Shifting to Mobile:
6 Easy Steps for
Shifting to Mobile: 6 Easy Steps for Moving to Mobile Learning Copyright 2017 by Mathtoons Media Inc, Practi Published by Practi
Kelowna, BC, Canada
This is a free digital eBook and no fee may be charged, nor can this book be used to collect data for third parties.
Readers may download, display, print and reproduce this material in its unaltered form only (retaining this page), for personal, non-commercial or organizational use. All other rights remain reserved by the author.
Any citation must credit the author and take the form: Shifting to Mobile: 6 Easy Steps for Moving to Mobile Learning Publisher: *]Mathtoons Media Inc, Practi [*Authors: Kristin Garn
[*Contributing Editor: *] Lexie Hofer
Design Directors: Angela Moore, Aimee Hunter Practi Advisory Board Director:
Dr. Raymond Spiteri
Shifting to Mobile: 6 Easy Steps for Moving to Mobile Learning TABLE OF CONTENTS
How to Make the Best Device Decisions
for Mobile Learning
*Why Change Management is Essential *
to Your Mobile Learning Strategy
*5 Steps to Help you Identify the Best *
Content for your Mobile Learning Project
*How to Convert Your Training Content into *
Mobile Learning Format:
To Game or Not to Game: How to Incorporate [*Gamification into Mobile Learning: *]
*Using Learning Analytics to Measure the *
*ROI from Mobile Learning *
Shifting to Mobile: 6 Easy Steps for Moving to Mobile Learning C H A P T E R O N E
How to Make the Best Device Decisions for Mobile Learning t’s hard to ignore the lightning speed by which mobile I
This increased demand could mean that your employees has become an essential part of our fast-paced lives.
are already moving to mobile. Meanwhile, your L&D
Still, some believe (wrongly) that mobile is mostly division might not be making use of digital workplace technology for playing games and checking the weather communication. As a Learning Director, if you approach or a bank balance. In fact, mobile provides some of the mobile learning projects properly, you can take most sophisticated computing power available, while also advantage of the great resource that mobile offers – right being extremely accessible and fun to use.
at your fingertips.
According to recent research by Digital Strategy Since the category of mobile spans across multiple Consulting, more than 60% of employees are already technologies (smartphones, tablets, minis, smartwatches), using work-related apps for their jobs. Expect that number it can be difficult to make device decisions. For instance: to increase super fast as millennials make their way into should your company provide devices or should you the workforce and up to leadership levels. Ninety-eight implement a BYOD (bring your own device) policy?
percent of millennials own smartphones, but according to a recent survey by the Public Relations Society of Here are some advantages and disadvantages to each America, a full 48% of them voiced concern that their approach, including a hybrid solution that might help you employers were not implementing digital workplace get started even faster with your first successful mobile communication effectively.
Shifting to Mobile: 6 Easy Steps for Moving to Mobile Learning Deploying Learning on
to Use Their Own
Pros: Because the company bears the cost of
Pros: There are many advantages to using
devices, maintenance and software, many
employees’ personal devices in the workplace.
employees find this option appealing.
Employees are already familiar with their own Employees don’t have to use their own data,
mobile technology, as they use it on a daily, which adds another cost benefit to them. When personal basis. They also have constant access your company controls the device, you can also to their devices and they are not tied into the avoid a complicated mix of apps and devices
workplace itself. Their work becomes portable, that, from a technical support perspective, can and employee availability (if desired) can
be difficult to manage.
Cons: Devices become obsolete fast. This
Cons: Some employees may be resistant to using means that you will need to include a device
data on their devices, and others may be worried replacement plan in your budget. For example, about viruses compromising their device’s
if you had bulk purchased the iPad 2 when it
security. Many employers are concerned that
went on sale for the last time in late 2013 and allowing employees to use their mobile devices distributed it within your workforce, you would at work will result in lower productivity. However, now be cursing its slow processor and possibly according to the VMware State of Business
be dealing with frequent crashes. You would be Mobility Report, the introduction of mobile
frustrated with its inability to update the
technologies was found to increase employee
operating system and, eventually, apps that you productivity by 45%.
couldn’t install or update. An older device might still function for some work uses, but many
apps are optimized for new devices. In other
words, technology becomes outdated quickly,
and you could potentially house and maintain
many obsolete mobile devices.
Shifting to Mobile: 6 Easy Steps for Moving to Mobile Learning A Hybrid Solution
t Practi mobile LMS, we have seen success with Acustomers who have implemented a hybrid
solution, where possible. This mixed approach of choosing devices for mobile learning incorporates employees using their own devices if they would like (including an effective BYOD policy), while also providing company-owned devices for people who prefer not to use their own devices. Practi customers that offer this type of mobile device flexibility are able to host very successful mobile learning projects.
