Where are you on the Training Intent Index™ ?

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Why are you delivering training?

Are you delivering training in order to transfer responsibility to your learners or to achieve a measurable outcome

If you measure the success of your training by tracking completions or asking the learner if they have "read and understood the content", chances are you're focused on responsibility transfer.

If, on the other hand, you are measuring tangible result—such as improvements in product sales or decrease in incidents—you are focused on the outcome.

If you were to ask a cynic, they would say that much of modern training (intentionally or otherwise) falls on the “responsibility transfer” side of the spectrum.

Training Intent Index - OttoLearn Microlearning

With training oriented toward responsibility transfer, the learner gets a firehose of information delivered to them via webinar, live session, SCORM module, etc. There may be a few interactivities and a quiz at the end, but if it’s “new” information for the learner it’s going to be next to impossible for them to remember it. You may try to mitigate that by having annual refreshers, but all that those really accomplish are annual increases of short-term retention.

This is “delivery-focused” eLearning, where the process concludes when the learner completes the module, gets 80% on a final quiz, and essentially accepts responsibility. In fact, some courses even have the learner do a digital sign-off to indicate they “have read and understood the material in this module”—which we all know is about as effective as the “I accept the terms and conditions” forms you sign-off online every week. (You definitely read those all the way through, right?)

But don’t get us wrong.

This long-form, delivery-focused training introduces the learner to the base material, which is absolutely helpful in preparation for the next step: “retention-focused” training.

A retention-focused campaign requires additional periodic training, best done on a weekly or daily basis. It can be intensive to deliver manually which is why so many organizations don't go this extra step. 

The goal is to have the learners actually retain the knowledge, making it more likely to shape their behavior. A retention-focused campaign should leverage the wealth of cognitive science to ensure that learning occurs as efficiently as possible—using spaced repetition, interleaved learning, etc.

Finally, there's the improvement-focused campaign which builds on the principles of retention, but adds an analysis of the outcomes—did the training campaign actually achieve the desired outcomes?

To execute an improvement-focused campaign, you must measure the learner's knowledge, track their behavior, measure impacts to the related KPIs, and create a positive feedback loop which evolves the training content over time, to achieve even better results.

The OttoLearn platform is designed to support Outcome Achievement training campaigns. Otto achieves this by combing microlearning, adaptive training, and subscription learning to deliver meaningful daily, two-minute learning sessions, plus providing the analytics to surface valuable insights to help you evolve your campaign.

Want to learn more about OttoLearn? Talk to our Microlearning Solutions Expert!

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!

No items found.

Experience

Exp.

High

New accounting rules

Workplace violence & harassment prevention

Low

Framing a basement

Changing a tire

High

Low

Perceived Relevance

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

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.

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

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

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

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