As more corporate training is becoming self-directed, a major challenge faced by learning and development professionals is how to maintain the attention of audiences. This challenge has been addressed in part through advances in technology that allow us to create realistic graphics to simulate all types of real-world and real-work scenarios and interactions that stimulate learners. Using these new development tools and techniques we are able to develop more interesting and visually appealing e-learning courses. But is that enough to hold the attention of learners? Today we compete with more distractions than ever for the attention of our learning audience. And the expectations of learners have continued to increase, even as their span of attention drops. It’s no longer enough to present information and test for comprehension; we have to grab the interest of our learners and hold it. The best way to do this is by creating truly captivating content that exceeds expectations and sparks real interest in the information being taught. The Importance of Content Quality The first rule in creating captivating content is that it has to be high quality. The surest way to lose the attention and engagement of your learners is to offer them sub-standard quality in any aspect of your e-learning material. Or, content that has been regurgitated and re-explained so many times it sounds like it’s coming from Charlie Brown’s teacher. Most of our learning audience today has grown up in a media-rich and technology-saturated world. As such, they have much higher expectations from what they’re presented. With exposure to high-tech imagery like that found in the latest Hollywood blockbuster Jurassic World, today’s learners know what quality looks like. They also know what it feels like from interacting with video games, tablets and smart devices. This does not mean you cannot use 2D imagery or you must use game-like graphics, but keep in mind the quality your audience has come to expect in media. How to Create Good Content Creating content that captivates your learning audience involves engaging with them on different levels and using different media types. This could mean incorporating some or all of the following features: Video 3D simulations Branching scenarios Storytelling Personalized training Using multimedia to engage different brain activities and senses is more interesting to our learners and leaves less room for outside distractions. Interspersing learning tasks with performance tasks can both reinforce the lesson, and keep the learner interested in the material. A good example of this technique can be found in the REVAS Firefighter training created by our team at Designing Digitally, Inc. The challenge when designing training that simulates something as important and potentially dangerous as firefighting is to keep it realistic and relevant. The web-based training we designed for REVAS (Rescue, Exposure, Ventilation, Attack, Salvage) firefighter training used a combination of virtual reality, task performance, knowledge checks, branching scenarios and simulations. The learner is presented with a series of situations in which he must choose a path, perform a task, make a decision and test his knowledge and recall of his training. By combining these different tools, the learner/participant is kept engaged, interested and focused on the material. Another example of captivating content can be found in the design and use of serious games that allow users to learn while engaging in interactive, game-based activities. Here is an example of a serious game that we created for a Fortune 500 company to help their sales force increase its productivity. The problem faced by our client was that conventional e-learning and classroom-based training had failed to generate the results they were looking for. We designed and built a Serious Game in which sales associates could perform simulated calls using more than 500,000 potential dialogue options and scenarios. The employees earned points based on their success, and were provided with additional tools and information to grow skills in areas where they needed improvement. The result has been a more engaged sales team for our client and a more satisfying training experience for their workforce. In each of the above training design examples and countless others, the goal has been to create captivating content that would keep the learners engaged. In doing so, we focused on the importance of content quality, incorporating different design techniques and tools, and making the training as interesting as possible for the learners. If you want to learn more about creating captivating content and how Designing Digitally, Inc. can help your learning and development efforts, you can contact us here. We specialize in designing customized training solutions to meet any business need. Let us know how we can help you.

