We will plead guilty from the get-go that we’re not a disinterested third party when it comes to championing the rise of serious games and gamification. It’s one of our core competencies here at Designing Digitally, Inc. and we love designing and developing these programs for higher education, military, government and corporate clients. Plus, our team loves making them! But we’re certainly not alone in seeing their vast promise for training and employee engagement, and this time around we’re hijacking the crystal ball of serious media maven, Forbes, as they share their predictions for the future of gamification in the business and education sectors. As we’ve been explaining in our campaign to educate interested parties on the possibilities and potentials inherit within E-learning, gamification is the process of adding game dynamics such as competition, rewards, and recognition to educational programming, company training regimens and routine job duties. Engaging with these programs via digital access points such as computers, laptops and smart phones adds remarkable convenience as well as uniform experience and performance metrics to the mix. Coupled with the high IT usability quotient of today’s emerging workers who have been raised on video games and computer technologies, gamification is evolving into a dynamic media with virtually unlimited applications. In a nutshell, our gamification experts can create just about any scenario one can imagine for virtual training and job tasking needs. We know the future of gamification is bright, which is one reason it is a key part of our business. Now let’s hear what a media heavy hitter has to say about that future as well. Forbes Magazine contributor, Dan Schawbel, interviewed author, professor and New York University Assistant Director of the Business & Economic Program, Adam PenenBerg. Mr. Penenberg who was asked many questions about serious games and their future in the workplace. We found this bit about employee motivation quite interesting: The Future "I see a day when a person will log into work from home, his avatar interacting with other employees. Companies like IBM are big into avatars, by the way. Then the person will, in a game-like architecture, perform his job, receiving constant feedback as if he is in a game. This, too, is already happening. The next time you go to Target, notice the checkout screen. On it you’ll see a game that rates the cashier’s speed. According to one report, Target maintains a running average of an employee’s scores, requiring that more than 88 percent of transactions make the speed cut, with a cashier’s score affecting salary and promotions. Target has turned cashiers into players of a corporate game." Imagine that - Target hitting the bull’s-eye on efficiency and customer service via gamification! Penenberg goes on to discuss surgical procedures, archeological text decoding, public health pandemic predictions, and DNA recognition - all made easier and more successful via gamification. Read the full, fascinating Forbes interview with Adam Penenberg about the future of gamification, here. To learn more about Serious Games, Training Simulations and E-Learning, contact the gamification experts at Designing Digitally, Inc.

The corporate world is all about making profits for its stockholders- basically the bottom line for businesses today. Of course, the "trickle-down effect" also helps employees make money and hold steady jobs - a very good thing in today’s ambiguous economy, given its up and down fluctuations. For companies and corporations to succeed today, then, businesses either need to recruit new customers on a continual basis, develop loyalty with past customers to keep doing business with them, or achieve some combination of both of these strategies. With so many companies producing similar products, and little true differentiation amongst them, it often falls on the employees to somehow "hustle," and keep customers satisfied, or reach-out to potential clients. The pace and pressure on employees can thus be intense, and burnout claims many workers every year. Serious games can offer a helping hand to businesses large and small in a number of ways- either as a motivational tool that makes sales and customer interaction fun again for employees, or empowering players to develop an understanding of companies and their values. Below is an example of a business who has experienced success and growth via the innovative merging of marketing and motivation that is at the center of gamification and serious games for consumers and employees alike. How They Did It Domino’s Pizza put their money where their mouth is when it comes to customer satisfaction. They asked their biggest critics what they disliked about their brand, then changed their product and order/delivery process in response - a gutsy move, but one that showed they really want to please their clients. Domino’s found they needed to appeal to the core demographic of young people who were technologically savvy and wanted to engage with the company via wireless tech and the Internet for ordering and options. Locating near-by stores, tracking pizza delivery and electronic coupons are all features sought by the younger demographic. Also, Domino’s rolled out a billboard experience in the U.K. via an app, and apps for smart phones where you can play games or order a pizza. The apps will even select a pizza for you if you can’t decide what to order. All the above features are tech-driven results of their customer survey. The results? According to Forbes Magazine, the results have been impressive. "Domino’s digital platforms comprise 30% of sales in the U.S.; in April it reached the $1 billion milestone in online sales. Both mobile apps - for the iPhone and Android - are in the top 15 in lifestyle rankings with the iTunes store and on Google Play. The Android app generated more than 140,000 downloads in its first two weeks after being released." See complete coverage on Domino’s digital dominance by following this link to the Forbes’ article.

The mobile world has been largely affected by the rise of smartphone and tablet use, which is also changing the way we convey and seek out information. Over the past few years, people have found new, unexpected ways to use their mobile devices, including education. Numerous corporations and other entities have discovered the convenience and effectiveness of using the mobile platform to train employees or give users access to pertinent information and skill training. In this article we will touch on some of the main factors that should be taken into consideration when creating a mobile learning program. With this, we will go over some of the top tips for mobile learning development as well as a handful of solutions to help you better understand the entire process. Conduct a Mobile Analysis It is first and foremost imperative that a mobile analysis is conducted for you. With this, a plan for design and development can be determined based on technological factors. During this stage, your design and development partner should conduct research to discover which types of mobile devices your learners most commonly use - and which they don’t - as well as how they use them. Also, what are the technical specs of those devices and their capabilities? After completing a tech and mobile analysis, the plan for development becomes clearer. For example, it is necessary to look at the overall processing power of the device you are intending your program to be used with. While many computers have a 3.5 GHz processing power, the processor speed in smartphones ranges from 1.2 GHz to 2.5 GHz. The iPhone 5S recently came out with the world’s first 64-bit processor designed for mobile use, but this is relatively new so should not be considered the norm. When it comes to the screen, the iPhone 6 Plus (the largest model) has a 5.5 inch screen with a resolution 1080 x 1920 pixels. Many computers have 18 inch screens or bigger, which is a significant difference that should be considered. Because of this, when viewing training on a mobile device it may not feel and function as intended unless optimized for mobile. Keep the Device in Mind Consider the device (iPad, iPhone, Android, Samsung tablet, etc) and make sure your program is compatible with each operating system. According to a study conducted by Business Insider Intelligence at the end of 2013, tablets are showing faster adoption rates than smartphones initially did, which is definitely something to take into consideration when designing a mobile learning program. Keep in mind certain software programs, such as Adobe Flash, are not compatible across all devices. With this, it may be necessary to adjust the software being used in order to accommodate a range of devices. It should be noted, the way we interact with a PC versus a tablet or smartphone is different, so the technology you use may need to be adjusted too. When designing for tablets and/or smartphones, we need to make sure we are focusing on what kind of learning environment is being created. It should be sensitive to user interface differences and adjustments such as placing text entry fields at the top of the screen and converting rollover fields to single click selections with a ‘submit’ Button. Similarly, it is important to keep in mind how the user will affect the program. In most cases, a user’s hand or wrist will block some of the screen, so it should not be assumed that users will perform a specific action then quickly move their hand. Don’t Forget About the User The user is perhaps the most important element of any mobile learning program. Because of this, you must consider their overall experience and expectations throughout each step of the development, design, and implementation process. What we mean by this is that mobile learning should be simple and fit-for-purpose. If the program is flexible, engaging, and gets the job done, the user should be motivated and take responsibility for what they need to know. Users respond well to real-time access to information in the palm of their hand, and they want up-to-date, credible content as well as technical stability and navigable applications. These expectations can be challenging, but if approached with the right mind frame and capabilities, they can be met. If possible, observe how users hold the device you are designing for and make adjustments accordingly. It may be wise to consider ‘landscape’ view vs. ‘portrait’ view, depending on how interactive your course is and what device your learners are using. People have a very strong connected with their smartphones and tablets, and this affects their overall consumption habits and mindset. Consider their behaviors (for example, mobile users typically prefer to engage in short activity bursts) and pay extra attention to how they affect their overall experience. Be Visual When having a mobile learning course designed, be sure the interface is being designed for the device and make every effort to grab and keep your learner’s attention through various visual elements. Make sure the font is at least 14pt, use bold imagery, use icons and other graphics to represent content over text whenever possible. Remember, mobile devices have smaller screens and different technical specifications than PCs or laptops, so you will need to make the appropriate changes and adjustments to ensure the program not only works, but is presented in a way that holds the user’s interests and reaches your objectives. Mobile learning programs and technology give organizations the opportunity to provide users with access to specific information that will help them develop an intended skill set. With this, we must be aware of the differences between developing a learning module for PCs versus mobile devices. By having a mobile analysis conducted, paying attention to your user and his or her needs, and focusing on interface functionality, you are one step closer to a successful mobile learning program. Designing Digitally, Inc, works hard to ensure your training program is mobile friendly and there when your learners need it. To learn more about mobile training development and what mobile learning can do for your organization, contact us today!

