3 LMS Features that Increase Engagement
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This document outlines strategies for increasing learner engagement using features of an LMS. It discusses factors that impact engagement like intellectual, emotional, behavioral, physical and social engagement. It then recommends three strategies to improve engagement: microlearning using short videos and interactive content; gamification using badges, leaderboards and games; and social learning using forums, wikis and peer assignments. The presentation provides examples of how an LMS can support these features and concludes with a Q&A.
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3 LMS Features that Increase Engagement
- 1. A C C E L E R AT E L E A R N I N G P E R F O R M A N C E Ben Young Director of Learning Solutions 3 LMS Features that Increase Engagement
- 2. Housekeeping • Sound and Audio • Poll Questions • Q&A at the End • Presentation Recording and Slides • Post-Webinar Survey
- 3. Today’s Speaker Ben Young Director of Learning Solutions
- 4. Agenda • Introduction to learning engagement • Different factors of engagement • Indicators of low engagement • Strategies to increase engagement • Summary • QA
- 5. # Poll Question #1 Are you using an LMS as part of your training program? We have an LMS, and are happy with it We have an LMS, but want to improve costs and efficiency We do not currently have an LMS, but are doing our research
- 7. Learning Engagement • Improved productivity • Learning retention • Stronger commitment to projects and jobs • Productivity in the workplace
- 8. Learning Engagement Learning Engagement is the ability to motivationally and behaviorally engage in an effective learning process.
- 9. Different Factors of Engagement • Intellectual engagement • Emotional engagement • Behavioral engagement • Physical engagement • Social engagement
- 10. Indicators of Low Engagement • Low retention • Low completion rates • Lack of interest and reinforcement • Low personal awareness and satisfaction • Un-accessed Content
- 11. Configurable Theme Strategies to Increase Engagement
- 12. # Microlearning
- 13. Microlearning What is it? • Small pieces of content • Learner control over what and when • Great for skill based learning • Target range for most content is around 4 minutes
- 14. Microlearning How it contributes to increasing engagement? • Good for both formal and informal learning • Just-in-time learning • Media rich
- 15. Microlearning Why use it? Increase retention | Sticky learning | Boosters 0 20 40 60 80 100 120 Immediately 20 Minutes 1 Hour 9 Hours 1 Day 2 Days 6 Days 31 Days Forgetting Curve Retention (%)
- 16. Microlearning What features support this?
- 17. Microlearning What features support this? Short Video
- 18. Microlearning What features support this? Interactive Video
- 19. Microlearning What features support this? Whiteboard and Animations
- 20. Microlearning What features support this? Text based Animations PDFs and Interactive PDFs
- 21. Microlearning What features support this? Infographics
- 22. Microlearning What features support this? eBooks and Flip books
- 23. Microlearning What features support this? Assessments (Quiz) Recorded demonstration of a skill
- 24. # Poll Question #2 What features of microlearning would you most like to incorporate more of into your learning? Short Video and Video Demonstrations Interactive Content and Animations Virtual Classrooms, Whiteboards, and Assessments Interactive PDFs and Infographics eBooks
- 25. # Gamification
- 26. Gamification What is Gamification? • Uses video game design • Gamification is more than just playing games
- 27. Gamification How it contributes to increased Engagement? • Better learning experience • Better learning environment • Instant feedback • Promoting behavioral change
- 28. Gamification Does Gamification really help learners retain information? The answer is yes!
- 29. Gamification What features support Gamification?
- 30. Gamification What features support Gamification? • Celebrate learning with badges • Points for activities • Leader boards • Levels • Learning paths • eLearning games
- 31. Gamification What features support Gamification? • Lessons with a theme • Collapsed Topics • Certificates • Progress bar
- 32. Gamification Live Demo of Gamification Features
- 34. Social Learning What is Social Learning? 1. Participation with others 2. Observation 3. Imitation
- 35. Social Learning What features promote Social Learning? • Forums • Shared Glossaries, Databases and Wikis • Peer-review assignments
- 36. Social Learning Live Demo of Social Learning Features
- 37. # Poll Question #3 What features of social learning are you most likely to use? Forums Shared wikis, databases, or glossaries Virtual Classrooms and whiteboards Peer-review assignments
- 38. Assign Training to Groups • Use rules to group users • Assign groups to learning Summary
- 39. Summary Factors of learning engagement • Intellectual • Emotional • Behavioral • Physical • Social
- 40. Summary eLearning Strategies • Microlearning • Gamification • Social Learning
- 41. Assign Training to Groups • Use rules to group users • Assign groups to learning
- 43. Lambda Solutions Totara & Moodle are 80% more cost effective Managed cloud hosting reduces your IT operating costs by more than 40% Over 12 years of experience and 600 customer implementations
- 44. Corporate & Technology Clients
- 45. Healthcare & Education Clients
- 46. #
- 47. Follow Up • Recording & slides to follow • Resources • Post-webinar satisfaction survey
- 48. Your TOLL FREE +1.877.700.1118 EMAIL SALES@LAMBDASOLUTIONS.NET WWW.LAMBDASOLUTIONS.NET Contact Us
Editor's Notes
- I'm sure it's no surprise that engaged learners whether they are employee's, clients, or students are happier, more productive and committed to projects and their jobs. Generally speaking, the concept of “learner engagement” is predicated on the belief that learning improves when people are inquisitive, interested, or inspired, and that learning tends to suffer when learners are bored, dispassionate, disaffected, or otherwise “disengaged.” Stronger learner engagement or improved learner engagement are common objectives expressed by training and HR teams.