[*Do You Need To Write a BYOD Policy? *]
ow should you start thinking about creating and implementing a BYOD policy? These policies can be very Hdifferent based on the size of your company. If you are a small or medium company that hasn’t yet created a BYOD policy, it can be a good idea to start with your mobile learning project first and design the policy around the project.
Once you have decided where you would like to fit mobile within your Learning and Development, you can create your policy for that particular project. When the project is complete and you are assessing its success, be sure to assess whether the BYOD policy you created covered all aspects of mobile usage. In this way, you can create a BYOD
policy that suits your company, your team, and your use of mobile in training. In short, let the project lead the policy,
Shifting to Mobile: 6 Easy Steps for Moving to Mobile Learning Involving your
team in BYOD
he individual successes of employees
Tdepend on the management strategies set
in place by companies. Training only works
when it is embedded and made visible in the
leadership team. Organizational systems shape employee perspectives and behaviour, and so
t is also important to target a diverse group within the leadership team must be trained in new
policies and systems for others to become
motivated. As a result, it is important to choose a Iyour company, if possible. Including your team in establishing BYOD policy is important to ensure a successful first mobile training project. If you want to project that involves the leadership team. Some venture into the bold and innovative realm, why not use suggestions for establishing an effective BYOD
training on the BYOD policy itself as your first mobile within leadership teams are:
If you are able to write a short BYOD policy that just suits your first project and you have chosen the LMS
with which you would like to deliver the training, you might want to begin by training your team on the BYOD
policy itself. This way, you can get feedback on their Choose a subject for the training that has high mobile usage, work with your team to discover whether *impact for your learning group and is *
there are missing items in your policy, and start the *engaging and will draw their attention. *
conversation around how you will move to mobile.
Choose a short project that can be completed Whether you choose company or employee owned
by learners in about two weeks so that your devices or a hybrid of the two, it’s best to choose a [*start-to-finish assessment of your mobile *]
simple first learning project, design good policy around *learning project can be done quickly and *
that project, and move toward including mobile in your *possibly repeated. *
*Remember to use good change management *
At Practi, we’ve helped customers with thousands of *principles throughout the planning and *
distributed learners use the tips described in this *implementation of the project, even if it *
chapter to move their employees quickly over to mobile seems like a smaller project. Using mobile can and to do so in a way that suits their team and sets be a big change for many people and helping them up for future successful mobile learning projects.
your team transition to mobile is as important *as positive learning outcomes *.
Shifting to Mobile: 6 Easy Steps for Moving to Mobile Learning C H A P T E R T W O
*Why Change Management is Essential *
to Your Mobile Learning Strategy
y now, most Directors of Learning and
Unfortunately, this can doom the remainder of their Development have at least started to consider mobile learning projects to failure.
whether to introduce mobile learning projects into their training programs. By 2020, 75% of the workforce With so many potential benefits and successes arising will be of millennial age which means that the demand for from mobile learning, it is essential to transition your paperless, “zero classroom” and “zero lecture” learning learners smoothly (and lastingly) through change will push traditional training methods aside and usher in a management. In fact, according to recent research, new era of data-driven, mobile learning.
However, the move to mobile is no small technical transformation. It includes many complex decisions and [* 70% of today's workforce learners feel more ] preparations including device choices, user policies, *motivated when training on a mobile device, privacy and more. Therefore, proper change management and while on their mobile devices, learners (CM) methods are crucial to helping you implement a [* complete course material 45% faster. Those *] successful mobile learning strategy.
are solid reasons to start making the move *to training on mobile. *
Too many organizations choose not to implement change management (CM) methods when introducing their new mobile learning projects and many even avoid or refuse to adapt to mobile technological advances. After trying out mobile learning, some teams revert back to old behaviours even after changes have been implemented.
Shifting to Mobile: 6 Easy Steps for Moving to Mobile Learning *Understanding Change Management *
hange management has recently gained a lot of popularity, although its definition sometimes remains a Cmystery. In general, change management can be summed up as the practice of implementing structural change smoothly in a lasting and engaging way to support potentially resistant learners.
It doesn’t matter whether you have a small project of 20 employees or whether you are part of a global Fortune 100
company. Everyone can make good use of change management.
Not only is change management valuable to training within any small or medium business (SMB), but it is especially essential for any mobile learning project success. CM increases the likelihood of end user engagement, and it helps to lower fear and resistance by communicating the benefits and purpose of the change.
