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Gamification For Learning: Strategies And Examples

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Gamification For Learning: Strategies And Examples

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The neuroscience of gamification highlights the positive impact that gamified systems can have on the brain and learning. It demonstrates that gamification can create an emotional connection, promote better recall and memory, utilized storytelling for effective information processing, boost endorphin release and contribute to overall brain health. Understanding these neuroscience principles can help in designing effective gamified systems for learning and behavior change.

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Gamification In Learning And Why It Is Important

Gamification is the process of using game elements in a non-game context. It has many advantages over traditional learning approaches, including:

Increasing learner motivation levels

Improving knowledge retention

Better learner engagement through social mechanisms like badges, points, or leaderboards

In our modern world, technology is naturally a driving force behind learning and the development of curricula. To achieve better results from learners, today's educators are increasingly utilizing cutting-edge digital tools and strategies in their teaching methods. Gamification for learning is one of these strategies used increasingly by teachers around the world. Using gamified elements can positively impact student engagement and collaboration, allowing them to learn more efficiently as a result.

Gamification is about applying gaming strategies to improve learning and make it more engaging for individuals. Gamification for learning can be beneficial because games instill lifelong skills such as problem-solving, critical thinking, social awareness, cooperation, and collaboration. Games also motivate individuals, increase interest in certain subjects, reduce the rate of attrition among learners, improve grades, and enhance their cognitive abilities.

Did you know? The global gamification market's estimated CAGR growth is 30%, around $31 billion, between 2020 and 2025 compared to 2019.

In this article, you'll learn all about gamification, including practical strategies and examples. By the end, you should know everything you need to get up and running with this contemporary eLearning strategy.

Neuroscience Of Gamification

Gamification psychology is a field that studies the behavior of users in gamified systems. In other words, it focuses on how to understand and influence people's behaviors through gaming methods. Studies have shown that the brain works in harmony with gamification and that it triggers the release of dopamine, which gives players an increased feeling of motivation and enjoyment. But how exactly do they work together?

1. Gamification Connects People On An Emotional Level

Emotions can be a powerful tool for learning. They help facilitate encoding and retrieval of information more effectively, making the learning process much more efficient. Gamification creates an emotional connection between the content and students. It strongly influences the individuals' attention, which makes them more receptive to learning.

2. Recall Is Controlled By The Hippocampus

The hippocampus is the part of the brain that controls the amount of information we recall or remember. It's no surprise, then, that gamification helps students retain better what they've learned during class. Gamification stimulates the hippocampal memory, which helps promote the storage of new information into long-term memory. Moreover, dopamine, a neurotransmitter linked with learning and memory, is also released from the hippocampus, which helps maintain focus on a task.

3. Stories Are Easier For The Brain To Process Than Facts

The brain processes stories more effectively than it does a string of facts. For this reason, storytelling is a fantastic way of delivering new information to students. Gamification greatly benefits from using this strategy, as games often include story-telling elements such as background, characters, plot twists, and more.

4. Game Playing Improves Endorphin Release

Endorphins are natural painkillers that improve relaxation, calm, and focus. They're naturally produced by the body while playing games and performing other engaging activities. Gamification strategies improve endorphin release, helping to create an environment ideal for focused learning.

5. Playing Games Keeps Your Brain Healthy

Games encourage neuroplasticity, which is the brain's ability to respond to different stimuli and develop new connections. This kind of training can strengthen neural pathways, increase cognitive skills such as memory and attention, enhance creativity and problem-solving skills, and help prevent age-related cognitive decline.

Gamification Vs. Games

Game-based learning makes games a part of the learning process. It is an instructional method where students learn specific skills or knowledge from playing an actual game. This type of learning takes educational content and transforms it into a game that students can play. On the other hand, gamification only makes use of game elements in a non-game context to enhance content comprehension and promote better retention of information. The main goal is still to improve student engagement, but gamification does not necessarily aim to teach them something new.

Strategies In Gamification For Learning

There are a variety of gamification strategies that you can incorporate into your learning environment. The most popular ones are:

1. Point systems
Assigning points for completing different tasks can encourage individuals to work hard. It also provides an accurate representation of their effort level to show how much they have progressed throughout the course or lesson.

2. Badges
Badges are a fantastic way to acknowledge and reward people for their efforts. A badge is an award given in the form of a virtual object or a pinned image on your profile. It is a fantastic way to show that you value the hard work and effort put into the task.

3. Leaderboards
Leaderboards are great for creating competition among students, as they will want to see their name on top and work harder as a result. You can even create separate leaderboards based on different teams, dividing the individuals into smaller groups for better competition.

4. Challenges
A challenge is a task that requires an individual to complete something using their time and effort, but it does not have any negative impact if failed or done incorrectly. Challenges can incorporate learning strategies such as problem-solving where individuals need to think outside the box to develop a solution.

Other gamification techniques or strategies could include the element of surprise to keep it exciting and allow users to "unlock" certain features or content in the game by completing a task.

Fun fact: Gamified healthcare apps are one way to distract children from the fact that they are undergoing medical treatment.

Examples Of Gamification In Learning

Gamification helps improve the learning experience in many ways, whether it's through academic, industrial, or business contexts. In this section, we'll take a look at a few of the most practical ways you can gamify learning.

Gamification In Education

There are several great examples of gamification in education that can help you form your own gamified teaching strategy. However, before diving into different examples, let's first look at game elements you should consider in the school setting:

Narrative

Immediate feedback

Fun

"Scaffolded learning" with challenges that increase

Progress indicators (e.g., points, badges, leaderboards)

Social connection

Player control

Now that you know the different elements you can use, let's look at some of the best examples:

1. Giving points for meeting academic objectives
Giving points for meeting objectives can be an excellent way to motivate students. It can also help track progress and increase engagement.

2. Giving points for accomplishing non-academic objectives
Teachers can also reward non-academic objectives, like tidying up the classroom, with points. This helps motivate learners to meet both academic and non-academic goals, which encourages their overall success.

3. Reflect on personalized performance
Reflecting on personalized performance helps students identify and track their progress. It is a good way for learners to self-assess what they've learned, predict the outcomes of future behavior, and see how far they need to go to succeed.

4. Using different methods of "progression"
Opting to use levels and checkpoints can help learners feel like they are progressing through the game. This makes them want to find out what happens next, which keeps their attention focused on learning.

5. Provide the option to give badges rather than points
Badges also work well when it comes to motivating and encouraging students. An effective alternative to points, badges are a great way to implement an element of competition into the classroom. They can also help create a sense of community and increase engagement in the classroom, which is fantastic for learning success.

6. Use different platforms or applications
Using different platforms or applications is a great way to keep students engaged. Teachers can achieve student engagement through tablets, smartphones, and more to allow learners to access their learning resources anytime and anywhere.

Using technology in this manner helps increase student engagement and motivation, which are both essential for supporting effective learning. Some examples could be the following:

Khan Academy
Khan Academy is a Next-Generation education non-profit that provides completely free online learning to its students. It routinely employs gamification practices to assist in the measurement of progress and achievements, as well as allow students to compete through badges, leaderboards, and more.

Quizlet
Quizlet is a recently popularized tool that utilizes gamification to produce simple, effective quizzes on study material. Students using Quizlet often learn more effectively and with more engagement than those that use traditional flash-card-based approaches.

Duolingo
Duolingo is an education platform that has applied gamification. It is a platform where users learn languages through practice and play. Learners can acquire points, level up, and compete with others to stay motivated in the learning process.

Kahoot!
Kahoot! is an educational game-based learning platform that teachers can use in the classroom, but it uses many game mechanics that follow the gamification methodology. It has a "ghost mode" wherein students can challenge themselves to beat their scores, and it has leaderboards to compete with one another. Users create their games and quizzes which they then share with other teachers, students, or users who may want to play them online at any time of day.

Google Read-Along app
The Google Read-Along app is a great example of gamification in education. It uses gamified features such as points and badges to help improve the reading experience for young learners who are just beginning their journey with books. This can be used in both primary and secondary schools, especially when motivating students toward literacy goals and improving their overall reading skills.

Gamification In Business

Businesses are also increasingly utilizing gamification to improve employee results by making the tedium of daily work into a fun and productive exercise.

Here are a few examples of gamification in business:

1. Interactive Leaderboards

Leaderboards are a great way of encouraging employees to keep improving. By making them aware that the rest of the team can see their progress, leaderboards help motivate employees to perform better and aim higher. They also help create competition within teams, which can lead to improved teamwork and collaboration among fellow employees who are working toward a common goal.

2. Spin-To-Wins

Spin-to-wins are a great way to motivate employees toward better performance. It is similar to the "spin" feature on slot machines in that it encourages users to keep playing; the allure of winning big time or gaining something valuable to improve their User Experience encourages them to perform better.

3. Goal Tracking Progress Bar

Goal tracking progress bars are a great way to motivate employees toward achieving set goals. The bar makes them aware of their performance and compares it with the company's overall goal, thus making them more determined than ever to do better. These can be applied in both small businesses and large corporations where employees work together to achieve better results for the company.

4. Point-Based Travel Opportunities

Point-based travel opportunities are a new and effective way companies are motivating their employees. Improved work results lead to acquiring points, which later reward employees through allowing them to partake in events, travel opportunities, and more.

