Lectora Inspire V11 Tutorial: Exploring the Lectora V11 Interface This Lectora Inspire V11 Tutorial presents the four main areas in the Lectora interface that make online course development a breeze. With Lectora e-Learning software, everything you need is easy to find and easy to use. The post Lectora Inspire V11 Tutorial: Exploring the Lectora V11 Interface appeared first on VivaeLearning: The Best Free Video Tutorials Online.

Just as the blueprint plays an important role during the construction of a house, an effective outline plays a prominent role during the development of an eLearning course. An outline gives a complete essence of the course. In this blog, I would like to share my experience and some suggestions to prepare an outline for your course. Select between the top-down and bottom-up approaches As an instructional designer, the first task while developing an outline is selecting between the top-down and bottom-up approaches. The top-down approach calls for the developmentof a considerable part of the outline during the content analysis phase itself. As a result, you stick to this outline and develop the course accordingly. On the other hand, the bottom-up approach involves creating just a skeleton of an outline and gradually filling the remaining outline as we proceed with the other phases of the course development. This approach is usually followed when you don’t have enough knowledge about the subject. Here, the outline is filled throughout the storyboarding process. Refer trade books and competitors’ courses In order to ensure quality-oriented teaching through your eLearning courses, you need to organize your topics properly. Although you take up a project, where you possess no preliminary knowledge of the subject, you should gather the background knowledge about the project as soon as possible. Also, you should refer trade books and your competitors’ courses. This enables you to develop an appropriate course outline which is learner-centric. Rename and reorganize Never ever repurpose someone’s content exactly. Instead, when you want to use someone else’scontent; start renaming the part which you borrow from them. However, in this process, you need to be very careful to maintain grammatical parallelism in your course outlines. On the other hand, a course outline should be organized in such a way that it makes sense to you and your learners.Whenever you borrow the content from other sources, you need to reorganize the outline to fill the gaps, if any. Personalize your outline The last step, while developing the outline, is personalization. There should not be any clue that you have included the content from sources. At the end, you need to finalize and personalize your content. If you are using a bottom-up approach, there is no need to work too much on the outline as you will just create a skeleton of it at the beginning. But, if you follow the top-down approach, you need to personalize your outline as you proceed further with the content creation process. After anoutline has been developed, ensure that the entire outline has been sequenced logically. These are some of the best practices you need to follow, while developing your outline. Please do share your thoughts and opinions on the same. Related PostsTop 5 Blogs on the Best Practices in Instructional Design 4 Effective Ways of Presenting Scenarios in E-learning CoursesContent Comprehension: Best Practices for E-learning Design