Every change management strategy is different, as it caters to different company cultures, individuals, and projects. A common and successful CM strategy, however, is to support learners throughout the entire process of change. It can also be useful to prepare learners for change before the process begins by gaining support of stakeholders and the leadership team and also by reinforcing their learning through feedback once the change is implemented.
You may already have CM strategies in place such as a model like ADDIE. While ADDIE pertains to learning and development in many industries by providing a model for efficient, quality training, it has been criticized for its rigid linear approach.
In order to align your already existing change management methods with a new mobile learning project, you should assess which CM method you already have in place, analyze its application to a mobile learning project, and decide if it needs amending.
The most important part of choosing a CM method to support a mobile learning project is to find something that offers continuous support, guidance, and assessment for your leaders and learners, especially as it applies to the challenges of a new mobile learning project.
Shifting to Mobile: 6 Easy Steps for Moving to Mobile Learning *Understanding Change Management *
Prepare the Organization for Change
Identify individuals within the organization who can champion and support the transition to
mobile learning. Then communicate the
benefits of change to these stakeholders and
potential Change Champions. Supporting
Change Champions through training and
communication is a proven path to success. It helps to align change champions with the
organization’s goals and keeps them motivated to advocate on behalf of mobile learning’s
At Practi, we incorporate a proven successful method to benefits.
apply change management principles to mobile learning through a 3-step model of preparing for, managing, and Manage Change
Once the change to mobile learning has
begun, provide continual support to your
learner group. Communicate through email and
*The Role of *
send them tutorials on how to navigate the
software you have chosen for mobile learning
*Change Champions *
deployment. Provide technical support, and
collect survey feedback on course content and overall learning experience. Through learner
support initiatives, you can even convert
Change Champions into Super Users.
Just because change has been implemented
doesn’t necessarily mean that the change will stick. In order to ensure that your new mobile training project is a success, your learners must be supported through the entire process.
Some ways to provide such support include
gathering feedback after the course through
surveys and analytics. By gathering this
information, you can identify possible course Change Champions are valuable team members who improvements, and discuss the successes or
can help to implement a change management strategy.
challenges that learners encounter. Real time They support the CM’s integration, aligning it with the and aggregate learner analytics measured by
company’s goals by “championing” the change through software like Practi can help Learning Directors their example. They are also the first people to to recognize the strengths, weaknesses,
experience the mobile learning project, and they have knowledge gaps, and learner areas of
the potential to become trusted role models for resistance that will also help you focus on
It is important to choose Change Champions who have exceptional communication skills and are respected by
Shifting to Mobile: 6 Easy Steps for Moving to Mobile Learning their peers. These individuals will become people who your organization will trust to provide valuable feedback. This feedback can be used to improve your ongoing mobile learning projects.
Your team of Change Champions can also be trained to become Super Users of mobile learning software such as Practi. Transitioning people to this role strengthens their leadership and helps to reinforce change from inside your organization.
*How to Choose and Create Change Champions *
ommunication is vital to transitioning leaders into Change Champions. To execute this transition successfully, Cthese team members should be made a part of the entire process as you move toward mobile learning.
Potential Change Champions should be educated on the importance of their role, the benefits of that role, and the importance of your mobile learning strategy. Not only does your entire learning team benefit from this transition, but the role of the new Change Champions allows them to strengthen their positions are leaders, helps them to as
network across their company, allows them to learn new technology, and increases their problem solving and communication skills.
*Wrap Up a Winning Mobile Learning Project *
*Using Change Management *
ccording to recent Harvard research, companies who succeed at new learning projects do so by incorporating Aan intentional change agenda. When companies work with individuals and teams to form Change Champions, they are more likely to change the true primary target which is the company itself. Corporate change requires unit by unit change. In the case of the move to mobile for training, this change is long overdue.
Shifting to Mobile: 6 Easy Steps for Moving to Mobile Learning C H A P T E R T H R E E
*5 Steps to Help you Identify the Best *
Content for your Mobile Learning Project
_The single biggest problem in communication is the illusion that it has taken place. _
– George Bernard Shaw
ust as you can’t build your dream house on poor J
just be deployed to leaders or to floor staff. When you foundation, you also cannot create engaging
choose a subject that is engaging to senior management microlearning without solid content. High quality as well as new hires, you can create a learning trial that content is the essential foundation for any mobile learning gets feedback and exposure from your largest possible project. It can be challenging to identify the best content team.
