Did you know that by 2015, more Americans will access the Internet through mobile devices than through desktop computers? This prediction by the International Data Corporation underscores the importance of getting content right for mobile devices. If you’ve been tasked by management to make your documentation compatible with mobile, first of all, don’t panic. Secondly, grab a copy of Karen McGrane’s book, Content Strategy for Mobile. Useful and filled with pragmatic advice, McGrane’s book offers specific instruction on how to get content to render appropriately on mobile devices. McGrane is no stranger to designing content for multiple platforms, having been the National Lead for User Experience at Razorfish and now as Managing Partner of her own user experience consultancy, Bond Art + Science. Whereas some content strategists believe providing less content on mobile platforms is the recipe for success, McGrane is adamant that designing for mobile doesn’t mean that you serve up less content. "It’s not a subset of your desktop website," she emphasizes. Instead, she recommends creating adaptive content, or content that is flexible and can adjust to different screen sizes and present itself in different variations based upon the platform needs. She cites National Public Radio’s COPE model for content creation: Create Once, Publish Everywhere. Instead of revising content on every website and instance where it exists (and potentially missing a spot or two), all of the content resides in the content management system and is dispersed to the platform in different forms. "With adaptive content, your goal is to create a flexible base of content with a variety of uses and contexts," says McGrane. The nitty-gritty of adaptive content includes creating content in different formats and in various sizes, depending upon which platform is being used. The key to determining which content to serve up for the right device lies in the metadata. And it’s crucial to rethink your workflow with your team members. "Your content isn’t going to take care of itself," she says. McGrane goes on to detail the process of creating adaptive content, including how to conduct a content inventory and audit, how to structure your information architecture, and how to reconfigure your workflow. All in all, it’s a no-nonsense guide to repurposing your content for all platforms, including mobile.

Edward Tufte fans and design lovers, listen up. You’re going to want to add Joel Katz’s new book, Designing Information: Human Factors and Common Sense in Information Design, to your wish list. Katz, an information designer who teaches at The University of the Arts and Philadelphia University, has assembled a visual feast of information design do’s and don’ts that are useful for those of us who communicate for a living. Katz explains that an information designer’s role is "to clarify, to simplify, and to make information accessible to the people who will need it and use it to make important decisions." It could be a safety poster, assembly instructions or a directional sign. The information conveyed needs to be in a form that the user can understand and use meaningfully. It’s important to have clear information design now more than at any other time in history, given the unprecedented increase in accessible data. Cartographers, whom Katz calls the original information designers, used to draw sea dragons or wrote, "There be lions," on maps in the areas where they lacked data on what actually existed. "Our challenge today is almost the opposite from that of centuries, or even decades, past: to invent ways of sifting through multitudes of data that bombard us daily, often numbing our senses and scrambling our brains," says Katz. Some of the more salient examples in the book include the unsuccessful attempts by the U.S. Department of Agriculture to revamp the food pyramid that was originally developed in 1992 and criticized for being ineffective. The pyramid diagram was revised in 2005, and recreated in the shape of a food plate in 2011 for the sum of $2 million. Katz explains that using the same shapes (such as circles) to make quantitative comparisons is ineffective because variances in degree are better represented by differences in color and size. There are examples of his students’ attempts to illustrate nutritional information that are a better representation of the data. Information design needs to be pragmatic, and relatable to the user. Katz compares and contrasts two examples of accessible symbolism in American monument design, for example: the 168 empty chairs in the Oklahoma City bombing memorial is a successful implementation of symbolism whereas the 1,776-foot height of the Freedom Tower fails at delivering its message. Understanding audience needs is paramount to good information design. Katz says that understanding the needs of the user and the context in which the design is used will "foster a deeper understanding of design function and empathy with the user." For example, when speaking with a PowerPoint slide show, Katz advises using as few words as possible because one of the more challenging aspects of multitasking for audience members is listening to a lecture and reading text at the same time. With the use of metaphor and simile, Katz quotes Richard Saul Wurman (who coined the term, information architecture) who says, "People only understand something relative to something they already understand." Katz suggests using more relatable analogies such as the inner-workings of the human body as illustrated with battles in space or with common kitchen utensils. It may sound implausible, but the illustrations work. It’s a good point to keep in mind when introducing new concepts. All in all, the book is an inspiring compendium of how to convey information in pragmatic and meaningful ways and is a good resource to add to your reference library.

