Goals, objectives, results, words that are common in the training vernacular, but do they hold the same importance for learners? Is understanding the intent of a training programme as important as retaining the content?

Objectives or Content : What Matters More to the Learner

Know your Target Audience

According to the McGill Journal of Education, sociodemographics surpass well-defined outcomes when it comes to predicting a successful training. In other words, it is factors such as gender, employment status, available time, and the professional category of the individual that play a far greater role in determining success.

Objectives : “don’t throw the baby out with the bathwater”

Basically, a learning objective is a tool for the learning specialist. The exercise of defining objectives brings rigor and a framework that serves as the basic structure for choosing and organizing content in the most optimal way. Following a course without objectives is a bit like going on a road trip without a GPS. You might make some wonderful discoveries, but you might also get pretty lost. Thus objectives, albeit less important to learners, remain a crucial tool in building a solid training road map.

Different Objectives for Different Purposes

The fact that objectives are less important to the learner than to the instructional designer doesn’t lessen their importance in gaining learner engagement. It bears highlighting that an objective can take many forms: it can be content oriented, or task-oriented or target a competency, and even a behaviour.

Looking back in the history of training design, the main objective of any training was to “understand” the content, sometimes at the expense of a connection to real-life applications.

The importance of real-life application of knowledge came as the field of training evolved. Interestingly, Bloom’s Taxonomy a well-known framework for writing action-oriented objectives, was presented in 1950 but only became popular in the new millennium with the arrival of e-learning. This tool helps training professionals articulate clear actions that demonstrate that knowledge transfer has occurred.

In parallel, competency-based approaches have also evolved in order to create a more direct connection between training and application. Examples of competencies include problem-solving, setting priorities, good communication skills, etc. Competency-based approaches have been introduced in youth education as a response to rising drop-out rates. While learning objectives may not be a priority for learners, they are shaping the very philosophy of learning and fostering more purposeful learning experiences.

Back Stage Pass

In the end, what really motivates an individual to follow a training? Well-thought-out objectives or the course content? You guessed it, it’s probably the content. And even as a success predictor, objectives are more like the stagehands and the sociodemographic profile of the learner the star. So why so much ado about nothing over objectives? Just like in theater, it’s what happens behind the scenes as much as front and center that make everything shine.

Discover the perfect formula that allows you to immerse yourself in a task to the point of forgetting the world around you…

3 Ingredients in an Optimal Learning Experience

Imagine someone completely immersed in a learning task. At the beginning, there is some hesitation, some trial and some error, but slowly, the outside world melts away and their knowledge naturally aligns itself to resolve, create and complete the challenge. The individual is completely absorbed. This state of harmony is what Mihály Csíkszentmihályi calls flow. In learning terms, it is the optimal learning experience.

Magic Formula

Often described by musicians and athletes, this state of complete harmony is full of valuable insights for designing and calibrating truly engaging training programs. By unpacking the elements of flow, Csíkszentmihályi advances that the zone of optimal learning is at the exact point where an individual’s skill can meet a given challenge. Too easy, they get bored, too hard they get discouraged. Stating the obvious? Perhaps, but in digging into the subtleties of how this is achieved, several leverage points can help intensify the relevance and clarity of the learning experience.

1: Connect with your Audience

Imagine a trainer preparing a session for new managers. Instead of beginning the training with basic concepts, a question is asked: “Can you think of a person who truly inspired you”? To create an optimal learning experience, one of the first things to set the stage is to connect to the audience by leveraging their previous knowledge as a foundation. No matter the subject or the complexity of the material, connecting with the individual following the training feeds a sense of security and belonging that is essential to building confidence.

2: Calibrate your Challenges

The second crucial element in feeding motivation: create realistic challenges. So much easier said than done. Let’s take a child faced with the challenge of building a castle. Simply giving the instruction and emptying the box on the floor is likely to be overwhelming. However, if the first task is a door, then a tower and then maybe the roof, the child will likely gain confidence with each success. The same goes for your audience. Start by understanding the real-life application, or in this case the result, and then structure instruction and exercises in smaller steps leading to the ultimate goal. Each step should be a project of its own, thus creating constant engagement and a sense of progress.

3: Give Feedback

Interestingly, a significant portion of Csíkszentmihályi book focuses on feedback—almost to the point of wondering if the feedback is more crucial than the content itself. He gives a fascinating example of WWII prisoners who, to stay intellectually and emotionally stimulated, would recall poems, and stanza by stanza, would teach each other the texts. Here the mechanism of feedback is quite subtle and so very humane: by hearing themselves say the words they could validate their knowledge. Then, the active listening of the other prisoner would reinforce the feeling of competence and connection. Each new stanza would feel like progress even under conditions of isolation, malnutrition, violence and the total absence of freedom.

