The E-Learning industry is continuing to evolve and adjust to new technologies and other societal changes. Whether used in educational settings or for training purposes in the corporate world, E-Learning technologies are revolutionizing many different sectors. Understanding the most current trends in E-Learning will help you make important decisions regarding how you use E-Learning tools in your own organization, and it will also give you an idea of what to expect in the future. Mobile Learning One of the hottest trends in E-Learning is the prevalence of mobile learning. The desire to access and share information 24/7 has been shaped by mobile devices and social networking platforms, and no one is left unaffected. Organizations are turning to mobile devices to give employees access to corporate networks, applications, and information. Moreover, using the mobile format for training purposes is becoming increasingly popular. The use of smartphones and tablets for training and E-Learning purposes is not only giving employees more access, but it is increasing employee engagement. Gamification of Learning Another hot trend in E-Learning is the use of gamification. Gamification refers to the use of game mechanics and gaming elements in traditionally non-game environments. The idea behind using gamification for corporate training purposes is that it will engage employees’ interest and provide a way to increase interest and motivation. When properly implemented, gamification can increase the retention of content and speaks to a new generation of employees. As millennials continue to enter the workforce, it is important for organizations to adjust to their technology and social-driven mindset. Informality Is In Similar to the rise in popularity of gamification, we are seeing a trend of informality in E-Learning. A good chunk of learning in today’s world is done naturally and in conjunction with other tasks. Mobile devices and tablets are also making it so learning is more self-initiated than ever. While it is nearly impossible to "create" informal learning, you can foster this type of environment by providing the proper tools and access points for your employees. Using social media platforms, networking communities, various technologies, and gaming elements for your training purposes will help establish an informal learning environment that your employees will be more inclined to become a part of. Knowing what’s happening in the E-Learning industry can help your organization make the best decisions regarding your web-based training. Incorporating the use of mobile devices and tablets as well as modern training tools will help you keep up with the changing workforce, and will also work to engage and motivate your employees. To learn more about E-Learning, and how your organization can benefit from web-based training, contact us today.

In the world of software design and E-Learning, getting to know your end-users is critically important for a variety of reasons. Take an average mid-level business, for example- there will be employees that encompass various age groups, professional backgrounds, reading levels, computer proficiency levels, and dozens of other demographics that will define how each user learns. While it is certainly a challenge to cater to all of these audiences at once, there is a number of ways to accomplish this task. How Do Learners Really Learn? To compound those problems even further, there is no definitive blueprint on how individuals learn. Some students may be highly visual people who have to see the concept to understand it. Others may learn better through repetition or with instruction that shows the same concept several different ways. Designing an E-Learning title all comes down to anticipating the various needs of the students involved, and then executing a plan to meet those needs as thoroughly as possible. Since the goal is knowledge retention, a needs analysis is always the first step in getting to know your audience. In fact, absolutely nothing should be taken for granted during this initial process. Should the narrator speak like a college professor, for example, or should he sound a lot more informal like a co-worker would? How much industry jargon should be incorporated? Seemingly tiny decisions like these can have profound effects on the learning process. Overcoming the "Curse of Knowledge" Another problem in the educational segment is overcoming the "curse of knowledge" within certain genres. For instance, when an individual is so familiar with the industry/segment, they make assumptions based on their own experiences because they cannot "see the other side." So how do you ensure that you’ll avoid the curse of knowledge in your training efforts? There are several ways to avoid this pitfall, and each of them starts with taking a step back and identifying who the software is ultimately being designed for. If it is for new hire employees, for example, then very little should be taken for granted when it comes to things like industry jargon or company procedures. The same training for senior level employees may have an entirely different tone/feel since much more can be discussed without extra clarification. Catering to Many Different Viewpoints Besides seniority levels and industry experience, there are also a number of other differences to consider when training employees. A few of them are- Educational backgrounds Overall reading/writing levels Computer proficiency Age levels (and emotional maturity) Preferred learning styles One of the areas that we really pride ourselves on at Designing Digitally, Inc. is taking the time to get to know your audience and all of their unique learning requirements. By working alongside each corporation’s designated instructor, we have a long history of delivering the perfect software solution that exceeds our clients’ training needs. For more information, please contact us directly at 866-316-9126 or request a free quote.

Designing Digitally, Inc. has been selected by BestWebDesignAgencies.com as a top 10 development company for September, 2014. "It is great to see our organization being recognized for the dedication we have to our clients and our commitment to developing the highest quality online learning experiences," says Andrew Hughes, President of Designing Digitally, Inc., regarding the award. "We are looking to finish out 2014 strong and take it to the next level in 2015. It is encouraging to know people recognize our hard work and see our developments as something to behold."  Looking for an award winning E-Learning development company? Look no further. Contact us today to learn more about how your organization can thrive with online learning.

One of the more frequent questions we receive at Designing Digitally, Inc. is about the potential of scenario based E-Learning in business. In our opinion, it is a fantastic opportunity for corporations of all sizes to reduce training costs, increase productivity and engage employees. Not only is scenario based E-Learning a good way to increase knowledge retention and motivation, but also a way to reduce risk and cost to your organization. Imagine being able to train your employess in a safe, risk free environment, while receiving virtual on the job training. There are numerous benefits of E-Learning in general, but below we have highlighted some key aspects of what scenario based E-Learning accomplishes: A Strong Motivator for Students Scenario based learning is a great way to get your learners motivated and engaged in their training. Reason being, students have the opportunity of becoming fully engaged as they solve real-life problems they will eventually face in the workplace. By forcing learners to use critical thinking skills along with the knowledge that’s shared in each tutorial, it creates a fully immersive environment. Increased Learning Retention Likewise, it has been long regarded within the business community that on-the-job training is the most efficient way to educate employees. When the job requires workers to deal with complex scenarios with high profit margins at stake (like in our Sales Mobilizer project), the same knowledge can be achieved through scenario-based E-Learning in a fraction of the time. Applied learning is also implemented to reinforce prior tutorials. Realism without the Risk Then again, scenario-based E-Learning is also an excellent choice for dangerous professions or in an area where the training is costly. By removing the life-threatening elements that can accompany even a simple mistake, it allows students to feel much more comfortable in making decisions that are normally reserved for veteran employees. Additionally, there is an excellent opportunity for new employees to learn critical skills in a safe environment. Ongoing Training Options Scenario-based training is also an excellent way for companies to provide performance support and ongoing training. New information can easily be added at any time, plus it can be made available on a number of different digital devices as well. This means that a single software solution can serve multiple purposes for both short and long term educational goals. Extremely Cost Effective Training Although the upfront cost of scenario-based training may seem daunting, the resulting increase in knowledge retention and additional productivity is well worth it. With the ability to train employees in much less time, workers are able to begin producing faster after their initial hire date and begin to generate revenue. It also eliminates numerous other costs (training materials, on-site instructors, travel, etc.) and provides metrics that can identify weaknesses in the training material. Since the E-Learning modules can be developed to be accessible from numerous devices, it also allows your team to access information on the go or at home in their personal time. The end result of scenario based learning is highly knowledgeable, motivated employees that are much more prepared for the task at hand. For more information about this or any of other custom training solutions that are available from Designing Digitally, Inc., please do not hesitate to contact us through our website or by phone. Our staff is always more than happy to answer any questions you may have.

