How will you share your story? How will you engage your audience? Discover many ways in which SlideTalk can help you turning presentations into lively stories. SlideTalk video created by SlideTalk at http://slidetalk.net The post SlideTalk: How will you tell your story? appeared first on VivaeLearning: The Best Free Video Tutorials Online.

What is Extrinsic Motivation In Online Training? One top priority when designing online training courses is to motivate and inspire employees, but what type of motivation are we really trying to tap into? Not all sources of motivation are created equal. While intrinsic motivation centers on internal factors, extrinsic is all about external rewards. According to Brown (2007), "Extrinsic motivation refers to our tendency to perform activities for known external rewards, whether they be tangible (e.g., money), or psychological (e.g., praise) in nature". Noël Coward, the well known for his talent, style, and wit English composer, once famously said: "If you must have motivation, think of your paycheck on Friday". There couldn’t be a better way to describe extrinsic motivation. Opposite to intrinsic motivation which comes from within, extrinsic motivation comes from outside; it is basically the desire to reach a goal that is separate from the activity itself. Extrinsic motivation pushes us to perform a task which we may not particularly like or be interested in, but we stick with it because we know that there will be a reward at the end. The mechanism of extrinsic motivation may sound shallow, and perhaps not as noble as intrinsic motivation, but when you get rewards like money or success out of the picture, it actually makes perfect sense: we clean our desks because we enjoy working on a clean desk, not because we like cleaning. But money and success aren’t impractical motivators either; at the end of the day, payroll, promotion and professional recognition are the immediate or delayed payoffs that motivate employees to try harder, perform better and be more productive. Indeed, extrinsic motivation can be a very powerful force; sometimes, even the most difficult goals become feasible, only because there is something to look forward to at the end. This article explores what every eLearning professional should know about extrinsic motivation in online training deliverables. Although it is best to incorporate a healthy mix of intrinsic and extrinsic motivational strategies into your online training strategy, an extrinsic motivational approach can be proven quite effective for your online training deliverables. Employees are usually  more extrinsically than intrinsically motivated to perform the tasks assigned to them, so it is more likely that they will "appreciate" incentives that inspire their extrinsic motivation. With respect to your instructional design, always keep in mind that there are some potential side effects of adding extrinsic motivation elements in your online training deliverables, such as, that they may only provide short-term benefits as motivation is lost when the reward is removed from the picture, or that, they may motivate employees to reach their goal, but they might not care so much about the process of learning from their mistakes. Other limitations are that it may be difficult for you to determine appropriate rewards, as well as the fact that when adding extrinsic motivation in eLearning, you always run the risk of sabotaging intrinsic motivation. On the other hand, there are some obvious benefits, such as that it can quickly change learning behaviors, it can induce interest in an online training activity, and, above all, that it provides quick results. 5 Tips To Increase Extrinsic Motivation In Online Training The truth is that, no matter how valuable intrinsic motivation may be, it is not always possible to inspire it, as sometimes employees are simply not interested in performing a particular task. If this reminds you of your employees being reluctant to fully engage in online training, here are 5 tips to increase extrinsic motivation in online training in order to offer them a highly motivational online training experience. Provide employees with a Diploma or Certification after online training completion. As an eLearning professional, you cannot, of course, offer to employees salary raises or promotions to motivate them to complete their online training. But you can provide them with a certification or diploma that acknowledges their contribution to the company by achieving their goals. An online training certification can not only