5. Employee Points Reward Programs

Employee points reward programs are another gamification example used in the business world. These allow employees to receive points for improved performance, enhanced customer satisfaction levels, and better attendance at work. The points can then be redeemed for great prizes or rewards, such as restaurant gift cards or movie tickets.

Did you know? Employees who participate in gamification are 50% more productive and 60% more engaged.

Frequently Asked Questions (FAQS)

Is gamification relevant only to learning?
No. Gamification can be applied to any activity or goal that needs encouragement and motivation toward better performance, thus resulting in improved results for the individual and their team.

Who invented gamification, and when did it start?
Nick Pelling, computer programmer and investigative writer, coined the term "gamification" in 2002.

Do games really help you learn?
The answer depends on how well-designed the educational game is. In some cases, studies have shown that games may help students learn better and faster compared to traditional teaching methods.

How does gamification help in learning techniques?
Gamification for learning is not just for entertainment. It can also be applied to learn new techniques by using various incentives to encourage people to explore new ways of doing things.

How do I design my learning game effectively?
Generally speaking, a learning game includes three things: a defined goal, a set of rules, and a way to earn points. Ideally, it would also involve some sort of engagement from the user, and be easy to comprehend while staying relevant to your end topic.

Conclusion

Gamification is a great way to help individuals in the learning process and motivate them to perform better. Leaders can incorporate gamification into various activities and goals that need encouragement for better results.

To learn more about eLearning and training, visit our blog at eWyse.
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Gamification For Learning: Strategies And Examples

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Gamification for learning uses game mechanics to enhance learning. This article discusses strategies of how it's done effectively.

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Gamification Strategies for Engaging Adult Learners

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Gamification Strategies for Engaging Adult Learners

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Gamification is an effective strategy for engaging adult learners in the education process. By incorporating game elements and mechanics, such as challenges, badges, and leaderboards gamification taps into the intrinsic motivation of adult learners. This makes learning more enjoyable and meaningful. It fosters active participation, collaboration and self-reflection. It helps build critical skills necessary for success in the workplace. Gamification can tailor learning experiences to individual needs and interests. Understanding the unique characteristics and motivations of adult learners is essential when designing gamification strategies to effectively engage them in the learning process.

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Gamification has become a buzzword in the world of adult education and training. With the increasing popularity of video games, e-learning platforms and mobile applications have started incorporating game elements into their design to increase user engagement. Gamification strategies have shown to be effective in creating an immersive and interactive learning environment that can motivate adult learners to achieve their educational goals. These strategies can range from simple point-based reward systems to complex game simulations that replicate real-world scenarios. The concept of gamification is based on the idea of applying game design principles in non-game contexts. In education, gamification can be used to create a more meaningful and enjoyable learning experience for adult learners. By incorporating game elements, such as challenges, levels, badges, and leaderboards, learners can be motivated to engage with the content and develop a sense of achievement as they progress through the course. This approach can also encourage learners to take an active role in their own learning and increase their retention of the material. In this article, we will explore different gamification strategies that can be used to engage adult learners and enhance their learning experience.
Gamification is the process of incorporating game elements and mechanics into non-game contexts to enhance motivation, engagement, and learning outcomes. For adult learners, gamification provides a fun and interactive learning experience that promotes active participation, fosters collaboration, and encourages self-reflection. By leveraging game elements such as points, badges, and leaderboards, gamification taps into learners' intrinsic motivation, making learning more meaningful and enjoyable. Furthermore, gamification strategies can also help adult learners build critical skills such as problem-solving, decision-making, and creativity, which are essential for success in today's rapidly changing workplace. Overall, gamification holds great potential for engaging adult learners and enhancing their learning experience.
Engaging adult learners is crucial to ensuring effective learning outcomes. Adults have busy lives and often have competing priorities, making it more challenging to motivate them to engage in learning activities. However, by incorporating gamification strategies into adult learning programs, educators can create a fun and interactive environment that motivates learners to actively participate in the learning process. Gamification strategies such as leaderboards, badges, and challenges provide adult learners with a sense of achievement and progress, making them feel more invested in the learning process. Additionally, gamification can help to foster a sense of community and collaboration among learners, further enhancing engagement and knowledge retention. Overall, incorporating gamification strategies into adult learning programs is a powerful tool for educators to enhance engagement and create a more effective learning experience.

Understanding Adult Learners

Understanding adult learners is crucial for any educator or trainer who wants to design effective learning experiences. Unlike children or teenagers, adults have a unique set of characteristics and motivations that shape their learning styles and preferences. For instance, most adults have a wealth of experience and knowledge that they bring to the table, which can be leveraged to create richer and more engaging learning environments. Additionally, adult learners tend to be more self-directed and goal-oriented, which means they respond well to learning experiences that are tailored to their individual needs and interests. Another key aspect of understanding adult learners is recognizing the importance of relevance and practicality. Unlike younger learners who may be more willing to explore abstract concepts or theoretical ideas, adults are typically looking for learning experiences that have a direct and tangible impact on their lives and careers. Therefore, gamification strategies that emphasize real-world applications and practical skills can be particularly effective in engaging adult learners. By focusing on outcomes that are relevant to their personal goals and interests, educators and trainers can help adult learners feel more invested and motivated in the learning process.
Adult learners have unique characteristics that distinguish them from younger learners. Firstly, they have a wealth of life experiences that they can draw upon during the learning process. Secondly, they tend to be more self-directed and take responsibility for their own learning. Thirdly, they have specific goals and motivations for learning, such as career advancement or personal growth. Fourthly, they prefer to learn through practical, hands-on experiences rather than just theory. Finally, they have busy lives and limited time, so they value learning experiences that are flexible and can be integrated into their daily routines. Understanding these characteristics is crucial when designing gamification strategies to engage adult learners in the learning process.
Adult learners are motivated by a variety of factors that differ from those of younger learners. Firstly, they understand the importance of the knowledge and skills they are acquiring, and how it can help them achieve their personal and career goals. Secondly, they are intrinsically motivated by their desire for self-improvement and personal growth. Thirdly, they appreciate learning experiences that allow them to apply their knowledge and skills in real-life situations. Fourthly, they value learning that is relevant, interesting, and engaging. Finally, they enjoy learning experiences that are collaborative and provide opportunities for social interaction and networking. By leveraging these motivational factors, gamification strategies can effectively engage adult learners and enhance their learning outcomes.

Effective Gamification Design

Gamification is the process of integrating game mechanics and elements into non-gaming activities to enhance engagement and motivation. Effective gamification design is an essential component of any successful gamification strategy. It involves the careful selection and implementation of a range of game mechanics, such as points, badges, leaderboards, and challenges, that are aligned with the learning objectives and desired outcomes of the activity. The design should be immersive, interactive, and challenging, encouraging learners to participate actively and continuously in the activity. To design an effective gamification strategy, it is essential to understand the preferences and motivations of the target audience. Adult learners, for example, are typically motivated by the opportunity to learn new skills, improve their performance, and gain recognition for their achievements. Therefore, gamification strategies that focus on skill acquisition, performance improvement, and social recognition are likely to be effective. Additionally, the design should be user-friendly, intuitive, and accessible, with clear instructions and feedback mechanisms that help learners track their progress and identify areas for improvement. Ultimately, effective gamification design is a collaborative process that involves ongoing testing, evaluation, and refinement to ensure that the strategy is meeting the needs and expectations of the learners.
Effective gamification design consists of several key elements that are essential for engaging adult learners. Firstly, clear objectives and goals must be established to give learners a sense of direction and purpose. Secondly, a variety of challenges and activities should be incorporated to maintain interest and motivation. Thirdly, feedback and rewards should be given to encourage progress and celebrate accomplishments. Fourthly, the design should be interactive, allowing learners to explore, experiment, and discover. Finally, the gamification should be integrated seamlessly into the learning experience, rather than feeling like a separate entity. These elements work together to create an engaging and effective gamification design that enhances the learning experience for adult learners.
Incorporating gamification into the learning process can be a powerful tool to engage adult learners. However, it is important to ensure that the gaming elements are aligned with the learning objectives. Gamification should not be used simply as a means to make learning more enjoyable, but rather as a way to enhance the learning experience and help learners achieve their goals. By carefully selecting game mechanics and incorporating them into the learning process, educators can create a more immersive and interactive experience that motivates learners to engage with the material and achieve their desired outcomes. Ultimately, the success of gamification in adult learning depends on how well it is integrated with the learning objectives and how effectively it supports the learning process.
Incorporating choice and autonomy in gamification is an effective strategy for engaging adult learners. Providing learners with the ability to choose their own path and make decisions can enhance their motivation and engagement. Autonomy can be achieved through a variety of methods, such as allowing learners to choose their own avatars, selecting the difficulty level of the game, or even choosing the content that they want to learn. This approach not only increases engagement but also helps learners take ownership of their learning journey. Moreover, it creates a sense of independence and empowerment, which makes learning more enjoyable and effective. In conclusion, incorporating choice and autonomy in gamification is a powerful technique that can help engage and motivate adult learners to achieve their learning goals.

