Journey by Vibons

Editor's Notes

1. Spaced Learning öne, Meet the modern learner değiştir, bir de vizyon –ai, machine, adaptive… Bir de spaced algorithm…
2. While developing the Journey, we use a “Learning Experience design” instead of instructional design methodology. Our first step is to ask: “Who is the Learner?” And when we profile the modern learner, in other words, when we create the persona, we diagnosed three challenges. Today’s learner… is overwhelmed… distracted… And he fails to overcome the forgetting curve. He is overwhelmed… Recent research by Bersin by Deloitte states that the typical employee devotes only about 1%, in other words, 24 minutes to training and development weekly. That’s why long-form training has a completion rate of only %30. Well in addition to that, new communication mediums such as emails, smartphone notifications, instant messaging and social media lead to distractions. We’re distracted so easily and so much than ever before... Research on attention span reveals humans have an attention span of only 8 seconds. The forgetting curve… According to a research, learners forget at least half what they learned after one month. Specifically, for competency-based development which is not a one-shot knowledge transfer but a year-long development journey, the third challenge is how to overcome the forgetting curve. So the second step, naturally, is to find the right methods to overcome these three challenges.
3. And these are microlearning, engament and spaced learning… - Microlearning… “If the modern learner has very limited time for training&development, then we need to cut down overwhelming details and fillers and deliver only the core ideas and associated information. Engagement. If the modern learner is easily distracted and lose his focus, then we need to deliver easy-to-digest visually engaging contents like animated videos or infographics with an effective internal communication. Spaced learning. If the modern learner easily forgets what he had learned over time, then we need to nurture him periodically to empower him continuously. Let's go into detail one by one...
4. As I show you at the beginning, the content type of the Journey is microlearning. In other words, 3-6 minute-long byte sized contents.
5. There are two studies that supports the effectiveness of microlearning method. According to a research by a German University, microlearning drives over 20% more information rentention than long-form training. And when J&J substituted traditional training programs with microlearning, completion rates increased by 740%.
6. And second, backed by email research we don’t send them simple reminders, but personalized emails at the right time when they have more time to focus on a training content.
7. For instance, according to a recent research, articles with images receive 94% more views that those with only text, that’s why we add illustrations to every article. And also, infographics are seen as one of the most engaging content types, since our brains decodes visual information mush faster and much easier.
8. Third, how to overcome the forgetting curve. As I told you before, the Journey is a spaced program. That is to say, a micro-learning content is delivered to the employee every week. In the study of human learning, there is extensive evidence that our learning improves with repeated exposure and spaced intervals. Periodic spaced review of content improves long-term retention. Also, according to various research, at least 3 or more repetitions are needed for long term retention, let me show you how we do that…
9. Bu slaytta spaced learning uygulamamızın üç özelliği var dersin. Baştan her şey outomatic schedule edilip email ve notificationlar otomatik learner a ulaşıyor, email marketing research e göre en doğru zamanda karşısına çıkıyor, ARGE çalışmalarıyla oluşturulmuş bir spaced repetition algorithm (Supermemo üzerinden geliştirdik dersin sorarsa) aralıklı olarak farklı içerik mediumlarıyla tekrarlatıyoruz, nasıl mı göstereyim, dersin, bir sonraki slaytta…
10. The Journey is a digital competency development program to develop, to nurture and to empower the learner between performance review periods. It simply works like this, once a competency is set for an employee, a micro-learning content ( a video, an infographic or a micro-article) is delivered to the employee each and every week for a 50-week period. As an example, this video is the first delivery of the “Building Organizational Capability” competency. The employee receives this video with a personalized email, I just one to show you a part of it. Before showing you the program in more details, I would like to show you the methodology behind the program. The employee received an animated video about a change leadership practice in week 1… let me show you… Then we send him the same practical information again in an infographic in week 4, then again in a new format, a micro-article in week 11… These repetitions enables him to repeat the information over and over… Thus we construct the knowledge with spaced intervals.
11. The Journey is a digital competency development program to develop, to nurture and to empower the learner between performance review periods. It simply works like this, once a competency is set for an employee, a micro-learning content ( a video, an infographic or a micro-article) is delivered to the employee each and every week for a 50-week period. As an example, this video is the first delivery of the “Building Organizational Capability” competency. The employee receives this video with a personalized email, I just one to show you a part of it. Before showing you the program in more details, I would like to show you the methodology behind the program. The employee received an animated video about a change leadership practice in week 1… let me show you… Then we send him the same practical information again in an infographic in week 4, then again in a new format, a micro-article in week 11… These repetitions enables him to repeat the information over and over… Thus we construct the knowledge with spaced intervals.
12. The Journey is a digital competency development program to develop, to nurture and to empower the learner between performance review periods. It simply works like this, once a competency is set for an employee, a micro-learning content ( a video, an infographic or a micro-article) is delivered to the employee each and every week for a 50-week period. As an example, this video is the first delivery of the “Building Organizational Capability” competency. The employee receives this video with a personalized email, I just one to show you a part of it. Before showing you the program in more details, I would like to show you the methodology behind the program. The employee received an animated video about a change leadership practice in week 1… let me show you… Then we send him the same practical information again in an infographic in week 4, then again in a new format, a micro-article in week 11… These repetitions enables him to repeat the information over and over… Thus we construct the knowledge with spaced intervals.
13. Burada mantık şu, toplantıya girdi, 15-16.00 arası toplantısı var, 15:50’de program cep telefonuna bu notification.ı gönderiyor… App calender’ından toplantı ve lokasyonu tespit edip, doğru zamanda doğru mesajı çıkartıyor…