How Unconventional Coaching Can Produce Extraordinary 1:1’s With Your Employees Τhere you have it - 7 common pitfalls in which you might find yourself during 1:1s with your employees and how to avoid them by using unconventional coaching. Your employee isn’t telling you what the real issue is. More than 80% of the time, Mary Miller won’t express her issue in a clear, honest way. Sometimes this is intentional and sometimes not. However, either way, if you aren’t able to clarify what the real problem is right from the get go, you can’t help but spin your wheels and waste time - both yours and Mary’s. Frankly, getting down to what Mary really wants and needs to discuss is more an art than a science, and it definitely isn’t something most line managers have been trained to do. Let’s correct that omission right now. Here are some useful questions to challenge Mary and clarify what’s really going on: "Would you say that’s your real fear, or is something else on your mind?" "What else might be causing you to feel like this?" "I have a feeling something else is on your radar. Would you care to share it with me?" Not only will this type of question help solve the problem at hand, but it will also prove to Mary that you really do want to uncover and address her real concerns. She will respect you for it. You may not know what to ask or how to ask it when you are dealing with an emotionally sensitive or creative employee like John Smith. There’s no denying it. Emotional Intelligence is a must-have leadership skill in today’s workplace. The way employees were spoken to and managed just five years ago no longer works well, especially if you are working with an emotionally sensitive and/or creative person. John Smith simply doesn’t respond well to "hard" words like target, objective, or action. The best way to get him on board is to use "softer" trigger words and questions. You’ll be surprised what a difference it makes! Here are some examples of questions to ask John: "What’s your vision for this team?" "What’s your feeling around that performance?" "How can we add texture to this project?" Experiment with a different vocabulary, and you’ll notice a more engaged response. You don’t have enough training or experience to conduct a coaching session. It’s taken for granted that managers know how to coach, and yet the vast majority don’t. Why would you if you haven’t had the experience or training? The problem is only compounded if you are sent to participate in an advanced coaching course without having first been trained in the basics. You lack a strong foundation upon which to build. Some basic workplace coaching skills include: Learning how to formulate effective, open, and closed questions. Listening deeply (for what is and is not being said). Assisting with setting SMART goals. Mastering the GROW coaching model for standard employee development goals. Your employees will appreciate your structured, results-driven coaching approach during their 1:1s with you. And you will discover that this approach will not only make your life easier as a manager, but it will also produce extraordinary results. You may believe coaching is too time-consuming. If you think you don’t have enough time to coach your employees, then you may be missing opportunities to further develop them. The truth is an effective coaching session doesn’t need to take much time out of your busy schedule. You can facilitate a successful laser coaching session with actionable takeaways during a short but focused conversation. I have successfully coached colleagues in the time it takes to stand in the line at the office Starbucks and collect our cappuccinos at the other end. It’s all about asking the right questions, keeping your employee on topic, and gaining his commitment to take action. With a bit of practice, this doesn’t require much time. Always remember that a short burst of coaching that motivates your employee is better than no coaching at all. You may not be asking the creative questions that inspire Mary to think in solutions instead of problems. Have you ever been on either end of a performance review that’s conducted like an inquisition where the manager fires an incessant stream of why-who-when bullet questions at the employee? Is it any wonder so many people - both managers and those they manage - dread this process? Next time, try a different approach that will inspire Mary to really engage and think outside the box. Coaching excellence occurs when you camouflage your questions masterfully. Mary will want to answer without feeling obliged to, and that’s what facilitates creative problem-solving. Examples of this type of question include: "What kind of encouragement or advice would you give someone who’s in a similar position to yours?" "If you fast forward to the end of this situation, which solutions does the movie reveal?" "How would you pitch this idea in a way even a toddler could grasp its value?" Talking too much and not listening for what's NOT being said. If you haven’t been trained how to coach, it’s quite normal to talk too much and not keep the focus where it belongs - on the employee and his issue. Your nervousness or excitement or simply used to being the one who does most of the talking in the relationship can add to this dynamic. The result is John ends up feeling deflated. Do you remember the last time you asked a friend to help, and they made it all about themselves? Do you remember how you felt? This is similar to how John can feel if you don’t practice good listening skills. Not only do you not want your team member to feel that way, but when you talk too much you might miss valuable throwaway comments. This kind of comment often highlights hidden, underlying concerns and patterns that require further exploration on your part. Some examples of valuable throwaway comments you don’t want to miss are: "I’ve always seen myself as second best." "My sales conversion rates are always poor." "It runs in the family." Unlock your coaching excellence by allowing John to think his answers through. And in order for him to do that, he needs space - the kind of space that is offered by applying the gentle power of silence. Not only will John feel compelled to break the silence, but he will also provide valuable information. Performance anxiety. If you aren’t an experienced coach, you may feel the need to produce results by the end of your session with Mary. That kind of self-imposed pressure can be counter-productive because it can stop the natural coaching flow. Always remember that, yes, you are responsible for applying a useful structure to your 1:1 with Mary, but you are not responsible for coming up with all the answers. That’s Mary’s responsibility. Of course you want your coaching to be the catalyst for Mary to discover her own answers. The best way to achieve this is to stop performing and start connecting. You’re not a coaching machine. You are, first and foremost, a human being. Be personable and use language to show you are right there and present with Mary: "I know how that feels." "I’ve experienced that too." "This is what I’ve done to improve my results." Conventional coach training will tell you to stay neutral and never share opinions.  However, in my experience, it’s precisely your natural human way of connecting that inspires Mary to lower her defenses, feel more at ease, and actively engage during your 1:1 with her. Your short anecdotes are motivational and act as trust builders for future collaboration. This post was first published on eLearning Industry.