In 2005, Carpe Diem High School in Yuma, Arizona opened as a public charter to test out a new learning concept on grades 6-12. Carpe Diem is a blended learning school that aims to leverage technology, as well as instructor led training, to get students excited about learning and excelling in education. Within five years of program launch, Carpe Diem boasted some of the highest math and reading scores in the nation. While this was not technically the first instance of blended learning in a classroom setting, the program proved the learning model was sound. What is Blended Learning? Blended learning is an educational tool that combines traditional classroom instruction with online technologies to enhance the learning experience. There are numerous ways for businesses to implement this concept into their curriculum with varying levels of interaction between the student and the instructor. Some blended learning solutions and programs deliver 100% virtual learning with an on-site instructor available to answer questions, while others simply use digital mediums within the classroom to augment learning. There are also numerous levels in-between, such as- Rotational Learning- Over the course of a semester, students alternate between traditional and online classrooms to gain a broader exposure of the subject matter. Flex Learning- While students receive most of their instruction over an online platform, they can also opt to receive one on one or group instruction as needed. Self-Blended Learning- Students receive traditional, in-house training with the option of accessing online courses for additional exposure. The Benefits of Blended Learning Proponents of blended learning are quick to point out that in almost every study, both knowledge retention and test results increase exponentially among students. Reason being, blended learning gives learners the opportunity to explore and absorb information in a variety of mediums and styles. Also, with an increasing number of millennials entering the workforce who have been "plugged in" their entire life, blended learning makes sense. Allowing learners to explore information on their own, as well as interacting with an instructor, gives way to an environment that caters to the needs of today’s audience. Additionally, blended learning tends to increase student interest. By making the learning opportunities fun and engaging, it takes away much of the pressure that some students feel inside traditional classrooms. Also, to aid in curriculum/program molding for success; Learning Management Systems give instructors access to a tremendous amount of metrics to track progress levels and make changes when necessary. Students can even give direct feedback in real time, especially since an instructor is present. Blended Learning in Business Corporations are quickly realizing the immense possibilities of blended learning within the workplace as well. Instead of focusing just on a traditional classroom setting, businesses are able to train employees within the workplace on very flexible schedules. Employees can also be granted access to complete portions of the training on their own time as well, which leads to numerous time and cost-saving benefits for everyone involved. More importantly, the learning retention increases dramatically because the employees are much more engaged. At Designing Digitally, Inc., our learning solutions can be designed to complement your current training programs. By working with your facilitator, we are able to develop world-class learning tools that accelerate the learning process and keep employees motivated. Feel free to contact us for a no-obligation quote on meeting your exact training needs.

With the rapid advancement of technology over the past decade, mainstream education has travelled from the classroom to the computer, and now to our smartphones. Mobile E-Learning has the potential to completely revolutionize performance support within the workplace, but it also comes with unique challenges for developers who are trying to stay ahead of the technological curve. Here are four things to consider when exploring mobile learning applications: A Simplified Smartphone Interface One of the biggest problems in Mobile Learning today is the "one size fits all" mentality. Not every element converts properly for every device. For example, when the user has to simulate mouse-clicks on a smartphone and the buttons are shrunk down to the size of a pinhead, the learning incentive is completely lost. If you can’t "click" the right button, how are you supposed to work through the module? Additionally, remember that mobile devices do not allow button rollovers. Since these elements definitely have their place when displayed on PC screens, design solutions specifically for the user’s preferred digital device. Delivering Bite-Sized Lesson Plans Since your learners can use a mobile learning application practically anywhere, it helps to keep the lesson plans short and easily completed within a short time frame. Even with larger, more complex topics, break the information down into bite-sized sections that can be completed at the user’s leisure. Your audience is more likely to feel compelled to complete a 5 minute section than a 30 minute course. Develop for Mobile First A recent study by market research firm IDC predicted that by the year 2015, the Internet will be accessed primarily by smartphones. A Duke University professor also shared his findings that younger generations rely on their mobile devices more than any other platform to access learning material, and dozens of similar studies have reached the same conclusion. The future of E-Learning will only continue to favor mobile in a greater capacity, something to keep in mind when looking into E-Learning for your organization. A Streamlined Learning Experience To foster engagement, mobile E-learning applications must be enjoyable, with a balance between fun and education. The strongest educational experiences come from titles that can quickly create engagement and hold the student’s attention. While gamification elements certainly add value, the overall feel has to remain focused on the learning experience. Just because your learning is flashy and visually appealing, doesn’t guarantee success. Keep the learning objectives in mind and ensure your project works to meet those objectives. At Designing Digitally, Inc., we take great pride in creating customized E-learning solutions for our clients. To learn about our mobile E-learning solutions or to receive a free quote, feel free to contact us or by calling us directly at 866-316-9126.

For decades, the ultimate training goal in any educator’s mind was to find a way to connect to their students and create an atmosphere where learning was simplified. The Bring Your Own Device (BYOD) revolution allows employers and educators to meet both of these criteria, all the while saving money in the process. Since users are usually a lot more comfortable with their own digital devices than ones issued by their employer, there is also a convenience factor involved that could potentially speed up the learning process. Catering to the Needs of Your Audience One of the largest benefits from the Bring Your Own Device movement is that students have complete control over their learning environment. People have a personal attachment to their digital devices these days, and they're quick to reach for them whenever they have a spare moment. By providing learning material that can be accessed from any device, at any time, students have a lot more freedom when it comes to seeking company information. Additionally, the sheer amount of content that can be made available to employees is staggering. Instead of carrying around big workbooks full of company policies and regulations, this same information can be accessed in a fraction of the time. Since the user is already familiar with the device as well and likely prefers it over the office PC, this is only one of the reasons why employees prefer a BYOD training environment. The Nuances of Developing for Multiple Devices Of course, Bring Your Own Device also presents a distinct number of challenges. Technology advances in hardware are changing at a lightning fast pace, so there simply is not an accurate way to predict a user's preferences two, three or five years from now. Meaning; the newest learning solutions have to be fully adaptive to any platform with considerations given to screen size, internet availability and numerous other factors. Security is also a potential issue when employees use their own personal devices. Because of the need for responsive layouts across a wide range of devices, the actual learning content needs to be delivered in small, quickly downloadable segments with mobile devices in mind. This keeps compatibility issues to a minimum and ensures material can display properly on a four inch smartphone screen, a 27 inch monitor or anything in-between. The content could also be available through a company website, and in some cases a downloadable app (on both Android and iOS) could be a good solution as well. That way, poor bandwidth does not have to play a factor in the actual learning potential. Getting the Most Out of Numerous Devices At Designing Digitally, Inc., we have fully embraced Bring Your Own Device because it is a win-win for everyone involved. The cost savings alone is making BYOD increasingly difficult to ignore. By allowing users access to learning materials on whichever device they prefer, your training modules will no longer be limited to the office laptop or tablet…which can often get left behind. For more information, please call us at 866-316-9126 or visit our website. We will happily provide a free quote and explain our development process for a BYOD organization.