Gamification Techniques for Adult Learners

Gamification is a technique that has proven to be effective in engaging adult learners in various fields. The use of game-like elements such as points, badges, and leaderboards can make learning more enjoyable and motivating. It is essential to choose the right gamification technique that is appropriate for the audience and aligns with the learning objectives. For example, adult learners may not respond well to overly simplistic game mechanics, and it is essential to balance the fun elements with the learning content. One gamification technique that works well for adult learners is storytelling. A well-crafted narrative can create a context for the learning material and make it more relatable and memorable. Stories can also help to create emotional engagement, which is critical in adult learning as it helps to motivate learners to continue with the material. Another technique that works well for adult learners is simulations. Simulations provide learners with an opportunity to apply the knowledge they have acquired in a realistic setting. This not only reinforces the learning but also helps learners to develop problem-solving and critical thinking skills. Overall, gamification techniques are an effective way to engage adult learners and make learning more enjoyable and effective.
Leaderboards and competition are essential gamification strategies for engaging adult learners. Leaderboards are a visual representation of learners' performance in comparison to their peers, providing them with a sense of accomplishment and motivation. This strategy creates a healthy competition atmosphere that stimulates learners to improve their skills and strive for better results. Additionally, the use of rewards and recognition for top performers can further increase learners' engagement and motivation. However, it is essential to ensure that the competition is fair and transparent, and all learners have an equal opportunity to participate and succeed. Leaderboards and competition can be powerful tools to enhance the learning experience and create a sense of community among learners.

Badges and achievements are powerful gamification strategies that can be used to engage adult learners in the learning process. Badges are visual representations of accomplishments that learners earn by completing specific tasks or achieving specific goals. Achievements, on the other hand, are a more tangible way of recognizing progress and success in the learning journey. By incorporating badges and achievements into the learning process, learners are encouraged to set goals, track their progress, and celebrate their accomplishments. This not only increases engagement, but also provides learners with a sense of accomplishment and motivation to continue learning and growing. Additionally, badges and achievements can be shared on social media platforms or on professional networks, providing learners with an opportunity to showcase their skills and knowledge to potential employers and peers.
Narrative and storytelling are critical components of gamification strategies for adult learners. By creating an engaging story that connects learners emotionally to the content, they will be more motivated to learn and achieve the desired outcomes. The use of relatable characters, challenging obstacles, and a clear goal to achieve creates a sense of purpose and meaning for learners. Additionally, storytelling allows for complex information to be presented in a more digestible and memorable way, enhancing the overall learning experience. When done correctly, narrative and storytelling can transform an otherwise mundane learning experience into an exciting and immersive adventure that adult learners will not soon forget.

Implementing Gamification in Adult Learning

Gamification is a powerful tool for engaging adult learners in the learning process. By using game design elements and mechanics, such as points, badges, leaderboards, and challenges, gamification can make learning more enjoyable, motivating, and effective. It can also provide learners with a sense of accomplishment and progress, which can boost their confidence and satisfaction. Moreover, gamification can foster a sense of community and collaboration among learners, as they can compete or cooperate with each other towards a common goal. However, implementing gamification in adult learning requires a careful planning and execution. First, it is important to align the gamification strategy with the learning objectives and the learners' needs and preferences. This involves selecting the right game mechanics, designing meaningful challenges and rewards, and providing clear instructions and feedback. Second, it is crucial to ensure that the gamification strategy is integrated smoothly into the learning environment, whether it is a classroom, an online course, or a blended approach. This involves selecting the right technology and tools, training the instructors and the learners, and monitoring and evaluating the outcomes and the feedback. Overall, gamification can be a powerful and effective strategy for engaging adult learners, but it requires a thoughtful and strategic approach to be successful.
Integrating gamification in adult learning can boost learner engagement and motivation. To do this, first identify the learning objectives and the target audience to design game-based activities accordingly. Next, select the game mechanics and elements that align with the content and the learning goals. These may include points, badges, leaderboards, and progress bars. Additionally, incorporate storytelling, feedback, and challenges to create a meaningful and enjoyable learning experience. Finally, assess the effectiveness of the gamification strategy through feedback from learners and the achievement of learning outcomes. By implementing these steps, adult learners can benefit from gamification as a powerful tool for enhancing their learning experience.
Gamification can be a valuable tool for engaging adult learners, but there are challenges and considerations that must be taken into account when implementing it. One of the main challenges is ensuring that the gamified elements are truly motivating and not simply superficial add-ons. Another consideration is the potential for gamification to be seen as trivial or juvenile by adult learners, which could lead to a lack of engagement or even resistance to the approach. Additionally, there may be concerns around the cost and time required to develop effective gamification strategies, as well as the need to continuously update and refine them to ensure ongoing engagement. Despite these challenges, with careful planning and execution, gamification can be a powerful way to enhance adult learning and achieve desired outcomes.
Gamification has become an increasingly popular tool for engaging adult learners in various fields. One successful example is Duolingo, the language-learning app that uses gamification elements such as badges, leaderboards, and a reward system to motivate and incentivize users to learn a new language. Another example is IBM's Innov8, a business process management game that teaches employees how to optimize business processes by simulating real-world scenarios. Similarly, NRG Energy developed a gamified training program called PowerPath, which teaches employees about energy generation, distribution, and safety through interactive games and simulations. These examples demonstrate how gamification can enhance adult learning by making it more engaging, interactive, and enjoyable.
Gamification is a powerful tool for engaging adult learners in educational settings. It offers a range of benefits that can help learners stay motivated and engaged throughout the learning process. Firstly, gamification can create a sense of competition, which can motivate learners to work harder and do their best. Secondly, it can provide immediate feedback, which is essential for adult learners who often need to see the results of their efforts right away. Thirdly, gamification can help learners acquire new skills and knowledge through interactive and immersive experiences that are both fun and informative. Finally, gamification can foster a sense of community and collaboration, which is essential for adult learners who often need support and encouragement from others to achieve their goals.
Incorporating gamification in adult learning programs can greatly enhance learner engagement and retention. By utilizing game elements such as competition, rewards, and feedback, learners are motivated to actively participate and strive for mastery of the material. As adults, we often feel like learning is a chore, but gamification can make it enjoyable and even addictive. Additionally, gamification can provide a sense of accomplishment and progress tracking, which can boost learner confidence and morale. Therefore, it is crucial for adult learning programs to consider incorporating gamification strategies to keep learners engaged and motivated to learn.

Conclusion

In conclusion, gamification strategies have proven to be highly effective in engaging adult learners and enhancing their learning experience. By incorporating game-like elements such as challenges, rewards, and competition, educators are able to create a more interactive and stimulating learning environment that promotes active participation and retention of information. Additionally, gamification can help adult learners overcome the traditional barriers to learning, such as lack of motivation and fear of failure, by providing a safe and enjoyable space to develop new skills and knowledge. However, it's crucial to design gamification strategies that are tailored to the specific needs and preferences of adult learners, and that are aligned with the learning objectives and outcomes. Ultimately, gamification is a powerful tool that can transform the way we approach adult education, making it more engaging, fun, and effective.

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Gamification Strategies for Engaging Adult Learners

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Gamification has become a buzzword in the world of adult education and training. With the increasing popularity of video games, e-learning platforms and mobile applications have started incorporating game elements into their design to increase user engagement. Gamification strategies have shown to be effective in creating an immersive and interactive learning environment that can motivate adult learners to achieve their educational goals.

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Low-Cost Gamification For Adult Learners

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Low-Cost Gamification For Adult Learners

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Gamification in eLearning does not have to be expensive and instructional designers can use low-cost strategies to incorporate game elements into their courses. These strategies include prioritizing simple and user-friendly interfaces, focusing on unique and effective features rather than quantity, integrating social media for use interaction, utilizing self-help guides instead of live or video training, opting for scheduled performance analysis, designing their own assessment tools and prioritizing standard features to add value to learning. By following these tips instructional designers can create effective gamified eLearning courses without exceeding their budget.

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Sudowoodo/Shutterstock.com

7 Tips On Low-Cost Gamification For Adult Learners

Many people think that eLearning gamification means incorporating actual games in virtual courses. Although games do complete the gamification process, eLearning gamification isn't limited to including actual games. In fact, gamification of any activity only needs to include the crucial game elements that actually target the skills discussed in the specific course. Game elements include:

Levels of progress.

Virtual points.

Rewards.

Avatars.

Narratives.

Competitions.

The game elements mentioned above encourage adult learners to utilize their skills in solving a problem. Unlike traditional eLearning techniques, eLearning gamification transforms the learner from a passive absorber of information to an active participant in creating strategic solutions. Gamification increases engagement and motivates learner to think out-of-the box.

As eLearning gamification slowly becomes an industry on its own, many vendors are now providing advanced gamification services. Vendors offer intricate eLearning module designs, integration to various communication software (Skype, chatrooms, etc.), and even personalized cloud-based storage for users. Needless to say, many third-party vendors capitalize on their advanced programming know-how to provide gamification services that cost way more than what one spends on traditional eLearning.

However, the truth is that eLearning gamification doesn't have to be costly. By keeping the basic principles behind gamification in mind, one can gamify eLearning without having to spend too much money. Here are some of the best low-cost gamification strategies:

1. Simple over sophisticated user interface (UI).
Many vendors who offer expensive gamification services often have extremely sophisticated UIs. Remember, while a good-looking UI is good, it is not the primary concern for learners. To avoid spending more than necessary, it is best to stick to simple, easy to use UIs. A heavy and complicated visual design can cause distraction. By choosing to use user-friendly UIs, you can cut the cost by up to 50% without compromising the effectiveness of your materials. Streamlined UIs also tend to be simpler on the administrator side.