Many of the job performance tasks that we require of our modern workforce involve specialized training on expensive or dangerous equipment. Others call for very detailed and precise procedures that take time and practice to learn. Medical professionals in particular are involved in potentially life-and-death situations, where only their training and experience can avert disaster. All of these workplace scenarios and countless others are prime candidates for the latest generation of training simulations. Advances in technology and programming have allowed for the creation of training simulations that are more realistic and more effective than ever before. They are also safer, less expensive and easier to administer than the hands-on training they replicate. What Is A Training Simulation? Training simulations often use high-quality 3D modeling and high-definition audio to create a virtual reality world in which learners can practice performing tasks correctly and safely. Using custom graphics and animations these training simulations are interactive and engaging, allowing participants to immerse themselves in a realistic environment. They are able to make decisions, perform tasks and choose the right course of action through a specific activity or job process. There are several forms that training simulations can take, including first-person directed simulations, guided experience simulations, and other techniques. Thanks to faster computing speeds and updated development tools, these simulations are becoming extremely realistic and life-like. Benefits Of Training Simulations One of the greatest benefits of training simulations is having the freedom to fail. This not only takes an immense amount of pressure off of the job performer, but also reduces the risk of damage or injury. A perfect example of this is a worker who is training to operate a heavy-equipment crane in a setting where other workers are around. One mistake or error in judgment could mean property or equipment damage, or worse; injury or death. By practicing the movements and operation in a simulated environment, the worker gains necessary skills without fear of failing and the sever consequences of such. Another benefit is the ability to practice tasks anywhere, at any time. A worker can practice during off hours, or can brush up on job performance skill as a refresher just prior to performing the task in real life. An example of this might be a technician who is being sent into the field to install a complex piece of equipment. During the flight he can use a training simulation to perfect his skills and perform the task virtually. As a result he will be more confident and more capable when doing the actual installation. We would hope the technician wouldn’t be sent out on a job before they were ready, but you get the picture. Training simulations can also be used to prepare and train for emergency response to disasters. Since a disaster can strike at any time, having a well-trained response force available is critical. The time to train a team is not during the disaster, but before it happens. Training Simulations Can Save Money, Time and Lives There is an obvious advantage to training that can be done virtually, as it saves the expense of employee travel. It also allows for training on equipment that may be too expensive to practice on, or that may not be available to train a large workforce. And once a training simulation is developed, it is extensible throughout the organization - and to anywhere in the world. The time that it takes to send employees to training is often a primary reason for delay or deferment of important skill-building. Training simulations can save time by bringing the training to the employee for completion when work schedules permit. In the most extreme cases, lives can be saved when training simulations are used in place of ineffective hands-off training - or no training at all. By practicing potentially dangerous tasks in a simulated setting, workers gain valuable skills and experience that can save their lives or the lives of others. Here at Designing Digitally, Inc., we specialize in developing customized training simulations for a wide variety of industries and trades. From 3D simulations to custom animations, we’ll create a realistic training experience for your employees. Let us know how we can help your organization to develop a better-trained workforce.

The amount of capital spent by corporations on training their employees has risen steadily over the past decade. With the exception of 2008, the height of our Great Recession, companies have increased their corporate training budgets and per employee training allowance in each of the past ten years. Yet with all of the money spent training their workforce, very few organizations take the time to measure the actual effectiveness of their training programs. The success or failure of any corporate training effort can be measured by the increased productivity of the workers who receive the training, among other metrics. In this regard, training is an investment, not just in employee skill-building, but in the growth of the business. Too often however, organizations view the training of their workforce as just another expenditure or cost of doing business. Understanding that workforce training isn’t simply an accrued expense is the foundation for an effective training program, and is the hallmark of a successful company. Corporate learning and development departments would do well to remember this, and to avoid the following common corporate training mistakes. Ways Corporate Training Can Fail Not understanding the training needs of employees. This is one of the biggest reasons for the failure of corporate training to achieve its objectives. Sending employees to training that they are either not prepared for, is not relevant to them, or that they will not use in the immediate course of their job is a wasted effort. Instead, those in charge of learning and development should focus on conducting a training needs analysis that includes employee input. By analyzing the needs of the business, the training needs of the employee and the expected gaps in skills necessary for business success, corporate training programs can meet the needs of all. Not delivering the right kind of training. Depending on the complexity or level of skill needed to perform a job task, different types of training may be required. The expectation of an employee to learn complicated procedures by sitting in a classroom may not be a realistic one. Instead, using a combination of online corporate training, interactive 3D virtual training, serious games or other computer-based