It’s not easy being an introvert in an extroverted world. Susan Cain, author of Quiet: The Power of Introverts in a World That Can’t Stop Talking, says that the rise of the Industrial Age in the United States has created a "culture of personality" where people are obsessed with celebrities and performers. Cain, a self-proclaimed introvert, argues that "there’s zero correlation between being the best talker and having the best ideas." Introversion is not the same thing as shyness, although some introverts can also be shy. Cain says whether someone is an introvert or extrovert is characterized by how that person responds to stimulation. Extroverts crave a lot of stimulation whereas introverts feel best when they’re in quieter and more low-key environments. Psychologist Jerome Kagan discovered that introversion and extroversion could be tied to a person’s physiology. Introverts have amygdalas that respond more strongly to new stimulation, which can cause their circuits to feel overloaded and extroverts are the opposite—seeking out stimulation in an effort to raise their dopamine levels. Cain cautions that there’s no such thing as a pure introvert or pure extrovert, and that we all fall at different points along the spectrum. People who fall right in the middle, with equal introvert and extrovert tendencies, are called "ambiverts." So how does this relate to the workplace? Cain says that if you’re a manager, keep in mind that one-third to one-half of your workforce is probably introverted. "Don’t expect introverts to get jazzed up about open office plans or a team-building retreat," she says. Introvert’s strengths are their ability to think deeply and solve complex problems. Extroverts are better at multi-tasking and handling information overload. The most effective teams at work would have a combination of both types. Cain is on a mission to put an end to the "madness of constant group work." She stresses allowing people to think creatively on their own before bringing the entire group together to brainstorm. "Group brainstorming doesn’t work," she says. "After 40 years of research we’ve found that performance gets worse as group size increases." One exception to this is brainstorming online, where there’s less likelihood for conformity pressure. Most workplaces are typically designed for extroverts, especially the newer open floor plans. In a July podcast for Harvard Business Review, Cain criticized these open floor plans, saying they’re detrimental to productivity and emotional health. "It’s a paradox because it’s more difficult to get close with colleagues in the more open offices. True connections require a level of privacy and intimacy," she says. In addition to her book tour, Cain has been consulting with schools and workplaces on this issue and is considering developing a social network for introverts. She will be speaking at Elliott Masie’s Learning Conference Oct. 21-24 in Orlando, Fla.

If you’ve been hired to work on a home-based assignment, then you’ve entered the world of working virtually.  Here are some tips to make the transition to virtual work as smooth as possible. Working at home requires self-discipline and organization. Set up a separate, dedicated workspace away from distractions. People who have been teleworking for a long time recommend that you establish boundaries between your personal and business lives. Set expectations at the outset. Establishing project parameters with the client up front is the key to a solid working relationship. Rick Vossman, a longtime consultant with Clarity, asks these critical questions during an initial interview with a manager: How well defined is the desired deliverable? Do you know what you’re looking for? What kind of analysis needs to be done? Vossman cautions if the client does not have a well-defined deliverable in mind, the project could result in scope creep and missed expectations. Establish clear lines of communications. When you’re not interacting face-to-face with your client, methods of communication become even more important. As you begin your assignment, check in with your client and find out how he or she would prefer to stay updated. Should you hold weekly conference calls? Send daily written updates? Have a SharePoint folder or Google document to share files? Setting these practices at the start will greatly reduce your stress level. After making some minor adjustments to their work styles, most virtual workers report greater productivity and job satisfaction. What are your strategies for working as a virtual consultant? Please tell us in comments.       The post Working Effectively as a Virtual Consultant appeared first on Clarity Consultants.