One of the primary challenges to business today is cutting through all of the clutter to directly engage their intended audience. Companies that fail to capture the interest or imagination of their desired target will continue to find engagement and conversion elusive. Competition is fierce for the attention of your potential customers, but also for that of your business partners and employees. Gamification is one way to attract and hold the attention of those who you want to engage with. By inserting activities, tasks and interactions that are interesting and relevant to their audience, companies can increase the level of engagement in a meaningful way. As we know, gamification is the practice of using game-like interactions within non-game activities. It typically involves some type of reward for performing a specific task. Effective gamification techniques involve challenges and activities that make participants feel good. They use a combination of social currency, achievement and fun to turn mundane or tedious tasks into desirable activities. Examples of tasks where gamification improves engagement and/or conversion rates include web-based sales and marketing, employee training, consumer-driven word-of-mouth marketing, information and data gathering tasks, and more. All of these activities are made more interesting by introducing rewards, accomplishments and entertainment into them. Marketing gimmick or proven science? The science behind gamified interactions is clear - people are motivated by recognition of their accomplishments. Whatever the activity, if we complete it successfully and are rewarded, our brain releases endorphins that lead us to feel good. If an activity is especially interesting, fun or challenging, our neurological chemistry responds accordingly. When people receive a reward for an achievement, no matter the scale of the reward, their self-image is enhanced and they feel encouraged. This positive response creates a favorable impression of whatever activity they were performing, and the association is made. Gamification creates an opportunity for positive association with a brand, product, service, or other entity. When developed in the right way, these game-based activities can be an effective tool in not just engaging, but converting participants to your view. Gamification in a real-world setting Studies have shown that when even relatively mundane websites use a gamification style to their design, conversion rates increase measurably. Examples of this are websites that request users to provide information by filling out a form using drop down menus or text boxes. These are often tedious tasks that frequently see a user abandon it before completion. However, when this same information is put in the form of a playful graphic style, completion of the task can be greatly increased. In one particular A/B test of a registration process, two web pages were compared for their effectiveness. The website was for an IT-oriented job board, and was requesting detailed information from job candidates. The control version was a standard text-based form with drop-down menu choices. The rate of abandonment during the registration process using this page was high. The second version was a gamified web page with graphics that showed the progress of a representative applicant. This second website was also configured in a sort of treasure hunt style, with the beginning and end in clear site on the page. Now keep in mind that the information being requested was identical, it was simply being requested in a different style. After 28 days and more than 10,000 applicants, the results were clear. The website that used a gamification style had an increase in conversions of 66% over the text-based version. The real promise of gamification The effectiveness of gamified website design and gamification of websites for sales, marketing and branding cannot be overstated. In almost every case where a standard or static design is compared with a website that uses gamification, the results are extraordinary1. Studies show an increase in brand recognition and loyalty, engagement in social media and word-of-mouth advertising, better retention of customers, and improved conversion. At Designing Digitally, Inc. we’re committed to designing the most effective gamification techniques for your business, brand, product and service. As an e-Learning solutions company, our knowledge of game-based engagement and grabbing the attention of your target audience is second to none. Our results in effective gamification and serious game design speak for themselves. Let us know how we can help you improve your engagement and conversion rates using our expertise.   [1] Does Gamification Work?  A Literature Review of Empirical Studies on Gamifacation - Hamari, Koivisto, Sarsa. 2014.

A Look at Gamification and Serious Games As anyone who’s ever watched an adept video gamer will tell you, videogames are some of the most engaging activities we can perform. That’s because playing computerized games stimulates our brains by presenting scenarios in which we have to interpret and respond to various input. The brain is engaged to such an extent by the interaction within these games, that cognitive scientists have shown it actually improves brain function. This same level of engagement is what training directors strive for in designing the newest types of learning courses. For years training professionals have been dangling the carrot of improved learner engagement in front of frustrated managers’ eyes, yet frequently the training they develop has come up short. The advent and continued improvement of gamification and serious games promises to change all of that. As the technology to create more realistic and functional computerized interactions has combined with ubiquitous connectivity, high-speed computing and mobile devices, e-learning engagement is becoming a promise fulfilled. As the terms gamification and serious games become more a part of our dialogue in training development, we notice some confusion. Is there really a difference between them? Let’s have a look. What’s in a Name? In fact, gamification and serious games relate to the promotion of learning using the inherent problem-solving skills and engagement that interactive games facilitate. The techniques for problem identification, creative problem solving and solution-oriented thinking are all brought to life when a learner is placed inside of the situation. That said, there are some semantic differences that can be identified between the terms. Gamification is a technique which uses game mechanics such as leaderboards, badges and other rewards or incentives in a non-game context. By incorporating the fundamentals of game mechanics, training can be made more interesting and engaging to the learner, leading to better retention and improved performance. The term ‘serious games’ often refers to games designed for the purpose of teaching a specific skill. Jobs that involve a potentially dangerous or highly technical task can be developed as computer-based scenarios for learners to practice on. That is not to say only dangerous or technical tasks can be the subject of a serious game, any topic can be the subject of a serious game. This kind of training technique applies game principles, but does so in a way that focuses on a specific skill-building outcome. Using games in a teaching environment to better represent the concepts being taught gets the learner engaged. Through game playing, learners are able to master skills and tasks virtually, outside of a real-world setting. How Games Promote Learning The methods and techniques for designing training courses have evolved immeasurably over the past few decades. The problem is, traditional methods have depended upon presenting learners with lists of facts to memorize, rules to follow, and tips that may or may not be relevant. All of which is a recipe for disengaging the brain. Training that is designed using effective game techniques on the other hand, presents learners with an opportunity for activity, feedback and engagement. The best game-based training incorporates many of the motivators that make video games so engaging, such as challenge, recognition of achievements, an opportunity for reward, and a way to track progress. These and other game techniques help to promote interest, excitement, and engagement. If we believe the science which shows us that highly engaged brains are better at learning, then using game techniques for developing training just makes sense. If our brains are engaged and active, they are more able to receive, process, and retain new information. Designing Digitally, Inc. is Here to Help The goal of any training program is to offer learners the best opportunity to acquire knowledge. Using game techniques within training courses promotes more interaction, better engagement and improved retention of the information being presented. Gamification and game-based learning offer the learner a more stimulating and engaging learning experience, which translates into a more effective training program. At Designing Digitally, we specialize in creating E-Learning that uses the latest techniques and principles of gamification. Our experience with creating game-based learning tools gives us the ability to design effective training programs for any business and knowledge set. Our results speak for themselves, so let us know how we can help your business to increase learner engagement, improve efficiency and create a better trained workforce. Contact us to learn more about gamification, serious games, and how your organization can benefit from stellar online training.

Enhance Your Skills through Gaming You may have heard a lot about games being bad for the brain and how it hampers brain power? If so, then it’s time to change that perception! There has been some research conducted on the effect of games on the human brain. The psychologists and scientists have concluded that games can actually help people become better learners, rather than harming their learning ability as was once portrayed. But how can playing games make you a better learner? When it comes to learning, games can play an important role. Even though it is not common in the corporate sector to implement the use of games as a part of training their employees, the interest in adopting games for learning is steadily growing. According to research done by the UC-Denver Business School, participants who played games for learning a specific aspect of their job had 9% higher retention rate, 11% higher factual knowledge and 14% higher skill-based knowledge. Results showed employees who played games to learn and train were more confident in their skills, remembered more and were able to perform their duties better as well. With such benefits, this is something a lot of L&D directors are looking into. Get Creative Because you are required to make decisions based on fictional but real-time game events, it enhances your decision-making and learning capabilities. This can be helpful in brain development as you have to plan, search, negotiate and try different approaches to solve problems and advance through the game’s levels. Games that require you to role play need a great deal of creativity as you have to model the character to be able to tackle different foes and overcome obstacles. These games need you to understand the game’s structure and the rules with which that particular fictional world functions. Even though video games are not labeled as educational, they can play an important role in helping you become a better learner. An example of such a game is flight simulators designed and developed to train pilots. Learning on such a platform allows the trainee to be put into different situations, and gain knowledge and confidence in a simulated environment where mistakes are not fatal. It’s Not Just Fun and Games It is important to note that games have more potential than being a means to just have fun. Games allow the learner to interact with the virtual world which runs parallel to the real world environment. Because of this, the knowledge and the skills which they are expected to apply later can come easily to them. An example can be a game that is created to reflect a real-life job of managing employees with different skills and personalities. The game randomly creates situations that require you to take action. Unlike passive videos and lectures where the learner can do nothing but sit, watch, listen and take notes, games can get them to utilize relevant skills based on their knowledge by needing to interact with the scenarios. Become a Better Learner With games, L&D Directors can give their employees an immersive experience into what they should expect from their respective jobs. The best part is the immediate feedback for both the learner and the L&D Director. The learner is able to finish the program with improved confidence and increased knowledge to excel at their jobs, while the directors of training have an amazing tool at their disposal for training their current and new employees. With these benefits showing how gamers are better learners, there is no doubt a day will come when games will be an integral part of learning. To learn more about gamifying your training, give us a call 866.316.9126