e-learning devices may be more effective. This type of training can also reduce the expense and length of time for many training scenarios. Not having a comprehensive training program. Many corporations view workforce training as an annual event that employees go to. Instead, corporate training should be viewed as an on-going process that involves clearly defined objectives and outcomes. It should also include the integration of a learning management system (LMS) to track employee training progress and success. Finally, a comprehensive training program should involve the recipients of the training - the employees. Getting feedback on the entire training experience is crucial in designing a comprehensive training program. Failing to evaluate the effectiveness of training. Training is sometimes viewed abstractly by those in management positions. It can be seen as a quantitative measure, as in "we’ve sent this many of our employees to training and spent this much money on it." Instead, training needs to be viewed in a qualitative sense, and evaluated for its effectiveness. Measuring the results of a training program involves enlisting employee feedback, observing post-training performance, and tracking business success metrics. Expecting the results of training to be immediate. A common tendency in corporate training programs is to expect the task performance to immediately reflect expertise. This is not only unrealistic, it’s unfair. What’s needed is a performance support system or other supplemental mechanism to help the transition from academic to practical application of the training. This can be an education portal or other e-learning device that the employee can reference to refresh his or her knowledge of the training. How To Remedy The Problem In all of the common corporate training mistakes we’ve listed, solutions are readily available. In each case, the best way to address the problem of why corporate training fails is to understand the potential obstacles to success. It is important to understand and to implement best-practices into your training program. Enlisting the help of training design professionals is the surest way of avoiding the failure of your corporate training program. Here at Designing Digitally, Inc., we are experts at analyzing and developing training solutions that meet the needs of business and of employees. Using a combination of e-learning design, interactive training tools and performance support techniques, we help companies to get the most from their training budgets. We also help by supporting and integrating with your existing learning management system. To learn more about how we can help improve the effectiveness of your corporate training program, contact us. We look forward to serving all of your training needs.

There’s no question that eLearning has grown both in popularity and acceptance in recent years. It has also become one of the most effective and efficient ways for people anywhere to gain knowledge and learn new skills. Learners from all walks of life and from every corner of the globe are discovering the benefits that eLearning has to offer. Whether it’s improving fundamental knowledge, gaining new job skills, learning a foreign language, or countless other needs; e-Learning offers opportunities that would otherwise not exist for most people. In order to understand the rapid growth and increasing importance of eLearning around the world, we thought we’d answer a few questions about trends and statistics in our industry. The questions below are based on inquiries that we often receive about the current state of eLearning development. Since this information is valuable in understanding where eLearning is and where it’s headed, we’re excited to share it with all those interested in the future of training development. What exactly is eLearning and what techniques does it use? The best description of eLearning is a training or other learning experience that is delivered electronically. It typically requires an Internet connection, but can sometimes be delivered in physical form as on a DVD or storage device, or delivered off-line. The styles of eLearning delivery can vary from established technologies like video presentations to the latest in high-definition 3D graphics, serious games and virtual reality. Where is eLearning participation growing the fastest? The 10 fastest-growing regions of the world for eLearning growth are actually outside of the U.S. According to Ambient Insight in their study The Worldwide Market for eLearning Products and Services, India is the country with the fastest growth in eLearning adoption at 55%. The top 10 countries on the list include: India - 55% China - 52% Malaysia - 41% Romania - 38% Poland - 28% Czech Rep. - 27% Brazil - 26% Indonesia - 25% Columbia - 20% Ukraine - 20% In what areas is eLearning having the biggest impact? With the skyrocketing cost of higher education, eLearning offers an affordable alternative for millions of people around the world. It has been estimated that by 2019, 50% of all classes at the college level will be taught online[1]. Another area of impact is in the transition of corporate training from traditional classroom-based to eLearning methods. Currently 77% of US companies offer online or other eLearning tools to their workforce[2]. What types of job training use eLearning the most? According to research conducted by Training Magazine and published in December of 2014, some types of training are more suited to eLearning than other types[3]. Here is a partial list of job categories, and the percentage of training that occurs via eLearning. Compliance or other mandatory training - 72% Desktop application training - 56% IT/Systems training - 54% Industry-specific/professional training - 51% Sales training - 45% Customer service - 38% Interestingly, the categories of management and executive development training incorporated the lowest percentage or online or eLearning training at just 30% and 36% respectively. Is eLearning replacing classroom training in companies? While eLearning is growing in acceptance and availability, no one will argue that it’s a replacement for all training. In fact, it has been reported that blended learning programs, those incorporating a blend of classroom and eLearning instruction, are the most effective ways to train for certain job skills[4]. Why eLearning is Having Such an Impact The effectiveness of eLearning and its ultimate impact on learning and development programs across the board is due to a variety of factors. The combination of accessibility, ease of use, advances in design, technology and computing developments among other dynamics, have made eLearning