on what they already know.

Personalized Learning

Learners can follow a scaffolded learner path or self-direct their learning.

Learners are inquisitive. We all Google for information when we need it, so why lock learners into a particular learning path?

Learners engage the most when they are allowed to deviate from a set path and explore available content.

At the end of the day, as long as each learner reaches their mastery goal, the particular path they took to reach there is unimportant.

Microlearning

Delivering content to the learner in smaller chunks.

Chunking content is important only if it is paired with the ability to search for and find specific content chunks “on demand” and the ability to consume just the chunks a learner needs. With these features, training doubles as a performance support.

Learning Experience (LX) Design

Using science and art to create experiences that help learners fulfill the learning outcomes they desire, in a user-centered and goal-directed way.1

Have you used Google? If so, then you have benefitted from Experience Design (XD): When you search for something, you rarely have to go past the first result.

With good XD, you don’t think about the design;  it “just works.”

With poor XD, your learners will disengage. They’ll say they “don’t have time.” What they are really saying is that they “don’t have time for the poor experience.”

Artificial Intelligence

Typically, when used in relation to L&D, AI actually means “machine learning.”

Machine learning algorithms learn from data and “get smarter” over time.

Have you used Netflix or Amazon recommendations? They are based on machine learning.

The algorithms look at a ton of data, including your past choices and choices made by others who are similar to you, to make predictions as to what you will want to watch or buy.

In L&D, machine learning principles are being integrated in much the same way: to provide recommended content for a learner to consume.

This reduces the burden on training administrators to try to predict or guess what is relevant for each learner. It also provides a more personalized experience for each learner.

Imagine that you are a salesperson, and your training mix subtly and automatically shifts, based on the nature of opportunities in your sales pipeline. You are offered training only on available products that you have not already mastered. That would be a training program that is driven by machine learning.

Learning Analytics

An algorithm determines each learner’s knowledge gaps and feeds them practice activities to close those gaps.

Use learning analytics to make better decisions by converting data into insights.
The true value is not just in providing more data, more charts, and more graphs. The value is in leveraging AI to search for and surface insights that you’d never think to look for.

Combine the analytics from learners’ performance with key KPIs for the outcomes you desire, and have the analytics engine generate predictions such as, “Learners who reach mastery in the Objection Handling module will close 3.4 percent more deals.”

Now that’s actionable intel.

1 learningexperiencedesign.com

14% of organizations are experimenting with artificial intelligence tools such as machine learning and live chat (up from 6% in 2016)
30% of organizations are using games and simulations (up from 20% in 2016)
Fastest growth segments include continuous learning, Artificial Intelligence (AI), Augmented Reality (AR)
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  • Spanish
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!

Experience

Exp.

High

New accounting rules

Workplace violence & harassment prevention

Low

Framing a basement

Changing a tire

High

Low

Perceived Relevance

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Retrieval practice is the key to retention.

Your brain wants to be as efficient as possible. Why would it try to encode information for long term storage if it thinks you don’t need it? You need to actually practice retrieving memories (information) in order to have your brain store it in long-term memory.

Spaced retrieval radically improves learning efficiency.

You not only need to practice retrieving information from memory, but you need to wait until you’re on the edge of forgetting it. This is why cramming is so ineffective at generating long-term retention.

Interleaved learning feels strange at first, but dramatically improves retention and skill.

Interleaved learning—mixing up material while learning and practicing, such as mixing up practice activities while learning WHMIS and supervisory skills, will improve your retention of both.

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

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

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

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