significantly increase your audience’ extrinsic motivation to actively participate and engage in the online training course, but also boost their performance after completing it, as they will have developed the desired skill sets. Add games. A performance management online training strategy can be particularly effective, but to increase extrinsic motivation in your employees you need to integrate "prizes". Gamification is an effective way to link performance to rewards, as your audience can reach their goals while being rewarded with high ranking in different levels of difficulty, as well as being given the opportunity to reinforce their feelings of mastery and achievement. It can give your employees the opportunity to learn and to actively participate in the online training without even realizing it. They strive to progress through the levels or earn points, and in the process they absorb knowledge and engage even more in the online training experience. However, there is a caveat to using gamification as a source of extrinsic motivation, that is to ensure the game elements are tied to the goals and learning objectives of the online training. You should never include a game simply because it is entertaining and engaging, but because it offers employees a more effective means of acquiring new knowledge and skills. Show employees the impact of online training on their job performance. When employees see how their online training will benefit them in their career growth, this becomes by itself a reward. To help them understand that their online training experience can be truly rewarding, always make sure that you show them how they can put what they are learning from theory to practice. Use scenarios with real world applications that help your audience relate to their online training content. It should be obvious to them that the online training they attend, not only provides them with the knowledge to make their jobs easier, but at the same time it is there to enhance their skills and boost their performance, with all the desired forthcoming consequences, such as opportunities to progress their careers, raise, promotion, etc. Recognize achievement and offer positive feedback in public. In extrinsic motivation, the rewards become the primary goal of the online training rather than acquiring new knowledge and improving skill sets. Recognition, especially in front of others, is key in increasing extrinsic motivation. Without an effective feedback system in place, an online training strategy that centers on extrinsic motivators simply cannot be successful. Satisfy your audience’s need for extrinsic praise and reinforcement by providing them with positive feedback throughout their online training experience. When employees feel that their efforts are recognized and appreciated, it will be more likely for them to be interested and actively participate in their online training. Utilize extrinsic motivators as a bridge to intrinsic motivation. Extrinsic motivation is less favorable than intrinsic because it lacks the internal drive and determination that is so important in the learning process. However, extrinsic motivation can be used to eventually encourage employees to develop a sense of intrinsic motivation. For example, if employees don’t show much interest in the subject matter or don’t actively participate in the online training, then extrinsic motivation can offer them a way to improve their performance and become more involved, so that they are able to see the true benefits of participating. Once they begin to be fueled by internal motivators, the extrinsic rewards will become less important and can be slowly removed from the online training course. When designing extrinsic motivation elements to include in your online training, always keep in mind that rewards should be secondary to knowledge absorption. The reward system that is put in place should not be the primary focus of the overall online training experience, but merely a tool that helps learners absorb and retain the knowledge. The rewards offered as extrinsic motivators in online training must link directly to employee's improvement, progression, and performance. Now that you know how to use extrinsic motivation in online training, you may be interested in learning more about how to create a motivational eLearning experience. Read the article 5 Tips To Enhance Motivation In eLearning and discover how you can inspire your learners to eagerly experience your eLearning deliverable. This post was first published on eLearning Industry.