Technological advancements have made it very easy to shift learning and development to online platforms. Companies and institutions of learning have taken eLearning to an entirely different plateau. Online instructors now have the flexibility to conduct orientation via eLearning modules and online facilitation. This helps companies save money by cutting travel and per diem costs that would have been a necessity if the instructor had to come on campus. There are promising statistics on eLearning, how it is evolving and projections for the future. Being able to coordinate the facilitation of mobile learning and platform-driven learning spaces is quickly becoming the norm. Advantages include: Individuals can learn at their own pace. Individuals can access the platform at any time. An online learning platform provides flexibility for the instructor and the students. An online learning platform is cost-effective. Classroom learning platforms are also a great way to hold classroom sessions while integrating comments, questions and activities on an eLearning side. All students can see who is in the class and, when a student is speaking or presenting, everyone can see them in real time. This is a good alternative for a classroom experience where live demonstrations are needed. Handouts can be uploaded into the system for each student to follow the session. How do these platforms save money? After the initial cost of integrating the platform into the system, there is an immediate return on investment. If the platform is being used by a company, having employees from every location being able to participate in workshops and meetings online save significant costs. No matter where the employees are, new hire orientation, diversity training and other workshops can be conducted while they are on location without the need to travel. New employees have the opportunity to receive training in a variety of ways, and employees that have been with the company can participate in online module sessions to become familiar with new policies and procedures, or to satisfy professional development requirements. By having employees log into the system, corporations are also able to track which employees take their professional development seriously and make changes or additions to modules and training seminars based on feedback. Conferences that were typically held outside of the workplace can now be moderated through an online platform, decreasing the costs of sending employees out. The only costs involved would be duplicating the training materials and solidifying the speaker to deliver the content via the online platform, giving employees who typically do not have a chance to participate in these types of trainings a fair advantage for advancement. For companies that have multiple locations or overseas operations, being able to have trainings on one system through an eLearning platform engages employees and demonstrates the company’s commitment to having a well-trained staff. Are there drawbacks? With every new technology there are a few drawbacks, but the pros outweigh the cons in this instance. A few drawbacks to think about: There is substantial cost investment when first implemented. Everyone needs to have the technology necessary to participate. There are costs associated with updates, materials, etc. There may be a learning curve depending on knowledge and ability to learn quickly. It may be difficult to learn a variety of different platforms. Once these issues are identified and rectified, eLearning proves to be a viable option that works for many. With so many platforms on the market, integration becomes necessary across the board that will use the same commands and functions. This will provide for ease-of-use in the general market and the learning and development environment. These platforms are the wave of the future and they will continue to be developed to provide more enhanced user experiences. The post The New Face of Training appeared first on Clarity Consultants.

Corporate America today utilizes online learning and computer-based courses for employee training with great regularity. It is flexible and fast, giving employees the knowledge they need quickly, with no classrooms or conflicting schedules. One way that eLearning engages people to the greatest degree is through gamifying the courses. Gamification uses digital games to make learning more engaging and fun for students of all ages. For employees, this type of eLearning is more engaging because it allows competition among peers and offers incentives for completing tasks, like badges or virtual currency that can be exchanged for rewards. Gaming is now a widely accepted process for learning and discovery at all ages - including children, secondary education, and with business professionals. Playing a game that helps reinforce how to close a business deal, or learn the specifics about products or services that you are charged with selling to your clients is a fun and interesting way to go about the process, especially when there are rewards for getting it right. This certainly seems more interesting than listening to a long and boring lecture online. However, there are pros and cons to gamifying eLearning as well, and the challenge is to use gamification effectively and relate it well to the purpose for which it is used. Here are some basic pros and cons to consider before you decide if game-playing is the right learning platform for your business and your employees: Pros Game-playing helps develop positive mental attitudes toward learning dry subjects. Portability is great; employees can often play on their desktop, laptop, or portable devices. Alleviation of boredom and tediousness in mastering subject matter is a plus. Gamification can help employees focus on the material and absorb more of the information. Role-playing games can guide employees to advanced academic understanding. eLearning increases the ability to learn independently. Gaming-based learning shifts the focus to the process rather than the outcome or goal of the course. Games that help confront fears and anger have been shown to be a safe alternative for releasing emotions. Games like online chess make students slow down, concentrate, and think moves ahead - definitely good skills for employees to master. Music and movement augment the learning experience in a positive way. Game mechanics can teach critical thinking and interpretation skills that are crucial to learning. Replayability gives people permission to fail, which encourages exploration and discovery. Cons eLearning has to be monitored to be successful; it is important to classify what is learned from the games played. There is still research that needs to be done to figure out how and why gamification works and why it is effective. Extrinsic rewards can lose their value over time, and actually lessen the motivation of players. Some games do not use the experience to properly motivate people to really learn and be engaged. Game-playing can result in a lack of strategic connection. The challenge is keeping it relevant to the tasks at hand. Overall, game-playing can make eLearning more fun and entertaining for employees and is a good way to invest time and money for training. One of the biggest challenges will be to ensure that gaming is not over-used, because that can be a negative factor; careful monitoring can alleviate this problem. Often, information that is learned via classroom lectures is quickly forgotten; gamification can serve as a long-term platform to help them remember the processes or patterns that you desire and that will allow them to be more successful in their roles. Online gaming is growing rapidly and programming technology is increasing rapidly. Combined with the utilization of portable platforms like smartphones and tablets, the time for utilizing gamification to enhance business knowledge and education is now. The post Should You Gamify eLearning? appeared first on Clarity Consultants.

