Learner Engagement Webinar | Thrive Learning
•Download as PPTX, PDF•
0 likes•65 views
What do your learners REALLY want? Following from qualitative and quantitative research from Thrive Learning, we explore modern learner expectations and the problems we're all having when it comes to better engaging our learners!
Recommended
Recommended
More Related Content
Similar to Learner Engagement Webinar | Thrive Learning
Similar to Learner Engagement Webinar | Thrive Learning (20)
Recently uploaded
Recently uploaded (20)
Learner Engagement Webinar | Thrive Learning
- 1. 1
- 2. 2
- 3. What do we know about modern learners?
- 5. So what should modern learning look like? It’s simpler than you might imagine... 5
- 6. 6www.thrivelearning.com Available when I need it... Easy to access Clearly signposted content Intuitive to revisit
- 7. 7 Shorter... 10 minute max modules True microlearning Simplified end to end learner journey www.thrivelearning.com
- 8. 8 Fit for purpose Applicable and practical Skills focused More info... www.thrivelearning.com
- 9. 9 Less formal... Common sense approach Meaningful interaction Fun Conversational tone
- 10. But there’s another big challenge... 10 52% of learners do not find their present training engaging.
- 11. How can we… better align workplace learning experiences with the digital experiences learners have outside of work? 11 What do our favourite digital platforms have in common?
- 12. 1. They’re simple to use 12
- 14. 14 3. They relate to people and experiences
- 15. 4. They appeal to people’s egos 15
- 16. 5. Use video in a meaningful way 16
- 17. 6. Content has to be novel and considered 17
- 18. 18
- 19. What next? 19 www.thrivelearning.com | sales@thrivelearning.com
Editor's Notes
- Introduce myself and Ashley- Chief content officer and chief marketing officer. We’ve been on a very exciting journey at Thrive the last year. Although we officially launched the business on the 10th October, a small team of us have been involved in R&D projects since last October. Having been in the industry myself for about 7 years, it’s been quite a learning curve. And I really wanted to take some time to share my experience. The context for this webinar is the Learner engagement report we published with OnePoll and rather than just using it to validate what we’re doing as a training provider- we wanted to reflect on the value of a process that has learner interests and research at the heart of it and how the change in mindset that sits behind what we’re doing as a business is really important for the industry as a whole. If you’ve had a chance to read the report you’ll know that a lot of what we’re talking about today- responding to your learner’s needs and offering them engaging content, isn’t just about boosting their knowledge and workplace effectiveness- but fundamental workplace concepts like trust, motivation and retaining staff. As a start-up, learner and market research has been by far the most valuable thing we’ve done. and that sits behind everything we’ve done. So in terms of getting across this mindset shift we’re eluding to, I wanted to start by sharing some of the most pertinent data about learners from our report in the context of what my team have been working on. So what does the report tell us about what actually matters to them?
- Emma to talk to brand story here - learner data and feedback wasn’t enough. WE needed to understand what L&D had also experienced, what they wanted/needed from a business perspective. We tapped into our networks, friends from across the industry and new businesses to get their feedback. WE even started a LinkedIn group called the ThriveTribe
- What do we know? Not a lot apparently, because we don’t speak to them! But we did. We asked what learners want and how they’re being failed… This completely aligns with expectations outside of the workplace, they have knowledge at their fingertips. So we should be making it easy for them. But we’re not. Again, makes sense, our report revealed that 64% of learners only have up to 10 mins a day to commit to learning. 41% of learners having NO time at all to commit to learning. So trying to squeeze in shorter, more succinct content is a little bit more realistic at least. Presumably if people want to spend less time doing e-learning, what they mean by this is more useful info or perhaps broader access to learning. Less formal as an experience- in delivery, expectations of employer but also less formal in tone. More like what they’re accustomed to outside of work. These are all pretty measurable, right?
- This picture we’ve created of the modern learner aligns well with what we know about how employees and the workforce have evolved Yes the data is important and can give us some tangible evidence to weave into the way we deliver training, but that shift in mindset for L&D is also so important- understanding the context of the modern workforce. Employees want to learn when it’s convenient for them and in a seamless way across devices. We’re moving away from a one-size fits all corporate culture, to a flexible and collaborative environment where employees can lead their own self-development. Moving away from ticking boxes, theories and knowledge to adaptable skillsets and practical advice. Not palming off an an approach- BUT, how does it look to take this data onboard as a process?
- Easy to access on a phone or tablet without a significantly reduced experience. Content built using simple layered components which can be accessed in a logical way from a quick reference menu. Clear objectives=relevant.
- Based on the concept of a bundle to manage our internal content creation process. Each bundle comprises of a core learning journey and each module is no longer than 10 mins and there are no overlaps in content between modules. This approach to researching and collating content means that the recommended learner journey for someone with a particular learning requirement is as streamlined and relevant as possible. If you contrast this to the vast catalogues of content that other market leaders off, with little differentiation between subject matter and each module treated as a siloed unit. Objectives and core modules are identified up-front for the overall bundle, so that every bundle has a strong direction and roadmap and all the modules have a distinct and clear message that can be captured in 10 mins . Skills focused so it’s useful and relevant to all learners.