Using GIFT Format to Create Adobe Captivate 8 Quiz In this video you will learn how to use the GIFT file format and syntax to import all your quiz questions in the touch of a button. Google GIFT Quiz Questions to learn more about the syntax for this standard. The post Using GIFT Format to Create Adobe Captivate 8 Quiz appeared first on VivaeLearning: The Best Free Video Tutorials Online.

Audio plays a vital role in an eLearning course. According to the modality principle, put forth by Ruth Colvin Clark and Richard Mayer, using audio to explain on-screen text helps deliver better results by reducing the cognitive load on learners. Effective use of audio in an online course can help the learner "hold" the content and remember it for a long time. The three important audio elements which make an eLearning course effective are narration, music and sound. Adding audio to an online course also helps learners relate themselves to the content in an effective manner. But, in today’s eLearning courses, the audio narration is restricted to only the introduction and summary slides. In most of the cases, we use narration to explain on-screen content. How can you ensure that your eLearning course is effectively narrated? Well, you need to focus on 6 aspects to use audio effectively in an eLearning course. Let us now see what they are and why they are important. Hope you find this post interesting. How do you use audio in your eLearning courses? We’d love to know. Related Posts5 Factors That Impact The Audio in E-learning Courses - An InfographicPrinciples for Effective Practice ExercisesApplying the Coherence Principle to eLearning Courses

The eLearning world is full of new trends, innovative ideas, and learning techniques to keep learners engaged and make training programs successful. If you’ve been involved in the eLearning industry for years, you know how important it is to stay up-to-date on all this information. And if you’re new, you may be noticing these recurring topics and trying to learn more about them. I made a list of 10 of the hot topics that I’ve been reading and hearing about recently. I also included additional articles and resource about these topics—because in the eLearning world, you should never stop learning. Take a look at these 10 hot topics in the eLearning world: 1. Scenarios Scenarios are a learning technique that puts your student into the action. Studies show that this type of hands-on learning improves memory recall later on the job. To learn more, read this blog post: Engagement Made Easy with eLearning Scenarios and Characters. 2. Gamification Whether it’s adding games to your course or gamifying your entire course for a true gamification experience, this trend has tons of benefits, including motivation and team building. Here’s a great article on finding balance in gamification: Balancing Difficulty in eLearning Games & Simulations. 3. Mobile learning Mobile learning, or mLearning, is the trend that everyone is talking about because it allows organizations to deliver training materials to on-the-go employees. Mobile solutions like CourseMill® Mobile deliver that freedom of anywhere, anytime learning. 4. Knowledge sharing The eLearning world was buzzing for a while about knowledge sharing in respect to informal learning within an organization. However, knowledge sharing also happens in a community of eLearning developers—from different organizations. Check out what members of the Trivantis Community are sharing, and become a member yourself! 5. Templates Templates are a genius way to save time, create a uniform style, or get inspiration for a starting point. Learn how you could create your own templates in this blog post: Creating Custom Templates in Lectora. 6. Engagement Sometimes engaging your learners requires extra creativity. See some cool examples of what Gray’s Harbor Community Hospital did with engaging and themed training here: How to Find the Fun in Mandatory Training and Engage Your Learners with a Zombie eLearning Scenario. 7. Cloud authoring Cloud authoring is an affordable way for teams to create eLearning online. If you like the sound of no downloads and no waiting, then cloud authoring is definitely worth checking out. You can try Lectora® Online for free and see what you think. 8. Saving time A few of these hot topics are also ways to save time, like templates and cloud authoring. Here’s a post that includes even more ideas for developing eLearning quickly and efficiently: 5 Ways to Win the e-Learning Race Against Time. 9. Collaboration Efficient teamwork makes for better eLearning courses. Having the right tools can help you collaborate with team members, managers, and subject matter experts. I like ReviewLink™ because it’s easy to log in online and make comments or ask questions about the project. 10. Video Using video in training has been discussed a lot lately. You can even create your own videos as a way to customize your course and engage learners at the same time. To learn more, check out this post: Recording Audio and Video with Lectora’s Built-in Tools. For more articles about the latest trends and topics in the eLearning world, subscribe to the Everything eLearning Blog. This post was first published on eLearning Industry.