Many businesses struggle to provide their customers with useful, easy to consume information about how to use their products and services. Standard documentation such as user guides and online manuals can be a good place to start, but most of these lack the interactive and visual elements that would give a more complete understanding to customers. Instead, they contact your business for direct assistance, consuming company resources in the process. You can offer your customers an alternative source of information that will free them from confusing product manuals and improve your bottom line in the process. eLearning modules can provide an easy solution to your customer product training issues. Of course, when most business professionals think about eLearning services, they think about their employee training needs. eLearning services can do so much more. Professional training modules can also be an excellent customer relationship tool for your business. Benefits Many products and services can be challenging for new customers to use and, in failing to use them effectively, they’ll be dissatisfied. Using eLearning modules, you can ensure the ease of use and effectiveness of your products and services by giving customers a thorough understanding of them. This will enhance their experience with your products and services, strengthening your relationship with them. The trick is to provide teaching tools customers want to use and that are clear and easy to understand. Take a quick look at some of the benefits you could see from using eLearning modules to educate your customers: Improved use of your products and services Fewer inquiries made to customer service and troubleshooting departments Easier learning curve for customers Quicker buy-in for customers adopting your products and services Enhanced outcomes for your customers Enriched perception of the value of your products and services Better brand loyalty Increased sales of your additional product and service offerings Risks An ineffective eLearning module, like an ineffective product or service, is going to do more harm to your business than good. It is important that the designer of your eLearning modules understands your products and services and the specific goals of your training. Getting a person with the right skill set to effectively impart the lessons in a clear, concise, easy to follow way is critical. Some examples of what can make an eLearning module ineffective include: Taking too long to view in one sitting Teaching irrelevant material An unprofessional appearance causing it to lack credibility Introducing topics prematurely or in an illogical order causing confusing Poorly labeling them making it hard to find specific information customers are looking for Hosting them on sites that provide poor viewing quality Making It Work If you want to improve your customers’ experience of your products and services, and enhance their relationship with your business by providing eLearning modules, you’re going to need the help of an experienced instructional designer. By relying on someone versed in the nuances of adult learning to provide these services, you can maximize the benefits of an effective eLearning system and minimize the risk of creating a failed module. By combining the expertise of learning and development specialists with the capabilities of your in-house marketing and production teams, you can ensure your customers have a great experience that builds your brand for many purchases to come. The post Train Your Customers Using eLearning Modules appeared first on Clarity Consultants.