a more readily available way to learn. It’s this availability that has had such an impact on businesses, industries and learners around the world. Future Growth Projections for eLearning If recent growth rates are an indication, the future of eLearning technologies is robust. Respected industry leaders and agencies have weighed in with their projections for the growth prospects of eLearning initiatives in coming years. Their predictions include the following: By 2019 more than 50% of all classes will be taught online[5]. By 2017 50% of organizations are expected to be using serious games and simulations as part of their eLearning initiatives[6]. In 2015, 44% of companies plan to purchase online or eLearning tools and systems. This compares with 33% who plan to purchase classroom tools and systems[7]. The online corporate training market is expected to grow by 13% annually through 2017[8]. By 2017 China is expected to be the largest consumer of online and eLearning programs[9]. Here at Designing Digitally, Inc., we have the expertise and experience to make eLearning a valuable part of your corporate training program. We design and deliver the next-generation of online and eLearning systems that enable more effective and efficient training delivery. Let us know how we can help your learning and development team integrate eLearning into your training program by requesting a quote here. 1Velsoft - The eLearning Revolution (2014) 2Roland Berger - Corporate Learning Goes Digital (2015) 3Trainingmag.com 2014 Training Industry Report (December, 2014) 4SRI International - Blended Learning Report  (2014) 5Velsoft - The eLearning Revolution (2014) 6Ambient Insight - Worldwide Market for eLearning Products and Services (2014) 7Trainingmag.com 2014 Training Industry Report (December, 2014) 8Roland Berger - Corporate Learning Goes Digital (2015) 9Ambient Insight - Worldwide Market for eLearning Products and Services (2014)          

As training professionals, we’re living in exciting times. The convergence of technology and advances in instructional system design principles have led to training programs that are more effective in their goal of knowledge transfer. It has also allowed for training that is more available and more easily consumed than ever before. We need look no further than the growing adoption of online training as a perfect example of how technology is enhancing the learning experience and providing increased access to knowledge. Benefits of Online Training The benefits of online learning aren’t found solely in the reduced cost of training, but in the increased efficiency and effectiveness of lesson delivery. This is due to a number of important factors that online training addresses. Let’s take a look at a few of these benefits: Consistent and repeatable. Unlike classroom-based training which can be influenced by a variety of environmental factors, online training delivers a consistent and repeatable learning experience. Also, once an online training course is developed it can be delivered over and over again, unlike the single-delivery model of classroom training. Learner-paced. Online training offers the ability for learners to work at their own pace, and to review the material as necessary. In a classroom or other multi-learner setting, some individuals learn at a faster rate than others. This can lead to inequalities in the effectiveness of training delivery. Increases productivity. Traditional training can require a worker to be away from the job for a period of up to a week or more. The loss of productivity - not to mention the outright cost - makes this an inefficient way to train your workforce. Online training offers learners the ability to update job skills while taking far less time away from productive work. More interactive. With the new tools and techniques available to developers, online training can deliver a far more interactive and immersive learning experience. Through the use of virtual reality, simulations and interactive learning scenarios, online training offers the ability for learners to see and perform sometimes complex tasks - not just hear about them. More enjoyable. In any training setting, the more enjoyable an experience it is, the more a learner will get from it. Online training can create an engaging, fun and interesting way for knowledge transfer to take place. How to Convert to Online Training A challenge that many learning and development departments face is how to transition from the current model of traditional training delivery to online training. What works well in a classroom setting may not translate easily to online training. That’s why it pays to engage the experts in evaluating the best ways to convert your current model to an effective online training model. Some of the best-practices for doing this conversion include: Avoid simply transferring content. The best online training comes from transforming your current content into an engaging, interesting and interactive digital learning experience. Create a story around your lesson. Develop your learning material into a story that tells not only how, but gives the details and allows a learner to explore the concept. Identify the best design for the material. Most classroom training has been developed without an eye for whether this is the most effective method of delivery. Converting to online training is an opportunity to review and identify the best way to deliver the lesson. Give them the opportunity to see it from different angles. Online training has the ability to allow for different learning styles and techniques. By converting asynchronous training into interactive exploration, training becomes far more effective. Training the Next Generation Online training is hitting its stride just as the Millennial generation is most in need of it. Here we have a workforce that is extremely comfortable using technology, and has the ability and desire to learn via online training and other eLearning methods. The implications for business are obvious. With a willing audience, available technology, access to online training expertise and a mandate to provide the most effective training possible - focusing on online training makes more sense than ever. In recent years the emphasis of training programs has shifted from simply improving the bottom line of companies to improving the capabilities of the workforce. Online training plays a pivotal role in such a transition. Here at Designing Digitally, Inc., we’re experts at designing and developing online training to meet the growing needs of today’s organizations. Let us know how we can help your company to implement an effective online training program.