The evaluation of a corporate training program is an integral aspect to understanding its overall effectiveness. Using different approaches to observe and measure how well your corporate training program is doing will allow you to ensure you have not wasted both time and money. In some cases, you may discover your training program is lackluster and does not provide a good return on investment. On the other hand, you may see the training model you have implemented is effective and your employees are responding to it well. In this post we will go over some of the main challenges of the evaluation process as well as tips to help you determine what the best approaches are to evaluate training. Challenges Faced One difficulty companies find when the time comes to evaluate training is they do not take the time to analyze what their training needs really are. It is virtually impossible to assess how well a training program is doing if you do not know exactly what your goals are. We know your goal is to train your employees, but what specifically do you want them to walk away with? In order to combat this problem, sit down and do a training-needs analysis so you can discover skill gaps and other issues related to your objective. Another issue facing companies is measuring knowledge retention and skills learned. This is why it is crucial to incorporate a ‘learning level’ into your evaluation approach. In dividing the evaluation process into different levels, you will be able to more accurately measure what your employees have learned and if they have reached your desired level of learning. For instance, do your learners just need to comprehend the information or be able to apply the knowledge to a specific task? Also, is the content and delivery method relevant and engaging with your audience? If your corporate training is directed towards a younger audience, chances are, a presentation style session may not be the best delivery method. Without taking the time to really delve in to the details of your training, you may overlook the question, "is my delivery method the most effective way to reach my audience?" Methods There are many different approaches to training evaluation; however, there are certain approaches that provide more insight than others. Goal-based models tend to be extremely effective because they allow you to objectively look at the effectiveness and impact of your training program. These are a few functions of goal-based evaluation: Reaction - This is an integral part of the evaluation process because it measures precisely how your employees have reacted to the training. Your employees should feel like they have gained knowledge or skills from the training. By measuring reaction you can see how your audience is responding to the training, which in turn gives you the necessary information to make adjustments if need be.   Learning and Behavior - This step of your training evaluation allows you to measure what your employees have learned and how their behaviors have changed. You should have a list of learning objectives you expect to be met by your employees, which will be the starting point for determining how well they are being accomplished. Knowing whether or not your employees are actually learning what you intend will help you see where you need to make adjustments in your training programs. You can do this by either visually recognizing the change has occurred, or by way of post assessment, to name a couple. Bottom line - Once you have completed the evaluation you can then analyze the end results and determine whether the training model is helping your employees and business overall. If the results show that your employees are in fact learning what you intended, responding positively and retaining the information, this should mean that you are seeing a good ROI and that your initial objectives for the program have been met. Also, by benchmarking statistics and figures before and after training, you can get an idea of how effective your corporate training is. For instance, tracking sales figures before your training and comparing that data to figures following training roll out. Corporate training evaluation is not an easy task. By outlining your intended learning objectives before the training takes place and analyzing what your actual goals are, you are setting yourself up for success. During the evaluation it is crucial to communicate well with your team and measure their reactions, behavior, and how well they have retained the information in question. Also, benchmarking important figures to track performance before and after training. To learn more about evaluating your corporate training, or to discuss an evaluation of your current training, contact us.

Designing Digitally, Inc. has partnered with NASA's Goddard Space Flight Center to develop Gamified E-Learning experiences. The E-Learning modules embrace gamification to make learning how to write requirements engaging, educational, and entertaining. "Working with Goddard Space Flight Center on this project is something we are excited about here at Designing Digitally," says Andrew Hughes, President of Designing Digitally, Inc. "We look forward to working with the innovative people at NASA to educate and increase knowledge retention through gamification and serious games. This will be an exciting adventure and foresee a great collaboration for the remainder of 2014 and 2015." See the full article discussing the partnership between E-Learning developer DDINC and NASA on Marketwired. 

Blooms Taxonomy was developed in 1956 and was used to help classify the difficulty associated with questions asked during assessments, ultimately being transformed into a "system" for classifying various learning outcomes. But how do serious games tie in with Blooms Taxonomy? A Quick Overview of Bloom’s Taxonomy In simple terms, the Blooms Taxonomy model is based around the idea that learning can be divided into three main areas - learning that is generating a skill, learning that is developing attitudes, and finally, learning that is transferring knowledge. These are referred to as "domains", and more complicated "languages" can be used to capture each of these areas. They include: Cognitive Domain Attitude Domain Skills Domain Okay, so what about the "Taxonomy" part? Well, this isn’t too complicated either. It basically means the classification of something. To explain further, the Bloom’s model suggests that each individual learning type has a series of learning levels that should be considered when providing a serious game platform for learners. A Quick Overview of Serious Games A "Serious Game" is basically a game that is designed for the primary purpose of teaching rather than entertaining. The "Serious" adjective used in its name refers to the various industries that take advantage of them include the corporate industry, scientific community, and even education system. One of the main characteristics that separates a serious game from a regular game is that it is designed for a real-world problem. Serious games can be entertaining, but they are there to educate learners. Now that you understand both Bloom’s Taxonomy and serious games, let’s take a look at how they can be tied together to create the ultimate real-world learning experience. Choosing the Complexity of the Game As a general rule of thumb, the amount of complexity associated with a serious game will be directly correlated with the level of learning that you desire. For instance, if you simply wanted the learner to increase their knowledge and memorize the material then you could take advantage of the Taxonomy’s first level of learning - knowledge. The learner would be required to recite specific facts and terminology, as well as understand various theories and structures associated with the subject. But if you wanted to take your serious game one step further then you could use the comprehension level of learning. This would essentially require the serious game player to understand the facts and information being given by comparing, translating, and interpreting it. In the serious game itself, you could have the learner compare different aspects of what they learned. Creating Different Types of Serious Games Creating a serious game that only requires basic recall is quite easy to accomplish. However, if you are creating a serious game that requires the learner to come up with much more complex conclusions based on what they learned then your instructional design will need to be altered. Bloom’s taxonomy and serious games tie in together quite well if you understand the level of learning that you require for your learners. For more information on how to determine the best solution for your learners contact us today.