for mobile delivery, so here are five simple steps to help you create successful mobile training that will motivate 2. Choose content that aligns well with pedagogy learners and greatly increase knowledge retention.
suited for mobile learning. * Three such strategies are bite-sized, just-in-time, and self-directed learning. All three *1. Consider a widely appealing subject that interests as fit easily within mobile learning projects.
many team members as possible. Targeting a wider audience ensures that your mobile learning project won’t Bite-sized learning (also known as microlearning) is e-
Shifting to Mobile: 6 Easy Steps for Moving to Mobile Learning learning that is delivered in small “bite-sized” chunks.
examples of JitL. In the workplace, Just-in-Time Learner interactions with content are short, but given Learning is particularly useful. Instead of waiting for the right content, can still have deep and lasting training days, employees can access knowledge impact. Rapid learning allows people to process whenever a question arises. This approach reduces content at a more flexible pace since they are less unproductive training sessions, where employees are at likely to be overwhelmed by lengthy content.
high risk for being resistant or apathetic.
Many studies have shown that people have difficulty The JiTL approach assimilates well into mobile learning staying highly focused on a single task for a long projects. Mobile offers learners a platform for quick and period of time. Bite-sized chunks of content allow for a immediate access to knowledge. They can acquire the less intimidating, more interesting, and more knowledge they need without significant interruption, meaningful learning experience.
and return to being productive without needing to enter and exit classrooms. JiTL suits mobile learning better As more training moves to mobile, learners are than many approaches, since mobile learning enables expecting to access their online information more training to be accessed anywhere, anytime.
quickly. Bite-sized learning accommodates the quest .
*A recent report by Software Advice showed *
[* that 50% of employees were more engaged *]
*with microlearning than with lengthier content. *
At Practi, we have measured the creation of [*bite-sized learning to be beneficial for *]
*businesses since these courses can be *
[* designed, deployed and completed up to 300% *]
*faster than traditional learning. *
[*Self-directed learning *](SDL) is learning that people take into their own hands. Learners evaluate themselves and their progress, and become self-motivated. They set their own goals and seek out resources. Self-directed learning defies traditional learning in a really interesting and productive way; instead of being passively lectured to, learners become active in their own learning. They participate and navigate their own pedagogical process.
The active role of self-directed learners helps them retain information. This approach, like bite-sized and just-in-time learning, is a more natural approach to To adapt this strategy to your mobile learning project, learning and processing information.
start by choosing short, snappy, worthwhile content.
Make sure that your information is not haphazardly The success with which you can integrate these three divided for the sake of brevity. Chunks of information strategies to mobile is directly related to the quality of should be meaningful for the learner. Chunking for your content. Be sure to choose a topic that is timely meaning helps to create mobile learning that has a and relevant to you learners. Some topics, like recurring your
lasting impact for maximum learning results.
refresher courses, are excellent options.
Just-in-Time Learning (JiTL) is informal learning that Without the flexibility of mobile, courses that require is accessible on demand, whenever and wherever the frequent refresher training run the risk of boring learner needs it. Accessing articles or tutorials online, learners. However, these courses present an excellent or asking a coworker for his or her advice are
Shifting to Mobile: 6 Easy Steps for Moving to Mobile Learning opportunity for mobile integration. Since many learners are familiar with refresher course material, it Converting Content
can be “safe” subject matter to break up into bite-sized learning. Commonly, refresher course material has been refined over many iterations of training multi levels of staff. Often, it is already in concise, highly readable format.
Once you’ve chosen a broadly appealing topic that will be a win-win for your team, it is important to prepare to convert this content for mobile delivery. Let’s say, for example, that you are converting refresher training on workplace first aid, and one of the competencies you [*3. Highly Engaging: *]Choose something people really have identified is that learners should be able to lift want to learn. Consider picking interesting content heavy objects while avoiding injury.
which can be delivered through mobile training such as leadership skills, or any other specific training that Three important stages for converting this competency employees frequently request. Be on the lookout for into mobile microlearning are to create active learning modern topics such as communication skills or exercises that will help the learner discover: emotional intelligence that can have wide ranging appeal to a broad section of your team.
a) why this matters to them (why do I care?)
b) what the guidelines are for achieving competency 4. Win-Win: Choose a subject that’s a win-win for (what should I do?), and
management and staff. A winning subject should be c) a real workplace scenario that outlines how the something that has big business impact, but is also a competency applies to their job (how should I do it?) subject that staff can personally benefit from learning.
Time management skills training, for example, is The key is to successfully break good content into advantageous to staff productivity, but also offers relevant competencies and apply simple rules to deliver obvious business wins for management.
the training in bite-sized pieces.