Imagine being seated in the operator’s cab of a heavy-equipment lift as it prepares to move a 20-ton piece of gear into place. Now imagine that it’s your first time doing this. But not to worry - you’ve read all about how to lift and move things, and have even watched a video or two. What could possibly go wrong? If the idea of performing such a dangerous and difficult operation without the benefit of experience makes your palms sweat, you’re not alone. There are thousands of hazardous jobs out there, where the only thing between success and disaster is good training. It’s this type of complex and risky procedure that training simulations were made for. What are training simulations? Training simulations are computer-based scenarios that use highly-detailed 3D modeling and imagery to simulate an environment or condition virtually. These virtual reality scenarios are then used to practice a skill, perform a maneuver or execute a series of tasks in a safe and risk-free environment. In this way, potentially dangerous job functions can be honed, and expertise built, before a worker is ever seated in the actual cab of that equipment lift. A typical training simulation uses high-resolution graphics, and detailed representations of the objects and conditions that can be expected in real life. Through the use of these realistic and life-like images, we can create an environment that is as near the real thing as it’s possible to get. Now a trainee can practice the specific skills necessary to do a job over and over again until it is perfected. We can also introduce different situations and variables to simulate adverse conditions - a great way to prepare for the unexpected. Why use training simulations? When an organization is considering the development of training for a particular job or task, there are a lot of options available. Often the choices come down to instructor-led or classroom-based training, on-the-job training, observational training, or even video-based training. Where training simulations fit into this picture is that they are a complement to any of these other choices. There simply is no substitute for a detailed and realistic simulation, short of practicing the skills in real life. And while there may still be the need for knowledge transfer from an experienced veteran, the use of training simulations can provide much needed context for trainees in understanding the full picture. Risk reduction and the freedom to fail One of the greatest benefits that training simulations offer is a fairly obvious one - the reduced risk that comes from performing a task virtually. It’s this no-risk environment that gives learners the freedom to fail in a task, and to learn from that failure. And let’s face it; failure can be a great motivator. Since most of us are wired to succeed, a temporary setback is simply an obstacle to overcome the next time. When we think about the benefits of practicing a skill, having the ability to learn from our mistakes is one of the greatest knowledge builders there is. Through experiencing what doesn’t work, we are more likely to learn the correct way to perform a task, and to better retain that knowledge. Finally, we’d like to leave you with a few examples of when a training simulation could be beneficial. A lot of possibilities come to mind, but here are some that seem like obvious choices to us. Hazardous waste disposal training Heavy-equipment operator training Surgical and other medical procedure training Emergency response training Law enforcement skills training Security and protective detail training Disaster preparedness training Unmanned vehicle operation training Really, the list could go on. In any situation where life or property is at risk, simulations can provide a responder or operator with the necessary training to perform the task safely. Here at Designing Digitally, Inc., our team of expert developers can create a training simulation to meet the needs of just about any organization or performance task. We’ll work with you to design the exact training scenario that your workforce needs to ensure they’re proficient. From 3D modeling to custom animations to virtual reality worlds, we’re on the cutting edge of all the latest design techniques and training principles. Let us know what we can build for you.