2. Features.
Another misconception about low-cost gamification vendors is that they do not provide quality features. There is absolutely no truth in that. When it comes to features, uniqueness, and usability are more important than quantity. One does not need multiple features that serve the same purpose. Instead, focus on getting one unique feature that is highly effective and versatile. For example, separate features for chat and voice communication can slow the system down. It is better to get a single instant messaging feature that allows efficient and fast P2P sharing.

3. Social media integration over mobile integration.
One of the most brilliant solutions to low-cost gamification, social media integration, provides an alternate UI for learning. Twitter, Facebook, and other social networking sites allow maximum user interaction. Some of these sites also allow file sharing and video calls to save storage. The best part about social media integration is that even those Instructional Designers who aren't too tech-savvy can easily integrate various social media platforms themselves. Mobile integration can be costly; thus, one way to channel announcements, leaderboards, bulletins, etc., is through social media - which is already mobile-integrated.

4. Self-help guides over live/video training.
Think carefully whether you truly need to have live training or use up precious storage space through video tutorials. In many instances, the same content can be easily delivered through infographic guides and FAQ pages.

5. Scheduled versus real-time performance analysis.
Performance analysis is a standard feature provided by many vendors. What sets expensive vendors apart is that some of them have real-time performance analysis systems that allow users to check their progress immediately after completing tasks. While, instant feedback is important in eLearning, it may get costly. Scheduled (daily, weekly, or monthly) and real-time performance reports are much cheaper and equally appreciated by the learners.

6. Design your own assessment tools.
Many people who are new to eLearning often think that the content is the only major thing that determines cost of their eLearning product. However, that's not always the case. Some vendors actually charge additional payment just for formulating and implementing assessment tools. To avoid spending more money than necessary, consider developing challenging assessments yourself.

7. Be strict with standard features.
Standard features include curriculum paths, batch uploads, reports, and calendars. When going for low-cost gamification, it is best to ensure that the standards are well-delivered and without compromise. Focus on a few highly-efficient features that really add value to learning - not on the UI's appearance.

eLearning gamification is growing fast, which allows many small players to create more affordable but equally effective solutions. As you can see, one does not have to get an expensive UI with a multitude of features and services, because in truth, not everything contributes to learning and, if your content changes frequently, investing in expensive features is not a smart decision anyway.

If you want more information about gamification, or if you want to learn how to design instructionally sound eLearning courses, please check out the Instructional Design for eLearning: Essential guide to creating successful eLearning courses book. This book is also available in Spanish.

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Low-Cost Gamification For Adult Learners

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Wondering how to gamify your eLearning courses for adult leanrers at low cost? Check 7 tips on low-cost Gamification for adult learners.

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3 Training Lessons from the Kirkpatrick Evaluation Model

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3 Training Lessons from the Kirkpatrick Evaluation Model

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Training should focus on more than just evaluation scores and should instead aim to transfer learning to the job and achieve measurable results. This perspective shifted their approach and led to a focus on creating a learning process rather than being a one-time event. The author credits the Kirkpatrick evaluation model helping them become a better training professional.

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3 Training Lessons from the Kirkpatrick Evaluation Model - Endurance Learning

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In May of 2014, I learned that Donald Kirkpatrick passed away.

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A four-question evaluation form, focusing on confidence in delivering training, remaining questions, valuable aspects of the training and suggestions for improvement was created. The feedback received provided insight, such as the need for more product knowledge and the value of role plays.

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A 4-question Level 1 Evaluation Form - Endurance Learning

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Four questions. Actionable data. I think I like this evaluation form.

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The guests introduce the importance of measuring L&D initiatives and outline the four basic reasons to measure: to inform, monitor, program evaluation, and manage. They suggest that measuring L&D is not inherently difficult, but rather it requires step-by-step guidance and a willingness to be accountable for results. They encourage organizations to begin with a specific program or departmental measure and set specific, measurable goals upfront.

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How do you measure the success of your training programs? Yeah, that is a pretty complicated question for many learning professionals. However, we all know that it is critical to our programs that we show how and why they are working. The big gaps seem to be the mystery around how exactly we get that information.

On the first Train Like You Listen podcast of 2021, Brian talks to David Vance and Peggy Parskey from the Center for Talent Reporting and authors of Measurement Demystified, Creating Your L&D Measurement, Analytics and Reporting Strategy to find out more about how to measure training programs.

Transcript of the Conversation with David Vance and Peggy Parskey

Brian Washburn: Welcome, everyone, to Train Like You Listen, a weekly podcast about all things learning & development in bite-sized chunks. I'm Brian Washburn, the Co-Founder and CEO of Endurance Learning and the Train Like You Listen podcast is brought to you by Soapbox, the world's first and only rapid-authoring tool for instructor-led training. It's a little bit like an instant pot for training design, so throw a few ingredients in there, the number of people who are attending, the amount of time that you have, your learning objectives - and out pops a lesson plan. If you want to check it out it's soapboxify.com.

I'm very excited to be joined by David Vance and Peggy Parskey, who both are from the Center for Talent Reporting. They have a new book out called Measurement Demystified, Creating Your L&D Measurement, Analytics and Reporting Strategy. David and Peggy, thank you so much for joining me today.

Peggy Parskey: Happy to.

David Vance: Happy to be here.

6-Words on Measurement of Learning

Brian Washburn: And so as we typically do with all of our guests, we ask our guests to introduce themselves using just 6 words in a sentence. So I'd love to hear a little bit more about your story.

Today we're going to be talking about this idea of measurement demystified. If I had to introduce myself only using 6 words and this topic of measurement, you know, oftentimes I think of feedback and evaluation forms and so my 6-word biography would be "I don't like reading negative feedback". How about you, David, how would you introduce yourself in 6 words?

David Vance: Six words, I would say "I'm passionate about running learning like a business".

Brian Washburn: And, Peggy, how about you?

Peggy Parskey: I would say "I'm building sustainable measurement security for organizations".

Brian Washburn: I like it. Now this whole idea of measurement, it's a really big topic and it's a tough nut to crack. Perhaps the most fundamental question when it comes to measuring learning initiatives is why should L&D professionals measure in the first place?

Why Should Learning & Development Professionals Measure Learning Initiatives?

David Vance: Brian, I'll start. I think there are 4 basic reasons we talk about in our book. Reasons like "to inform", like to answer someone's question "how many courses did you have? how many participants?" "Monitor" which to us means you have an opinion now about how you want that measure's value to be. Like, you want to be sure that level 1 participants' satisfaction scores remain above 75%. That's your threshold. Reason #3 would be "program evaluation" which is the traditional reason for measuring. You want to see how successful the program was. But we add on another reason to measure, is to "manage". And this is the one that we think is so important. So managing means that you set specific measurable goals at the start and you want to manage throughout the program or throughout the course of the year to make sure you deliver whatever you promised to begin with.

Brian Washburn: Ok. And so, Peggy, do you have anything to add in terms of "why"? I think it's really important to set that, and we'll talk about how in a second, but "why"? Why do we need to measure?

Peggy Parskey: Yeah, I mean I would add that we're investing a lot in measurement. And it's not just the direct costs of what we're measuring but it's also the opportunity costs of people attending measurement. And it's really incumbent on us to be able to identify if it's working and if there's any return on that investment. And then, also, I think from an organizational perspective, it creates accountability and we should not get a pass on that because we're in L&D and we're in that, sort of, soft business. And so we really need to be taking that on as one of our key functions within L&D.

Brian Washburn: It goes down to value, right? So what value are we providing and how are we providing that value and how are we defining value? It is probably the holy grail of Learning & Development - measuring and showing results. It's a really tough nut to crack. It's really hard. Why? Why do you think it's so hard to measure learning?

Why Is It Difficult to Measure Learning?

Peggy Parskey: I think part of it is that for many L&D practitioners it's not something they were brought up learning about. I think they didn't necessarily have a background in math or statistics and so it's a bit foreign. And sometimes, just by virtue of the language, it feels a bit arcane. And so I think it's a bit off-putting for individuals. I think the other thing is that it also does imply, sort of back to the earlier point - it implies a level of accountability that I have found, unfortunately, that in some organizations people are a little bit loathe to take on. And so they've created, sort of, a mental barrier that it's something bad, it's something hard, it is something is that is going to make me look bad. So I think as a result there's oftentimes a view that "this is tough and I'm not going to come out looking good as a result of it". So I think it's something that we've built up in our minds, as opposed to what is really the case which is it is as much of a methodology and a step-by-step as anything else.

Brian Washburn: Yeah, so fear is one of the things that I'm hearing. And also just lack of know-how. Almost like it's one of those things where people say "oh, I know how to talk, so I can train people". It's almost one of those things where people say "oh, I know how to put together an evaluation form so I can measure", right? But there's more to it than that. David, do you have any other thoughts? Is it actually hard or are people just going about it the wrong way?

Is It Hard to Measure Learning or Are People Measuring Learning The Wrong Way?

David Vance: Well, I think most people would answer that they don't have the resource, that they don't have the staff. Peggy and I think that is a little bit of an excuse for many to be using. And the reasons Peggy gave get more to it.