The use of badges is an especially important element because they serve as a reward system within a development, and badges are often one of the most highly visible concepts. Not only do badges serve as a method of rewarding users, but as a way to motivate. Below, we will discuss the importance of badges in gamification and some important aspects. So, Why Use Badges at All? Whether we are talking about the last 100 years of Boy Scouts of America or a hardcore 21st century gamer, badges have been used successfully to inspire. By definition, a badge is a symbol of honor or achievement, and the mere possibility of recognition creates a lot of motivation. In fact, status is more important to most than rewards. There is also a company benefit from badges as well. By making them an award for numerous performance achievements (completing a tutorial, logging in on consecutive days, a high score, etc.), employers can easily track how employees are embracing the technology. Also, badges serve as a great indicator of progress. Deciding on Types of Badges When implementing gamification and badges into a development it is important to ensure they are meaningful achievements that hold value with the user. While the occasional surprise badge can be useful in increasing pleasure, the user must feel there are clearly defined rewards for meeting specific objectives. A few other things incorporated into badges are- Visually appealing design/layouts Numerous challenge levels Special recognition for difficult tasks Proper display/access of badges A complement to other gamification concepts Relevance to learning objectives It is also important to offer several elite badges that only a select number of participants will be able to achieve over time. Not only does this guarantee that there will always be challenges left to strive for, but it also serves as serious bragging rights around the office. Used in the right context, it can become highly motivational. As mentioned earlier, status is a great motivator. How Badges Affect Learners When implemented properly, badges can become a very powerful tool in the learning process. Badges provide the user a set of goals to strive for within an E-Learning development, plus it helps tie in numerous other gamification elements. Perhaps even more importantly, society has almost a universal desire to achieve recognition and badges have become a tangible means for validation. Badges are a great way to engage and inspire your learners. In addition, badges can be used to track learner progress throughout a module or gamified learning experience. Please feel free to give us a call at 866-316-9126 for additional information on how to make your corporate E-Learning vision become a reality. Or, contact us through our website.

So you have decided to convert your current training to web-based training, that’s great! Your goal is to increase engagement and knowledge retention in your learners; a pretty straight forward goal. But who are your learners? Your employees, right? It might not be that simple. Below are 4 key considerations when analyzing your audience for web-based training. Seniority in the Organization Who are you looking to train? Who is the target of your training? Again, this may seem obvious; your employees, but not all employees are the same. If your web-based training is covering new hire materials, these learners are likely different than, say, those in a new product training class or refresher course. They are new to the organization and likely less hip to your policies, jargon, and procedures. Technical Abilities Let’s face it, we all know someone whose technical abilities are less than stellar. This is an issue some may face in the workplace as well. If your learners have varying levels of familiarity with computers or technology, you must keep this in mind when having your web-based training developed. Using an interface loaded with buttons and actions may not be the best route to take if your learners are less skilled with the technology, even if the interface/tools seem to be practical or necessary. Hardware and Software Availability Another key consideration is what hardware and software are available to your learners. For example, if your web-based training has voice over audio; does your learner have the hardware to hear the audio? If your training has Flash based animations; does your audience have the necessary software on their device? Also, will your learners be using mobile devices as well as computers, or one or the other? Learning Environment So, where is your audience participating in your web-based training? Something to consider. Is your training taking place in a classroom style, blended learning environment? Or will they be engaging in training at their desk? These are areas of attention when developing web-based training for your target audience. For instance, does your audience have limited time on or access to a computer? Is the working environment loud or distracting? A good understanding of these obstacles help gain a more clear view of who your audience is and how to best engage them in your training. Level in the organization, technical abilities, hardware and software availability, and the learning environment all play a part in analyzing who your true audience is and how to engage them. At Designing Digitally, Inc. we perform a Training Needs Analysis before every project to determine who your learners are and how to most effectively convey your information. To learn more, contact us!

If the 21st Century had to be summarized in five words or less, most could agree on "The Age of Information." Between text messaging, social media, and the numerous chat programs floating around cyberspace, we have become a culture that rapidly interacts and shares new ideas on every platform available. That being said, blended training programs that incorporate these features often experience increased user engagement. However, creating a blended learning program, and getting learners to embrace it, are two different beasts. We have listed a few quick tips below for building a community around your blended training, but feel free to contact us for additional ideas. Setting Initial Expectations Early It is not uncommon for employees to avoid speaking up and conversating within the training context. Hence why blended learning should use a community approach to create conversations among students early on. By creating group activities and encouraging deeper discussions, it sets early expectations for students to communicate. Generate Attention-Capturing Lessons Also, by utilizing content and mechanics that inspire communication you are likely to get learners more involved. Creating discussion both in the classroom and virtually is a great way to keep learners engaged. This is blended learning at its best, and these topics should be thought-provoking so users feel compelled to become a part of the conversation. By tying together both teaching styles, the US Department of Education shows that students/workers can greatly surpass the learning potential of traditional methods. Likewise, the web training itself should be used as a catalyst to bring students together. Creating group assignments and activities is a great way to create new relationships, inspire collaboration, and is also a powerful learning tool. As long as these activities are engaging (and hopefully fun), students will see it as a positive growth opportunity and be more likely to interact. Make Sure Training Evolves With Your Learners By creating features like leaderboards, sharable badges and chat systems to keep users engaged, learners are far more likely to collaborate with others and remain engaged. The goal is to always have additional incentives in place before users meet every possible challenge, so there is additional room to grow and learn. Think of training as a living entity, it needs nurtured and attention to stay functional and beneficial. For additional information on building a web training community or help with creating an E -Learning solution, feel free to call us at 866-316-9126 or contact us through our website.