We write alot about gamification on our blog; how it increases engagement, boost morale, the list goes on and on. So, for this installment we will be looking at more of a case study type bit. Enjoy! Blue Shield of California has discovered that gamification combined with social media is motivating its employees to strive towards healthier lifestyles. They’re also now thinking the approach could work for the employees of their corporate health insurance clients as well. Implementing this strategy would be good for everyone, particularly the employees and their families. As Information Week website reports, "Blue Shield launched Wellvolution, a wellness initiative for its own employees, in 2009. This program had some impact, but the company eventually realized that it could do even better," Bryce Williams, director of Wellvolution, told InformationHealth Healthcare. Recent research has shown the power of social connectedness in improving health outcomes. Also, mobile health apps were suddenly catching on among consumers. "So it made sense to take the technology that people were already using and comfortable with, and migrate that to a health platform that included social media and social gaming," Williams explained. Blue Shield's first move was trying an application called Shape Up Shield, which focuses on promoting physical activity. Shape Up Shield is an eight-week-long, social-media-fueled challenge that uses an online platform to let employees form teams, post comments in forums, set team and personal fitness goals, and give virtual 'high fives' for encouragement. In 2011, over 1,800 Shape Up Shield participants walked, hiked and ran a combined 600 million steps, or about 300,000 miles. Another application, Healthrageous, uses mobile devices to get patients involved in wellness and chronic disease care. Based on personal data collected on these devices, Healthrageous advises and supports patients in meeting their health goals. The program also includes a social media element in which participants can compete and share their experiences online. Including the impact of Shape Up Shield, the Wellvolution initiative has had an impressive track record. "In the past three years," Williams said, "80% of Blue Shield employees have participated in at least one of its wellness programs. During that period, there has been a 50% drop in smoking prevalence and a similar increase in regular physical activity among employees. The incidence of hypertension has fallen by two-thirds, and disability claims are down among participating workers, but not others." One reason for the high participation rate in Wellvolution is the incentives offered to employees. Wellness program participants are paying $3 million a year less in insurance premiums, and they're getting a total of 2,500 "health days" off from work. The company has also benefited by cutting annual health cost growth for its employees from double to single digits. You can read the entire coverage on Blue Shield’s social media/gamification strategy here.

With mobile technology becoming increasingly ingrained in today’s society, it is no shock mobile devices can be used in corporate training and performance support. However, delivering your training via mobile devices, be it your iPhone or tablet, is not as easy as just opening your modules on an iPhone. Therefore, we have outlined a few quick tips for creating content for mobile learning. Make it Short and Sweet Mobile learning content needs to capture and keep users’ attention. Long paragraphs or segments that drag on for several minutes are not ideal, as users may quickly become distracted or uninterested. Dividing content into small segments, sticking to smaller chunks of context, and using bullet points whenever appropriate, are all great ways to get the message across without losing your audience. Interactivity No one wants to click through a ton of slides filled with text. Incorporate interactivity in your mobile learning to keep user attention and get them engaged with the content. Try interactions such as drag and drop or matching. Remember, smart phones do not have rollover capabilities and a few other nuances, so make sure you keep these in mind when creating interactions for your content in mobile learning. Check Your Tone Mobile learning projects often benefit from the use of a conversational tone, instead of a more professional, lecturing voice. A phone or tablet is a user's personal space, the voice or text of the content should reflect and respect that. Staying away from automated voice messages and working toward more personalization is essential to keeping users interested and willing to stick with it. Always Keep Your Learner in Mind Your learner is your key to success, so always keeping them in mind as you develop your content is a great way to ensure your project produces the results you’re looking for. It can be easy to get caught up in the aesthetics or interactivity of you mobile learning,but developing a great mobile learning project for a specific audience is key. Keep it Simple A great way to engage users, without overwhelming them, is to keep the design of your mobile learning module simple and to make sure the content is fit-for-purpose. While an extravagant design and complex content may be appealing to you, this may cause users to lose attention and jump ship. Remember, content should be presented in a style that is easy to consume and engage with. So there you have it! 5 quick tips for creating content for mobile learning. Not saying it’s easy, but keeping your content short and sweet, and to the point and interesting, along with focusing on your audience and their needs, is a great way to start. To learn more about mobile learning development, contact us! We would love to chat!

For this week’s blog post I thought it would be cool to share a video we made a couple years ago about gamification in the context of everyday life. I came across this video when going through our YouTube channel looking for a specific demo video to show a client. Having not encountered this particular video before (it was before my time here at DDINC), my curiosity got the best of me and I had to check it out! But before we get to the video, I want to take this opportunity to share a little about what gamification is and how it can be used in corporate training. (If you just can’t wait any longer and the suspense is literally killing you, scroll to the bottom of the page to find the video) So, what is Gamification? Gamification is the use of game elements in a non-game context. For instance, using badges and leaderboards in corporate training. The badges and leaderboards are the game elements, and, obviously, corporate training is the non-game context. Why Gamify? Because that rhymed, that’s why! But seriously, gamification does wonders for employee engagement, motivation and knowledge retention. Additionally, gamification makes training far more interesting than a slideshow presentation. Boost Engagement, Increase Motivation and Knowledge Retention Employee engagement is imperative when it comes to training; if they arent’ engaged, how do you expect them to retain any information? By using game elements such as badges and achievements, employees are more likely to be engaged with your content. Corporate training may not always be the most exciting or engaging activity for employees. However, by rewarding employees with badges and status indicators (achievements) you are giving your learners a reason to get engaged. No, I am not saying your employees should marry each other; I’m sure that violates an HR policy or two… What I am saying is using gamification engages employees and gives them a reason to interact and pay attention to your content. If employees are paying attention, they are more likely to recall and retain information. Using gamification in online corporate training is a great way to motivate employees. For example, using a dynamic leaderboard to display scores that are a few above and a few below a learner’s score. This way, the learner sees an attainable goal, instead of seeing the top 10 scores when they may be well into the bottom 10. By showing scores that are just above that learner’s score they are more motivated to pass up their peer that is only a few points ahead of them. What About the Video You Promised Us?! Ok, folks. Check out this video we made on gamification in everyday life! To learn more about gamification or how your organization could benefit from a gamified learning experience, give us a call! 866.316.9126