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Adobe Captivate 8 Adobe Captivate 8 reimagines the way mobile learning is crafted. Rapidly author a wide range of mobile-first, responsive eLearning content without programming using an all-new, intuitive UI. Easily preview content for different screen sizes by selecting device layouts on-the-fly. Leverage device-specific capabilities, such as GPS, accelerometer, and gesture support, to deliver mobile learning as it is truly meant to be. Now enrich your courses with new customizable interactions, themes, and smart shapes. With tons of devices in varied screen sizes being used by the trainees and employees, there is a dire need to make the content available on different devices. Thankfully Adobe Captivate 8 allows you to create responsive eLearning courses that can fit perfectly in different device sizes in both horizontal and vertical orientations. Check the 7 Tips To Create Responsive Courses with Adobe Captivate 8. The post What is new in Adobe Captivate 8 appeared first on VivaeLearning: The Best Free Video Tutorials Online.

We know that nobody wants to spend hours grappling with a new program - you just want to get started from the moment you login. We also know that when you want help, you want it right there and then, and you don’t want to stop halfway through a project while your problem is solved. That’s why gomo has created its own user-friendly knowledge base to help you find the answers to your gomo-related questions. We’ve made the knowledge base as easy to use as possible to help you find answers in a flash. Access to the knowledge base is available as part of all pricing packages, so whether you’re an individual user or part of a large organisation, you can find all the information you need immediately. It’s constantly being updated with new resources, so if there’s something you think would be useful, feel free to get in touch and suggest a new document. You can find out everything from how to create a new project to how to publish your finished project to your website. Whether you’re an authoring tool beginner or a long-term lover of content creation, you can improve your skills quickly and easily, helping you make the most out of gomo. For an example of the content you will find, why not check out our video showing you how to get started with gomo? The post Explore the gomo knowledge base appeared first on gomo Learning.

Introduction to Adobe Captivate 8 Learn about the basic functionalities of Adobe Captivate 8. Develop any-screen responsive mobile learning without programming. Use an intuitive UI to transform PowerPoint slides into engaging eLearning using actors, voices, interactions, and quizzes. Leverage best-in-class HTML5 publishing to deliver any content to mobile devices, the web, desktops, and leading LMSs. With tons of devices in varied screen sizes being used by the trainees and employees, there is a dire need to make the content available on different devices. Thankfully Adobe Captivate 8 allows you to create responsive eLearning courses that can fit perfectly in different device sizes in both horizontal and vertical orientations. Check the 7 Tips To Create Responsive Courses with Adobe Captivate 8. The post Introduction to Adobe Captivate 8 appeared first on VivaeLearning: The Best Free Video Tutorials Online.

"Can you close that document please while I make some edits?" If you’ve ever tried to edit a Microsoft Word document at the same time as someone else, you’ll know how frustrating it can be when you have to keep closing the document to give someone else access. Everyone ends up hopping in and out of documents and waiting for other people to finish their section before they can start work themselves. The beauty of teamwork is that you can pool your ideas and get things done much more quickly and efficiently than having one person working alone. If a larger team had to wait for each individual to work on a project one by one, it would take significantly longer. With gomo, we wanted to take the hassle out of working collaboratively online, meaning your whole team can come together to create beautiful e-learning at the same time. With the gomo small team licence, you and three colleagues can work on a project together, or with an enterprise licence, large teams can get involved. The sophisticated locking system means that nobody can edit the same part of the course at the same time to avoid overwriting anyone else’s hard work, but everyone can focus on their own sections of content  without needing to disturb anyone else. What’s more, it’s super easy for the administrator to decide who should have access to which project. This way, everyone only sees what they need to see and no time is wasted browsing through irrelevant courses. Your team can also leave comments on projects so that everyone is on the same page when they access each part of the course and to enable seamless content creation between team members. Sign up today for a free trial of gomo’s small team package to see for yourself how easy it is to collaborate on projects to create beautiful multi-device learning as a team. The post A team effort: collaborating on projects with gomo appeared first on gomo Learning.

Snagit 12 Features Overview Scrolling Capture Quickly capture everything on the page even if it’s not showing on the screen. Grab the horizontal, vertical, or entire scrolling area with just a click. Video Capture Sometimes it’s easier to talk things through. Create, narrate and trim quick videos of your screen for demos, feedback, reviews, and more. Mobile Capture Capture beyond your desktop. Get TechSmith Fuse for your Android or iOS phone to send photos and videos from your mobile device straight to the Snagit editor. Video Trimming Quickly get rid of any unwanted sections from your screen recordings. Remove ums, ahs, coughs, extra time from the beginning, middle, end or any mistakes you want to correct. Step Tool Quickly highlight a series of steps in Snagit. Each click applies the next number in the series. Your sizes and styles stay the same so you can easily keep a consistent look to your projects. Stamps Personalize your images with graphics specifically designed for screen captures. Special Effects Add effects like border, shadow and perspective to your entire screen capture. Or, create your own custom style. Fast & Easy Sharing You share content across many platforms every day. Snagit connects your images and videos with the accounts you already use for a fast and easy workflow. Google Drive Integration Upload your images and videos into Google Drive to give your viewers access from any web browser or mobile device. You can also import files into Snagit instantly from Google Drive. Multi-platform Support Snagit is one product on two platforms. The software key will unlock both Snagit on Windows and Snagit on Mac, so no matter what system you’re using you’ll be able to get your work done. Multiple File Formats Snagit lets you save your images and videos in a variety of file formats. The default file type is PNG, but you can save to JPG, GIF, PDF, and more from within the Snagit editor. The post Snagit 12 Features Overview appeared first on VivaeLearning: The Best Free Video Tutorials Online.