Adaptive Difficulty

Today, far from that time, the notion of optimal learning (or challenge) is at the heart of the video game industry. This notion has no doubt directly or indirectly influenced the development of AI-generated “adaptive difficulty”. For example, in the games Resident Evil 4 and Mario Kart, the level of difficulty will adapt itself to the skill level of the various users. As a result, user skill, precise calibration and feedback happen in milliseconds. This is yet another example of how AI can also be an ally in learning.

Just like the new manager feeling like their knowledge matters, the child building a castle step by step and the prisoner hanging onto intellectual stimulation to survive, the experience of “flow”, and harmony in learning, is so very potent. Becoming aware of the dynamics that underpin this state can guide us toward creating sharper, more captivating learning experiences. By putting together the three main ingredients – connect with your audience, calibrate challenges and give timely feedback – you have the formula for learning experiences infused with what we can call HI “human intelligence”.

Embarking on an online course can be an exciting decision for some or a daunting step for others. It is however possible to avoid getting overwhelmed by following a methodical approach. So, let’s talk about ours, beginning with the preliminary evaluation phase.

Let’s Start at the Beginning!

Before undertaking anything, build solid foundations

It’s tempting to quickly jot down ideas for your e-learning course on paper and jump right into design mode. However, creating an effective and engaging online course means following several key steps to ensure the desired effect on your learners.

Needs

Let’s first clarify your needs. Why is this training necessary? It’s crucial to identify the specific problem we’re attempting to solve with the creation of a learning path. This helps you better understand why you want your staff or organization members to take this course, offering more refined insights into the contents to highlight.

Context

Now, let’s consider the environment in which the user experience will take place. Here, we’ll specify the LMS (Learning Management System) and user interface technologies, as well as identify what motivates or discourages your audience. Just like detectives, we want to know everything (existing training, specific needs, etc.) because this information will impact decisions related to the scripting, design, and integration of your content.

Personas

You know best about your target audience (and no, personas don’t represent the characters in your course, but rather your learners). This phase is essential to ensure the final product aligns with their mindset, technological habits, and socio-professional criteria. Not expecting your audience to be highly motivated? That’s not a problem! In fact, our teams need to know this to create an interface that will overcome this challenge.

Objectives

Once the preliminary analysis is completed, let’s move on to the outcomes you want to achieve. This exercise becomes easier when the target and environment are clearly defined, even if there are nuances and subtleties. The information you’ll provide helps our instructional designers define your learning objectives. This multi-faceted approach allows us to design a course that truly reflects your needs!

Creative Ideas That Come from You!

We’ve noticed that our clients are more comfortable brainstorming when they have a clear direction, which is what we aim to provide with the preliminary analysis! So, at the risk of repeating ourselves, yes, taking the time to lay the foundation of your course is the best way to ensure success in this exciting journey.

Now that we’ve cleared up the concept of preliminary analysis, we invite you to select the members who could make up your internal team. To this panel representative, we recommend including training specialists, content experts, as well as end users. This is undoubtedly the winning trio for a successful training course!

Beyond the growing norm in practice, inclusive writing in e-learning training products positively contributes to the learning experience of those being trained.

Why use inclusive writing in online training?

A spreading practice

Inclusive writing is increasingly becoming the standard for writing in businesses, organizations, and governments.

This also applies to training products of all kinds, especially online training, where content and narratives must consider gender equality, representation of all individuals, and ensure visibility of minority groups.

By doing so, an e-learning course that adheres to inclusive writing not only highlights gender issues and the feminization of professional titles but also acknowledges the diversity of individuals in all their cultural and linguistic dimensions, physical specifics, disabilities, age, and generation.

Sense of belonging and motivation to learn

Being considered, represented, and included in scenarios, case studies, and presented concepts enhances the sense of belonging for learners, which in turn promotes motivation and engagement in learning.

How?

If educational materials reflect and respect the reality, identity, and viewpoints of all people, they are better positioned to achieve their learning goals.

Intentionally eliminating barriers and sources of alienation, such as stereotypical constructs, can prevent feelings that diminish motivation to learn, like invisibility, lack of positive role models, or even marginalization.

Promotion of egalitarian values

In a multicultural context, a company that chooses inclusive writing in all its communications, including training provided to its staff, promotes egalitarian values within and beyond the organization through its influence.

This demonstrates sensitivity to current social issues.

Language evolves constantly, and that’s a good thing. The systematic use of inclusion in writing and other forms of communication helps to stay current and aligned with the broader evolution of today’s society, which is certainly focused on accepting everyone.