Malcolm S. Knowles (1913-1997) was the most prominent expert on adult education in the United States during the second half of the 20th century. During the 1950s, he was Executive Director of the Adult Education Association of the United States and a champion of adult self-directed learning. A pioneer in adult education Malcolm Knowles wrote the first major accounts of the history of adult education, but his greatest contribution was to the concept that adults do not need to be taught; they just need help in learning. The technical term is andragogy. The concept of andragogy Andragogy relies on the assumption that adults take responsibility for their own decisions and that any adult learning program has to accommodate the following principles: Adults eventually evolve from a self-concept of dependency on others to independence, and that concept carries over into learning. As adults mature, they accumulate a reservoir of experience, which evolves into an ever-growing learning resource. Adult learners connect the dots between new concepts and their past. The more relevant the new concept to past experiences, the quicker the adult learner absorbs the learning. Adults are more ready to learn because the mastery of new tasks contributes to their social roles, occupational advancement and self-esteem. The adult orientation to learning involves a change in perspective. Younger learners accept the notion that what they learn now will or might be useful at some time in the future. Adults view learning as a tool to solve some problem or achieve some immediate goal. Adult learning motivation is largely internal. Adults do not require external motivators or the pressures experienced by younger learners. Its applicability to online learners Malcolm Knowles passed on before he could see his concepts and teaching applied to online adult learners, but his principles remain intact, despite-or perhaps because of-the explosive growth of the Internet as a learning platform. The heart of the matter Adult students, either in a live or virtual learning environment, have a crucial requirement: the subject matter must be immediately relevant to their job or personal life. Again, the adult approach to learning is that of problem solving. The subject matter is less important than the process. The instructor’s new role Pedagogy relies more on lecture and a dominant role of the authoritarian teacher. Andragogy makes a totally different assumption: Adults have a strong desire to know why they need to learn something. When dealing with adult learners, the instructor has to let go of the authoritarian, grader role and be a facilitator and resource. Either in person or online, the instructor must, according to one westga.edu piece: "…encourage a continual stream of dialogue concerning the subject matter…’where meaning is created in relation to students’ prior experience and knowledge.’" Taking adult online learning to the workplace Applying the five principles of andragogy, eLearning and instructional design implies a deeper respect for the adult learner. Adult learners are ideal subjects for online learning and actually learn better when: The online experience allows the adult to learn at a comfortable pace and promotes a feeling of independence and empowerment. The learning platform design is similar to the familiar user interface of the learner’s previous online experiences. The instructional design is customized to their professional niche and is seen as relevant to improving their job performance. The eLearning involves an immediate relevance to the adult learner in terms of job status and qualifications. The instruction employs positive feedback as the learner progresses. The bottom line is that adults not only make better learners because of their experience and motivation, but they also make better online learners. They make better online learners because eLearning relies less on an instructor and more on what Malcolm Knowles knew back in the 1950s about adult self-direction and motivation. The post 5 Ways Adults Learn Better Online appeared first on Clarity Consultants.

With today’s competitive environment, it’s important for employers to go the extra mile in retaining employees. That means a concerted effort in enhancing training and development must be a top priority. Paying for training can add a significant amount of money to the bottom line, yet it is a worthwhile investment. It makes employees feel valued and appreciated, and more likely to remain with their employers. Companies that offer training and development opportunities save an average of $94,444.47 by avoiding turnover. The more technical the position, the more it costs to replace employees, sometimes averaging over $125,000. Training and Development Trends Developing an in-house training program could help. In-house programs not only provide a platform where more employees can be trained at one time, but also assists in keeping schedules flexible and on a consistent rotating basis. According to Training Folks, there are a few trends employers should be aware of: 1. The Shift to Corporate Training Programs is High In a culture of increasing workload with less capital, investing in corporate training is at an all-time high. 2. Enhanced Training Techniques Companies are hiring consultants that can develop techniques that are effective and efficient. This includes eLearning platforms, understanding learning styles and employing digital training modules that will adapt to all employees. 3. A Focus on Individual Goals Although employees become more marketable when acquiring specialized training, companies have placed an emphasis on providing training that will align with the employee’s personal goals. This adds value and increases employee loyalty. 4. Implementation of Advanced Technological Methods Self-directed study and corporate training through eLearning and computer-enhanced modules are prevalent and give the employee autonomy on how and when they learn. This gives employees an incentive to move at their own pace, knowing that they hold a high level of responsibility in their success. 5. Gaming Is Appealing Corporate training developers have embraced the prevalence of gaming techniques in a young and savvy workforce, which enhances learning while keeping the overall scope fun and engaging. Students enjoy the thrill of competition and moving through different levels to show their proficiency. Massive Online Open Courses (MOOCs) have also taken center stage, with employees taking the initiative to get their own training and present it to the corporation. There are a number of companies that have embraced this concept and developed their own set of MOOCs for their employees, which has worked for a variety of trainings including new hire orientation and safety procedures. A Future Workplace survey indicated corporate entities saw a valued opportunity to integrate MOOCs into their corporate learning environment. How Can MOOCs Help a Corporate Environment? Synchronized learning MOOCs allow a group of individuals to go through a module together for motivation. This group will participate in lectures, exams, readings and discussions and work at the same pace for collaboration. Design MOOCs employ a "flipped classroom" environment where course materials are introduced prior to a class, which includes videos, readings and other elements of the upcoming assignment. Students are then directed to show their proficiency and understanding of the material during their training. Overall, having a corporate training program is a must in today’s work environment. Employees appreciate when a company gives them a reason to improve themselves. This usually propels an employee to work harder to move up the corporate ladder and lend their new expertise to the company. The bottom line: corporate learning programs are a good investment into employee retention. The post Increasing the Value of Corporate Learning appeared first on Clarity Consultants.