From boardrooms to warehouse floors, and call centers to dispatch vehicles, businesses large and small are discovering the capabilities gamification and E-Learning can bring. Whether a business seeks to motivate workers toward better customer service or create behavior change, gamification can aid in reaching those goals. Check out what major media network, PBS, is saying about gamification. From PBS’ Idea Lab - home of reporting on media innovations and start-ups - comes an interesting piece we discovered by writer Chris O’Brien on how to gamify the news for digital sources. Since many news sites are going towards a metered revenue system as a way of making money for their reporting it would be beneficial to keep users on their sites for an extended period of time. As O’Brien explains it in his article entitled, How Can We ‘Gamify’ the News Experience?, "I’ve come to believe that over the next decade gamification will profoundly reshape the way we experience the web, to the same degree that social media and networks redefined the web last decade. To that end, I’ve been thinking in the broadest terms what that could and should mean for how we can reinvent digital news…Even if the term is new to you, the elements are probably not. Gamification suggests features like leaderboards, progress bars, rewards, badges, and virtual goods. Now that we live in a time where the majority of people play videogames of some kind, often many hours each week, it’s fair to say that these kind of features have become widely familiar...Think about how that could work at a news site that uses some kind of metered revenue model. Someone who is a free member gets to do 30 things: Read an article, post a comment, and contribute to a news task. When they run out of credits, they could ask their network for more credits. Or, they could buy some more." The idea of using gamification for customer engagement is certainly a concept worth pursuing for businesses using a metered model of content consumption. To learn more about gamification and how it can benefit your organization, contact us today!

Designing Digitally, Inc., in partnership with two separate Universities, was presented Honorable Mention in the E-Learning and Blended Learning categories by the International E-Learning Association. The team at Designing Digitally, Inc. partnered with Rutgers University to develop an online learning experience like no other. Living Independently Virtual Environment (L.I.V.E.)," has been selected by IELA as Honorable Mention in the Blended Learning category of the 2014 International E-Learning Awards--Academic Division. Also, in collaboration with Cuyahoga Community College, Designing Digitally, Inc. developed a 3D Simulation providing an immersive experience on how stress affects the body. The Tri-C 3D Stress Simulation was also selected as Honorable Mention in the E-Learning category of the 2014 International E-Learning Awards--Academic Division. When notified of the honorable mentions, Andrew Hughes, President of Designing Digitally, Inc. stated, "We are honored to be acknowledged for our hard work and dedication to providing engaging learning experiences for our clients. We are thankful to have such great partners like Rutgers University and Cuyahoga Community College." Both of these learning experiences are currently owned by the Universities and are being delivered to students via their learning managements systems. About The International E-Learning Association (IELA) International E-Learning Association (IELA) is dedicated to advancing the knowledge and practice of e-learning in schools and universities, and in the workplace. With members hailing from every continent —and from the realms of business, industry, government, and academia— the IELA is a vibrant and diverse community of e-learning professionals, researchers, and students. About Designing Digitally, Inc. Designing Digitally, Inc. is a full-service E-Learning development firm and serious game developer. Located in Franklin, Ohio, Designing Digitally, Inc. has developed a number of serious games and simulations, virtual worlds and E-Learning solutions for corporations, Universities, and government agencies across the globe.

While it would be a great benefit to educators if there was a "one size fits all" type of learning style where all students thrive, that’s simply not the case. Hence why schools and businesses have used variations of blended learning for some time now; there is simply no way to predetermine which students will respond better to visual aids, direct interaction, lectures, independent study or dozens of other forms of teaching. By combining these styles of teaching into one highly flexible lesson plan, however, it is much more likely no student will be left behind. Here are a few of the more important considerations to create an effective blended learning course- Specific Institutional and Learner Requirements One of the most important aspects of designing any blended learning course is to ensure it meets the organization’s ultimate needs, from both a technical and an educational perspective. This can only happen by performing an in-depth analysis of existing hardware/software technologies, plus gaining an understanding of how the learning courses will be distributed and ultimately used by potential students. These types of insights will directly affect what design elements are chosen and how they can be implemented the client’s with existing technologies. Understanding the student’s specific learning needs is also an important aspect to consider, because this will also help determine which types of blended learning models will be the most successful. For example, if part of the student’s overall training objective is to become proficient with operating certain types of equipment or machinery, then it would make sense to include a simulation to offer practical experience. Learning Management Systems & Compatibility Once the various delivery methods are decided, then the next step is to select the proper learning management platform that will handle all of the organization’s needs. Since there are a number of viable learning management systems (LMS) available with varying levels of security, accessibility, management levels and other considerations, it is important to select an option that ensures 100% compatibility with the technology and the various learning courses that will interact with it. Likewise, the actual management of a blended learning course is another consideration since there will be decisions to be made regarding scheduling, registration and notifications. How resources are shared and delivered will also play a factor, as will the instructor’s level of interaction with the various learning formats. Long-Term Evaluation and Expansion Possibilities Since a blended learning course is a continually evolving system that tracks and evaluates each learner, the monitoring tools it provides instructors is critical for the program’s success. This could mean implementing a number of evaluation methods for different types of instruction so that feedback and adjustments can be made as quickly as possible. The system should also be expansive enough to allow for quick implementations of new courses as a need arises. Of course, the main objective of any organization considering a blended learning course is to deliver great course content that stimulates the student and accelerates the learning process, which is exactly why so many organizations turn to us at Designing Digitally, Inc. For more information on creating an effective blended learning course or to receive a custom needs evaluation, please contact our staff directly at (866) 316-9126.

In order for an E-Learning course to be effective, it is essential for the material to quickly capture the student’s attention in an interesting and engaging manner. This guide will shed some light on the matter and explain the easiest way to create a learning experience where students are engaged. Use Explanations Only When Necessary One, "not so best practice" in learning courses is to open with a long dialogue about the expectations to be met throughout the course. The student already has a pretty good idea about what they will be learning, so overloading them with initial information is actually a counter-productive task. However, a brief introduction is a good thing; a lengthy, drawn out intro dialogue is not. In most situations, it is a lot more helpful to save the dialogues for when the student will actually need instruction; like when learning a new concept or completing a timed exercise. Also, consider using optional tips and explanations that can be accessed by the student whenever he/she requires additional information to complete a certain task. That way, both fast and slow learners can work at a comfortable pace. Meaningful Narration Likewise, think a little bit about using a narrator in your eLearning course, especially if it will be to read instructions that are already on the screen. This may be helpful in some children’s learning courses or in situations where the tutorial gets a little tricky, but adults would much rather just read the information themselves and move on with the exercise. Since the average adult learner can read 3-5 times faster than a narrator’s voice, it just doesn’t make sense to use narration in all scenarios. Then again, don’t be afraid to use narration when it will create a more immersive feel. For short stories, challenges and/or complex tasks, the narrator can become a very effective learning tool. Just reserve it for those types of situations and your students will appreciate the change of pace. Make Objectives Fun and Engaging Another common mistake in learning courses is to make the objectives dry and boring. While this is never intentional, it happens when a learning platform tries to over-prepare students for what they will be learning by giving far too much information. So instead of telling students what to expect or how to solve a problem, it makes a lot more sense to actually show them in an interactive way that holds their attention. The true power within a serious game, E-Learning course or 3D simulation is the immersive feel that helps students feel connected and motivated to succeed. Objectives should be designed with these same goals in mind; they should offer a direct challenge that allows the student to quickly move from one goal to the next. Challenge Students to Prove their Knowledge While testing is always an important indicator of a student’s knowledge, it is also the least favorite activity of learners for obvious reasons. E-Learning presents the opportunity to change that, however, by creating hands-on scenarios where the "test feel" is virtually forgotten. In a well-designed course, users can show practical knowledge by being asked to demonstrate their comprehension as the lesson progresses, which makes the testing phases feel a lot more natural. It also allows more advanced students to quickly progress through basic tutorials by proving that they have enough knowledge to progress to harder stages. One of our main goals at Designing Digitally, Inc. is to always find new and exciting ways to challenge students within our learning environments. For more information on capturing your employees’ attention, please feel free to contact us at 866-316-9126. Believe it or not, there are dozens of ways we can make learning fun within your corporation and we would love to share how.