As mobile learning continues to receive attention and gain momentum as an effective tool for learning, as do the myths surrounding mobile learning. Unfortunately, many people do not have an accurate understanding of what mobile learning is, exactly, and how businesses and educational institutions alike can benefit from it. Because the mobile learning domain is unchartered territory for a lot of people, this confusion is to be expected. However, the myths surrounding mobile learning may be holding it back from being adopted and used as widely as it could be. Today, it is our intention to uncover some of the most common myths surrounding mobile learning. In doing so, we hope to shed some new light on this concept and give people a better idea about what to expect when considering implementing mobile learning as a tool for their business or organization. Myth #1. Mobile Devices are Distracting To be honest, it would be nearly impossible to remove all distractions surrounding a learning experience without putting someone in an empty room with just a tablet. Even then, one could always open a new window or answer a text message. However, how is that any different from classroom training, or online training on a laptop? With mobile learning, someone could be lounging at home on their couch, tablet in hand, reviewing product specifications via a mini game, preparing for a sales presentation the next day. By allowing learners to participate in training and review on their own time, in their own environment, distractions will naturally be less of an issue. Myth #2. Mobile Content Isn’t as Secure as Online Learning Content Sure, people are far more likely to misplace or have their smartphone stolen than say, as desktop computer. However, this doesn’t mean they are less secure than these more stationary devices. Through advances in technology and the rise in popularity of mobile learning, we are seeing a growing number of devices that are considered highly secure and easy to manage. Content can easily be encrypted on any device as well as the browser in order to ensure a secure, safe connection. Not to mention, how often are you sending personal information, other than maybe your email, to your LMS with a mobile device? Myth #3. Mobile Learning is Not as Effective as Other Forms of Learning Mobile learning isn’t always the most ideal delivery medium for information and training, but it has proved to be more effective than originally thought. The ability to learn ‘on-the-go’ with the assistance of smartphones, tablets, and other devices is becoming an increasingly popular method of training, as it enables users to learn at their own pace and on their own schedule. One of the most positive things that has come out of this movement towards mobile learning is that it gives users the ability to access and revisit content whenever they need. This is huge - as it means that learning is no longer restricted to a classroom or training session, but can be done on the couch, on the subway, or while waiting in a coffee shop. Just-in-time training and performance support are easily attainable with the use of mobile learning. Myth #4. Small Screen Size is Not Suitable for Learning Depending on the content and your intention, the screen size should not be an issue when mobile learning programs. This form of learning is great when you need to deliver just-in-time information or would like to give people the means to access the training material as they desire. You will find that what matters most is actually the ease with which users can access information, as well as how it presented and how usable it is for accomplishing the intended goal. Furthermore, newer phones and tablets have larger screens, which is yet another reason why the ‘small screen’ myth is being debunked as we speak. Also, through responsive design, content easily fits on screen and still provides the desired user experience. There are many different ways you can get results from a mobile learning program, but the first step is to understand the misconceptions surrounding this form of training. As we will continue to see advances in technology, this notion of mobile learning will become more and more common. It is important to keep in mind, in order to be successful with a mobile training program, you must take the time to sit down and go over your goals and objectives. By starting with this step first, you will have a clearer picture of whether or not this route is right for you. At that point, it is recommended that you contact our Designing Digitally, Inc. team. We will walk you through the entire process and answer any questions or concerns you may have about mobile learning. We hope that you now have a better idea of what mobile learning is all about, and what some of the most common mistruths about this ever-popular form of learning are.

In the on-going quest for better and more effective training techniques, capturing the attention and imagination of the learner is still the key. The more we can engage our training audience, the more likely they are to learn and retain the information we present to them. Few other techniques accomplish this goal more effectively than the use of gamification in a corporate training setting.  As most of us know by now, gamification is the technique of using game elements and mechanics in a non-game setting, such as in corporate training. It has been shown that when we embed these game activities into our training programs, employees are more actively engaged with the lessons .  As we know, the more engaged a learner is with the material, the better they learn. So how does this work exactly? And how do we make the most effective use of gamification techniques in a corporate training setting? Why gamification works To understand how gamification can improve the effectiveness of a training program, we need to take a look at how people are motivated to learn. First off, our brains are wired to respond positively to rewards. When we successfully complete an activity and are rewarded for it, our brain releases endorphins. These chemical responses make us feel good, and are what motivates us to continue with the activity - in this case, learning. So if we can build a training program that rewards participants for learning, then they’ll feel good about what we’re teaching them. This is the basic science behind how and why gamification within training is so effective - it optimizes for human interaction with the training lesson rather than simply presenting the information.  How to use gamification in your training Not all training easily lends itself to creating game elements around it. That said, there are many tools we can implement that take advantage of the same reward/response effects that keep learners motivated. These diverse tools and elements can be used in such a way as to introduce competition, set goals, offer proof of accomplishment, and many other techniques.  Gamification can incorporate some or all of the following game mechanics and elements in engaging the learner to proceed through the training lesson: Provide immediate feedback.  One of the best ways to keep a learner interested and engaged is to offer timely indications of how they’re progressing through the lesson. This accomplishes the goal of encouraging them to keep moving forward, and also gauging their understanding of the material.   Offer rewards.  The accumulation of badges and other signs of accomplishment will provide the learner with the motivation they need to continue. Remember, the brain responds to these rewards by releasing endorphins that make us feel good about our progress.   Include competition.  Showing training participants where they stand in relation to their peers is one way to encourage peak performance. This acknowledgement of ‘status’ within the hierarchy of the organization is yet another motivator.  However, care must be taken to not alienate learners who don’t reside in the highest percentile. One way to do this is to only show the scores of the nearest peer/competitors in any measurements.   Build collaboration and community.  Building cooperation and collaboration into your game-based training provides context for the rewards, goals and competition and other elements. It is a way of encouraging group performance and team-building while still keeping learning fun and engaging. Effectiveness of gamification in corporate training The benefits of gamification within a corporate training environment cannot be overstated. Introducing any of the techniques and elements of gamification can measurably improve the effectiveness of most training programs. And when used as part of a blended learning environment, gamification is effective in encouraging employees to participate, engage and learn. Using these techniques can lead to greater overall participation, more interaction within the work environment, and improved knowledge transfer and sharing among employees. Here at Designing Digitally, Inc., we’re experts at designing corporate training programs that use the tools and elements of gamification to promote improved learning performance. Let us know how we can help your organization take your training to the next level. Our customized eLearning solutions are built using the latest techniques and top-tier designs to ensure the most effective training delivery possible. It’s just what we do.

For the National Football League and its 32 teams around the country, the game of football is serious business. Every advantage that can be exploited on and off the field could mean the difference between a trip to the post-season and a losing record. That’s why a few teams around the league are trying out an innovative new training technique that may forever change the way players practice and prepare for games. At least five NFL teams are testing out virtual reality headsets that allow players to take part in plays without ever actually setting foot on the field. It works using specially designed headsets and actual footage from practice games to create a 360-degree view of a virtual playing field. In this VR setting a player can see all of the other players around him, and can watch as the play unfolds before him in real time. Simulations teach new quarterbacks the plays without the bruises What is the advantage of virtual reality in the NFL you might ask? Well, imagine a new quarterback like number 1 pick Jamies Winston of the Tampa Bay Buccaneers. He has the task of learning all the team’s plays, the various offensive alignments, the capabilities of his new team mates, and even the different defensive setups of other teams - all on the job. But with virtual reality he can be immersed in whatever situation his coaches want to drill him on, without the possibility of injury on the field. This idea of multiple repetitions in a controlled environment is a coach’s dream for his highly-paid new quarterback. It allows for more time spent with each of the plays, since the system can reset and rerun a play far faster than players can get back to the line. It also lets the coaches focus on the precise areas where a player may need improvement. The technology at play One of the primary developers of this new technology is Derek Belch, a former Stanford football player and then coach. He also wrote his Master’s thesis on virtual reality as a training tool. Belch founded a company called Strivr, and decided to focus on actual 360-degree video for a reason. "All of the research coming out of Stanford’s VR Lab is that human movement is incredibly important in how our brain perceives something," Belch says. "It’s key for high-speed, fast decision-making athletes to see natural gaits of other players in VR. When you watch video games in an immersed environment it's cool, but when trying to train athletes' brains, they will tune out and end up making decisions off of false cues." In using this new VR technology in a real-world setting, Stanford quarterback Kevin Hogan had three of his best games in 2014. This was proof enough for Belch, and this year he presented his technology to college football programs and to the NFL. The Dallas Cowboys were the first NFL team to sign on, and gave the system rave reviews. Soon after, five more teams came on board. Endless possibilities With this technology truly in its infancy, the possibilities for its uses seem limitless. Coaches can place themselves on the field to see what their players are seeing. Offensive players can see plays from the perspective of the defense. Details such as which direction a player’s eyes are looking can be studied, and movements predicted. And that’s just within the realm of football. When we consider the future of virtual reality, 360-degree virtual imagery and immersion in a setting, we can imagine any number of uses. Complex scenarios can be studied and repeated until perfected, in an environment that is as close to reality as it’s possible to get. This is one view of the future of training, and the opportunities for virtual reality. If you want to learn more about how virtual reality training is being used in corporate settings, let us know. Here at Designing Digitally, Inc., we’re experts at E-learning development, 3D training simulations, virtual world development, serious games, and more. Let us develop a custom training solution for your team or organization. We’re on the cutting edge of digital training design, and can show you just what the future holds.