Avatars are the favorites of instructional designers to create classroom training experiences in online training courses. Often, we decide which type of avatar would be suitable to the course. But, can you make learners to choose the avatar they wish to guide them through the course? Yes, it is possible! In this post, I would like to share with you how to fulfill this requirement using Articulate Storyline. Follow the steps below. Step 1: Create your eLearning course, as per the requirement. Step 2: Create two variables of Boolean type. I have named them as FemaleCharacter and MaleCharacter here. Step 3:Add a screen in the beginning of the module, which enables the learner to choose a character from the givencharacters(I have used twohere i.e., one male and one female). Step 4:Add two triggers in this slide. Tochange the value of variables to True, when the learner clicks a character To jump to next slide, when the learner clicks a character Note:Apply same triggers forthe male character. Step 5:Click the Viewtab. Step 6:Select Slide Master optionto open the Master Slide view. Step 7: Place the characters here. Note: Make sure these are in hidden state initially. Step 8:Add two triggers (in the slide master) to change the state of characters to Normal on learner’s choice. Trigger1:Change state of male character to Normal when time starts for slide, if the value of the variable maleCharacter is True. Trigger2: Change the state of the female character to Normal when time starts for slide, if the value of the variable femaleCharacter is True. Step 9: Publish the course and check the output. These are the steps which enable the learner to select a guide for eLearning courses developed in Articulate Storyline. Hope this helps you. Please do share your feedback. Related PostsHow to Combine Your Adobe Captivate Projects Into Single Course?Rapid E-learning through Storyline Tool: 5 Infographics Sharing Key FeaturesArticulate Storyline Templates: Which One Is Right for You?

Lectora Inspire V11 Tutorial: Add Text and Links to your e-Learning Course with Lectora V11 e-Learning Software This Lectora Inspire V11 Tutorial presents how to add and format text and create hyperlinks in your Lectora e-Learning courses. The post Lectora Inspire V11 Tutorial: Add Text and Links to your e-Learning Course with Lectora V11 e-Learning Software appeared first on VivaeLearning: The Best Free Video Tutorials Online.

An instructional designer, while designing eLearning courses, has to consider a number of important things to make them effective.These include the content, interactivities, images, graphics, animations, videos and the most important thing - learner engagement. Make sure to be aligned with the content, titles, sub-titles, colors, fonts and images.The use of these elements should be consistent throughout the course. In this blog, I’ll share 3 tips to create highly engaging eLearning courses. 1. Add Content in a Structured Manner As an instructional designer, the most important thing is to know who your learners are. Based on your target audience, organize your content. Always make sure each screen has a bearable amount of content. The learner should not feel overburdened with the content/images. Do not try to add too many graphics, bar charts and content in a single screen. If the images or graphics are self-explanatory, do NOT add an explanation of those graphicsin the screen. Divide the content into 2 parts - "need to know" and "nice to know". Explain the topics which are not easy to understand in a detailed manner, in a conversational tone, using audio. You can always give additional information in the form of links and PDFs. Keep the content uncluttered and make it learner-friendly. 2. Involve SMEs Very Often For making your eLearning effective, add real-life scenarios. Seek the help of the SME to make the content effective. Adding case studies is one of the most important ways to engage the learner. Take inputs such as testimonials, real life incidents, videos etc. from the SME to enrich your content. Whatever content you add, make sure that the content is simple and easy to understand. Teach the content to the point, and the learner will stay motivated and learn what is discussed. Make sure the content added is realistic, and learners can apply this knowledge at the workplace. 3. Assess Frequently In most classroom sessions, the instructor will stop the session and ask questions to confirm the understanding of the content. In eLearning courses,we need to assess the learner frequently to make sure the content is getting across. Adding formative assessments not only helps track their learning,but also helps reinforce the content. For all correct and incorrect answers, give explanatory feedback to the learner to reinforce his learning. All these tips will help you align with the customer’s expectations and keep your learner engaged. Do add new interactivities aligned with the content. Related PostsHow to Create Section 508 E-learning Course Using FlashGuidelines for Content Chunking to Design Effective Online Courses4 Tips for Developing E-learning Course Using Rapid Authoring Tools