- Focused on actionable content. Fit for purpose. We don’t waste time with complex theories or schools of thought, but strip back our content to the practical tips and examples that will help people to carry their learning through into work. Every module ends in a further resources pages features interesting videos, links and articles which they can explore in their own time if they want that extra context.
- Turns out organisations don’t really find OTS assessments that useful and that learners find them tedious and unrealistic. So we decided to strip them out of our content and focus on ROI instead. All of our interactions are meaningful and based on real world practise of the learning points or challenging learners’ misconceptions- giving the learner confidence. Our tone matches our brand- appealing to real people rather than corporate robots. Examples you can actually relate to. Again- not a solution we recommend as revolutionary- more abotu this process of finiding out what people want, listening to it and then creating a scaleable solution.
- How do we engage them? Well how are they engaged as digital consumers? What engages people about the youtube or fb videos and memes that they watch daily or the buzzfeed articles and gifs that they share with their friends as 2nd nature? Engagement isn’t quite as easy to quantify Going back to the mindset thing, a lot of people in L&D might think, so what? It’s work- get on with it. But given the links we’ve explored in our report between disengaged and unhappy and distrustful employees, they really ought to be. Youtube videos for recipes and how tos and apps like duo lingo to learn a new language.
- AI, VR, gamification… these aren’t needed to grab our attention in our everyday digital use. We should be looking instead at what our favourite digital platforms have in common:
- From the user interface to the language we use, at Thrive we make everything as simple as possible to create a learner journey that always feels natural and easy. So many companies spend time worrying about the elusive ‘wow’ factor that they forget that what is actually harder to attain and more familiar to people from their day to day lives is elegant, intuitive and uncomplicated tech. This is what we strive for with our components. Auto-progression, simple consistent nav- people might not shout about these things but they are important and they can reduce user frustration.
- From the user interface to the language we use, at Thrive we make everything as simple as possible to create a learner journey that always feels natural and easy. So many companies spend time worrying about the elusive ‘wow’ factor that they forget that what is actually harder to attain and more familiar to people from their day to day lives is elegant, intuitive and uncomplicated tech. This is what we strive for with our components. Auto-progression, simple consistent nav- people might not shout about these things but they are important and they can reduce user frustration.
- As for the language- we just speak to people like human beings. Everyday phrases and real-world examples bring content to life much more effectively than impenetrable and meaningless corporate bumf. Honest about experiences (complaints) and identifying people’s own shortcomings and misconceptions. Stress management for example.
- Activities- what type of x are you?
- Video is used throughout all of our modules where it truly adds value- for example, to catch people’s attention and make them care about the content or to immerse them in a scenario. Add stats about video here from report. According to Cisco, video will comprise a whopping 80% of all internet traffic by 2019. In fact, Gartner predicts that by the end of this year, 75% of workers at large businesses will interact with various kinds of video more than three times daily. But, we’re not just talking about animating set of dull points to bring them ‘to life’. Valuable forms of video are for engagement, to form a connection, to give something a real face or to immerse people in an environment. We only use video in these meaningful ways.
- Content is developed from scratch through comprehensive research. Instead of watching 30 ted talks on the various modern leadership teories, we do that for them and then condense the core messages and underlying principles of these (trust me, they all have common threads) for them. Segue into Ashley's slide with a closing slide about our process and this journey we've been on is what's most significant and that's the foundation for our business.: Scaleability is key to weaving throughout the pres- some of the things we've done aren't about pushing that as a technique but actually responding to the data we've received- i.e. omitting assessments
- This goes way beyond tech - elearning is just a small piece of the pie. This is about changing the way we do things. Make the reference of just CD sales and having to evolve to new things - we cannot be obstinate here. Evolve or die. When we started Thrive we strongly considered using open source LMSs, but when we really looked at what they were doing, they didn’t feel revolutionary. Same as just changing the UI on your LMS isn’t going to have an impact - you have to start from the beginning again. Root cause analysis - this is our data but do you know what your learners actually want? How can you figure that out? Accept that you know very little about your learners at the moment - and start working hard to make changes to get to know them. Biggest change for me? Accept that you MUST move away from this idea of being the provider of all learning. L&D needs to evolve to a facilitator type role - providing opportunities for connectivity, sharing, learning and more. Part ways with the concept of completion as learning and leave your perceptions of how learning ‘has to be’ in a business in order to be successful. BENCHMARK. How do you know if you’re doing anything well? Move away from a fixed mindset! Don’t get so caught up in the ‘ohhh shineys’ of the world and look for practical solutions which help you and your learners do their jobs better.
- If you haven’t already, you really should download the report. And if you’re feeling inspired by Thrive’s off the shelf ethos then please get in touch to claim your free module!