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The Future of eLearning

To meet the needs of organisations and learners, the digital learning industry needs to find a way to innovate.

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Why eLearning needs to change

Traditional eLearning has a bad name. Boring, ineffective and impersonal, it conjures up images of dressed-up Powerpoints, scrolling and too much clicking 'Next.'

Even more troubling though, so much of eLearning fails to deliver on its fundamental promise - too frequently, it doesn't improve skills or provide real workplace change. Learners engage in courses, but they lack the support and tools they need to apply that learning to their daily life or at work, rendering the digital learning ineffective.

But there's a catch 22. As the world went remote in 2020 and everything went online, digital learning demand was higher than ever before. With increased need but a bad reputation and poor results, the digital learning industry needs to find a way to innovate and create engaging and meaningful learning.

To us, this innovation needs to create what we call better learning. 

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Better learning is:

  • Focused on the transfer of knowledge to achieve real-world change
  • Personalised
  • Scalable and consistent
  • Data-driven

Better learning helps organisations to:

  • Promote a culture of learning
  • Drive better engagement and outcomes for individual learners
  • Enjoy streamlined and cost-effective upskilling of employees
  • Hit goals and respond rapidly to changing trends

Five Philosophies to Know

While there are many ways to innovate, here at Guroo Producer, we believe that these five are fundamental to improving your digital learning effectiveness.

Whether you are looking to connect with your learners, streamline your development, or optimise existing courses, they offer a framework for creating, evaluating, and driving your learning suite. 

Read on to discover more.

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Adaptive Learning

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What is Adaptive Learning?

Adaptive learning is the delivery of a custom and personalised learning experience. It considers each individual's unique situation and uses feedback, logical rules, and even artificial intelligence to deliver an experience that meets their personal needs. 

Adaptive learning helps organisations create more engaging and effective learning, rather than relying on a standard one size fits all approach. Most importantly, it allows organisations to achieve better learning without ever impacting their ability to scale content creation and delivery. 

Benefits of Adaptive Learning

As a general rule, adaptive learning leads to improved learning outcomes, both for organisations and individuals. 

For the learner, adaptive learning creates learning that is tailored and relevant to them, both through the content of learning itself and by allowing them to complete modules at their own pace. This personalisation leads to increased engagement and even a greater sense of accomplishment. It also minimises frustration caused by irrelevant or repetitive content.

This improved learner engagement benefits organisations, saving them both time and money on training while also improving outcomes.

Uses for Adaptive Learning

Organisations can use adaptive learning in any digital or blended courses. While many people hold traditional classroom learning as the highest standard, adaptive learning allows organisations to utilise the best elements, no matter where their learners are located.

With several types of adaptive learning available, organisations can choose the style that best suits their needs at the time. 

Why is Adaptive Learning so Important?
Here at Guroo Producer, we think that adaptive learning is probably the single most powerful tool organisations have to create engaging learning on scale.
 

Adaptive learning:

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  • Bridges the gap between traditional and digital learning
  • Allows educators to provide personalised learning at scale
  • Promotes increased learner engagement and improved outcomes
  • Offers organisations cost and time savings by creating more efficient learning
  • Can be used for both digital and blended learning

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Action Learning

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What is Action Learning?

Action learning is an experiential learning style that asks learners to engage with real-world issues and challenges them to use their learning to solve these problems. With both practical exercises and reflection opportunities, action learning works to combine the theoretical and practical to improve outcomes.

It is broadly accepted that people learn better when given opportunities to practice their skills, so action learning offers those chances to learners. In the workplace, it will often also rely on small groups and coaching to further help knowledge transfer and ensure learning achieves real change.
  

Benefits of Action Learning

The primary benefit of action learning is simply that it helps to retain and transfer learning into everyday practice. Focusing on work integration empowers employees to take their learning and guides them on how they can use this in their daily job. This can grow their confidence and improve the learner's skills and performance, while also offering real-life solutions to problems. For organisations, this leads to improved ROI from learning and helps them to achieve their goals.

Action learning also helps to create bonds between individual employees and enhance overall team performance. For organisations, it can create a learning culture that promotes agility and deepens bonds between individual employees and teams. It can even help future proof your staffing with a focus on critical skills like problem-solving and leadership. 

Uses for Action Learning

Action learning is ideal for situations where there are multiple right answers, as it helps individuals work through problems to come up with a solution that suits them. This process will aid innovation and creativity in organisations, as teams involved will learn the skills they need to question and challenge the status quo. 

For organisations looking to improve their collaboration skills and promote an agile and flexible culture, action learning may also be worth considering. 

Why is Action Learning so Important?
Action learning is fundamental to creating a learning culture in organisations and ensuring that knowledge is transferred to workplace improvements. 
 

Action Learning can:

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  • Create a more flexible and agile organisation
  • Foster stronger cross-team relationships
  • Empower employees and grow their confidence
  • Provide the organisation with the best possible solutions to organisational challenges
  • Improve soft skills in employees

Learn More about Action Learning

Creating Effective Action Learning Tasks

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Agile Learning

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What is Agile Learning?

Agile learning borrows from the world of software development and is defined by learning development where the focus is speed, collaboration and flexibility. This gives organisations the ability to rapidly develop and implement a large amount of learning more quickly than before. 

Traditionally, learning has been developed with an ADDIE mindset. Often a longer process, ADDIE has five unique stages to support a linear way of creating digital learning. In contrast, agile learning aims to speed up content development with a more cyclical design style. It also emphasises the importance of feedback, with the circular development process helping to achieve ongoing revisions for constant improvements.