In today’s world, there are dozens of ways for companies to leverage emerging technology to train their staff members. It’s not always a clear-cut choice between them, however, because there are a lot of strong learning models out there that can perform well in a number of different corporate environments. This article will examine each of those online learning models to help better explain how their technologies can be utilized. The Fundamentals of E-Learning E-Learning is generally thought of as a text-driven type of user experience, such as an online classroom that many high schools and colleges now use. In recent years, however, e-Learning modules have incorporated many game-like elements to help the user become directly involved, plus it incorporates audio and video aspects to create an immersive feel. This type of learning can take place inside more of a traditional classroom setting or solely online (or a hybrid of both). Large corporations usually prefer the E-Learning model when they are teaching large amounts of information to various departments, educational experience and skill levels. The learning segments can be broken into small, specialized modules as well so new topics can created and distributed quickly for important updates and requirements. The Fundamentals of Serious Games A serious game, on the other hand, creates an actual gaming environment to educate the user. These learning platforms are much more interactive as well, and many of the lesson plans are objective based to test the user’s ability to perform certain tasks. Serious games can also be implemented in a number of different play styles, which allows for almost endless customizations to meet a specific need or feel. In fact, some companies have serious games developed for advertising purposes to give customers a more enjoyable experience. The Domino’s Tracker is an excellent example. Since serious gaming can be used for a number of different purposes in corporate training, it is an excellent choice for virtually any industry. For instance, using a game to teach sales techniques where users must assemble the proper response to a prospect objection. If you are looking for a way for your employees to have fun while learning, it would be hard to find a more perfect solution than serious gaming. The Fundamentals of 3-D Simulations When it comes to 3D simulations, users are fully immersed into an environment where the game mechanics mimic real world situations. While there may be some gamification involved, the main focus is having users complete tasks as they would on the job. 3D simulations are especially helpful when dangerous situations or expensive equipment is involved. There are a number of businesses that benefit from the use of 3D simulations due to the immersive nature of the training. Since they allow employees to complete tasks without facing the real-life consequence of failure, it is a popular choice with the military, healthcare, construction and hundreds of other fields. For more information about online corporate training methods, please free to contact one of our specialists that will gladly walk you through the design and implementation phases. You can also view our E-Learning Portfolio to get a better feel for each of our learning solutions and how they can be designed for your corporation.

Blended learning is an excellent way to teach students since it overcomes so many of the traditional obstacles associated with the educational field. By offering instruction both online and in the classroom, learners are able to work through content on their own time, as well as receive person-to-person instruction. There are many benefits to a blended learning environment, we will discuss a few in this post. To learn more about blended learning for your organization, give us a call 866.316.9126 What is Blended Learning? Blended Learning is a form of education where the student receives at least part of their formal instruction in a digital format. This could include learning through serious games and simulations, by completing eLearning courses over the Internet, or a combination of technologies. Students would also have access to an instructor that would teach them in a traditional classroom setting or through a virtual training system. Additionally, blended learning is often objective based coursework that can allow students to accelerate or slow down their studies as needed. Below, we have listed a number of benefits blended learning provides- Enhanced Planning and Flexibility One of the largest benefits of blended learning is the freedom from regular school/work hours and travel requirements. Since some of the instruction is done online, students are free to choose when to study and how to access the learning material. Tools like online chat forums and video conferencing can add even more levels of freedom so that some classes can be taken from anywhere, and at any time it fits the student’s schedule. In situations where learners attend traditional training for part of the day, blended learning also has a number of distinct advantages. With much more flexible class schedules and the ability to substitute online course-work with in-person tutorials, students can ultimately decide how to master the subjects they are studying. Ability to Choose Learning Styles While it has long been proven that some students learn better inside a traditional classroom while others are stronger with independent-study, blended learning ultimately lets the student decide which combination of learning styles works best. Since one-on-one interaction with the instructor is always available, students feel much more comfortable in completing coursework on their own or with a group of peers. Recent studies have shown that blended learning students also tend to become more independent, better critical thinkers and stronger with time-management as well. Reinforced Lesson Plans Another large benefit of blended learning is the instructor’s ability to reinforce complex lesson plans with an in-class discussion or assignment. Let’s say an instructor notices a large part of the class did poorly on an online assignment, for example. Instead of starting the next lesson plan, that instructor can easily reinforce the parts of the lesson that students are struggling with…without having to start all over from the beginning. On the other hand, when students demonstrate they have a solid grasp on certain concepts, the teacher is able to focus classroom exercises elsewhere to maximize learning potentials. Better Feedback from Instructors Believe it or not, a lot of instructors vastly prefer the blended learning model as well because it allows them to give much more detailed feedback to students. Since only a portion of the coursework takes place inside a classroom, teachers have the freedom to dedicate part of their day to chatting individually with students, holding group discussions and/or tutoring students who are struggling with the course material. That’s primarily the reason why blended learning reports better overall grades; the instructors actually have the time to make a difference in individual students without having to worry about neglecting the rest of the classroom. For more information about blended learning or to discuss what eLearning options can be made available for your organization, contact Designing Digitally, Inc. at 866-316-9126 or contact us through our website.