[*5. Faster Mastery: *]Choose a subject that can be After you have chosen your subject area and content, learned (to mastery) in a short period of time. Don’t the next step to convert it into just-in-time learning is to choose to trial your entire IT policy manual in a mobile outline the expected learner competencies.
learning project. Instead, choose a piece of it, such as Competencies differ from learning outcomes, since they
“how to quickly identify and avoid phishing scams.”
are written as active statements and outline the specific Better yet, choose something which has timely appeal job performance for which the training prepares your so that the likelihood of “buy in” from your learners learners. Once you have identified the competencies will be high.
your training should achieve, your next step is to prepare micro learning units for each competency.
Shifting to Mobile: 6 Easy Steps for Moving to Mobile Learning How Mobile is Different
obile delivery is in close alignment with self-directed, just-in-time, and bite-sized learning. It allows for faster Mand more active learning, and supports quick wins for the learner.
However, it requires different approaches than traditional eLearning or classroom-based learning. There is a social aspect to mLearning, for example. Users are invited to interact with other learners and management, and feedback is not only useful, but necessary for both their own and the company’s development and growth.
With bite-sized and just-in-time learning, learning objectives are smaller and learning durations are shorter. Unlike other methods, where learners must sit in front of a screen or in a lecture until they finish particular modules, mLearning allows for learners to access information as they need it, and also to integrate it into practice immediately.
Preparing for mobile learning demands different pedagogical strategy than traditional methods. But with preparation and great content as part of a solid foundation, your learners will appreciate the flexibility and convenience that mobile offers.
Shifting to Mobile: 6 Easy Steps for Moving to Mobile Learning C H A P T E R F O U R
*How to Convert Your Training Content into *
Mobile Learning Format:
s more training and L&D departments make the A
smaller screens to take in information, it is important to move to mobile, they are recognizing that mobile offer them content that they should be able to digest and provides a much different learning experience retain quickly. Each learning chunk should be brief, but than the traditional classroom. Once you have chosen a also interesting enough to help them buy into the move good project for mobile learning, and decided on content from traditional learning methods like computer screens, that will provide a win-win to the company and your target textbooks, or lectures. Chunking is not exclusive to learners, it is important to make certain that your content mobile learning, however. It is used for a variety of is “mobile ready”. There are some simple steps you can learning and memorization techniques. Think of phone take to make sure your learning content will support and numbers or social security numbers. To aid in our encourage the type of self-paced approach that mobile retention of long strings of numbers, we naturally chunk learning offers.
them into smaller strings and even write them using breaks or dashes. This same principle of organizing and making content more accessible applies especially to Chunking Your Content
content creation for mobile learning.
When you create or transition content for mobile learning delivery, the information in your courses should be broken down into highly readable, digestible, and retainable bits (called “chunks”). Since mobile learners frequently look at
Shifting to Mobile: 6 Easy Steps for Moving to Mobile Learning Organize. Find patterns and similarities
Not only do mobile learners appreciate visual emphasis, between chunks of information, and then
but they expect it. When learners access material on organize them accordingly. This process of
their mobile, there should inherently be more visuals breaking down content into categories can
and less text in order to align with the engaging nature continue until the chunks of content become
of mobile access.
small enough to be topics and lessons. You can also start with existing slides or a policy PDF, if you already have them in your content files,
and break them down into smaller pieces. The
Choose highly relevant images. It can be
important thing to remember is that format
tempting to use generalized visuals just to
matters. Slides are preferable, as their content break up long strings of text. Make sure that is easy to convert to mobile. They often have images are not presented just to take up
simple visuals, and are written with minimal
space. Visuals need to reinforce whatever the text.
text and the intention of the learning unit.
Format with readability in mind. Chunk
Use images that draw the learner’s attention.
information to be readable on a smaller screen.
Create focal points of interest. Use bright
Each screen should present one chunk of
colours. Choose images that can help learners information. Each concept should be
laugh, and/or facilitate genuine subject interest.
introduced as succinctly as possible — one
sentence or phrase, if possible. Cut out lengthy Be consistent and professional. The style of
descriptions and lower the reading level of
images should not vary between lessons and
your content. If written well, highly readable topics. Real images — with people in them —
content can be very interesting and relevant.
are more professional, current, and are taken more seriously than clipart. Many people also Break it down even further! If a learner has to prefer to see real people instead of
hold multiple things in their mind in order to illustrations. When you take the time to create understand a certain concept, it isn’t succinct mobile learning content with appealing visual enough. On a mobile device, lengthy
design, it helps your learners stay focused and information is overwhelming. The lesser the
cognitive load, the better.