With the wrong expectations or talent, E-Learning course development can easily miss the mark. Designing Digitally, Inc. knows the E-Learning space inside and out across numerous industries. We’re laser-focused on our clients’ needs and consistently make sure E-Learning courses exceed their expectations. All courses stem from a challenge or problem, whether the training is about industrial safety or employee conduct. Training is structured to change behaviors and improve employees’ performance. The danger with E-Learning course development is that it can be based on outdated approaches that don’t keep up with the times. It’s not just about understanding how to shape courses based on the technology learners will use (including smartphones and iPads). Our team, which includes seasoned instructional designers, knows that courses must be fun and engaging to ensure that learners can absorb and use what they’re taught. For example, we create web-based serious games with gamification elements, including visuals and rewards that appeal to learners. Dull, matter-of-fact instruction takes a backseat when learners can interact with courses that reflect their interests. For example, corporate training should include narratives that match real-life workplace settings - everything from the images to the text. If the graphics look cheesy or the language isn’t realistic, workers will likely lose interest. Designing Digitally, Inc. also makes sure that courses are based on learning principles that have been established and adapted over several decades, including Bloom’s Taxonomy. Created in 1956 and revised in 2000, it looks at levels of cognitive thinking and learning (including levels like remembering, understanding, applying and creating). Early in our process, we review the E-Learning technology that can be used and define the audience, documenting what training they’ve had, what they already know and what the training is expected to accomplish. Developed in Lectora, Storyline, Raptivity, Captivate, Articulate, Gaming Engines, PHP and/or HTML5, our E-Learning company creates custom assets, including illustrations, photographs and 3D models for your E-Learning courses. We can also include custom interaction, such as multiple choice, true and false, mini-learning games, scenario-based training and more. All custom E-Learning courses we develop are SCORM and AICC-compliant. Some clients have the bulk of the content on hand when we start a project. E-Learning course development moves along faster in those cases. Designing Digitally, Inc. adapts the content to ensure that learners will stay engaged. Sometimes clients need more direction from the start. If the content is limited or not available for some modules, we know what it takes to fill the gaps - large or small. We enjoy planning and shaping the content with the support of clients’ in-house subject matter experts. E-Learning course development always starts with the client. We know what questions to ask to discover and define their needs and goals that could range from limiting workplace accidents to improving sales. With our time-tested process, we often help clients refine their needs. Top executives may outline a few broad or specific goals. But our research, including interviews with employees, can identify other core problems that clients need to address. Contact us today to learn more about E-Learning course development and how Designing Digitally, Inc. can support your business, government agency, college or university.

One of the greatest challenges faced by training developers is capturing and holding the attention of an increasingly distracted audience. This is especially true in an e-Learning environment where the learner is asked to focus on the lesson at hand, and not on the many other things he would rather be doing. One way to gain the attention and interest of your audience is to use non-traditional tools and techniques like serious games. Serious games training, as in videogame playing, engages the participant on multiple levels by incorporating a variety of techniques that are both entertaining and educational. But is it enough to simply add visual effects and interesting game mechanics to a training course? Much of what appeals to video game players is the narrative of the game they’re playing. After all, who doesn’t love a good story? This same principle should be applied when designing serious games for use in training your workforce. The narrative of a serious game is what captures the interest of your learners and creates a desire to complete the course. In this way, narrative enhances serious games training and engages the participant on an entirely different level. Immersion in the story increases engagement Anyone who has ever witnessed a child listening with rapt attention to a story being told knows what it means to be immersed in the narrative. Our imagination takes over, and we become entirely engaged in the story. This engagement is what training developers are seeking when they design their courses - complete engagement with the lesson. Building narrative into serious games creates this immersion in the story and in what’s being taught. According to the authors of one in-depth study, getting learners involved in the narrative of a lesson triggers an emotional response, which in turn connects them to the lesson in a profound way. This intense connection leads to creative problem-solving, critical thinking and ultimately much greater retention of the lesson material. How to build narrative into your serious games training At its core, narrative is a story that unfolds as we experience it. When building narrative into serious games training, the learner/participant becomes a co-creator of the story and to the extent allowed, directs the narrative. It is the responsibility of the serious game developer to design the framework and environment that allows lesson participants to travel through the story and uncover the information you have for them. To be clear, narrative storytelling within a serious game isn’t required to be topical or even realistic. A technique that uses fantasy worlds or made-up characters can stimulate even more imagination on the part of learners. What is necessary is a connection between the story and the knowledge or information you want your learners to retain. You can then develop a narrative around the material, complete with plot, character and environment of your creation. One technique for narrative creation uses the hero archetype, with the learner in the starring role. As the serious game progresses, the learner/participant meets challenges and uses previously gained skills and information to overcome them and advance in the story. Each lesson provides greater and more challenging obstacles, with new information to learn and skills to master. When designed correctly, this narrative technique can transmit information and knowledge without a learner ever feeling that they were involved in a training session at all. Care must be taken when designing serious games training with a narrative, however. Developers must make sure that the learning objectives and lesson materials are fully explained and presented; otherwise your training may devolve into just another video game. Knowledge checks and skills assessments need to test for complete comprehension before allowing the narrative to progress. Here at Designing Digitally, Inc., we create serious games and e-Learning courses that engage, entertain and enlighten your workforce. If you want to find out more about how using narrative within serious games can make your training more engaging and effective, let us know. We’ll work with you to develop a customized serious game for just about any training need. Click here to contact us and find out more.

When addressing the training needs of today’s workforce, no discussion is complete without mentioning mobile learning. That being said, mobile or m-Learning can often mean different things to different people. For example, if you log on and complete your e-Learning course at home on the weekend, is that mobile learning? Or how about if you’re on the road and take an e-Learning course in your hotel’s business center - is that m-Learning? Of course there’s the obvious - taking a course on your tablet or other mobile device while waiting at the airport for your flight. Now that’s m-Learning, right? The truth is that all of these scenarios and many others are what we’d call m-Learning - training that is delivered on demand, when and where it’s needed. The idea that e-Learning and m-Learning are different things is quickly becoming an outdated belief. It’s more to the point that digitally-delivered training needs to be portable, available and deliverable to a range of devices. In fact, on-demand training is quickly becoming the preferred training delivery method for our modern and mobile workforce. Adjusting our ideas of knowledge-based content delivery Delivering training materials and other knowledge-based content to our workforce is the next step in the evolution of performance support. When workers have access to the latest information, techniques, processes and tools, they are empowered and made measurably more efficient. And the best way to ensure this timely content delivery takes place is to make it available on any device they may be carrying. Examples of this type of m-Learning performance support include: A field service or support engineer using his tablet to access an instructional video of a complex process. A training rep pulling out her smart-phone to get an immediate answer to a customer’s question regarding a product feature. A systems operator using his laptop to brush up on an operation process while on the way to a client location. All of these examples can be described as m-Learning - the consumption of knowledge or training while using a portable or mobile device. Design considerations for making E-learning mobile-friendly Of course, along with shifting our thinking about what constitutes m-Learning, we must also adjust the way we design training for consumption on mobile devices. There are certain design considerations that will make training on mobile devices more effective and appealing to learners, especially when viewed on small screens. Here are a few design tips and techniques to keep in mind when designing training that may be accessed using a mobile device. Small segments that teach a single concept are easier to present and to consume on a mobile device. Also remember that less is more when it comes to designing training for small screens. Embedded video can be a valuable learning tool, but remember to fill as much of the screen as possible with the information that is useful to the learner. User experience is of the highest importance when designing m-Learning. Consider the variety of training methods that are available and choose the one that’s best suited for the subject at hand. Reduce the amount of text, and substitute images wherever possible. Use a consistent presentation and navigation style for your m-Learning courses. It can already be a challenge for learners using a small screen - no need to make them search around for what to do next. The use of animation gives training designers much more control over how images and content are presented on mobile devices. Instead of trying to capture an intricate process and present it in video, draw it! There are many more design considerations that can help to make learning on a mobile device more effective and appealing. The key, however, is to keep the learner in mind at all times, and to remember the reason for creating the training course in the first place. Here at Designing Digitally, we’re experts at designing and creating training courses that bridge the gap between e-Learning and m-Learning. We take the approach that digitally created training should be able to be accessed where and when the learner needs it. Let us know how we can help turn your e-Learning efforts into a universal mobile learning success story. Contact us today.