"I’ve learned that you shouldn’t go through life with a catcher’s mitt on both hands; you need to be able to throw something back."  - Maya Angelou Beginnings and endings are always ripe opportunities for taking stock. With the launch of our new website I’ve been reflecting on lessons learned. We’re no strangers to large projects, tackling technology and meeting aggressive deadlines. Maybe that’s why we were so calm going into it. But it quickly became evident that this project was different. We were our own client and only accountable to ourselves. At times our ambitious plans were put on the back burner by multiple distractions in the form of our many projects for paying clients. Some days we wondered if we were going to pull it off. Needless to say, we did! Looking back, I think the secret to our success — and we want to hear your thoughts on whether we achieved what we set out to do - comes down to 3 things. In the spirit of Maya Angelou, here’s our "throw back" - 3 tips for launching a successful elearning project. Tip #1: Identify your goals and keep them at the heart of your elearning project Sometimes when you are in the muck of things you lose sight of the big picture. You forget everything you’ve ever known about elearning or project management. You forget how to book a meeting. You forget your middle name. First, take a deep breath, do a couple of downward dogs, or take a brisk walk around the block. Then remember that all projects have a raison d’etre, a reason for being. There is a problem in need of a solution. A goal to attain. And just like in instructional design where you set learning objectives and build a course around them - with a larger project, you set goals and build your project around them. For example, one of our key goals with the website was to ensure that site visitors could easily find answers to their questions. Questions such as: Just who are these eLearning Innovation people? How can they help us? How have they helped others succeed? Once we knew this was our central goal, we brainstormed methods to achieve it. Our Process infographic details common phases in an elearning project, answering, we hope, that oft-asked question: How do you work?  Plan Your Project was designed to guide potential clients through the essential questions for assessing their project’s needs. If your project has lost focus, ask all the stakeholders to summarize the goals in their own words. Talk through diverging viewpoints, using the impetus for the project’s launch to guide you back on track and help you set priorities. Open the floor to ideas and as a group assess how well the solutions are likely to address the identified goals. Remember to keep the tone positive and productive. What strategies do you use for keeping your goals at the heart of your projects? Tip #2: Create a realistic elearning plan What does a realistic plan look like? It contains: Discrete, measurable milestones. An important discussion to have with all stakeholders is: How will we know when a milestone is complete? Make sure that your definition of complete is transparent, and agreed upon, by all involved. Resources (aka people!) attached to each milestone. Identify who is responsible for the milestone and ensure that they have the bandwidth and the tools needed to get the job done in the time allotted. Dependencies. Identify tasks that depend on another task being completed. Allow some buffer time. Again, ensure that all stakeholders understand the flow of work and how their work impacts others. Risks. What are the risks? Not all risks can be mitigated but you should plan for those that can be. One common risk is adding tasks to already overburdened resources (ahem, people). If it’s a short-term project, it might be less risky. It’s not uncommon to have to sprint to the finish line. But consider carefully if you are asking someone to sprint through an entire marathon. Do you have anything to add to this list? Share your essentials for a realistic plan. Tip #3: Remember the old adage: Show Don’t Tell We really wanted our site to "show not tell." Showing is more engaging and more active. We could tell you that we are great at what we do, or we can show you. We believe that showing is more authentic. How does this relate to elearning? Plan your elearning to allow learners authentic opportunities to show what they’ve learned, not just tell you what they learned. Activities that requires "showing" can be incorporated into elearning for all audiences and all ages - whether it be a middle school student showing comprehension by paraphrasing a story, an employee demonstrating their understanding of policies and procedures by responding to a workplace scenario, or a grad student designing a robot. For more on authentic assessment, see 27 Characteristics of Authentic Assessment by guru Grant Wiggins.   We hope these three tips help you with your next project. We’d love to hear from you!  Author: Laurie Pulido, President The post Throwing Something Back: 3 Tips For Successful Elearning Projects appeared first on eLearning Innovation.

We are proud to announce that eLearning Innovation was a Bronze Sponsor for last Saturday’s 33rd Annual HRC New England Dinner and Auction at The Boston Mariott Copley Place. View additional sponsors here: HRC Dinner and Auction Sponsor List The post Proud Supporters of The Human Rights Campaign appeared first on eLearning Innovation.