As training and eLearning modules become more prevalent and the learning spectrum evolves, new platforms and strategies for implementation have become a high priority. Learning and development needs vary with every student, and keeping up with a climate of "on-demand" instructional design can be difficult. One of the newest ways that is gaining steam in the eLearning environment is storytelling. This concept has worked well on a multi-level platform and can be adapted for any skill and comprehension level. Storytelling as an eLearning strategy can be used in a variety of ways: through on-screen dialogue or pictures, an on-screen teacher, or through a video of sorts where there are actors demonstrating what is happening. Why storytelling in eLearning? In every story, there are characters, a problem, actions and consequences, a situation that is resolved or a lesson to be learned and an ending. In training, these elements are crucial to the success of the participants. This platform can be very effective for corporations who need to demonstrate to employees how to perform certain tasks. Modules can be developed to demonstrate how to operate equipment, what can be deemed as sexual harassment, or proper business etiquette for the office. For employees who need to understand OSHA regulations, having an effective storytelling eLearning module is key. A great advantage of this platform is that it can be seen by a number of individuals or one at a time. For trainers, this is an additional form of engagement for participation. Used in a blended learning scenario, storytelling can be an invaluable resource which is suitable for interactive learning. This process can allow students and employees to work collaboratively, using their intuition to enhance the eLearning module by finishing or retelling the story as a means of testing their knowledge-base after the initial introduction to the module. What are the benefits of storytelling with an e-Learning platform? The immediate benefits of using storytelling are impactful: Emotional connections form when stories are told. Based on the content, the participants become more engaged. Stories help students learn. There are many individuals who can only comprehend by understanding the context of something. This is where storytelling really shines. By using storytelling as a basis, participants can recall elements of the story and apply it faster than if given random facts. Storytelling promotes interactivity. With an eLearning course, there is no limit to how the content can be presented. It can be clever and professional or humorous and witty, each tone giving the content a new spin. When modules are fun and engaging, students enjoy them and retain more than when listening to a dull, monotonous instructor. The brain gets exercise. In storytelling, participants must pay attention to get the full picture. They are more likely to be absorbed by a story from beginning to end so there is less of a chance of them missing any key elements. One of the key factors in ensuring a successful eLearning experience through storytelling is in the development. It is important to employ techniques that have proven to be successful. The content must flow and remain interesting. If using characters with narration, the tone must be smooth and on-time. Make sure there are pauses where the participants have a chance to ponder certain situations or write down questions. Running through information without taking the audience into account will have negative results. Modules that have already been developed with bullet points can easily be adapted to storytelling eLearning modules. Using photo collages, comic book style scripts and pictures, and other interactive materials will make any situation one than can be easily comprehended and fun. It’s all in the goal you are trying to achieve. Carefully plan and assess the points you are trying to convey and have fun! Your audience is waiting. The post Storytelling: A Creative Strategy for eLearning appeared first on Clarity Consultants.