No, I think if you provide people the framework, with better step-by-step guidance, that it is very doable. There are a few aspects, like isolating the impact of training from other factors which may have also led to results. That can be a little trickier. But other than that it's not inherently difficult. So it's just a matter of setting a plan to do it, and getting the support you need to do it. And unfortunately we don't have a lot of leaders role-modeling the use or importance of measures. Well, that holds us back too.

Brian Washburn: And sometimes it can be a question of what our mission, or are we measuring the right things. When you think of - or when I think of - measuring learning experiences, my mind always goes to Kirkpatrick and the famous "four levels of evaluation". Is there more to measuring learning initiatives than the Kirkpatrick model or is that what people should be basing their foundation on?

There Is More to Measuring Learning Initiatives Than Kirkpatrick and Phillips

David Vance: Well, we'd say there is! And we'd say to expand your thinking along those lines. Kirkpatrick is designed to help you measure a particular program. And that's great. And Phillips does the same thing and carries it a step further with ROI. But those are all program-focused. So we incorporate that into our TDRP approach in the book we wrote. But actually there are many other measures out there besides program measures. For instance, measures about your department, how many courses, what's the utilization rate of instructors and rooms, costs for your entire department. So the Kirkpatrick approach focuses just on programs, but there are many other measures and many other reasons to measure. Remember in those four broad measures I talked about a minute ago, only one of them related to program evaluation. That's where Kirkpatrick and Phillips comes in. The other three they don't address! But we need to measure the others as well.

Peggy Parskey: I would add, one of the things I do with clients is that whenever we're looking at a measurement plan, we often-times - even when it's program-related - we use a method called logic-modeling. And in logic-modeling, you're looking at inputs, activities, outputs, short-term impacts, and long-term outcomes. And so the whole range of measures of the things that Dave was talking about the need to play in. So it's not just the effectiveness measures and some of the outcome measures, which are Kirkpatrick and Phillips, but also these efficiency measures that Dave was talking about. And so even for program evaluation, those things need to be part of it and it's really critical people get that holistic view of what they're doing, and not just focus in on those effectiveness measures for these programs.

David Vance: And to Peggy's point, we have about 170 measures in our library for just L&D. Only 20 of those are the effectiveness measures that people generally think of in Kirkpatrick and Phillips. The other 150 are efficiency measures, so there's a lot more to measurement than Kirkpatrick and Phillips.

Brian Washburn: Yeah, which I think is a really great and really important point because I think that anybody who has any sort of exposure to the world of Learning & Development and has been trained in L&D immediately defaults to Kirkpatrick, those four levels. Or maybe 5, if you throw in ROI. And so, there's a lot, and I know that your book also emphasizes the idea of starting small and then growing your measurement. So if somebody's listening right now and thinking "I want to start, but I'm not sure how...and suddenly it goes beyond Kirkpatrick, so now what?" Where can somebody start? How do you start small?

How Do I Start Small With Learning Measurement?

David Vance: Well I'd say 2 places. One, if you do want to measure the success of a program, then start with one good program, hopefully strategically aligned to an important goal in your company - like increasing sales, reducing costs, something like that, where the CEO cares about it. That would be a great place to start. And put a little time into it.

But what we would emphasize is the importance of meeting with the goal-owner upfront, not at the end of your program or project. But set mutual goals for success. Upfront, set roles and responsibilities. Set the values of all of the contributing measures to that, upfront. And then manage that throughout the life of the program so it is successful and delivers the values. Then you're all on the same page throughout the entire program. And measurement isn't an add-on at the end. No, you had to do it to manage it from day one. So it's not seen as a separate thing out there.

And if you'd rather not start with a program, then talk with your CLO and find out what some of the key department measures are going to be for the coming year. "I want to reach 'so many' participants. I want to improve our utilization rate, reduce our cycle time, reduce our cost." Whatever is important to the CLO, you could start with those. But, again, follow the same methodology to get agreement upfront, on what the goal is in specific form, what it's going to take to achieve it, and then manage throughout the year, using a report which shows you that.

Peggy Parskey: I think I would add to it - I agree 100% with everything Dave just said - is that I've seen organizations who say "oh, I can do more. I can do it all." And what I find with those organizations is they get into it, they realize there's more to it than they thought, and then they abandon it because it was "too hard". So I do think it's really important for organizations that are just dipping their toe into this, or just realizing they need to do it differently, not to take on too much. And to really get some successes in very specific areas, such as the ones that Dave just mentioned.

Brian Washburn: I really appreciate you all taking some time to talk about this.

Get To Know David Vance and Peggy Parskey

Brian Washburn: Before we leave, we do have a few of the speed-round questions. Are you ready for being on the hotseat of the speed-round?

David Vance: Ready!

Brian Washburn: (CHUCKLING) Excellent. So, Peggy, what is your go-to pre-presentation food?

Peggy Parskey: This is going to sound super boring but it's usually tea, because if I eat too much before I present, I always regret it.

Brian Washburn: I'm with you. A lot of times people will say coffee, but I like it, you threw a little curveball in there and go with tea. How about you, Dave?

David Vance: Mountain Dew.

Brian Washburn: Mountain Dew (LAUGHING) I love that answer. What's a piece of training tech that you can't live without?

David Vance: Well in our business it would be something like a learning management system or it's equivalent in a company, where you're going to find a lot of the data.

Brian Washburn: Mm-hmm. How about you, Peggy?

Peggy Parskey: Well I took it at a more personal level, so I do a lot of facilitating with groups and in facilitating I couldn't do without my mind-mapping software. And I find it absolutely invaluable for engaging everybody and really getting some really good output from group interaction.

Brian Washburn: Is there a specific mind-mapping tool that you use?

Peggy Parskey: Yeah, I use Mind Jet and I just upgraded to it's latest version and it's fabulous.

Brian Washburn: Nice, nice. I know that listeners are always looking for tools like that so that's really helpful. When you think of a book or a podcast that learning folks should be paying attention to what comes to mind?

Peggy Parskey: I'm going to go to a blast from the past, which is a book that I have been recommending to people for a long time. It's called Understanding Variation by Don Wheeler. And I think it's really important for people to understand this concept of variation within organizations and it should be on everybody's bookshelf.

Brian Washburn: Nice. How about you, Dave?

David Vance: Well, Brian, I would say our book Measurement Demystified. That's what you should read right now. And if that's too self-serving, I just saw that Tamar Elkeles came out with a book 2 days ago called Forward-Focused Learning and it looks really good. So if you've already finished reading our book, then take a look at hers.

Brian Washburn: (CHUCKLING) I like it. And that was going to be my final question. Do you have any shameless plugs? You know, Measurement Demystified, Creating Your L&D Measurement, Analytics and Reporting Strategy, is out now. You can find it at TD.org or on Amazon. Peggy, do you have any other shameless plugs that might be helpful for people to hear?

Peggy Parskey: Yeah, I mean I think it's really a book that should be accessible to everybody in the L&D field and so it isn't geared towards just beginners or to more senior people so it's got a really wide range. So we'd encourage everybody in the profession to read it and I think they'll walk away with new "ah-ha's" regardless of how long they've been doing this.

Brian Washburn: And I think that's so important. It's a serious topic that's accessible for people. So I think that's a really, really helpful way to end this conversation.

So, Dave, Peggy, thank you so much for joining me and thank you all for listening to this episode of Train Like You Listen. It's a weekly podcast of all things L&D in bite-sized chunks. If you'd like to subscribe you can find us on Spotify, on Apple, on iHeartRadio, or wherever you get your podcasts. If you like what you hear, go ahead and give us a rating, and that's how other people will hear as well. So, until next time, happy training everyone.
This week's podcast is sponsored by Soapbox. Sign up today for a free demo at soapboxify.com.

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Training Measurement Demystified - Endurance Learning

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Happy new year and welcome to 2021!!! How do you measure the success of your training programs? Yeah, that is a pretty complicated question for many learning professionals. However, we all know that it is critical to our programs that we show how and why they are working.

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The eLearning Design Theories Behind Visual Design - eLearning Industry

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The eLearning Design Theories Behind Visual Design - eLearning Industry

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Instructional visual design strategies should prioritize the reduction of cognitive load by presenting information in a clear and organized manner. Visual aids should be used to increase understanding and retention of information. Attention should be given to factors like color, contrast and organization. Visual design can also have an emotional impact on learners and should be used to engage and motivate them.

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How Do You Justify Your eLearning Design Decisions?

"Designers are meant to be loved, not to be understood." - Margaret Oscar, designer

Do you agree with this quote by Margaret Oscar? I am sure you would if you have ever been an artist or a designer or if you know one. Working in the corporate world, most of the designers would probably want to add to this quote saying, "Designers are meant to be understood and loved after that!"

Let's now narrow this down to Instructional and Visual Designers' work within the context of eLearning and content design, in general. Even though you create designs and develop courses correctly, do you ever wonder about the theory behind Instructional Design? Well, our instincts allow and guide us to create what "looks" and "sounds" good to us. Many people follow good design practices, which they have learned from mentors or they follow a style guide or template library. When it comes to justifying these design decisions, we fall short of evidence beyond style guides and templates. Would you like to cite some credible evidence that is found due to research? Yes, some eminent scientists and psychologists have conducted research into understanding how human beings can learn better and how that learning can happen more effectively.

Here is a list of some of the best design practices that we all follow. This article will attempt to explore various theories and models that support these practices.