  When trying to put into words the top ten reasons she is thankful, President of eLearning Innovation, Laurie Pulido, compiled the following list: A high quality staff who are reliable and steady characters in the company, carrying out our vision like they are on a mission. Especially those who enjoy taking on a challenge. The families of our employees who support them when we have a crunch, because they understand the commitment we’ve made to this company and our clients. Without them, the company would not be able to grow. An ever expanding and challenging market that continues to offer opportunity after opportunity. But more importantly, because of the opportunities presented to our company, I’m grateful every time I can give a new employee another opportunity. When we started this, the economy was on a downturn and I was able to put people back to work- which felt really good. Repeat satisfied customers, especially those willing to give an endorsement and speak-up on our behalf. Technology partners who have an unrelenting desire to learn new things. The folks that we have who are out of the box and who bring vision, and aren’t afraid to share it. The way people carry out the reputations of the company in their actions every day, and the standard that we hold. No matter how much distance there is with all of us we carry out like we are in the same room. We’ve gained enough traction that people are finding us, and the network that we’ve created has continued to grow this company - naturally and organically. This has allowed us to stabilize the work that we have by diversifying it, making the company stronger. The enthusiasm that people have brought. It has been a domino effect, and with each new person who joins, another level of energy is added. It’s infectious! The Staff at eLearning Innovation also wanted to share what they are thankful for: I am thankful to everyone including co-workers for being patient and extremely helpful as I transition into my role as administrative assistant. - Lisa St. John I am thankful for wine, coffee and chocolate cake (in no particular order). I am thankful for my wonderful friends and co-workers. I am thankful for warm summer days on the beach. Most of all I am thankful for my loving and supportive family. (Oh and am thankful for my holy day of shopping this Friday with no children!) - Gina Limperis Professionally, I am thankful for the variety of EI projects and clients. Every day I learn and develop in my profession and am grateful for the EI culture that supports such growth. Personally, I am thankful for the health and happiness of my wonderful family and friends. I am blessed daily with stories and giggles that melt my heart and help me stay grounded and appreciative of all that life has to offer. -Kristin Koepke I am thankful to be surrounded by so many loving people in my life. I appreciate having a job that allows me to work from home and to be working with people that I consider to be friends. I am also grateful for all of the important things that I have in my life that money can’t buy. -Erin Terry I am thankful for the blessing of each and every new day I have and for the people that I am able to share that day with; especially my family, friends. colleagues and clients. -Janet Shivell I’m thankful to work with clients who are committed to make a difference in the world. Whether we’re developing an elearning program for first-generation college students, creating an online toolkit to support tobacco-free youth, or designing multimedia tools to help students minimize debt, I feel blessed that, in some small way, my work is having a positive impact. I’m also grateful for the opportunity to with committed, caring people who genuinely care about each other, our projects, and our clients. And yes I’m very thankful to work at from home in my pjs.- Kim Zartman I’m incredibly thankful each and every day our clients entrust us to assist their learners. Whether it is offering learners the convenience of training anywhere at any time, creating strong young community advocates or coaching teens through their college years I am truly grateful for the opportunity to reach so many people in meaningful way. -Magen Leighton I am thankful for working with coworkers and clients who are so supportive and willing to put in the work to reach a successful product that we can be proud of. - Rebecca Walmer I am thankful for our clients who take time our of their busy schedules, and find pleasure in creating curriculum, that is not only challenging, but also relatable to real-life experiences that any person may face within their work place. The courses created at SNHU truly promote hands on experiences for students to utilize for any occupation and/or subject area. - Heather Marino I’m thankful to have been given an opportunity to be part of this amazing company. Having worked in Higher Education for the last decade, focusing my career path toward what I got my degree in is not only energizing, but completely fulfilling. I’m also thankful that it allows me to work from home and spend more quality time with my family, avoiding what was my typical 1+ hour commute each way for the last ten years! - Christina Young I’m thankful for the chance to honor old traditions, make new ones, create memories and share good times with family and friends, who I consider family! - Katherine Meyer I am thankful for working with such a great group of people. Working in such a collaborative and supportive environment is truly rewarding. - Nicole Marino I’m thankful to work for a company that truly values innovation, to be part of a virtual team that understands I’m not at my best at 9 am (or even 10 am or that matter), and to live with an incredible man who brings me coffee and sustenance when I’m stuck in my chair! - Sylvia Eastman I’m thankful for those dear friends who are always "there", even if not in proximity, and we can laugh and be in the moment no matter where we are in our lives, happy or sad; lonely or in love; in illness and in health. - Annesa Hartman   The post Why eLearning Innovation is Thankful this year… appeared first on eLearning Innovation.

