The novelty of blended learning and online training has all but worn off and has become a fixture in most organisations. This means the next generation of death by voiceover PowerPoint is upon us as this form of training – and I use the term loosely – are often seen in corporate environments offering very little in terms of engagement and even fewer opportunities for interaction. It is at this juncture that each company and each person in charge of employee training should ask “was this really training, or just a means to crunch the budget and check the box next to training delivered?”.
- Begin with the end in mind
- Design the story and visuals
- Keep it simple
- Build competency
- Apply tiered learning
The current (and next) generation of learners expects a visual, multimedia, and interactive learning experience. The good news is that enhancing your instructional design to ensure learning engagement will simultaneously win over stakeholders.
- Begin with the end in mind
The first step to creating superb content is to know what and why employees are learning and how you will assess their learning. Seems obvious, right? Yet, you will be surprised at how many designers start building content without giving this end goal some serious thought. Therefore, ensuring that your content aligns with your objectives and assessment is only possible if you create it from step one.
- Design the story and visuals
Everyone loves a good story so creating a narrative that piques learners’ interest is the hook that will get them engaged. Be sure to include relatable, real-life scenarios; dig deep and go past superficial issues to solutions that learners can use in real work situations. But, for this to work your simulated character must be believable so bring real-life employee/employer/client/customer scenarios into your storyline and make sure to keep it short and sweet – less really is more.
- Keep it simple
Don’t be overzealous – with the desire to engage and dazzle often comes the addition of unnecessary excess to a learning module which can confound the learners and bog down the learning process. Consider this rule of thumb – if one module can not stand alone, reassess your use of visuals, storytelling, games, and activities therein and cut the dead wood.
- Build competency
The learning envisaged must matter for it to motivate learners. Therefore, focusing on abstract concepts and skills the learners already possess will only lead to boredom and frustration. Instructional design that is motivational and that challenges existing beliefs, actions, and ideas is what will ultimately build competency.
- Apply tiered learning
Applying a three-tiered learning approach in your instructional design provides a visual way for learners to understand the high-level concept. The three tiers are (i) high-level audio and visual information, (ii) detailed linguistics and (iii) ample opportunities for interaction and skill application.
Providing a fun and engaging learning experience does not have to break the bank, and it will ultimately provide a greater return on investment through transformative learning. What’s the biggest barrier to learner engagement you’re struggling with right now that we can help you with?
If you enjoyed this post, why not read more, and share:
5 Ways How Instructional Design Improves Corporate Training
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