Try Avoiding These 5 Mistakes in E-Learning Beginning a new E-Learning project is an exciting time. Project sponsors are anxious to see their ROI, management teams are ready to exceed expectations, and development teams are eager to bring their innovative ideas to life. However, rushing into the project without appropriate planning can cause catastrophic problems. Take the time to start projects on the right foot and avoid these five common mistakes: Unrealistic Goals/Deadlines An initial step in any E-Learning project is to outline goals and project deadlines. Unfortunately, this first step frequently leads to the first major mistake: setting unrealistic goals and deadlines. Development and management teams are destined to fail if they are frantically trying to hit an impractical target. Establish a clear line of communication among the investors, management team, and development team. Often times, team members are happy to compromise once they understand everyone’s perspectives. The project manager must mediate until the teams agree upon a realistic set of objectives and milestones. A project can proceed only after the goals and deadlines align with the project budget, meet the investors’ needs, and are attainable by the development team. Trying To Include Too Much Content A second common mistake is overloading an E-Learning project with too much information. Dumping loads of irrelevant content onto a learner causes confusion and frustration. Carefully analyze the learning objectives. Can some be removed? Could the projected be divided into two parts? Should information be organized differently? The project manager should focus on streamlining the content in a clear and precise manner. Create an experience for the learner that is accessible and easy to follow. Lack of/Poor Interactivity A lack of interactivity is possibly the biggest mistake in the development of an E-Learning project. Most companies choose the quickest and easiest path of development, ignoring the need for a feature-rich project. They create projects comprised of on-screen text with a few basic graphics sprinkled here and there. Learners mindlessly click through the program absorbing little, if any, knowledge. The disengaging E-Learning project provides mediocre performance results at best. Instead, commit to develop an interactive course that pulls the learner into the content. Incorporate effective features such as quizzes, videos, games, and scenarios to captivate the learner’s interest. Not only will employees retain the knowledge, they will begin to look at E-Learning as a beneficial activity instead of a dreaded requirement. Not Meeting User Needs No one would expect a guy in his thirties to be interested in a phone app designed for toddlers. Yet, many corporations create training to "appeal to the masses" without any regard to the target audience. Projects that do not resonate with the audience end up being ineffective wastes of time and resources. An E-Learning project should be tailored to meet the user’s needs. In the early stages of a project, ask who the users and learners will be. Discover their demographics and comfort level with technology. You may conduct meetings with a few members of the target audience or distribute a short survey. Design an E-Learning project that is compatible with the devices the audience uses and appeals to their interests. Lack of Internal Marketing A company is thrilled with their flawless E-Learning project. It achieves the defined goals, contains the right amount of content, provides appropriate interactivity, and meets the user needs. But, there is still a problem. No one is using the training. Companies must internally market their training programs. Spread excitement about new E-Learning courses! A campaign could include rewarding the employees who complete the training, sharing positive testimonials from learners, or making a cardboard cutout of a character from the E-Learning to stand in the hallway. Create awareness among employees in order to see successful results from the E-Learning project. Our thorough Needs Analysis and Design/Development processes ensure none of these mistakes creep into your E-Learning projects. Contact Designing Digitally, Inc. to discuss your training needs!

While the term "performance support" is certainly not a new phrase, it definitely has a new feel in the workplace thanks to the advances in smartphones. In fact, it wasn’t too long ago when companies faced massive logistical problems when it came time to update their staff members on new policies and practices, and the costs alone from productivity losses made these training sessions a real nightmare. Mobile performance support provides training when and where it is most convenient. Here are just a few of the major benefits of mobile performance support- True Knowledge on Demand One of the most convenient aspects of the Digital Age is that almost everyone uses a smartphone and carries it with them everywhere. While they are not ultra-powerful in terms of processing power, smartphones are reliable miniature computers that can easily meet the demands of today’s business applications; including all aspects of performance support as well. With responsive design features, it can also be delivered and implemented across a wide network of employees at multiple locations. Readily Accessible on Numerous Platforms A great benefit of mobile performance support is it can work with any of today’s popular digital devices for easy consumption. That means your employees can learn from the iPhones, tablets, Android devices or whatever they happen to have with them at the time, which makes it much more likely they will access the information when it is needed. Of course, your performance support can also be made compatible with laptop and desktop computers as well, which means your employees will have plenty of options when it comes to accessing information on the fly.   Audio & Video Enabled Mobile performance support also makes implementing audio and video files a viable option for busy professionals. Since the information can be accessed anywhere, it allows users to "brush up" on product information and other types of knowledge when it is needed. Mobile devices also make the most of this technology so it is a huge win/win for employers that prefer to share information across a number of mediums. Offline Storage Capabilities Finally, mobile performance support works because users can store frequently used information on their smartphones and access it whenever a need arises. Without the constant need for an internal network, this makes knowledge bases accessible at anytime, anywhere…even if your staff is pitching to a client in the middle of nowhere. Utilizing mobile devices for performance support is a great way to keep vital information easily accessible at any time. Whether an employee needs to brush upon product specs on the way to a sales meeting, or look up a software tutorial a the office, mobile performance support is there when employees need it. To learn more about mobile performance support, contact us!

In the world of software design and E-Learning, getting to know your end-users is critically important for a variety of reasons. Take an average mid-level business, for example- there will be employees that encompass various age groups, professional backgrounds, reading levels, computer proficiency levels, and dozens of other demographics that will define how each user learns. While it is certainly a challenge to cater to all of these audiences at once, there is a number of ways to accomplish this task. How Do Learners Really Learn? To compound those problems even further, there is no definitive blueprint on how individuals learn. Some students may be highly visual people who have to see the concept to understand it. Others may learn better through repetition or with instruction that shows the same concept several different ways. Designing an E-Learning title all comes down to anticipating the various needs of the students involved, and then executing a plan to meet those needs as thoroughly as possible. Since the goal is knowledge retention, a needs analysis is always the first step in getting to know your audience. In fact, absolutely nothing should be taken for granted during this initial process. Should the narrator speak like a college professor, for example, or should he sound a lot more informal like a co-worker would? How much industry jargon should be incorporated? Seemingly tiny decisions like these can have profound effects on the learning process. Overcoming the "Curse of Knowledge" Another problem in the educational segment is overcoming the "curse of knowledge" within certain genres. For instance, when an individual is so familiar with the industry/segment, they make assumptions based on their own experiences because they cannot "see the other side." Their expertise can actually become a curse because the information delivered is far too technical or advanced for a novice to understand. So how do you ensure that you’ll avoid the curse of knowledge in your training efforts? There are several ways to avoid this pitfall, and each of them starts with taking a step back and identifying who the training is ultimately being designed for. If it is for new hire employees, for example, then industry jargon or company procedures would need to be explained and outlined in detail. Whereas, the same training for senior level employees may have an entirely different tone/feel since much more can be discussed without extra clarification. Catering to Many Different Viewpoints Besides seniority levels and industry experience, there are also a number of other differences to consider when training employees. A few of them are- Educational backgrounds Overall reading/writing levels Computer proficiency Age levels (and emotional maturity) Preferred learning styles One of the areas that we really pride ourselves on at Designing Digitally, Inc. is taking the time to get to know your students and all of their unique learning requirements. By working alongside each corporation as a partnership, we have a very long history of delivering the perfect training solution that exceeds our clients’ training needs. For more information, please contact us directly at 866-316-9126 or request a free quote.