Audience Analysis

As a good practice, we start with a clear understanding of the requirement and the learner's profile. Thorough audience analysis helps us come up with apt problem-based scenarios that address the learners' need to see the application of the content. Using Bloom's taxonomy to identify the level of learning helps with deciding the instructional strategies and the depth of content that needs to be followed. Bloom's taxonomy also helps us categorize the training across cognitive, affective, and psychomotor domains.
(mypokcik/Shutterstock.com)
Use Of Graphics And Narration

As per Edgar Dale's Cone of Experience, people tend to retain 50% of the content that they see and hear as opposed to only 10% of what they read. Graphics do the initial job of gaining and attracting learners' attention, and then they later facilitate the retention of newly acquired knowledge. Even the smallest of graphics, such as icons, act as visual cues and help the learners recall the required information. In his multimedia principle, Mayer has stated that people learn better from words and pictures than from words alone. At the same time, as per his coherence principle, people learn better when extraneous words, pictures, and sounds are excluded rather than included. Hence, we have to keep a watch on the usage of graphics. As per his signaling principle, he emphasized the importance of highlighting important points.

Use Of Engaging Interactivities

Interactivities and engagement are often confused with the click-and-learn or drag-and-drop interactivities. Realistically, learners will be engaged in the learning process if the content is presented in a powerful way using interactive templates and activities. Adult learners, especially, need opportunities to explore the knowledge so that they can apply it to their daily work. They like to be given autonomy over their learning process. John Keller's ARCS model emphasizes that the learning modules should attract learners' attention, convey relevance, build confidence, and provide satisfaction to the learners. Using a variety of engaging interactivities helps address all these requirements. As per Dale's Cone of Experience, retention is around 70% if you provide practice activities and thought-provoking problems to solve.

Consistent Styles And Structured Content

As per the behaviorism learning theory, we as humans prefer consistent structures and patterns. Humans can be conditioned to learn new information through conditioning. When developing learning content, this human aspect is considered by structuring the content using consistent styles for page titles, using standard templates, and so on. As per Mayer's segmenting principle, people learn better when a multimedia lesson is presented using user-paced segments rather than as a continuous unit.

Minimalism

This is perhaps the most popular principle today since it addresses the needs of modern learners very well. We tend to focus only on the "need to know" information and try to take out all the extraneous material for the very reason of avoiding cognitive overload for our learners. There are of course some more ways of avoiding content overload, such as structuring the content well and using more and more visuals to facilitate retention.

Use Of Active Voice

As a basic writing guideline, all of us use active voice to ensure that we engage our learners in the learning process. As per the constructivism theory of learning, learners enjoy the training more if they find an answer to WIIFM (What's in it for me?). Knowle's theory of andragogy also states similar traits of adult learners. It says that adult learners are self-directed and ready to learn. They are likely to learn better if you involve them actively in the learning process.

Follow-Up Activities And Blended Approach

Learning doesn't necessarily take place through a single WBT or ILT course. It needs to be reinforced periodically using different forms of learning. The spaced learning approach recommends repeating the learning content to enhance the retention and to address the forgetting curve. Designing follow-up activities and using a blended approach ensure that the learners can grasp the content and apply it as well.

Conclusion

Since most of our design decisions are intuitive, they guide us toward a more human-centered design. It is interesting to evaluate how this research in the fields of education and psychology maps well with our best practices. I would be happy to listen to your thoughts on the mapping presented here. Feel free to share your experience about when you discovered the background (i.e. models and well-established theories) behind your design ideas.

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The eLearning Design Theories Behind Visual Design - eLearning Industry

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"Designers are meant to be loved, not to be understood." - Margaret Oscar, designer Do you agree with this quote by Margaret Oscar? I am sure you would if you have ever been an artist or a designer or if you know one.

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5 Ways To Leverage Visual Design For Better eLearning

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5 Ways To Leverage Visual Design For Better eLearning

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Leveraging visual design can enhance eLearning experiences. Visual design plays a crucial role in capturing learners' attention, promoting engagement, and aiding in information retention. By utilizing visually appealing graphics, images, and videos, eLearning courses can create a more immersive and interactive learning environment. Additionally, effective visual design can simplify complex concepts, improve comprehension, and facilitate information organization. Overall, considering and implementing visual design strategies can significantly elevate the effectiveness and impact of eLearning initiatives.

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Summary: Myth: visuals are just decoration and don't really impact learning. Fact: aesthetics have not only been proven to improve usability, but also to increase learning gains. Of course, this will depend on how well your visuals are designed...

Visual Design For Better eLearning

In my book Interface Design for learning, I look in depth at how graphics, multimedia and other elements of the interface design can literally boost learning gains. Here are five foundational strategies drawn from the book.

1. Think Quiet design
One of the most important roles visual design can play in eLearning is to get out of the way. Educational interface researcher Sharon Oviatt calls it quiet design. The basic rule is that everything on your screen should be there for a reason and anything that isn't should be removed. The simple reason is that the more of a learner's brain that's needed for processing the visuals, the less there is available for learning. Remember that even color is information and overuse of color has been shown to decrease learning performance. Instead, use color and eye-catching effects in very minimally applied and deliberate ways to direct attention to just the important things at the right times. Tip: research shows we recognize outlines of objects as quickly as we recognize photos of objects and we remember the outlines better! We don't need detail to rapidly understand what something is, so feel free to use line drawings to help pare down details and keep focus on the essentials.

2. Use interactive imagery to manage detail
I know what you're thinking, going minimalist is great but what do I do when my learning content is full of essential detail? Multimedia has a great secret weapon for detail and that's interactive graphics. Take health as an example. Learners in this area need to learn a lot of detail (eg. microscopic details in immune cells) without losing a sense of the larger context (immune system and whole person). This is where clickable hotspots on imagery can be a huge boon. Clicking on a lymph node in an image of the human body in order to access more detailed information about that area gives learners control to drill down at their own pace without losing the larger context. It also means you can present the detail in a way that doesn't overwhelm. Hotspot images can be created in Prezi or PowerPoint so you don't need fancy tools.

3. Use video for physical procedures
Since our cavemen days we've been learning by observing others. This is probably why so many of us head straight to YouTube for a how-to video when we want to learn how to make or fix something. Research supports the idea that we learn better from watching physical procedures so use video or animation to teach these. Remember to give your learners controls to pause and move through the video so they can view and review at their own pace. A caveat is that this doesn't apply to abstract concepts that you can't watch being performed physically. For abstract ideas (eg. how rain is formed in the atmosphere) static images still perform better for supporting learning.

4. Foster a positive mood for better learning
Believe it or not, research shows that putting people in a positive mood will make them more creative, more flexible in their thinking, more thorough, and better learners. To show this, researchers have used tactics as simple as showing a funny video or giving subjects a bag of candy before a meeting. If that's all it takes, imagine what good visual design can do to prime learners for creative open-minded thinking. For examples of little interface-based mood-lifters, look to websites that use humor in their interaction design (think Flickr's "Hold on there, tiger" download text and MailChimp's monkey high five as examples).

5. Use visuals to direct attention not distract it
"Pop-out features" are those features of the visual world that our eyes are hard-wired to notice unconsciously and in under a second. These are things like primary colors, edges, and movement. As such, these make up a visual designer's arsenal of powerful tools for directing attention. Use one or two to make just one or two critical things in your information pop out. Overuse them, however, and send your learner into a hopeless state of confusion and overload. Take the popular Where's Waldo hidden picture books. They use thick black lines and primary colors to draw your attention to...everything on the page. This overload makes it a huge challenge to discern Waldo amidst the visual clutter. Brilliant for hidden pictures but we don't want our learners to have to work that hard to get to the point. So leverage pop-out features but apply with strict restraint.

Visual and interface design wields great hidden power when it comes to learning environments and experiences. Know what works and your design will improve learning outcomes and make for much happier learners.

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5 Ways To Leverage Visual Design For Better eLearning

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Visual Design For Better eLearning! 5 Ways To Leverage Visual Design For Better eLearning!

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Studies Confirm the Power of Visuals to Engage Your Audience in eLearning

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Studies Confirm the Power of Visuals to Engage Your Audience in eLearning

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Visuals in eLearning can enhance audience engagement. Studies have confirmed that incorporating relevant images, graphics and videos into eLearning content leads to greater attention and retention of information. Visuals truly help the learner process the material better. Visuals can also stimulate emotions and create a more enjoyable and memorable experience.

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We are now in the age of visual information where visual content plays a role in every part of life. As 65 percent of the population are visual learners, graphics are key to engaging students in eLearning courses.

Visuals summarize content into smaller, and easier to process chunks, and when you select the right visuals, they offer more comprehensibility than text-based explanations or only audios. Also, students effortlessly relate emotions with visuals, which make what you're eLearning courses more impactful and memorable than only adding text.
In this post, we will dig deep into some statistics and facts to further convince of why eLearning creators should embrace visuals when creating their courses.
Both the short-term and long-term memory store information in chunks, but the former is limited. One of the easiest ways to ensure that learners store information in their long-term memory is to pair concepts with meaningful images. Visuals help students make sense out of the content and direct attention, increasing the possibilities that the learners will remember the material.