Most of the time, people don’t know what an instructional designer is or does. The short answer is that they design training courses for a variety of companies. Usually, this answer is enough, but perhaps it would be useful to explain in greater detail. So, in case you too are wondering, here it is…

Instructional Designer? What Is It?

Where andragogy, company training needs and technology meet.

Instructional design and andragogy have many areas of expertise and action in common, not least of which is the optimization of adult learning.

Let’s say you need to train your staff on how best to deliver outstanding customer service in your establishment. Many reasons have led you to decide e-learning was the preferred method of training delivery.

Identifying training needs

The specific role of an instructional designer is to accompany you throughout this project.

He or she will ask you many questions about what your company does, its values, and what concrete results are expected at the end of the training.

He or she will also work with you to capture the learners’ driving characteristics: who they are, what they know, what they’re lacking, what they think, what motivates them, whether they have accessibility needs, and so on.

The instructional designer completes the preliminary analysis with an in-depth understanding of the learning context of the learners: how much time they have to complete the training, what devices they use to access it, what resources are available, etc.?

Targeting learning outcomes

The instructional designer then ensures that the objectives are clear, solidly built, observable and measurable.

It must be clear what people will be able to do at the end of the training.

As the work context is not that of a school, the learning outcomes differ from those used in the school system. The focus is on actions and behaviors, although attitudinal objectives can also be used.

For example, in the case of your company, one of the objective would be: employees adapt their interactions to customer type depending on the circumstances.

Choosing the approach and activities

Depending on the project’s scope and budget, the instructional designer will suggest a pedagogical approach that integrates the visual line (provided by fellow UX/UI designers!) and supports the learning experience.

In your case, a photo or video approach to show how it’s done would be most appropriate. Interactive integration, discovery, and situational activities round out the learning experience.

Determining assessment needs

The instructional designer will work with you to determine whether you need to validate skills or knowledge of the techniques acquired at the end of the course, how the assessment should be carried out and what it should cover.

These assessments can take place online, in the form of interactive quizzes or situational activities. They can also be administered in person, by a supervisor who will assess whether a customer’s service experience with the trainee meets your company’s standards.

An optimal learning experience

Whatever options you choose, the instructional designer always has the trainee’s learning experience in mind.

Is it intuitive? Is it effective? Is it clear? Is it engaging and motivating?

Finally, online training is designed to meet the specific needs of all learners, highlighting their individual strengths and challenges. It is therefore essential to place them at the centre of the instructional design to help them perfect their knowledge and skills so they increase their productivity at work.

So, for the next online training course you want to develop, it will be the instructional designer’s pleasure and duty to bring you the best of his or her expertise!

You have undoubtedly noticed that many companies are now turning to shorter learning methods? With the rise of digital technologies and social media, learning habits are evolving considerably. Learners now prefer short and interactive formats, tailored to their fragmented attention and need for flexibility. By opting for more condensed virtual learning methods, companies can respond more quickly to changing market requirements and adjust their training goals more effectively!

Microlearning comes into play, but what does it really involve? What are its advantages compared to other e-learning training approaches?

Flexibility & autonomy

With microlearning, there’s no need to fuss over long learning modules anymore! Sessions are short, between 5 and 15 minutes, perfect for fitting into a busy schedule. Learners can access them anytime, anywhere, for total freedom! These short capsules also allow for easy reference if needed.

Engagement & high retention of learning

Were you aware that microlearning courses have an impressive average knowledge retention rate of 70% to 90%, far surpassing the measly 15% retention rate of traditional learning methods? Thanks to modules focused on specific subjects, individuals undergoing training can improve targeted skills more rapidly. The newly acquired knowledge should also be applied more quickly. Content in the form of videos, quizzes, or simulations makes learning fun and engaging!

Affordable & adaptable

Microlearning can be a cost-effective solution for companies, as it requires fewer resources and time compared to traditional learning programs. According to statistics, microlearning has the potential to cut development costs by 50% and boost development speed by 300%. Moreover, knowing that adaptations and changes are frequent, with this online training method, content modifications are greatly simplified!

Microlearning is an effective approach to providing knowledge and skills in a practical and relevant manner, tailored to our constantly evolving modern world where time is precious.

If you have recognized benefits that would be advantageous to you, microlearning is probably the right approach for your online training projects!

Can serious, high-stakes subjects be… Fun? Absolutely!

We’ve all been there: difficult, dry subject matter, weighty or critical questions that can make learning unappealing. How do you handle these course matters in eLearning and give them their proper standing, while keeping the people they are meant for engaged?