If you want employees to retain what they learn, how can you make sure that happens? Training can be effective depending on the employee’s desire to learn, the instructor, the topic or other factors. Corporate gamification can be the training variable that wins over employees and holds their interest.  Otherwise, they may get sleepy or simply brush aside what you wanted them to absorb. You don’t just want them to do their jobs; you want them to excel. Training can minimize problems and help your business reach or exceed its goals. Does that mean they’re given a shiny star sticker every time they do something right? Not exactly. But there are points and incentives with corporate gamification, which can involve rewards for players and feature tracking data like leaderboards that show the status. In short, corporate gamification makes training more appealing and engaging. Game mechanics can make something that’s potentially boring much more fun to do. Training should be memorable, not a sleep inducer - and that’s what gamification can do to help. Even the iconic Mary Poppins referenced how routine tasks can have an "element of fun" when she sang "A Spoonful of Sugar." Corporate gamification can be effective with compliance training, which otherwise may be dry from start to finish. Businesses often don’t have a choice because other companies and government agencies require difference forms of compliance training related to everything from respecting other employees to understanding the Family Medical Leave Act. With compliance training that uses gamification, employees can earn badges, track their progress, and sometimes find out how their co-workers are doing while learning about what can ordinarily be some very dull content. Specific training types that fit well with corporate gamification include: International trade controls Ethics HR laws and rules Pharmaceutical warehouse safety Operating machines Food preparation Workplace violence prevention Sales training (product, service, or sales approaches) If the training is mandatory, shouldn’t businesses do what they can to improve the odds that employees will remember what they’ve been taught? Too much is at stake, including substantial contracts with other companies, potential fines for non-compliance and more. The key with corporate gamification is to adapt it to the employees and their jobs. The type, timing and presentation of rewards and gamification themes must match the nature of what they do every day and how they normally communicate. Organizational challenges and barriers should be discussed before spending much time to enhance training with corporate gamification. For example, if a group of employees isn’t getting along, they may not cooperate even if efforts are made to make the training more enjoyable. Corporate gamification has several advantages beyond keeping employees engaged in a given topic. Designed correctly, corporate gamification can help companies pick up on nuances and gain insights about their employees’ behavior. You might discover that an employee who seemed like an overachiever is simply a socializer when it comes to participation within training environments. Designing Digitally, Inc. has mastered corporate gamification based on experience we’ve gained in several industries through the years. We know what works and what doesn’t when it comes to adding game mechanics to dull content. Employees simply may lose interest if companies resort to the same training methods and rely on material instructors have been using for decades. The approaches to training and learning in the past will not work with future generations entering the workforce. Some E-Learning companies try to bolt corporate gamification onto their service offerings. For us, corporate gamification isn’t something you just throw in the mix. It’s not for every company. But it can be a good investment. You might roll it out with one set of employees and then expand it throughout the company - all based on the original approach. Our clients value our process, which is successful because we draw from the skills and knowledge of both instructional designers and game developers who find the best ways to help clients leverage corporate gamification. It’s important to remember that corporate gamification is not a serious game (the two are easily confused).  It’s an essential aspect of a serious game that can seem to be cheesy if it’s not aligned with the learners. Similarly, corporate gamification elements can look amateurish if they’re poorly conceived and don’t reference the right incentives. Intrinsic rewards can range from badges to trophies that the learner earns based level completion benchmarks and desired performance outcomes. Extrinsic rewards aren’t uncommon either, including lunches, corporate apparel or even paid time off.

Think learning is serious business? Well, you’re right. But learning can also be interesting, fun and engaging at the same time. By using non-traditional delivery techniques, training designers have found that they are better able to gain and hold the attention of their learning audience. Some of the best techniques for doing this involve the use of games in the delivery of training. In fact, some of the best training course designs are those that employ one form or another of game mechanics and design. As any video gamer will tell you, the level of engagement and immersion when playing a modern video game is quite impressive. That’s because the brain is being stimulated to such a degree by the scenarios being presented that almost all cognitive function is focused on the game. Think what would happen if we could generate that same level of intense focus on a training module. What are serious games? Gaming in general teaches people to solve problems in unique ways, using trial and error methods and by repeating an action until it is perfected. By using game-based techniques like this in job performance training, an employee can gain valuable skills and knowledge the same way. That’s the idea behind serious games. When we talk about serious games and gamification within a training environment, it makes sense to clarify what we mean by each term. Generally speaking, gamification is the use of game mechanics like levels, badges and rewards in a non-game, or training, context. When we talk of serious games on the other hand, what we’re referring to is the use of high-definition graphics, virtual reality simulations, and techniques that allow a user to practice skill performance in a game-based environment. There’s no doubt that the use of serious games in training design is gaining in popularity. Organizations from the U.S. Military to Fortune 100 companies are incorporating serious games into their training programs for a variety of reasons. Here are some of the reasons given from a recently published Gartner Group study: Reduced training costs Safer delivery of certain types of training Improved performance results Better engagement Better knowledge retention Ease of training delivery Greater training participation The benefits of serious games in training From a purely L&D perspective, serious games offer the opportunity to engage learners in an activity that is both entertaining and educational. It allows us to present learning opportunities and scenarios that are fun, challenging and rewarding. Serious games also allow a learner to more easily translate the material from theory to practical relevance. In addition, they are far more effective in teaching problem-solving and other soft skills. While the incorporation of serious games into the corporate training environment is growing, it is still a relatively small piece of the e-learning pie. That may be partly due to the complexity that goes into designing serious games, but also because many organizations don’t yet know the capabilities of this new tool. When designed and developed by experts, serious games can be used to train for some of the most dangerous and complex performance tasks. Some examples of this include: Emergency response training Heavy equipment training and skill building Medical device and surgical training Complex mechanical/assembly training Detailed process and installation training Scenario-based sales training Soft skills training Compliance training How serious games can help train your workforce Whatever the industry or job skill, a serious game can be developed that will deliver unique and valuable training to your workforce. Through the use of simulations, branching scenarios, role-playing, 3D virtual skill tests, problem-solving challenges and other techniques, your employees will learn and retain the information they need to perform their jobs better. Comprehension and retention will be improved, and the training participation rate will likely improve as well. Let the experts here at Designing Digitally, Inc. help you take your training to the next level. We’ll work with you to develop serious game training that is cost-effective, engaging and relevant to your workforce. We can create customized serious games for just about any industry and job type. Let us know how we can help you train your workforce to compete in today’s tech-intensive environment using the next generation of training techniques.

What if you built it and they didn’t come? Imagine pouring untold amounts time, money and resources into building an online training program for your workforce, only to have it go unused. The best training program in the world is worthless unless it has the participation of your learners. So how do you entice your employees to get onboard with your online training efforts? How do you promote the benefits of online training to a skeptical or hesitant audience? If we approach the challenge of promoting your online training as simply another sales opportunity, we can begin to see the solution. As with any sales campaign, you need to develop a plan to market your product (in this case online training) to your target audience (in this case your employees). However, it is also important to maintain a level of trust and integrity with your workforce in the process. Why you need to market your training internally Generally speaking, people are resistant to change and hesitant to adopt new ways of doing things. This can be especially true in the workplace, as careers and livelihoods are at stake. But change is inevitable, and the new online training programs are in the best interests of both employers and employees. In the effort to gain adoption, you need to actively market this new method of training to your workforce. To accomplish this, consider how Hollywood promotes their latest blockbuster movie to the public. By building excitement and interest (and yes, a little hype) far in advance of the rollout, your employees may feel more anticipation rather than dread. A strong marketing campaign can turn skepticism into interest. It’s all in how the new online training is perceived, and how successful you are at presenting it. So let’s take a look at what we can do to entice your employees into eagerly jumping onboard with your online training. How to use gamification to entice your workforce The use of gamification or game-based strategies can be a highly successful way to get folks interested in your online training efforts. What we mean by this is to implement some of the techniques that make online games so appealing. Here are a few examples of how gamification can be used to entice workers to make the leap: Competition.  Initiating friendly competition among employees can be a great way to motivate some to participate. Competition can take the form of; most courses completed, highest score, department with the most participation, etc. There are few of us who can resist our competitive nature for long - just make sure not to alienate any of your workers. To avoid this, consider daily or weekly resets so that all can compete. Status.  Status recognition is a great motivator for some workers, and can promote participation in your online training program. Implementing leader boards and top performers can piggyback on the competition method, leading to even more participation. Rewards.  Using rewards is a classic gamification technique that keeps learners coming back for more training. Since our brains are wired for a positive chemical reaction to rewards, it actually makes learning a positive experience. Reward systems can be built into the online training lessons themselves, and can also be made a part of the marketing or enticement to participate in the training. You can build excitement and interest in your online training by using gamification techniques to entice employees to participate. You can also use these game mechanics within your online training courses to encourage learners to continue with the lessons. Gamification has been shown to increase the interest and participation levels in training courses of all types.   What can happen if you don’t market internally? Although internal marketing of your online training may seem strange or even a little coercive, it is in the interest of the learning and development effort to do so. Without actively marketing your online training to your workforce, participation will not be as strong as it could be. As a result, the effort you’ve put into building the online training program is wasted. And as we know, training that doesn’t get used is the least effective training of all. Here at Designing Digitally, Inc., our training experts can help you devise an internal marketing campaign that will help to promote your online training efforts. By building excitement and anticipation into your online training efforts, your workforce will be geared up and ready to participate fully. Let us know how we can help you in your training needs, and in getting your workforce onboard. Call us or fill out our online form to learn more.