How To Use Interactive Whiteboards To Enhance Your Online Science Course Although interactive whiteboards have become standard technology in many brick-and-mortar classrooms, they are still gaining momentum in the online setting. Many articles are available on their use in the standard classroom setting, but little information exists on their use in asynchronous learning environments. In a physical classroom, interactive whiteboards help teachers create a more interactive learning environment with the help of projectors and touch screens. In the online classroom, software can mimic the experience of an interactive whiteboard, allowing students to explore a topic further through virtual field trips, interactive exercises, practice activities, and even real-time feedback from the instructor. Many online interactive whiteboards allow an instructor to upload a picture or illustrate a concept while simultaneously adding notes and audio explanations. With many programs, the finished product can be saved and uploaded to the college’s Learning Management System. The following are 5 ways you can use interactive whiteboards in your online science courses: Demonstrate A Laboratory Procedure. You can upload a video of a laboratory procedure, then pause the video at certain points to discuss (and illustrate on the whiteboard) critical points in the procedure. You can also use pauses in the video to quiz students on what step should be performed next. Go On Virtual Field Trips. Arizona State University has a variety of online virtual field trips with interactive components: http://vft.asu.edu/. One of my favorites is "Biological Anthropology" that includes several lab exercises on the evolution of Hominids. More virtual field trips are in development from "Extreme Environments" to "Tectonics". Capture Lessons Using The Screen Recording Option. Many of the free interactive whiteboard programs have screen capture abilities along with audio options for voice recording (see my Sankore example below). Use these tools to show students where to find assignments and resources within your current learning management system. Include Interactive Exercises To Supplement Lectures. The National Stem Centre contains videos, case studies, quizzes, articles, and textbooks on a variety of subjects include science. Users can narrow their search for a specific lesson by type of activity, subject area, publication year, and targeted age range. One of the most popular activities is the interactive periodic table: http://www.nationalstemcentre.org.uk/. Share And Exchange Whiteboard Lessons. SMART exchange is probably one of the most popular interactive whiteboard software and resource site for searching and sharing lessons. Topics cover a number of subject areas and are copyright-free: http://exchange.smarttech.com/. Online Interactive Whiteboard Platforms One of my favorite online interactive whiteboards is BrainCert’s platform: http://www.eduweaver.com/. I highly recommend this interactive whiteboard for ease-of-use and cost (it’s free!). The free version allows up to 10 attendees to participate in a live class session. I was also able to install the whiteboard in Blackboard by copying and pasting their html code into my course. I followed the simple instructions to generate an API key then inserted this into the suggested html code within my Learning Management System: https://www.braincert.com/developer/whiteboard-api. Also worth mentioning is the free interactive whiteboard software Open Sankore. Also completely free with additional functions like website access, podcast recording, and storyboard-like capabilities. See the YouTube video example here on blood typing demonstrating how Sankore can be used as a supplement to an existing module: http://youtu.be/pf5SuYwYfBw. Many resources are available for interactive whiteboard users including templates, lessons and software. TeachHub.com summarizes some of the most popular sites in the article 65 Free Interactive Whiteboard Resources by Danny Nicholson. For an even more comprehensive list of technology tools for online instructors including interactive whiteboards and more see Christopher Pappas’ article 321 Free Tools for Teachers - Free Educational Technology. This post was first published on eLearning Industry.