The answer can be found in serious games and the gamification of learning.

First, avoid approaching the task with the idea that we need to get through it as quickly as we can, hoping it will be as painless as possible. Opening up to the possibility that even difficult subjects or subjects considered serious or delicate can be enjoyable and engaging learning subjects is the gateway to gamification.

Think “games” : board games, video games, riddles, challenges, etc.

Finding out what makes these games fun and enjoyable, and what keeps you engaged, is the key to identifying what can be pulled from their inner workings and included into an e-learning course. Is it the competition, against others or against the game itself? Is it the level of difficulty or complexity of it? Is collecting money, rewards, or badges so satisfying? A who dunnit or an escape room? Or maybe it’s influencing the story as it unfolds? A bit of all that?

All these elements can be drawn from the games we know and enjoy, adapted, and used in the concept of the training so as to bring a learning experience that provides a high degree of motivation.

Narration, characters and avatars

Gamifying learning also involves the use of characters or avatars and targeted narration to bring a captivating story to life for learners. We slip into a role, interacting in the surrounding environment – whether realistic or fanciful, it doesn’t matter, as long as it’s credible, logical, and tailored to the target audience – to solve a riddle, find solutions, succeed in a mission, and so on.

Flexing the creativity muscle

At first glance, you might think that some areas of expertise or subject matters simply don’t have anything to do with creativity. However, let’s not forget that problem-solving, in itself, is a manifestation of creativity: taking familiar elements out of context, arranging them in a new way, collaborating with others to achieve a goal, are all situations with the potential to yield novel outcomes, and so they become opportunities to bring out divergent thinking and foster inventiveness in people.

A wide range of media

Varied media use also contributes to the playful atmosphere of a training course: incorporating animations, videos, illustrations, or photos, not to mention all the ambient sounds, enhances the immersion and simulation effect, which makes the content more attractive and therefore more engaging.

All these visual aids have the power to convey all of the content without the impression of having it spoon-fed to the intended audience, as is the case when long readings are presented.

What about humour?

When it’s unexpected, intelligent, or quirky, humor can also be a powerful tool for making learning more engaging for the target audience.

Using humor in e-learning is not without its challenges. People are at a different time and place from the training entity. You must use the right amount of humor, consider the diversity of the target audience, always ensure relevance and, above all, avoid humor that might be offensive. As is the case for many other communications situations, you need to have a thorough knowledge of your audience and adjust your message accordingly.

The gamification of learning and serious games aim to make learners’ journeys and experiences more fun, motivating, and effective by borrowing elements from game design.

To be effective, gamification must be implemented thoughtfully, lean on strong learning outcomes, and focus on the needs of the intended learners, so that learning remains the main objective of the course.

See for yourself how gamification can be leveraged! formations.clasrum.ca

What is this e-learning approach?

It’s an interactive learning experience that puts the learners in an immersive learning situation. They are called upon to explore different situations, make decisions and see the results of these decisions.

Situations where the possibility of making a mistake could be costly or dangerous for oneself or others are especially well-served in a branching scenario context. Therefore, learning takes place in a completely safe space.

How does it work?

Let’s say we have a training course on governance and ethics to produce. A more traditional linear training course would set out all the dos and don’ts, perhaps some statistics and recommendations.

In a branching scenario, learners are faced with someone offering them a bribe, or they have to choose to hire one of three candidates, one of which is their sister-in-law, for example.

They have to choose.

The feedback they receive (immediately or later) impacts their credibility, their reputation and even that of their company, depending on the series of choices they’ve made throughout the scenario.

They must then continue moving forward in their careers with these choices, seeing the impact of the series of decisions they make.

How does it impact learning?

Because of the interactivity and realistic immersion they present, branching scenarios provide learners with a high degree of engagement and motivation while the training is taking place.

Once training is over, the learning experience lingers long afterwards and comes back to mind if similar situations arise, ensuring a high degree of compliance with expected behaviors.

What does it require?

To be effective, this type of training must be closely lean on sound pedagogical objectives, present a high degree of realism with current situations, both in the choices presented, and in the feedback and consequences offered, with scenarios providing several pathways and varying endings from one person to another.

Ideally, learners are encouraged to try going through the situations again to see what would happen if other choices were to be made, thereby enhancing the anchoring of the notions to be learned.

What are the pitfalls or this approach?

Granted, developing training based on branching scenarios is more complex than developing more traditional training. That’s why it’s important not to overcomplicate the scenarios.s.

Other pitfalls to avoid include giving unrealistic feedback, over-simplifying it or not giving feedback at all, presenting characters whose behavior is inconsistent from one situation to the next, and not testing all possible avenues in the proposed pathways.