As L&D professionals, all of us have seen the good, the bad and the... well, really bad of e-Learning. We know that when it’s done well, e-Learning can be an effective and enjoyable way of acquiring new skills and knowledge. We also know that when it’s done poorly, e-Learning can be tedious, boring, and downright painful. So what can we do to ensure our e-Learning courses are well-designed, interesting and engaging? First, we need to keep in mind that e-Learning development is a practiced skill, and involves many hours of planning, preparation, design consideration, programming, testing, etc.  It also involves the use of interactive elements, appealing visual design, creative story-telling and challenging tasks, among other features. In addition, there are techniques like gamification in which learners are rewarded for their accomplishments and encouraged to participate fully in the lesson. By incorporating the best features for the material at hand, e-Learning courses can be more impactful and effective in delivering their intended lesson. They will be more likely to capture the attention of your learning audience, and will have a much greater rate of completion and knowledge retention. Why e-Learning often falls flat Someone pointed out recently that the roots of most e-Learning, if we really consider it, can be traced back to Microsoft PowerPoint. Many of the original digitally-delivered training courses were nothing more than linear and tedious converted PowerPoint presentations - even if they did contain some fly-ins or animations. This is evident even now, as many of the e-Learning design programs out there allow for direct importing of PowerPoint files. Importing PPT and calling it training is a flat and boring excuse for e-Learning. There is a laziness and lack of creativity on the part of some in the industry that can cause e-Learning courses to fail in their primary mission. It is against these sub-par efforts that the really great e-Learning designs are able to stand out and succeed. Elements and design considerations for really good e-Learning The creation of a successful e-Learning course requires careful consideration, planning and effort. There are certain elements and design factors that, when implemented correctly, can lead to a highly effective and successful course. Here are some of the basic elements that we consider when designing e-Learning. Add interactivity - but don’t overdo it.  Using interactive elements like simulations, branching scenarios, drag-and-drop activities and immersive stories can engage your learning audience, but too much of these can result in a chaotic and distracting course. Remember, the point of the lesson is to deliver information in the most effective way, not to impress learners with your abilities. Strive for a clean design and easy navigation.  Challenging your learners on their retention of the lesson material is one thing, but challenging them to figure out navigating your course won’t do. Make it clean, simple, consistent and aesthetically pleasing - that way the focus will be on the information, not the interface. Include a storyline or unifying theme in your e-Learning. When possible, create a story around the lesson that creates interest in the material. If your learners can imagine themselves within the training scenario, they are more likely to be engaged and to retain the information being taught. Use multimedia when possible and appropriate.  Inserting animations, video, audio and images in your e-Learning can create excitement and interest in the lesson. It can also be a great way to depict complicated or detailed processes in a controlled way. Just be sure not to overshadow the lesson with the multimedia production. Build in checks along the way.  Nothing is more frustrating to a learner than to feel lost in a training course. Building in knowledge checks along the way will help learners gauge their level of understanding. You can then redirect them if it appears they haven’t grasped a concept. Here at Designing Digitally, Inc., our e-Learning design team will work with you to develop courses that engage and interest your learners. With our expertise at developing unique and effective training, you’ll see the difference between e-Learning and really good e-Learning. Call us or drop a line to find out just what we can do to help your organization’s e-Learning efforts.  

Planned and presented well, business simulation can make a huge difference with a core set of employees or groups of employees across an enterprise. Designing Digitally, Inc., understands issues that face businesses both internally and externally. We’ve been shaping and delivering solutions that replicate real-life work scenarios for many years. With advances in technology and learning approaches, it’s possible to develop simulated learning environments. From manufacturing to health care, companies have turned to us to address critical business training needs. We focus on the best ways to change behavior with custom-built, business simulation training for business management and services. The projects succeed because we know how to best educate, engage, and entertain your audience. With direction and insights we draw from clients, we create realistic settings where employees can develop and test their knowledge in a safe environment. The planning is elaborate and the programming may be complex, but learners will only see what they experience as they tackle suitable tasks in a self-paced online environment that matches their work environments (including visuals and words). Where do you need the most help? Diversity training? Ethics? Compliance? Designing Digitally, Inc. can develop business simulation training that helps employees understand, retain and apply what they learn. We engage them with a wide range of immersive experiences that include custom graphics and animations that make training fun and memorable. Business simulation training is a good option for companies that need to ensure that existing and future employees are equipped to do their jobs as productively as possible while helping companies minimize safety and legal risks. Training options include first-person directed simulations and guided experience simulations. Training can involve a variety of topics like: How to measure marketing efforts Day in the life of a supply chain worker Day in the life of a contract officer How do deal with vendors (procurement) How to conduct a meeting How to manage a supply chain How to oversee warehouse logistics Business simulation training can apply to specific machinery as well. Companies know how to operate machines, but they don’t always have effective methods to train someone to run the machines. Once the training is in place, a company can use it over and over for many employees. But business simulation training requires a great deal of planning and prep work to create. In the early stages, we ask clients detailed questions to extract their precise needs and define what they expect to accomplish. In our process, we always involve employees who can help us define their training needs. Whether business simulation training is for hard or soft skills, it’s a good way to prepare employees who can make mistakes before they need to dive into real-world settings.

Designing Digitally, Inc., a full-service, interactive custom E-Learning, Serious Games, Simulations, and Mobile Learning development company, has been selected by elearningindustry.com as one of the Top 10 eLearning Content Development Companies of 2015 for the 3rd year in a row. The CEO of elearningindustry.com, Christopher Pappas, announces the list to inform the industry on top companies. Christopher stated on the website, "This is our third year of publishing the list of top 10 eLearning content development companies. This year’s list is particularly interesting, with quite a few position reclassifications and dynamic new additions, so we are very excited to share it with you. Ladies and gentlemen of the eLearning world, we proudly present to you the top 10 eLearning content development companies for 2015!" Regarding the nomination, President, Andrew Hughes of Designing Digitally, Inc. said, "On behalf of the entire team at Designing Digitally, Inc. we are honored to be selected for the Top 10 eLearning Content Development Companies for a third year. We want to thank Christopher and Jon, along with the entire team at elearningindustry.com for recognizing the dedication we put forth to creating engaging, educational, and entertaining online learning for our customers" About Designing Digitally, Inc.: Designing Digitally, Inc. engages your learners and inspires success with fully-customized web-based training. Whether your a corporation, college, or agency looking for E-Learning, Mobile Learning, Serious Games, or Learning Simulations, we strive to increase knowledge retention and take your organization’s online training to the next level.  Every solution is custom tailored to the specific need and helps achieve organizational objectives. Designing Digitally, Inc. focuses on creating educational, engaging, and entertaining learning experiences that will stick with your trainees.

Designing Digitally, Inc., a full-service, custom gamification and interactive E-Learning development company, has been honored by its selection into TrainingIndustry.com’s 2015 Top 20 Gamification Companies List. This occasion marks the second year Designing Digitally, Inc. has been chosen for the list. "Our second annual Top 20 Gamification Companies list showcases the companies who best integrate gaming into learning and development programs. The top companies provide some of the most innovative forms of gamification in learning, whether we are discussing serious games, training simulations or any other form of structured training program." said Ken Taylor, President, Training Industry, Inc. "We strive to provide fun and innovative training solutions and will use this recognition as motivation to continue to develop stellar gamified learning approaches for our clients. By consistently looking inward and improving our processes we are able to produce gamification experiences over a broad realm of topics that provide a behavior change that is desired. It’s a privilege for such as prestigious agency in the industry to select our firm for this award, and I really want to express the gratitude I have for the team here. Without them, there is no award for Designing Digitally!" said Andrew Hughes, President, Designing Digitally, Inc. About Designing Digitally, Inc.: Designing Digitally, Inc. is an award winning custom content development firm focused on Gamification, Serious games, and E-Learning development for corporate behavior change. Located in Franklin, Ohio, Designing Digitally, Inc. has developed a number of serious games and simulations, gamified learning, and E-Learning solutions for corporations and government agencies around the globe.

