In this webinar Amit Garg, Founder & CEO of Upside Learning, and Keith Keating, Global Learning Strategist at GP Strategies / Head of Global Learning Network at General Motors, will discuss learning engagement from different perspectives while sharing tips to help you achieve this high level of engagement in your training programs.
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3. Introduction
Amit Garg
Keith Keating
CEO and Founder
at Upside Learning
Solutions
Global Learning Strategist
at GP Strategies,
Head of Global Learning Network
at General Motors
6. Compliance Sales enablement
eBook:
Upside learning
Research report:
Toward maturity
eBook:
Upside learning
Research report:
ATD’s research
eBook:
Upside learning
eBook:
Brandon hall group
Learning measurement Gamification
eBook:
Brandon hall Group
eBook:
Upside learning
Research report:
ATD’s research
Microlearning
eBook:
Upside learning
10. Capacity:
7-9 Chunks
Duration:
5-15 Sec
(without rehearsal)
Capacity:
Infinite
Duration:
Permanent
Attention
Encode
Retrieve
forgotten
forgotten
Understanding learning ?
Working
memory (WM)
Long- term
memory (LTM)
Capacity:
3-7 units
Duration:
0.5-3 Sec
Sensory
memory
Maintenance
& elaborative rehearsal
Adapted from Evidence Informed Learning Design by Mirjam Neelen & Paul A Kirschner
Stimuli
11. Behavioral
Cognitive
Emotional
Investing time and energy with
learning content and activities to acquire
knowledge and skills
What is learning engagement?
Listens, present, available
Social
Participates in activities, asks for specifics, seeks clarifications, looks
for opportunities to relate
Connects with others
Works with others, uses others’ insights
https://elearningindustry.com/learner-engagement-probably-not-think
13. Why is this an important topic?
– Sophia Marie
14. No learning engagement
Reduced funding
No learning transfer
Why learning engagement?
Boring learning
Diminished L&D brand
Lack of results
15. State of learning engagement
How do you feel L&D strategies
and tactics will change in your
organization over the next
three years?
(select all that apply)
Learner engagement will grow
more important
There will be better ways of measuring learner
success
Learner experience will grow more important
There will be better ways of measuring learner
engagement
Learning will become more personalized
Career development plans will gain prominence
User-created and/or user-curated learning will
become more common
Social learning will grow
more common
48%
47%
45%
45%
44%
40%
32%
32%
0 10 20 30 40 50
State of Learning Engagement Survey by HR.com
16. Top 5 learning strategy priorities
Rated 4 or 5 on a 5 point scale (1 = Not all important; 5 = Critically important)
Revising existing content for
new modalities
Improving learning analytics Increasing
microlearning
Improving the overall learner
experience
Aligning the learning
Strategy with the business
Brandon Hall Group 2021
88%
81%
71%
71%
64%
17. Is there a role for personalization in learning
engagement?
– Jessica Kirkland
18. Why personalize ?
Makes it relevant
Learners feel valued
Reduces frustration or boredom
Helps positive learner experience
21. Ways to personalize
System Learning design
LMS or AI can
help personalize
learning paths
Account for audience variance
Provide freedom – navigation, menu,
speed
Leverage progression loops
Get learners to create something
22. I hear the use of gamification a lot, is it a good
way to keep learners engaged?
– Rokeya Begum
24. Concepts that make games fun and engaging
are the same concepts that make
learning engaging
- Karl Kapp
‘Gamification of Learning’ on Linkedin Learning
26. How gamification helps?
Progression loops
Allows to make mistakes without anxiety/fear
Gets you into play mode, investing more time and energy
Even allows deliberate try out of wrong option to ‘see’ what happens
28. How L&D currently defines an
engaged learner,
in rank order
Course completions
Learner satisfaction surveys
Minutes learning per month
Repeat visit (2x) per month
Global percentage of L&D pros who
don’t measure learner engagement
based on online usage data
24%
Linkedin Workplace Learning Report 2020
29. Behavioral
Cognitive
Emotional
course completions, quitting before completions (when,
where)
Social
effort, repeat attempts, score improvements, task
competence, transfer
surveys, likes
interactions with fellow learners, what content is most
shared, popular topics of discussion, proactively
engaging with L&D
Measuring learning engagement
30. How can we motivate our staff to
learn?
– Jason Gray
33. Motivating staff to learn
Learning culture
Make learning a core value
Learning design
Design for engagement
Leaders to model learning behaviors/ curiosity
Managers to support learning
Ecosystem to recognize/reward
Consequences of not learning
Measure & enhance
L&D Brand
34. Design for learning engagement
Discover the real business needs
Equitable learning opportunities
Accessibility (Language / Disability)
Real world problems to solve Spaced practice, recall, reflection
Motivating staff to learn
BEFORE EVENT AFTER
Identify gaps to close – knowledge,
skills, attitude, environment
Secure leadership support
funding, SMEs, test learners,
manager ownership
Challenging (just enough)
Meaningful Interactions
Practice & rehearsal
Feedback (as learning tool)
Personalized journeys
Opportunities for application in real
world
Evaluation and feedback from
managers
36. What is design thinking?
A focus on people
Leads to
human-centered
products, services, and
internal processes
Set of principles for
creative problem-solving
Unlocks needs and
problems, even when
the users don’t know
what they are
37. Learn about
The audience
01
Empathy
Define problem
statements
02
Define
Brainstorm &
create solutions
03
Ideate
Build representations
of one or more ideas
04
Prototype
Test ideas and gain user
feedback
05
Test
5 Stages of design thinking