According to , education consultant who writes and speaks about visual literacy: Dr. Lynell Burmark "...unless our words, concepts, ideas are hooked onto an image, they will go in one ear, sail through the brain, and go out the other ear. Words are processed by our short-term memory where we can only retain about seven bits of information (plus or minus 2) [...]. Images, on the other hand, go directly into long-term memory where they are indelibly etched."

Furthermore, this effect increases over time. One study found that after three days, a user retained only 10-20 percent of written or spoken information but almost sixty five percent of visual information. Another study showed that an illustrated text was nine percent more effective than text alone when testing immediate comprehension and 83 percent more effective when the test was delayed.

Also read: Making the Most of Visuals in eLearning: 9 Tips and 5 Examples

According to the Visual Teaching Alliance:

The brain can see images that last for just 13 milliseconds.

Our eyes can register 36,000 visual messages per hour.

We can get the sense of a visual scene in less than 1/10 of a second.

90% of information transmitted to the brain is visual.

Visuals are processed 60,000X faster in the brain than text.

40 percent of nerve fibers are linked to the retina

All this indicates human beings process visual information more efficiently than text. Just see it yourself:

Taking all these into consideration, eLearning developers can use this knowledge in their course design to their advantage by including effective graphics to support understanding.

Think about it: What content would be better structured as an image or a video, rather than a bullet-list?

Visuals have been found to improve learning by up to 400 percent . Also, they affect learners on a cognitive level and stimulate imagination, therefore, enabling users to process the information faster. Stanford University's explained this relationship clearly "When words and visual elements are closely entwined, we create something new and we augment our communal intelligence ... visual language has the potential for increasing 'human bandwidth'-the capacity to take in, comprehend, and more efficiently synthesize large amounts of new information." Robert E. Horn ,

have found that visuals such as graphic organizers improve performance in areas including:

* Reading comprehension

* Student achievement

* Organizing and communicating ideas

* Finding patterns and relationships

This infographic shows how our brains are pre-wired to automatically interpret relationships between objects, allowing for almost instant comprehension with minimal effort:

Visuals cause a faster and stronger reaction than words. They help users engage with the content, and such emotional reactions influence information retention. This is because the visual memory is encoded in the medial temporal lobe of the brain, the same place where emotions are processed. The brain is set up in a way that visual stimuli and emotional response is easily linked, and together the two form memories. Negative visual depictions are particularly useful for leaving a strong emotional impression.

Even abstract concepts can benefit from images, when course creators use visual metaphors. Including visual metaphors in their eLearning course help express emotions to trigger a similar emotional response in students. See this example:

Image Source: Visual Rhetoric Blog

Around 40 percent of learners respond better to visual information than text alone . Simply seeing a picture allows users to recreate the experience in their mind. eLearning professionals can benefit from this by telling stories in their courses through entrancing images and compelling videos.

It is important to note that graphics can also negatively impact learning if they are used inappropriately. When off-topic graphics appear on the screen, such as those used for purely decorative purposes, learners will subconsciously try to figure out the message and reason for the image.

The following are examples of images that course creators should always avoid in eLearning visual design:

Pictures that are obviously stock photographs.

Generic graphics that display a clear lack of imagination.

Poor quality images that are pixelated, low-resolution, over-compressed, or badly resized.

On the other hand, well-selected images can improve comprehension and insight when developers strategically place such graphics within a course. Unlike text, pictures have the power to enrich communication and stimulate emotional response. In order to utilize visuals in a way that will reinforce course material and facilitate learning, it is necessary to use images that:

Represent actual objects, people, or places.

Simplify complex or abstract ideas.

Bridge already learned materials with the unfamiliar.

eLearning designers should only use images that have a clear value, otherwise they are distractions at best and, at worst, give learners the wrong impression. This means omitting anything that does not directly support learning goals.

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Studies Confirm the Power of Visuals to Engage Your Audience in eLearning

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We are now in the age of visual information where visual content plays a role in every part of life. As 65 percent of the population are visual learn

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Instructional Design Dilemma: Knowing When To Let Go - Endurance Learning

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Instructional Design Dilemma: Knowing When To Let Go - Endurance Learning

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Visuals can facilitate better understanding and retention of complex information, as they help learners to visualize concepts and make connections. Therefore, integrating visuals into eLearning courses can greatly improve the overall learning experience and increase learners' motivation and participation.

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Instructional Design Dilemma: Knowing When To Let Go - Endurance Learning

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Last Thursday we published a transcript of a conversation our team had about game design. One theme from that post is the idea of letting go of something that

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Instructional Design: Everything You Need to Know

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Instructional Design: Everything You Need to Know

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Good instructional design involves understanding the learners' needs, preferences, and goals and tailoring the course accordingly. Incorporating interactive and engaging elements, such as multimedia, simulations, and gamification, can enhance the learning experience and increase knowledge retention. The article emphasizes the importance of instructional design in delivering successful eLearning courses that effectively transfer knowledge and skills to learners.

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Whether you're exploring career paths, developing a training program, or simply interested in the concept of instructional design, read on. In this article, we'll explain in simple terms exactly what instructional design entails.

What Is Instructional Design (ID)?

To cut to the bone, instructional design is the process of "architecting" learning experiences and is not to be confused with teaching. Although there is considerable overlap, instructional design occurs several steps before any actual teaching takes place.

The aim of instructional design is to determine the most palatable and digestible way to serve educational content. It is the science of creating effective and engaging learning experiences - the science of how people learn.

Consequently, the ability to assess the target audience's attitudes, knowledge gaps, and learning objectives is core to this field. In order to achieve these goals, instructional designers encompass a vast repertoire of roles and responsibilities including, but far from being limited to:

Working alongside subject matter experts (SMEs) to assess and define the target audience's training needs.

Defining clear and actionable learning objectives and producing compelling content that aligns with them.

Conceptualizing instructional graphics, multimedia, the user interface, and the final product.

Analyzing and applying principles, trends, and best practices associated with instructional design and learning technologies.

Developing exercises, assignments, and assessments to maximize students' learning potential.

Developing supporting materials and resources that incorporate multimedia in various formats (e.g., audio, video, screencasts, gamification, scenarios, role-playing).

Devising different assessment methods, including quizzes, tests, and polls, to evaluate the effectiveness of the course.

Instructional Design and the Psychology of Learning Behavior

The world of instructional design is closely tied to the psychology of learning behavior. ID provides conceptual frameworks to determine not only what to teach, but how to teach it to a specific audience. Human beings are incredibly complex and diverse. So, when it comes to learning, there is no one-size-fits-all solution. This creates a most fascinating challenge for instructional design. How can you create a course, curriculum, or training program that effectively caters to the unique learning styles within a particular audience?

To do this, ID leverages the psychology behind how people retain and absorb information. Those who are well-established in the field are experts at determining what knowledge and skills your audience needs, what knowledge and skills they currently have, and finding the most persuasive method to close these knowledge gaps. Once you've mastered that arena, then you can apply and tailor these psychological principles to different audiences.

For example, instructional designers often ask themselves questions like:

Is this block of text better conveyed as an interactive graphic?

Is my audience likely to take this course on the go while on their mobile devices?

How can I divide this raw material into microlearning modules for quicker, easier digestion?

To answer these questions, we'll look at what the instructional design model is over the next couple of sections and provide some examples.

The ADDIE Model: A Framework for the ID Process

You can think of instructional design models and theories as applied psychology - that is, they make the abstract and theoretical principles of behavioral psychology concrete by putting them into practice. Many instructional design models, theories, and strategies exist, but essentially all of them employ the ADDIE model, an acronym that stands for Analysis, Design, Development, Implementation, and E valuation. The ADDIE model is a core ID methodology that walks you from the very beginning to the very end of the instructional design process.

The chart below details what each element of the ADDIE model entails.

Analysis
During the analysis stage, you'll be working with SMEs to determine what the objective or purpose of your course/program is and gather information about your target audience's learning environment and demographics, such as their age, gender, primary language, formal education, profession, and culture.

Other Need-to-Know ID Theories

As with psychology, there are many schools of thought within the ID world, and you'll have to study and experiment with different methodologies to see what works best in your situation. In this section, we'll introduce you to three of the most prevalent instructional design models:

Adult Learning Theory

Bloom's Taxonomy

Gagné's Nine Events of Instruction

Adult Learning Theory proposes that personal characteristics, context, and practical application lie at the core of adult learning abilities. Unlike younger audiences, adult learners not only have a breadth of experience from which they can draw upon while training, but their intellectual capabilities are greater. That being said, as adult learners age, their sensory-motor abilities diminish. Adult Learning Theory takes all of these factors into account when creating effective instructional learning designs or online courses. It mainly emphasizes leveraging the power of learners' past experiences to breed a sense of personal control and applicability.
6 Adult Learning Theories and How to Put Them into Practice →
Bloom's Taxonomy constitutes a framework for the development of learning objectives. As mentioned, you'll need to create learning goals that are actionable. For example, a well-defined learning objective is "Learners will be able to make cold calls the correct way," and not "Learners will know cold calling tips and techniques." However, in order to design a course based on specific learning objectives, you'll need to understand the different levels of cognitive learning. Starting from the most basic of processes, Bloom's Taxonomy states that you need to remember, understand, apply, analyze, evaluate, and create in order for learning objectives to be effectively instilled.