Written by: Sylvia Eastman Trust, talent, agility — they’re the core factors that Southern New Hampshire University’s Tracey Osborne and Amy Stevens credit to the success of their multi-year partnership with eLearning Innovation. Trust Osborne, now SNHU COCE’s Assistant Vice President of Instructional Design, and Laurie Pulido, now President of eLearning Innovation (EI), originally began as coworkers at SNHU in 2006. Their time spent as colleagues created an easy transition when eLearning Innovation took on SNHU as a client in 2010. As demand for SNHU’s programs and courses continues to surge, and eLearning Innovation’s capabilities continue to expand, the partnership — and the trust — grows with it. "We know we can continually count on eLearning Innovation," says Osborne, "EI is our right arm." Steven’s, SNHU COCE’s Associate Vice President of eLearning, says: "Whatever we throw at EI, they can handle. They proved this on the grade book project." Pulido elaborates, "It was the spring of 2012, and most of our work until then had been new course development. Amy called one afternoon with an urgent project that required us to work within a tight timeframe, updating about 150 courses for the impending term, and making related changes to the grade center in Blackboard. It was a real challenge as the changes required a nuanced understanding of the instructional design underpinning each course, so we had to make a quick but highly accurate assessment and then implement it." Team members from eLearning Innovation and SNHU worked hand-in-hand, with EI’s instructional design and production team making the necessary updates and SNHU setting priorities and facilitating academic approval of the changes. Talent eLearning Innovation is an essential partner in SNHU’s course development process, with a devoted team of course and project managers, editors, administrators, and instructional designers. Osborne describes EI’s strengths: "Talent, experience, customer service." Having a skilled and responsive team is always at the forefront for Pulido and EI continually hires and develops the talent required to provide quality service to SNHU. Pulido explains: "We’ve designed a comprehensive internal training program. The training ensures that the growing team working on the SNHU project can benefit from the years of experience EI has devoted to the partnership. So new team members are exposed to that depth of experience. And beyond that, we are always learning from SNHU — high student engagement, strong alignment, authentic assessment — SNHU courses have many strengths. We hope we are contributing to those strengths but we are also learning from them and that learning cycles back into our team training, which feeds into our ability to provide excellent service." Steven’s agrees: "We love the training that EI has put together to support their team. It’s truly a win-win." Always thinking ahead, Pulido’s using the internal training as a testing ground for a new elearning solution that capitalizes on EI’s strengths in integrating sound pedagogy with technology. Agility "SNHU has to stay 3 to 5 years ahead of what students’ want and need for their career. We are ever-changing and EI has held on to that agility and keeps coming back for more," says Stevens. "You think of agile as being able to move quickly and easily and that’s true," notes Pulido, "but you need the structures in place to support that. For starters, you have to have a talented and devoted team - and we have that, but we also cross-train people to allow flexibility with work assignments." On EI’s SNHU team for example, instructional designers are trained to serve as managers and editors are trained to double as IDs. "Second," Pulido continues, "we have a high regard for transparency. When you have to act quickly, you make better decisions when you have all the facts, when all the cards are on the table. Third, we foster an environment of collaboration and cooperation. Getting a course designed and delivered on time and with a high degree of quality is everyone’s job. If something impedes that then it’s all hands on deck until we’re back on track." The last ingredient is the ability to listen. Pulido says, "We strive to truly understand our clients and their needs. If you understand what a client wants and have the structures that support agility in place, you are willing and able to adjust your process to theirs." Osborne sums it up nicely: "EI bends over backwards for us, no matter what."   The post Our Partnership with SNHU appeared first on eLearning Innovation.