Get inspired. Look around while you are surfing the web on your own mobile for great visual
style inspiration — do you have a favorite
mobile game? Why do you enjoy the visuals?
Are they fun, colourful, or engaging? In what way? Start to notice visual style, especially on Accentuate the
mobile, so that you can incorporate modern
mobile visual design in your learning projects.
*Using Audio and Video in Mobile Learning *
Mobile is a rapid, touch-based computer experience, and doesn’t always lend itself to stopping to watch or listen. With this in mind, be sparse with your use of time and attention-consuming multimedia.
If you choose to incorporate video, pay close attention to the length and format. Professional-looking videos can be expensive to produce, and assigning people to watch a video isn’t that different from making them sit
Shifting to Mobile: 6 Easy Steps for Moving to Mobile Learning through a presentation. A video or powerpoint Don’t Forget the Funny
presentation can be useful for something like a TED
talk that facilitates shorter viewing times and nearly guarantees audience engagement (due to high
expertise of lecturers), but is not always effective for long term learning.
Holding learner attention with audio on mobile usually requires some serious creative audio design and editing skill. If you incorporate audio, it can be useful to gain inspiration from successful audio projects such as current popular podcasts. If you decide to produce audio-based learning content, make sure to invest in great recording materials and take extra time to learn how to produce great audio.
[_“Anyone who tries to make a distinction _]
_between education and entertainment _
[_doesn’t know the first thing about either.” _]
– Marshall McLuhan
Many people arrive at a mobile learning experience with an assumption that the experience will be both entertaining and engaging. If you’re looking for a shortcut to achieving all that, look no further than humor. If you can design your mobile learning content to incorporate appropriate and thoughtful humor, your learners will embrace the move from classroom to independent learning. One caveat is to err on the side of less humorous if you are in doubt, and to get early feedback before widely sharing humour. Not everyone agrees on the same level of lightheartedness when it Mobile learning is a great way to encourage learners comes to training.
to set their own pace. With independent mobile learning, people can move at different speeds since Whether you pepper your courses with lots of hilarity, mobile learning facilitates different paces. However, you will be surprised to learn that the medium itself can you still have some control over how much content is encourage learners to be more self-motivated with delivered at a time, and — with some LMS options, regard to their own training success.
such as Practi — you can control the speed at which information is released.
Choose mobile learning platforms, like Practi, which also incorporate ways to motivate self-directed learning Try to design training cycles that your learners can through gamification options, progress tracking, and complete within 15 minutes. This cycle should allow asynchronous learner facilitation. This means that you them to start, enter the the training experience, learn will soon free your teams from the physical classroom something, and exit the experience with a sense of and allow them to take more control — and joy — in accomplishment that encourages them to plan for the their learning.
Shifting to Mobile: 6 Easy Steps for Moving to Mobile Learning C H A P T E R F I V E
To Game or Not to Game: How to Incorporate [*Gamification into Mobile Learning: *]
“Play is the highest form of research” – Albert Einstein earning and playing become deeply connected
When you incorporate gamified aspects into your training, during our early childhood, and this relationship the learning environment becomes more informal, your remains close throughout our entire lives. There are learners are less likely to be anxious, and they become many great reasons to incorporate intrigue, positive more likely to be responsive when interacting with course emotions and social aspects of gamification into training material. Combining gamification with mobile learning and the following are simple tips to get you started.
means that potentially complicated concepts can be simplified into bite-sized chunks of digestible content.
[*What is Gamification? *]
Gamified lessons are frequently considered more Gamification is simply the process of adding elements and accessible, achievable, and fun. Well-planned game-techniques of game design to an otherwise non-game based learning can also offer learners instant feedback setting such as a training project.
on their progress, which instills a sense of
accomplishment and motivates them to become self-Learning sticks best when it is fun and exciting. There is directed in their learning.
ample evidence to show that gamification is an excellent way to help your learners engage with course material, which also makes information easier for them to retain.
Shifting to Mobile: 6 Easy Steps for Moving to Mobile Learning Here are some steps to achieve a great gamified learning project.:
*1. Outline the project’s structure and time frame. *
Investing the time up front to plan is essential for success. Try to keep your first gamified learning project quite short. An optimal time frame could be to plan the project for 1 week, deploy the mobile learning for 2
weeks, and measure the results for 1 week. By the time you deliver your report, you will have achieved a one month trial of gamification. By creating the game-based course outline, timeline, measurements, plan, announcements, and collection of any physical or digital assets required to run the game/course, you will set the stage for a winning project.