Gagné's Nine Events of Instruction focuses on the information processing that occurs when adults are presented with instructional stimuli. It fixates on learning objectives and how to effectively develop a training program in a way that efficiently confirms those objectives. The nine events are:

1. Gain attention

2. Provide learning objectives

3. Stimulate recall of prior knowledge

4. Present the material

5. Provide guidance for learning

6. Elicit performance

7. Provide feedback

8. Assess performance

9. Enhance retention and transfer

Instructional Design Principles: Keys to Authoring eLearning Content →
Challenges that Instructional Designers Face

While instructional design is a well-established field, the learning and development realm is constantly and rapidly evolving. In this section, we'll describe some of these challenges and propose methods for addressing them.

1. Wearing too many hats

The role of the instructional designer can be hard to define as it often pulls them in many directions. Think back to the ADDIE model. The analysis phase requires extensive research in order to identify your learners' knowledge gaps. Then, during the design phase, you'll have to be well-versed in learning theories to determine the overall structure and method of delivering your course. The development stage involves a lot of research, writing, proficiency with eLearning authoring tools, and project management skills to ensure timely completion of your projects. Moreover, while developing the course, you might need to have graphic design, video production, and sometimes even coding skills.
Overcoming this challenge
Very rarely will one instructional designer have all of these abilities developed at the same high level. The best way to work around these issues is to know your strengths and weaknesses. That way, you can source external help for anything beyond your scope of expertise. For example, Jane Bozarth, director of research for The eLearning Guild, believes that now is the time for an instructional designer to think about choosing an area of specialization.

However, in some cases, choosing the right eLearning authoring tool can facilitate an ID's work so they don't need to look for another expert's help. For example, iSpring Suite can help overcome the technological hurdles by doing much of the heavy lifting when creating eLearning courses, training videos, interactions, or dialog simulations.

2. Rapidly evolving changes in the industry

As mentioned, eLearning, and therefore instructional design, is one of the fastest growing industries in the world. New educational technologies are flooding the market at unparalleled speeds. So, to stay on top of ever-emerging technologies, instructional designers have to learn continuously. It has never been more challenging to stay ahead of the curve.
Overcoming this challenge
According to Joe Ganci, president of eLearningJoe, a consulting and training eLearning company, to keep pace with the "next big thing", IDs have to regularly research new trends and products within the industry and go about familiarizing themselves with them.

3. Creating learner-centered experiences

Instructional design principles dictate that to maximize a student's learning potential, instruction should be learner-centered. That is, the method of instructional delivery should focus on the learner's style of learning, prior knowledge, and personal experiences. Thus, the challenge is that there is no all-encompassing solution for providing instruction. So, how does one effectively create courses that cater to the inherent differences and experiences of all learners?
Overcoming this challenge
The answer involves gaining an intimate familiarity with your audience, particularly during the "A" phase of the ADDIE model, where you define your audience during the training needs assessment (TNA). JD Dillon, Chief Learning Architect at Axonify, confirms this theory:

For example, assessing your audience's age, level of technological literacy, and whether or not they're apt to take these courses on the go (i.e., mobile learning) is paramount for creating learner-centered experiences.

The Future of Instructional Design (ID)

The evolution of instructional design has come a long way, borrowing from separate but related fields like neuroscience, cybernetics, learning science, and experience design. At first, the main goal of instructional design was to create effective learning experiences. But now that we've mastered that science, the focus has shifted to creating engaging learning experiences.

Here are some directions instructional design will be taking in the future:

Division of labor

As mentioned, instructional designers often wear many hats. However, this lowers the quality of each and every "hat." Because we all have our inherent strengths and weaknesses, it is hard to master everything across the board.

According to Steve Foreman, head of management consulting firm InfoMedia Designs, to maximize the level of engagement and quality of your learning experiences, the field of instructional design must be divided into instructional (research, course planning, and learning theory) and technological (coding, eLearning authoring tools, and video production) skills.

Creating immersive experiences

This involves amplifying the "experience" aspect of learning experiences. Let's say an e-commerce company wants to train its customer service employees on how to deal with irate/late-delivery customers. Instead of having trainees memorize a script, they create role-play scenarios/dialog simulations in which a person needs to respond to the best of their abilities.

David Patterson, eLearning consultant and expert in training technologies and best practices, makes a prediction regarding training videos being more immersive:

Barbara Davis Robinson, Director of Organizational Development and Learning at WellDyneRx, also foresees the development of game-based learning:

A new vision of microlearning

Microlearning is a course delivery method that enables learners to digest information in bite-sized chunks. In other words, it involves a course structure where you hone in on a specific skill with a very focused yet short lesson with a duration of about 3 to 6 minutes. These short bursts of information keep the learner engaged because the lessons are very narrow in scope, high in applicability, and thus easily sustain attention.

Karl Kapp, professor of instructional technology at Bloomsburg University in Bloomsburg, PA, proposes that the microlearning craze is going to become more "intelligent."

You can refer to these microlearning types as the "6 Ps":

Pensive microlearning aims to inspire reflection and critical thinking through pointed questions.

Performance-based microlearning provides a just-in-time or immediate solution that can be applied in a hands-on manner to a relevant context. In other words, it provides prompts that allow the learner to reflect on relevant experience.

Persuasive microlearning aims to alter behavior, and therefore, is highly goal-oriented.

Post-instruction microlearning is augmentative and reinforcing by nature. It aims to supplement a larger training program by providing a "refresher" of sorts on a very specific concept (bite-sized chunks).

Practice is a microlearning technique that involves honing skills via reminders for practice, feedback, and a mode of monitoring progress.

Preparatory microlearning entails bite-sized lessons to prepare for a larger learning event. This might include refresher, brand new, or general content.

To Sum Up

The world of instructional design entails creating effective and engaging learning experiences. It is a scientific method of approaching face-to-face learning or online course creation. Moreover, it is engendered from many highly regarded theories and frameworks, such as the ADDIE model, Bloom's Taxonomy, or Gagné's Nine Events of Instruction.

While instructional design is an established field, it is in a constant state of development and faces many challenges including, but not limited to, the designer wearing too many hats, creating learner-centered experiences, and keeping pace with ever-evolving technologies. Nonetheless, the field is constantly improving itself. Rather than merely focusing on how to create effective eLearning courses, many adjustments and innovations are being made to help learning become a more engaging and effective process.

iSpring Suite

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Instructional Design: Everything You Need to Know

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Whether you're exploring career paths, developing a training program, or simply interested in the concept of instructional design, read on. In this article, we'll explain in simple terms exactly what instructional design entails. To cut to the bone, instructional design is the process of "architecting" learning experiences and is not to be confused with teaching.

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What happens when instructional designers are partners, not order takers? - Endurance Learning

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What happens when instructional designers are partners, not order takers? - Endurance Learning

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Instructional designers should be seen as partners and collaborators in the learning and development process, rather than just service providers or order-takers. This perspective shift is important because it enables instructional designers to contribute their expertise, creativity, and critical thinking skills to create effective and impactful learning experiences. By being involved from the beginning of a project, instructional designers can ensure that the learning solutions are aligned with the desired outcomes, audience needs, and organizational goals. Mutual respect and open communication between an instructional designer and stakeholders is the goal.

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What happens when instructional designers are partners, not order takers? - Endurance Learning

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Here are four lessons learned over a multi-year partnership between SMEs, trainers and our instructional design team

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Is it really a train the "trainer" session? Or is it a train the "SME" session? - Endurance Learning

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Is it really a train the "trainer" session? Or is it a train the "SME" session? - Endurance Learning

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Understanding the specific needs and goals of the participant is crucial to designing and delivering effective training. It highlights the need for clear communication and collaboration between instructional designers, trainers, and SMEs to sure that the training program is tailored to meet the needs of the trainers or SMEs, as well as the learners.

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Is it really a train the "trainer" session? Or is it a train the "SME" session? - Endurance Learning

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Just getting in front of a room and sharing slides doesn't make you a trainer. How you present your information matters more than your title, experience or credentials.

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Did Malcolm Knowles Have It Wrong? - Endurance Learning

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Did Malcolm Knowles Have It Wrong? - Endurance Learning

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This article explores the concept of andragogy. It suggests that adult learners are not a homogeneous group and that their motivations, capabilities, and learning preferences can vary significantly. The author highlights the need to take into account factors such as individual differences, prior knowledge, and contextual factors when designing learning experiences for adult learners. They suggest that a more nuanced and personalized approach to adult learning, one that considers the unique characteristics and needs of individual learners, may lead to more effective and engaging learning experiences.

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Did Malcolm Knowles Have It Wrong? - Endurance Learning

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Every once in a while, I'll look at a post-training evaluation form and see glowing praise for a PowerPoint-based lecture. Lecture receives a 5 out of 5 on

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Dialogue Education: Arguably the most important offshoot of adult learning theory - Endurance Learning

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Dialogue Education: Arguably the most important offshoot of adult learning theory - Endurance Learning

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The key principles and techniques of dialogue education, such as creating a safe and respectful environment, emphasizing a learner-centered approach and encouraging active participation. Dialogue education is an effective approach to foster deeper learning and meaningful engagement among learners.

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Dialogue Education: Arguably the most important offshoot of adult learning theory - Endurance Learning

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Many of us have heard of Malcolm Knowles, or at least his theory of adult learning. While it may be a little geeky to dive too deeply into theory (in most cases), it will most likely behoove you to get to know Jane Vella and her principles of dialogue education.