When you’re creating your own e-learning, it’s important that you understand the difference between question types so that you’re assessing your learners effectively. Find out more about the question types available and how they can be integrated into your gomo course. Dropdown The dropdown gomo asset allows the learner to select the correct answer from a list of options. This can be related to a graphic asset also on the page, and presents the learners with a variety of potential answers. The benefit of a dropdown is that it takes up less space on the screen, as it expands and collapses when clicked. Multiple choice The multiple choice question asset is similar to the dropdown insofar as it lets the learner choose from a list of options presented to them. However, unlike the dropdown menu, all of the answers are visible at once, so it can be useful when the learner is asked to choose between subtly different answers or needs to see the possible responses alongside other information on the screen. Select from list Choosing a select from list question asset means your learners can select more than one correct answer. This is useful for questions such as ‘Which of the following are true?’ where more than one statement is correct. It can also be used with graphic assets, which may be used in a question such as ‘Which of these images shows products from our new range?’. Hotspot The hotspot asset invites learners to locate relevant points on an image in response to a question. For example, you could ask learners to identify health and safety issues on a photo of an office to check that they understand how to spot risks. You can then provide tailored feedback on each of the points, for instance ‘That is correct, you found the coffee cup on the computer. This is dangerous because…’ Text input Text input allows for a more freeform response to get the learner thinking about some of the issues they have covered for themselves. It can provide a more holistic, reflective approach to a question, where the problem solving aspect or emotional response is more important than a ‘right or wrong’ answer. It can be used as a form of journal or learning log to help the user draw on their experiences from the e-learning course as a whole. Sign up for your free trial to experiment with the question assets available in gomo yourself. The post Choosing e-learning question types in gomo appeared first on gomo Learning.

On Tuesday, I attended Imogen Casebourne’s webinar about moving to multi-device. It was part of the ADL Interagency Mobile Learning Webinar Series, and covered some interesting case studies for projects created using gomo. How do you use your devices? Imogen started off by asking some questions about attendees’ device usage. For example, we learnt that 71% of attendees use three or more devices a day. Android phones proved the most popular, with 62% of respondents using these devices compared with 48% of iPhone users. However, when it comes to tablets, iPads are more popular, with 60% of those polled opting for an Apple tablet compared with 33% who choose an Android device. The webinar looked at the value of responsive and adaptive design and how some organisations have already made the move to learning based on smartphones and tablets. Epic created e-learning on tablets for Civil Service Learning, refreshing a suite of learning courses for almost 500,000 UK government workers. A multi-device approach allowed them to reach more mobile workers and deliver material in the way learners wanted to learn. Mobile performance support The second part of the webinar focused on just-in-time mobile performance support. This allows employees to access learning material as and when they need it in their roles. Imogen said that digital learning performance support resources are often quicker and cheaper to produce than an e-learning course, and the great news is that with unlimited projects, you can create as many resources as you like with gomo. The final poll of the webinar asked which types of mobile performance support attendees thought would benefit their employees. 100% thought that quick reference guides, how to guides and job aids delivered on a mobile device would be useful, with a third saying that diagnostic tools would be beneficial. This shows that there is plenty of opportunity for organisations to create their own handy mobile resources. Why not sign up for a free 21 day trial of gomo now to see what you can create? The post How do you use mobile devices for learning? appeared first on gomo Learning.