- The term "learner engagement" has grown in popularity in recent decades, most likely resulting from an increased understanding of the role that certain intellectual, emotional, behavioral, physical, and social factors play in the learning process and social development. In our webinar, we will be taking a high-level look at the different factors that influence the engagement of people and then three approaches to learning that touch on a number of features inside an LMS that increase Engagement. - Learning Engagement Definition from https://www.esc.edu/suny-real/global-learning-qualifications-framework/learning-domains/learning-engagement/
- The different factors of Engagement Intellectual Engagement: Is a strategy that provides options and design assignments to stimulate student interest and curiosity. Examples of this are modules of study designed to allow learners the ability to select a topic from a list of options, choose how he/she will research the topic, and then demonstrate the concepts learned through different mediums such as a paper, video, or audio submission. Other approaches for this would be to use a problem or question learners have to solve. Emotional Engagement: There is a wide variety of strategies to promote positive emotions in learners that will help the learning process. This could be as simple as an instructor asking for feedback or how a learner is doing with a concept or assignment. Mentorship is another strategy that is intended to build stronger relationships between learners and a person with experience in the field that can provide guidance and a stronger sense of belonging. This approach is derived from a theory that a learner and/or staff are more likely to succeed if they are meeting with a mentor regularly, to ask questions, get advice, and discuss future aspirations and learning needs or challenges. Behavioral Engagement: In the real-world routines can be established using consistent cues or gestures that help learners focus on a lesson. Consistency can also be established through a routine that can help students stay engaged such as using a familiar lesson structure and learning activities. In comparison, by introducing variation into a learning environment routine. instructors can reduce monotony and potential disengagement that may occur. Physical Engagement: May use physical activities or routines to stimulate learning or interest. For example, instead of asking a learner to write out a response to a sales pitch, an instructor might ask a learner to do a video recording of him/her giving the pitch. The theory behind this is that learners are more likely to remember information when they are using multiple parts of the brain at the same time. Social Engagement: Participating in social learning can improve engagement as learners are able to explore concepts and strengthen bonds around ideas. This is often done by a discussion of a concept or group projects that ask learners to build a collaborative body of knowledge by contributing to a shared wiki or database of information. In other situations, groups or learners may compete in a friendly competition.
- Low retention: low scores on assessments or in the field knowledge Low completion rates: On average, 8 out of 10 employees drop out of an eLearning program because they think it is too long, boring, or does not have enough action based learning and coaching. For organizations, this turns into a waste of time and money without much ROI. Lack of interest and reinforcement: talent is not interested and feel supervisors is not Low personal awareness and satisfaction: One of the best things a person can do to be more effective is to develop his/her self-awareness so that they become aware of what drives his/her and decision making. Un-accessed Content: The content is deemed "boring" and has low rates of being accessed.
- There have been many different methods used that demonstrate an increase in levels of learner engagement. In the upcoming section of the presentation, we will be focusing on 3 strategies that help with promoting an engaging learning experience in an online learning environment.
- Microlearning is a way of teaching and delivering content to learners in small, very specific bursts with the learners having control of what and when they are learning. The approach involves short-term-focused strategies dealing with relatively small learning users usually specially designed for skill based learning/education. Generally, the microlearning process can span from a few seconds up to 15 minutes or more. With the target range for most content being around 4 minutes, especially when it is video or media based.
- Microlearning is being increasingly used by organizations for both formal and informal learning as it appeals to the learners as it consumes less time and is available to them exactly at the time of the learning need (just-in-time). Microlearning content is, as you will see usually more media rich which helps to ensure better retention of learning.
- Increase retention - There is an exponential nature of forgetting, our brains are designed to forget information we come across and don't use, don't form connections around, or revisit. As seen in this diagram of the "Forgetting Curve" by Hermann Ebbinghaus, we forget 80% of what we learned in 30 days! Microlearning can be used to effectively create sticky learning experiences, thus, flipping the Forgetting Curve" to a "Retention Curve". Microlearning nuggets can supplement or reinforce the primary--formal training and extend the formal learning through performance support tools such as just-in-time learning in the context of job aids that provide a tutorial on things like how to use that office printer and trigger behavioral change that lead to a transformation gain. Microlearning provides the ability to act as a knowledge booster which is designed to have a learner access the knowledge covered in a lesson-- this starts to tell the brain that the information is useful and should be retained. This also offers a place to re-introduce a concept in the efforts to help solidify the information. Additionally, this approach to learning is usually cheaper to build, quicker to deploy and can be used as a standalone asset or as multiple micro-course.