As more companies are discovering the benefits of incorporating online training into their employee learning and development programs, one thing is becoming increasingly clear - not all online training is created equally. The primary purpose and goal of any educational instruction is learning. Therefore, the effectiveness of the instruction must be the first measure by which online training is judged. It’s not enough for the training to look good; it must meet its primary objective of effectively delivering the intended material. Comparison studies have shown online learning to be at least as effective as face-to-face instruction when measured by test results, long-term retention and task performance1. But when looking at the effectiveness of online training, is it enough to claim "no significant difference" between this and classroom instruction? If this is the measure of success for online or distance learning, then the possibility exists for some really poor training. In the vast majority of studies on the subject, the biggest determining factor when comparing online vs. face-to-face instruction was the quality of the lesson material being delivered, regardless of the format. Just as with face-to-face instruction, online training must be designed and delivered to meet the highest standards of learning, using best practices and clearly proven methodologies. What Determines Effective Online Training? Online training can be an efficient and cost-effective way to advance the productivity and job skills of a company’s workforce. However, some online training gives the clear sense the designer was more interested in how the lesson looks than in how well it teaches. It isn’t enough for online training to be slick and well-produced; it should follow some basic principles and elements that contribute to effective online training. Online training principles: It should have clearly defined goals and objectives It should be relevant to the learner It should be engaging and interactive It should challenge the learner and reward accomplishment It should be concise It should provide appropriate feedback It should focus on learning first, aesthetics second By adhering to these basic principles, an online training developer can then look toward incorporating the design elements that will make the course visually appealing. That’s not to say an aesthetically pleasing course isn’t important, just that it should never take precedence over the learning objective. Online training elements: Consistent (and high-quality) look and feel Easy to navigate Aesthetically appealing and well-designed Include visible signs of progress through the lesson May incorporate a blend of media such as graphics, audio and video Include assessments and knowledge checks Make it fun! The Real Goal of Online Training In case the message to this point isn’t clear, the real goal of online training is not to create the best looking course out there, but to ensure the successful transfer of knowledge. It just so happens that this knowledge transfer can be made more effective using a well-designed, creatively developed and visually appealing training course. It is the elements that are possible within digital courseware design that makes this media such a potentially powerful tool for learning. Studies show that people who are taught using a combination of text, audio and graphic images score up to 40% higher on tests of the material, compared with those who were taught using text alone2. This makes online training a particularly enticing method for delivering training. By incorporating the best learning principles alongside the best design techniques, online training can not only reach a broad audience, but can do it more effectively. Here at Designing Digitally, Inc., we specialize in creating custom online training programs focused on today’s learners. Our distance learning experts are skilled at developing training courses that educate, engage and entertain - while always incorporating the best learning principles. We understand the power of well-designed online training in building the skills and knowledge necessary to succeed. Let us know how we can help your organization to deliver cost-effective online training to your workforce.     [1] Learning Style and Effectiveness of Online and Face-to-Face Instruction, C. Neuhauser, The American Journal of Distance Education, 2002.  Learning Effectiveness Online:  What the Research Tells Us, K. Swan, Elements of Quality Online Education, 2013.  [2] University of Wisconsin, Madison - Content Delivery in the Online Environment, 2013

The generation of employees entering the workforce today is the most technologically savvy that has ever existed. They have never known a world without the Internet, mobile devices and ubiquitous connectivity. Whether you call them Millennials or Generation Y, this new cadre of workers is always online and always connected. Handheld devices like tablets, smartphones and hybrids are never far from their reach. This is why mobile learning presents such an opportunity for companies to extend employee training beyond the classroom. Mobile learning, or m-learning, is generally defined as extending the reach of educational or training programs through the use of connected mobile devices. Most definitions of m-learning also include the caveat that delivering training in this method is usually in support of a larger and more formal training curriculum. But however we choose to define it, m-learning is at the forefront of a new and powerful way to enhance the training companies provide to their employees. We’ve identified 5 reasons why m-learning holds so much promise for the future of training delivery, and should be on the radar of training directors, managers and developers. The reasons below aren’t intended as a comprehensive list, and the applications for m-learning continue to evolve as new technologies and methodologies are introduced. What we hope to show, however, is the potentially transformative nature of this exciting way to deliver training. Learning anytime, anywhere. This is the obvious advantage to m-learning, with ubiquitous connectivity and devices that never leave our sides. Employees are now able to learn at their own pace, where they want and when it is convenient for them. It also allows them to take advantage of time that may otherwise be unproductive. Mobile learning enhances the training process. When used in conjunction with other forms of training, m-learning adds value to the entire program. Training developers are beginning to understand that delivering information in a variety of formats and contexts helps learners to more readily grasp certain concepts. M-learning offers the opportunity for job performance support, and allows learners to access information anywhere and anytime they need it. As such, m-learning is proving itself to be a valuable part of a company’s overall learning strategy. Consistency in training a dispersed and mobile workforce. With workers residing and working in distant locations, m-learning can provide a mechanism for delivering consistent training in a cost-effective way. Used in conjunction with experience API (xAPI) tools, it can become part of a robust tracking and reporting system for employee training management. M-learning is particularly well-suited to "chunking" of lessons. Delivering lessons in bite-sized chunks permits learners to focus on a specific concept or idea. This can allow for more targeted training which can then be reinforced in a formal setting. The effect of delivering chunks of information is that learners have less to focus on at a single sitting and are theoretically able to retain more. M-learning supports the idea of training as a process. Training managers have long sought to move away from viewing training as an event, and toward creating a culture of learning as an ongoing process. The inclusion of m-learning into a company’s training strategy reinforces the message that learning is ongoing, always available and an opportunity for every employee to advance their career. The Opportunities Inherent with M-Learning The ubiquitous nature of mobile devices both within and outside the workplace makes them a perfect platform for the delivery of learning on the go. A smartphone today is more powerful and capable than most desktop computers of ten years ago, not to mention being more flexible and portable. Today’s employees are comfortable, and even happy, to interact with their personal digital devices in a mobile learning context, as this has become trusted and relevant way for them to gather and consume information. Designing Digitally, Inc. offers custom mobile learning and development solutions for organizations of all sizes. We’re here to help support companies in the ongoing transition toward M-Learning integration in support of training initiatives. Our experts will show you how adopting a mobile learning strategy has its own unique advantages for today’s workers. Far from being simply another way to deliver training, our M-Learning initiatives offer solutions that meet the needs of the twenty-first century workforce. Let us know how we can help your organization, give us a call! 866.316.9126.