[*2. Choose some game components. It is *]important to decide on your game components early in your
planning stages. Here are a few possibilities: Time- will it be a race to the finish? Or can points be assigned for longer learning? There are many ways to incorporate time within the game, including adding up people’ times in pairs and seeing if they can spend people’s
exactly one hour on task with combined times.
Learning goals- achieving specific goals can each result in a game reward, or combine goals together in interesting ways to create uestsfor your learners either quests for
alone or in teams.
Teams- does the game support only individual players, or can pople be grouped in teams
? Since games are
highly associated with social aspects of learning, it’ s often a good idea to include team grouping for gamified learning projects.
[* Rewards- *]this essential game component requires thought and attention. It is imprtant to choose rewards important
that resonate with your whole team so you might consider surveying them regarding rewards that are particularly motivating.
*3. Untether your learners from the classroom. * Learners do not find games fun if they are forced to sit n lectures or in
watch long videos. Use the game approach to take learning out of the classroom. If you are delivering learning on mobile, make sure to break your course into smaller pieces and consider making use of team learning and blended learning technues. This gamified microlearning approach promotes an accelerated and self-directed atmosphere for techniques.
Shifting to Mobile: 6 Easy Steps for Moving to Mobile Learning Be sure to include the planning for your report within your project timeline. Once you have announced end of game, tallied scores, and prepared a distribution of prizes and rewards, you can consider your “end of game” complete which means it is time for some follow up surveys.
When surveying the project, include opportunities for your learners to give suggestions for future topics, projects, areas and alterations to the project. Consider hosting a “brown bag seminar” for managers and team members to gather as much information as possible .
[*4. Design with self-directed learning in mind. *]Self-directed learning is crucial, and in many ways, fundamental to gamification; players navigate digital environments and learn based on the decisions they make. One way to achieve self-directed learning is to design game components to require minimal human resources for course implementation and gamified distribution. Another is to choose an all-inclusive LMS
for mobile learning like the Practi LMS which does the heavy lifting for you. Such “mobile first” software can help you easily sign up learners, direct and facilitate learning, and leave you free with more time to design Creating the report is an essential part of continuing to and manage your game elements. When your
incorporate games in your learning projects.
learners are self-directed, you have more time to do Remember that reporting is used for the same reason things like tweet results, clues, and add other social that people incorporate games: to increase learner aspects to increase learner engagement during the motivation and engagement. When you plan, execute project.
and measure the success of a gamified learning project, you can begin to track whether and how you [*5. Utilize feedback, rewards, and prizes. *]Feedback is are having an impact on learner motivation. Learner a core element of learning and one that often exists in motivation is as important and essential a goal as games through scoring systems, leaderboards and learner achievement. If you are able to incorporate notifications. Feedback through scoring creates an quality game features into your mobile learning exciting element of competition among learners, and projects, and you can measure and improve on the scores can also be analyzed by management to
success of these game additions, you are well on your evaluate learner progress, motivation and
way to optimizing your training cycles.
engagement. Be sure to choose a delivery system like Practi that offers points and in-app rewards to Games and learning are a natural fit. If you plan your support your game components.
gamified mobile learning project carefully, choose game components that suit both your topic and your [*6. Report on outcomes from Game-based *]Learning.
team, execute with an accent on having a fun and Your final report should outline how to continue to social experience, and use software like Practi to help use game-based approaches to increase
you measure as you go, you will soon understand why engagement and outcomes for training. It should also gamification is becoming an increasingly popular way outline suggestions for making the best use of to deliver effective and enjoyable training.
evidence-based approaches to blending technology and gamification for training.
Shifting to Mobile: 6 Easy Steps for Moving to Mobile Learning C H A P T E R S I X
*Using Learning Analytics to Measure the *
*ROI from Mobile Learning *
Why Measurement Matters
directors of learning are being asked to report on the ROI for their training by answering questions like Learning and development professionals are frequently asked to report on the effectiveness of their training ŸHow did the training help to achieve business programs. However, the reporting of simple completion objectives?
statistics for training just isn’t cutting it anymore.
ŸWhat are the long term positive business impacts of the training?
Measuring and reporting the return on investment (ROI) ŸHow will the training directly enhance team
for training is essential. Without being able to measure performance?
training properly, though, it is a very difficult challenge.
Modern learning analytics provide the measurements that To answer these questions, training directors and learning allow training directors to examine how effective their management professionals need to make use of deeper training is at achieving their business goals.
learning analytics provided by modern and mobile learning management systems.