- Short videos
- Interactive videos
- whiteboard and animations
- text based animations, interactive PDFs and PDFs
- infographics
- eBooks and Flip books
- assessments (quiz), record yourself demonstrating a skill
- Gamification is an educational approach to motivate learners to be engaged by using video game design and game elements in the learning environment. The approach taps and activities the human reward center to help build engagement. Gamification is more than just playing games, in fact, sometimes it does not involve playing games at all as it applies game mechanics in a non-game context to engage users in solving problems.
- The answer is an emphatic “yes.” This is summarized very effectively in the following statement (as per Wikipedia): “Gamification techniques strive to leverage people’s natural desires for socializing, learning, mastery, competition, achievement, status, self-expression, altruism, or closure. Gamification strategies include use of rewards for players who accomplish desired tasks or competition to engage players. Types of rewards include points, achievement badges or levels, the filling of a progress bar, or providing the user with virtual currency. Making the rewards for accomplishing tasks visible to other players or providing leaderboards are further ways of encouraging players to compete.”
- Lessons with a theme - Strategy: Incorporate stories and characters around learning challenges will help to immerse learners in your eLearning course – if possible, this is a great tool to use with dry or dull course material. Collapsed Topics - Topics Labeled as missions
- People are social in nature and thrive on social interaction. With social learning, the learner is participating with others to make sense of new ideas. Albert Bandura's Social Learning Theory posits that people learn from one another, via observation, imitation, and modeling. The theory has often been called a bridge between behaviorist and cognitive learning theories because it encompasses attention, memory, and motivation. In an online setting, social interaction can be sparked through the use of online discussion, collaboration projects (wiki's, glossaries, databases, peer review), online mentorship, learner-created blogs, and regular webinars
- Assign a manager or mentor to newcomers Open the lines of communication > humans want to feel heard, let your employee's know you're listening by encouraging them to provide you feedback in a safe, productive way. Uses these features to collect, uses these features to distribute and discuss. Most importantly, be sure to act on that feedback. Otherwise, your employees will stop bothering to share it with you.
- We took a look at the factors of learning engagement such as Intellectual Engagement, Emotional Engagement, Behavioral Engagement, Physical Engagement, and Social Engagement
- and how through the use of some eLearning strategies (Microlearning, Gamification, and Social learning) that use multiple features of an LMS-- many of the different factors of learning engagement get stimulated such as with gamification that may stimulate behavioral engagement along with intellectual engagement. The key to your success could be by offering a layered learning approach that implements a couple of the different learning strategies we covered. I recommend looking at these strategies and trying to align with the strategies that best match your organization's style, so if for example gamification is not a match perhaps offering learners short, sequenced modules of learning with mobile delivery options in which they can learn in digestible doses for "Just-in-time learning" will keep learners and staff interested and retention rates high. Using an LMS can help keep everything in one place to help eliminate problems of scattered content which helps reduce confusion with different departments and offices that may work in different ways. In the next couple of slides, we will offer a little information about Learning Management Systems (LMS) and about Lambda Solutions, the company that has put on this webinar. We use Moodle LMS and Totara Learn to help our clients with their learning objectives.
- The premier open-source LMS solution for reducing the cost and raising the impact of your online learning and training is Moodle, With 85 million users across the globe, Moodle is the most-widely used learning management system by organizations of all types. Moodle is a user-friendly, highly-configurable, and a feature rich LMS that enables organizations to achieve their learning goals. Moodle provides the system for organizations to build or upload content, assess learning, collaborate with others, and manage user accounts. Because of Moodle’s large community of followers and its rich features, it is one of the LMS’s Lambda uses for our clients. To help extend the reporting of Moodle, Lambda has developed a reporting and analytics platform called Zoola which complements the reporting capabilities of Moodle.
- If you require a little bit more, if you’re not in education - there is Totara - which extends off of Moodle, Totara provides the functionalities of user management and organizational structure. This allows for learners to be marked with metadata such as a position and then sent down a path of learning. Because of manager and learner relationships that can be set, Totara also offers the ability to for managers to track and follow a learner's process easily.
- What does Lambda do? We specialize in cloud-based hosting of the learning management systems Moodle and Totara. With these two LMS, clients benefit from powerful, flexible and open source solutions that are feature rich with mobile and social applications. Totara and Moodle are 80% more cost effective and match leading competitors feature for feature. Our agile service team implements scalable deployments to reduce your IT operational costs by more than 40%. Lambda’s cloud hosting is unparalleled for security and reliability with our 99.99% uptime commitment Your set-up time to use your LMS is days, not weeks, with 12 years of experience and over 600 customer implementations. Our highly responsive customer HelpDesk saves you time and money. Our Moodle experts provide support, training, integration and custom development..
- Well-known organizations like Google, Safeway and Four Seasons use open source learning management. Here are just a few of the companies that use our technology. One company that we’d like to highlight is Rutgers University. Rutgers uses a Lambda hosted instance of Moodle to deliver learning for their Biomedical and Health Services programs. Three things that Rutgers were looking for in an LMS were flexibility, cost savings, and speed and reliability. Using Moodle Rutgers was able to benefit from full control of their Moodle site, with ability to build in features and functionalities that were unique to their student needs. Rutgers also experienced both time and cost savings, compared to what they invested in their previous hosting provider