As mobile devices are becoming more and more prevalent in corporate training, and companies are adopting Bring Your Own Device (BYOD) policies, design and development considerations are evolving. While there are claims of software that allows you to design and develop training that can be exported for all devices, this strategy does not always hold true for all online training. Sure, designing linear E-learning to be responsive and adapt to mobile devices typically works. However, when approaching a Serious Game or Training Simulation for mobile devices, there are much different considerations and development strategies needed. Designing and developing Serious Games for mobile devices are a totally different beast than your typical corporate E-learning. With E-learning, interfaces can be made responsive and formatting can change to fit screen size, but with mobile Serious Games, there is far more to consider. Develop for Mobile First! When designing a serious game to be viewed on mobile devices, it is imperative to begin at the end; what devices are learners going to be using? When your project is complete, how will your learners be accessing the serious game? The point here is, develop for mobile devices, first! You cannot simply develop your serious game as you would for a desktop based game, then expect it to look as good and function as it should on mobile. Mobile devices cannot be an afterthought, or 11th hour decision, you need to be thinking about mobile delivery from inception. With that said, here are a few key considerations for mobile serious game development: Processing Power Screen Size User Experience Testing Mobile Processing Power vs. Desktop Processing Power: Final Bout It is likely quite obvious mobile phones have less processing power than macho desktops computers and laptops. However, this does not mean you cannot create an equally exhilarating experience for a mobile device. Most computer games take considerable CPU power to run the high end graphics and detailed worlds in which gamers roam. With mobile serious games, however, the availability of processing power is much more scarce. Keep this in mind when thinking about design elements for your mobile serious game. For instance, computer games have super detailed graphics and intimate attention to detail because the hardware can handle it. However, with a mobile serious game, you may need to tone down graphics and modeling so the device can handle gameplay. Also, the screen resolutions of mobile devices are different than the resolution of your laptop. Together, processing power and screen resolution play a vital role in how a user experiences your serious game. To mitigate potential issues, build your characters, environments and design elements with the understanding there are limitations with mobile devices. The more detail and graphically technical elements you incorporate into your serious game, the more likely you are to experience slow and uncomfortable gameplay. Screen Resolution: Bigger Assets for Smaller Screens? When developing mobile serious games, remember your learners are going to be viewing your serious game on a screens ranging from 4" (1136 x 640 resolution - iPhone 5) to almost 10" (1024x768 - iPad). To ensure your learners are going to be able to easily view your buttons and interactive elements, make sure they are 50% larger. Reason being, when the build is condensed for mobile it decreases the interactive feature sizes. Thus, making it more challenging for your learners to view and interact with your serious game. It may seem strange to make buttons and interactive elements bigger, but think about trying to tap a button on your smartphone if it were the same size as the button you click on a website if the website was condensed to fit on a mobile screen. Also, on-screen prompts and text needs to be condensed and made larger so your learners can easily read and interact with your serious game, and rollover states need to be eliminated. For instance, a desktop, browser-based version of your serious game may have learners hover over an element to see a description and larger image of that element. Whereas, the mobile version cannot accept rollover states and you will likely need to reduce the text description and format how it appears. Another consideration for mobile serious game development is the user interface. How you arrange your interface and the placing and sizing of elements will vary from desktop to mobile device. Ensure you are making elements large enough to be easily seen and tapped, while not overwhelming the limited space you have. You may only be able to fit the essentials on-screen. However, that does not mean you cannot get creative with your interface and navigation to make better use of space and flow. Creating a Brilliant User Experience Think about the differences between your smartphone and your laptop. Besides the obvious visual and technical differences, think about how you use each device. Typically, you use your laptop sitting at a desk or table; perhaps on your lap as you lounge. Compare that to a smartphone. Your smartphone is with you everywhere and you have likely used it in countless different scenarios and environments. How we use and interact with each device is different, and this plays into the overall user experience. A mobile serious game is just that, mobile. So, what are the implications of using something on-the-go? You may start, stop, start again; you get the picture. Also, you may be engaged in the serious game while there are many other things going on in the background- you are sitting on the subway, in the waiting room at the doctor, out and about waiting on lunch, and so on. Because of the way we use and interact with our mobile devices, you want to ensure your mobile serious game is easy to pick up where you left off and can easily get re-engage learners. Additionally, due to all the distractions surrounding your learners as they are engaged in your mobile serious game, it is imperative to create a user experience that is not only educating, but engaging and entertaining to your learners. How many times have you tried to talk to someone playing Candy Crush or Two Dots, only to get no response from the top of their head? When someone is immersed in a truly engaging experience, outside stimulus has less of an effect. Testing, Testing. Check One, Two. It is well known that testing is vital to any sort of development success. However, with mobile developments, testing becomes extra crucial. For example, you develop a serious game for desktops/laptops only. You do your standard bug squashing, functionality testing, glitches, and test across multiple browsers. Everything works and looks good? Ok, great! With mobile serious games, there are a few more considerations. Multiple devices means multiple operating systems and screen sizes that can vary from 4" to 10". Because of this, it is imperative to test the responsive design of your mobile serious game and the functionality of all your features throughout the development process. How does your interface scale from an iPad or Galaxy screen to an older iPhone 4? Does the Android device "play nice" with all your interactions and functionality? Can I view the serious game in landscape only and are all my graphics showing up as they should? By testing during the course of development, and not leaving testing as a "final" step, you are far more likely to accomplish any of the following, than by waiting to test: Catch bugs and glitches in time to fix the issue and re-test Iron out functionality and formatting issues Get valuable user feedback via focus groups Ensure all devices "play nice" with your serious game Another important component of testing during development is the ability to use the feedback gained from testing, and incorporate that into development. For example, after completing the user interface, John has his team test usability and check for any glitches or issues across multiple mobile devices. In doing so, one of his testers finds the navigation gets a bit wonky when viewed on an iPhone, but seems to be fine on larger tablet screens. Because of this, John redesigns and tweaks the interface to appear much more attractive on all mobile screens. Had John waited to test this after implementing more features, his team may not have had the opportunity, or time, to find a better solution. Ready to Mobilize! With mobile devices showing an increasing presence in online corporate training, it is vital to develop for these mobile devices, first, and not as an afterthought. Keep in mind, your mobile serious game is fighting for processing power, so design elements and interactions must be easy to digest for these devices. Also, you don’t have the luxury of a 13"+ laptop screen, so your design elements, interface and text need to be easily visible on smaller screens. In addition to the smaller screen size and varying resolutions, how people interact with mobile devices is different, so considerations must be made in that regard as well. Finally; test, test, and test some more! Keep these considerations in mind when approaching a mobile serious game project and you are off to a good start!  

Let’s face it; some serious games do not hold up against their expectations, resulting in inaccurate results and even failed programs at times. Why is this, you ask? With the growing number of institutions using serious games in corporate settings and solely online training to educate employees, it is imperative we understand how to evaluate the overall effectiveness of the game in question. While return on investment (ROI) is a great indicator of how effective a training program is, there are other, more abstract factors that should also be taken into consideration. Engage in Pre-Planning   First and foremost, it is important you don’t get ahead of yourself when it comes to your serious game. Before the game is even designed, sit down with your development and design team and outline your learning objectives, your instructional design documents, and maybe even your grant proposals (if applicable). By going over these documents with your team, you will be more equipped to lay out your practical and theoretical goals, as well as the overall objective for your serious game. With this, it may also be a good idea to do some research and look for successful case studies and what methods they used to measure the outcomes of their game. Observe, Observe, Observe   This is perhaps the most important thing to keep in mind when evaluating the effectiveness of a serious game. If you can show your serious game had an impact on behavior and your intended subjects actually took something positive away from it, you are in good shape. This ties back into the seemingly abstract factors we mentioned above, as it is crucial to look at observable behaviors when assessing a serious game. By making an effort to observe and take note of your audience’s reactions and how their behaviors may have changed, you will be getting a more accurate idea of how effective your program is. Get Involved   One of the best ways to truly evaluate your game and understand how it works is to play it yourself. Yes, having measurable standards in place, knowing who your target audience is, and focusing on observable behaviors all play a big role in the evaluation stage, but nothing will give you a clearer picture than engaging in the game yourself. When you play the game, be sure and take note of whether or not you think about things different or have new insights on certain problems and situations. By putting yourself in the shoes of your future game players, you will be able to adjust your objectives, expectations, and measures more accurately.   In order for a serious game to be truly effective and for you to get the most out of it, you must adopt certain practices and techniques. Serious game development requires acknowledging the importance of ROI in conjunction with other, more abstract factors. By taking a step back and determining your objectives before the design phase, engaging in the game yourself, and observing behavior changes, you will be getting a much wider, more accurate picture of how well your game is being received.