Mobile training applications like Practi can measure and report complex learning behaviour that paints a much fuller picture of training results and the business impact of learning. Being able to measure things like learner engagement and levels of expertise acquisition can help businesses make better use of training data.
It is no longer sufficient to report that 85% of your team completed a $15,000 eLearning program. Increasingly,
Shifting to Mobile: 6 Easy Steps for Moving to Mobile Learning Engaged Learners are often your indicator of training success. But what is engagement and how do you measure and report this using learning analytics?:
Ÿ Which learners sign in and begin their learning quickly Ÿ Which areas of your training content learners engage with the most initially
Ÿ Which group of learners starts actively training (as opposed to signing in and out, abandoning unfinished material, etc)
Ÿ How many learners access optional material and in which sequence
When training managers are able to use real time learning data and mobile learning analytics to measure things like engagement, they can identify things like: Ÿ
who is actively on a path toward learning
who might need a reminder or some coaching
will the team reach their training goals.
Shifting to Mobile: 6 Easy Steps for Moving to Mobile Learning The amount of data collected by mobile learning applications such a Practi allows for some predictive analytics that can report on such things as:
*How to Make the *
1. Likely to Succeed
*Best Use of Modern *
Learners who sign in, start and complete
material, independently work in blocks of
twenty minutes or more, quickly correct their *Learning Data *
mistakes, and perform other learning
behaviours that indicate learning success, are and Analytics
those who can be identified early as “likely to succeed.”
[*Why measure this? *] When you identify these learners early in their training, you can provide positive feedback and coaching that will
ensure their success. Early training intervention that encourages success is one of the greatest factors in building a culture of continuous
learning and improvement.
2. Needs Coaching
Learners who sign in and out without
attempting or completing material, or who
abandon material or skip around in training
content without moving sequentially, or who
become “stuck” in a topic area, or other
metrics that indicate a learning block, can
benefit greatly from some coaching.
New learning management systems that are built for mobile first are able to collect and report on a richer [*Why measure this? *] When we help struggling range of learning data. This data itself can be pushed learners by intervening with coaching, we
back to the learner to support and encourage them. For support a growth mindset for the learner and
example, successful learning incorporates the three Fs: build that mindset within the learning culture.
focus (the learning process), feedback (use of learning Also, quick and early intervention is part of the data), fix it (learner’s continuous improvement). Learning most important stage in any learning system
data means the feedback to the learner can be much which is feedback. Intervening with struggling more customized and can exactly reflect both the learners means you can quickly discover
whether content needs updating, whether
learner’s past behaviour and can recommend future there are technical problems unrelated to
actions to improve success.
learning, whether a learner has a language
barrier or other challenges.
Mobile training apps such as Practi offer access to more and deeper learning analytics which means that 3. On the Path to Competency
training directors don’t have to wait until the end of a Learners who move through material
course to discover if their team is disengaged. By using deliberately, showing measures of focus, fixing learning analytics, such as those provided by Practi, mistakes, accessing and reading feedback, can learning managers can measure real time team training be identified early as those likely to attain competency.
engagement and receive the data they require to ensure that their whole team can succeed.
[*Why measure this? *] Again, the opportunity to provide learners with feedback that reinforces their deliberate learning behaviours helps to coach them to ongoing success. There is
strong evidence that learners who engage in
metacognition – “learning to learn” is one of these – develop quickly into successful
Shifting to Mobile: 6 Easy Steps for Moving to Mobile Learning About Practi
Practi is a cloud-based LMS that helps customers create their own online and offline mobile courses. Suited to millennials, Practi’s self-paced approach is perfect for blended learning that improves employee training and development. All about fun, bite-sized, rapid mobile learning, Practi empowers learners to learn material whenever, wherever, and however they want.
Instead of being confined to classroom-based training and lectures, Practi facilitates and encourages a self-directed learning culture for learners. Practi also solves the problem of overwhelming learners by chunking content into bite-sized pieces. After working with Practi's LMS, customers have experienced up to 63% savings in training time.
About the Author
Practi founder Kristin Garn is an entrepreneur and educator who is passionate about the future of learning and human potential. She taught math for over twenty years before hanging up her slide rule and starting a mobile tech company. After creating dozens of mobile learning apps that have been played in 16 countries, won educational awards, and been featured by Apple, Kristin and her team created Practi to empower more people to learn better, smarter and faster. As the CEO of Practi, Kristin gets to combine her passions for science and learning, and plans to rule as a Jeopardy champion soon!
[*Contact us to learn how Practi can speed up and simplify your training! *]
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