Benefits of Agile Learning

Without a doubt, the most significant benefit of agile learning is the speed in which you can create learning modules. Fundamental to agile learning development is breaking your learning into smaller pieces. This allows for a shorter development cycle, without the risk that the planning and revisions of larger amounts of work will delay your implementation. Learners also benefit from the fact they can engage with shorter pieces of learning, improving its effectiveness and organisations can prioritise the learning they need.

Agile learning also has a benefit of encouraging individuals to collaborate. Built into its foundations, the agile methodology enables all organisation areas to work together to meet their goals. Similarly, by cutting your learning development into smaller chunks, you receive more time for feedback so stakeholders will offer thoughts on each section. This not only just increases your options to improve your course as you build it, but actively encourages teamwork and collaboration from across your organisation.

Uses for Agile Learning

If you're an organisation utilising agile methodology in other areas of your business, embracing it into your learning design makes sense. Similarly, if you're generally an innovative and flexible organisation, this will help to bring your learning design into line with the rest of your values. 

Agile learning design is also perfect where speed is paramount, or a lot of content needs to be repurposed. 

Why is Agile Learning so Important

The role of learning in organisations is ever-changing, but one thing remains constant - effective learning needs to be created as quickly as possible.

Agile Learning can:

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  • Speed up your learning development
  • Promote flexibility and collaboration in your digital learning development
  • Be used alongside ADDIE when it suits your organisation
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Data-Driven Learning

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What is Data-Driven Learning?

The definition of data-driven learning is precisely what it implies. It revolves around establishing learning data points, ideally during the scoping process, to evaluate your eLearning performance and effectiveness. 

These metrics can then be used to optimise your courses in the future, identify any learning gaps en masse, and guide future digital learning development.
 

Benefits of Data-Driven Learning

Traditionally, the data kept around digital learning has been limited and has done little to improve learning or even measure what is happening in organisations. 

Instead of merely relying on vanity metrics like completion rate, data-driven learning helps organisations understand what is working and measure learners capability after completion. It gives them opportunities to measure learner confidence, real work performance, and satisfaction with their experience to understand their impact more effectively. 

It can also be used to identify problems in your digital learning experiences. Whether it is grouping specific questions to examine capability areas, or looking for answer trends, taking the time to analyse your data can help optimise and even guide future development. 

Uses of Data-Driven Learning

Just like adaptive learning, data-driven learning is a trend that we believe all organisations should embrace in the full suite of their learning.

Many learning platforms use SCORM, which limits data collection to completion and score. However, more modern eLearning standards such as xAPI allow for the collection of much richer data. Investing in an LMS or other option that supports this is invaluable for maintaining high levels of engagement and establishing ROI on your digital learning. 

Why is Data-Driven Learning so Important?

As organisations worldwide continue to rely on data to improve processes and deepen their understanding, anyone responsible for developing digital learning should take the time to plan what kind of data they need to optimise their course.

Data can be used to:

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  • Identify potential areas of difficulty in eLearning experiences for later optimisation
  • Measure the effectiveness of your learning on workplace performance
  • Guide future content development
  • Review learner satisfaction

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Blended Learning

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What is Blended Learning?

Blended learning is a hybrid of traditional in-person and digital learning. While it can take on a few different forms, most blended courses will deliver self-paced online learning alongside instructor-led sessions.

Benefits of Blended Learning

Blended learning offers the best of both worlds. It combines the benefits of in-person and digital learning to create a unique learning experience that is more engaging, accessible and personalised.

With self-paced eLearning, learners have the flexibility to study in a way and time that suits them. They can also control the kind of learning they undertake, focusing more on areas of interest or knowledge gaps. Offering this freedom and personalisation heightens engagement and leads to better learning outcomes.

However, by also having instructor-led sessions, learners benefit from engaging instructors and receiving feedback on their work. This personal relationship may also impact motivation and further heighten engagement.
 

Uses of Blended Learning

Blended learning is ideal for courses where collaboration and problem solving is an essential element. By design, it allows learners to complete learning in their own time and sets up time to discuss and provide support for them to implement the new skills. 

It can also be used by organisations who are seeking to reach a broad audience with their courses. Instead of only running webinars and traditional eLearning, adopting a blended learning approach will heighten engagement while remaining cost-effective. 

Why is Blended Learning so Important?

The increased focus on digital learning effectiveness has meant that blended learning has become an interest for many organisations.

Blended learning can help to:

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  • Promote learner engagement and interest
  • Streamline the delivery of cost-effective learning
  • Encourage collaboration
  • Increase accountability and accessibility for students

Learn More about Blended Learning

How Blended Learning Can Drive Learning Outcomes

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How Do We Get to the Future of eLearning?

Across organisations, better digital learning means different things and not all of these approaches are suitable for every business in every circumstance.

What is important is that we develop our learning in a more thoughtful, planned way with a focus on providing support for learners to implement the skills they have learnt. Without this, digital learning will always struggle to achieve its fundamental goal. 

To bring learning and performance together, organisations should:

  • Embrace technology that supports their goals - many modern authoring tools and learning platforms have functionality built in to do things like build adaptive learning and provide analytics. You can also look outside the world of learning tools to project management tools to support your agile development. 
  • Develop follow-ups and adopt a coaching policy - learning should no longer stop after a course. Instead, scoping should be adjusted to include follow-ups and coaching, where learners are provided additional support to put their learning into place.
  • Focus on workplace change and performance - make this part of discussion right from the beginning of your learning design process. This ensures that it is built into your learning, not developed as an afterthought, and helps set up expectations for your learners on what they can achieve after your courses.
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Need some help innovating your eLearning? Get in touch.