Because they are more complex and sometimes require longer development times, the branching scenario approach is more expensive to produce.

However, the response of the target audience and the quality of their learning are important factors to be considered in the decision, given the return on investment.

Virtual reality (VR) and augmented reality (AR) have shown themselves to be transformative training technologies. Allowing the creation of rich and immersive learning environments, these two technologies have enabled many new approaches to learning and training. Even though VR has quickly risen in popularity in many fields, the potential of AR is often undervalued or forgotten.

While VR uses a specialized helmet and controllers to place learners in a virtual 3D environment they can explore, AR uses much simpler equipment (such as a smartphone) to overlay virtual elements onto the learner’s real environment.

Many interesting approaches to training are made possible by this often-underestimated technology:

Simulations and Visualizations

• AR can be used to enrich traditional learning materials such as textbooks, by overlaying digital contents (videos, animations, 3D models, etc.) over them.
• By manipulating interactive models and simulations, such as a 3D model of a molecule, learners can explore complex concepts in a more engaging and hands-on way.

Real-Time Support

• AR offers many advantages to on-the-job training. For instance, it can be used to visualize a process step-by-step, display contextual information while performing a task, or to provide real-time feedback to employees in training.
• AR can be used in technical training to assist learners in identifying components, manufacturing complex products, performing equipment maintenance, and more. Providing such on-the-job information can help reduce errors and improve employee efficiency. Providing such on-the-job information can help reduce errors and improve employee efficiency.

Inclusive and Accessible Learning

• AR can enable many forms of support and adaptive measures for learning presenting specific needs or functional limitations.
• Accessibility tools that are based on AR can provide text-to-speech or audio descriptions of visual information, modulate sensory input, and even provide navigation assistance in real time.

Selecting a Technology

It can be daunting to decide between VR and AR when comes the time to create training. The following questions can help you make an informed decision:

• Do I want to train my learners in a fictitious, carefully designed, and safe environment (VR), or do I want them to learn in the actual environment in which they will eventually work independently (AR)?
• Do I have the budget to develop digital environments and software to explore it (VR), or does my budget restrict me to creating digital objects such as 3D models and animations (AR)?
• Will my learners have access to virtual reality equipment (VR), or will they only have a smartphone or tablet (AR)?

No matter which technology you opt for or is permitted by your budget, VR and AR are both powerful training tools that can enrich the learning experience and engage learners in their learning process. What incredible experiences do you think you can create with these technologies?

With practical simulations that promote learning by doing, virtual reality (VR) and elearning are increasingly joining forces to create even more enriching learning experiences. Not only does VR provide an immersive and interactive learning experience, but it also ensures a completely safe environment. 

How does virtual reality contribute to a safer and more effective training environment? 

Training without physical risk: A revolution 

One of VR’s key strengths is its ability to recreate potentially dangerous environments without compromising the safety of learners. Whether it’s for emergency simulations, complex operations, or working at heights, VR allows for training in a secure environment. By minimizing the risks of real accidents during training, it becomes a valuable ally for companies that prioritize the safety of their teams. 

Being prepared for the unexpected: VR at the service of reactivity 

Virtual reality excels at preparing learners for emergency situations. Through realistic scenarios, they can train to react quickly and effectively to fires, breakdowns, or disasters. This type of immersive training not only strengthens technical skills but also improves stress management and the ability to follow safety protocols in critical situations. 

Preventing psychological risks: Controlled immersion

The total immersion offered by VR can sometimes be intense, even stressful for some individuals. Therefore, it is crucial that training sessions are designed to avoid excessive stress or anxiety. A debriefing after each session can help alleviate these effects and ensure the experience remains positive and educational.

Ergonomics and comfort: Ensuring user well-being 

Lastly, the physical aspect of using VR should not be overlooked. Training sessions should be short enough to prevent eye strain or headaches, with regular breaks to ensure comfort. Additionally, the training space should be arranged to avoid the risk of falls or collisions when users are wearing VR headsets.

Protecting data and privacy 

As with any digital tool, data security is paramount in the use of VR. It is essential to ensure that sensitive information, whether personal or strategic, is protected. VR platforms must offer safeguards against unauthorized access to preserve the confidentiality of training scenarios and user data. 

Virtual reality is revolutionizing corporate training by offering a unique combination of immersion and safety, making it an essential tool for modern businesses. However, like any powerful tool, its use must be guided by safety practices to ensure an optimal and risk-free learning experience! 

It is worth noting that elearning can increase learner retention rates from 25% to 60%, while face-to-face rates range between 8% and 10%… So imagine the results achieved with a VR experience!