New Rules for Converting Learning Content
Content seems to be top of mind for many of the L&D managers and CLOs we meet. In fact, we get asked about content all the time –
- How to convert it
- What are the best practices for making it adaptive
- How clients can best maximize what they already have, and so on
As technology alters learning landscape at an ever-increasing pace, learning professionals are left to wonder how they can keep up. This is especially true when it comes to one of their most significant investments, content.
That’s why we put together our some new rules for learning content. Check them out below.
New Rules for Learning Content:
New Rule: New Technology Doesn’t Mean you Have to Scrap Your Existing Programs
According to Training Magazine’s most recent annual report, the average hourly cost to develop any kind of training is $507 and the average eLearning course takes more than 100 hours to create.
With all the resources put into developing learning content, training departments shouldn’t have to abandon all their existing materials in order to leverage more advanced platforms. Learning technology providers must honor the fact that developing quality content is difficult work. It is their responsibility to help clients audit and convert their existing content into an adaptive framework. Key to this process are sophisticated CMS tools and expert instructional designers, both of which make importing, organizing, editing existing content less onerous on the client.
New Rule: Today’s learners want to choose how they learn
The rise of MOOCs and nanodegrees underscores an important movement: learners want greater control over their learning. From subject matter to delivery methodology, today’s learners have more options than ever before. And, for the first time, learners have strong opinions about how they want to engage with training content. While learners don’t have much say over what is covered in training, they should be able to choose how they want to learn the content.
We’ve found that when learners are allowed to choose how they want to engage with the learning, their learning experience is more personalized and they are more invested. As a result, they exhibit higher levels of engagement and motivation – two key components for effective learning.
New Rule: Breaking learning into small chunks isn’t microlearning, it’s just splicing
Microlearning can be an incredibly powerful tool for corporate training. Not only has science demonstrated its effectiveness, but it has also been proven out in the real world. But, as we’ve said before, it is a misconception to think of microlearning as merely breaking traditional learning into chunks.
It is the responsibility of learning technologies that leverage the methodology to provide a framework for “micro-sizing” existing content that incorporates the key concepts proven to deliver more effective training– such as mastery, learner engagement and optimal challenge.
In our field, content can be an asset or an obstacle. Which bucket it falls into often depends on the willingness of adaptive learning technologies to work with what’s existing, listen to learner preferences and build upon trends with hard science. Learn more about how Fulcrum Labs works with clients to convert existing content or contact us to schedule a demo today.