The application and integration of video into the community of inquiry (CoI) framework can humanize instructor, social and cognitive presence for effective online learning. The concept of affordances and universal design for learning principles can be applied to design decisions when video is applied to support the CoI model. Knowing that video includes a variety of formats and options beyond the lecture-capture model is essential. Understanding a pedagogy of video – code breaking, meaning making, using, applying, and identifying persona – will ensure that video assets support critical and digital learning outcomes. Design with video can activate deeper reflective practice when applying location, integration, creation, annotation, collaboration, and curation of video assets. Issues when considering video integration into online learning spaces include quality/quantity, open/closed, actor/teacher, asynchronous/synchronous, or live/recorded video.

UDL can provide a framework for an active and integrated approach to using video when based on the Center for Applied Special Technology (CAST) guidelines. Video can enhance the what (representation), how (action and expression) and why (engagement) of online learning (CAST, 2015). Utilizing video to enhance engagement can focus on self-regulation, persistence, sustained effort, and interests. Engaging learners with multiple means of representation with video will enhance comprehension, provide variety in expression, and accommodate alternative ways of understanding. Designing video experiences into online learning can humanize the options for executive function, expression, communication, and physical action.

Video and multimedia provide affordances not available to text or audio information. These affordances can enhance relationships between instructors and students while focussing on designed artefacts

The Golden Question: What Motivates Adult Learners?  You have to persuade adult learners to rearrange their busy schedule and make time to take your eLearning courses. But it is easier said than done. Motivating adult learners can be quite a challenge unless you know what makes them tick and what compels them to prioritize and take action. Below are some clues.

According to The Center for Educational Policy Research at Harvard University (2015), “[The] structural separation, in which teachers develop their skills primarily through individual trial and error rather than through observation and collaboration with others, has been a major barrier to improving instruction.” Video-based coaching serves as a structure to foster personal reflection and growth by allowing teachers the opportunity to see their practice, and share it with others, in a safe, supported way.

1. The Omniscience Flaw:Reflection in practice requires teachers to effectively address whatever provokes them in the moment, yet sometimes the challenges that require action are not the ones teachers see or hear. For example, while working with a small group or helping an individual student, teachers may miss off-task students in other corners of the classroom. To maximize reflection in practice, teachers need extraordinary, all-knowing powers. While many teachers have superhero-like qualities, omniscience is not one of them.2. The Symptom-Treatment Flaw:Another inadequacy of situational thinking is that it does not provide time for the consideration of root causes. Because teachers must react in the moment, the critical pause required to conduct an “act of search or investigation” is not possible (Dewey, 1910).3. The Recollection Flaw:Reflection on practice relies on the accuracy of memory. Educators must recall the details of prior lessons to maximize their diagnosis, but those details often fade in memory. Reflection is best when specific, yet memory can only deliver an adumbrated version of what happened in any given hour.

The process of onboarding employees often presents unique challenges for sales organizations. Sales reps are often remotely located, so in-person live training for new sales employees can take a heavy toll on already-strained department budgets — particularly if training needs to be delivered small audiences and tailored to specific roles or regions. Video helps to address the specific problems associated with training sales reps by enabling organizations to create a training video library with up-to-date product information, best practices, scenario examples, role-play sales demonstrations, and more for everyone from entry-level sales reps to the most experienced executives. Sales training videos can also improve your new hires’ ability to retain the information that they’ve learned. According to recent research, the retention rate for visual information is about 65%, while the same rate for text-based information is just 10%. Researchers credit interactive video content and the ability to learn at one’s own pace for the increased information retention.

It is necessary to improve self-awareness and personal development among individuals when they are in a group. The ‘Johari’ window model is a convenient method used to achieve this task of understanding and enhancing communication between the members in a group. American psychologists Joseph Luft and Harry Ingham developed this model in 1955. The idea was derived as the upshot of the group dynamics in University of California and was later improved by Joseph Luft. The name ‘Johari’ came from joining their first two names. This model is also denoted as feedback/disclosure model of self-awareness.

There is NO one adult learning theory. There are several prevalent theories that all explain— from different perspectives—how adults learn. In this article specifically we will address: 1) andragogy, 2) experiential learning, 3) transformational learning. There are many other theories though! However, all of them have one main goal: they help you create effective learning experiences for the adult corporate learner.

While there are multiple methodologies to make this happen, there is a model proposed by Lila Davachi, Associate Professor of Psychology at New York University that is known to be effective. Known as AGES (Attention-Generation-Emotion-Spacing), this model highlights four key elements that are essential for effective adult learning to happen. 

The theory of Transactional Distance states that as the level of interaction between teacher and learner decreases, learner autonomy must increase.

There is greater potential for individual self-directed implementation, and more self-evaluation. Above all, there is great potential for peer support and for peergeneration of knowledge. Therefore it can be hypothesized that in the hands of progressive teachers,teleconferencing gives opportunity not only to reduce distance but also to increase the autonomy of learners.

The transactional distance theory helps the Instructional Designer make decisions about the degree of structure, autonomy and dialog that the eLearning course will provide. Simply stated, based on the transactional distance theory, the less the instructor directly interacts with the online learner, the more learner autonomy should be allowed, and therefore, the more structured the eLearning course should be.

The flipped meeting — pioneered by innovative companies like Amazon and LinkedIn, and built on the model of the flipped classroom that has been rolled out in universities across the country and around the world.  Flipping your meetings can help you win back time wasted in meetings, ensure that every meeting you attend is productive, and empower your teams to collaboratively make smarter, timelier decisions. See how, in our complete guide to flipping your meetings.

Zoom, Cisco, Polycom, BlueJeans, and others make it easy to record a meeting. But then what? Panopto not only gives you the ability to automate meeting recording across your organization, but also gives you the tools your teams need to improve sharing and collaboration after the meeting ends.

But there is an alternative. The “flipped meeting” approach is revolutionary in its simplicity: Share the informational presentation before the meeting so participants are fully informed up front Focus the meeting on making decisions, opening discussion, and getting work done in the meeting, not afterwards This handbook includes a guide to developing a flipped meeting culture in your organization, including: Pre-meeting communication and information sharing needs In-meeting group management and best practices Ideas for using video to make flipped meetings more efficient Flipping your meetings can help you win back time wasted in meetings, ensure that every meeting you attend is productive, and empower your teams to collaboratively make smarter, timelier decisions.

Synchronous learning occurs in real time and can help students feel connected even if their learning experience takes place primarily online. Synchronous teaching should not be the only way to deliver a lecture—asynchronous elements are also essential. Real-time learning gives students an opportunity to connect with peers and instructors face to face. Live teaching—via video stream—can also replicate the feel of an in-class environment, where instructors and students are present in the same place at the same time.

Instead of posting on a discussion forum or handing in an essay, students could deliver a webinar to a small group of students—or the whole class depending on the size.

Many courses designed for blended learning—where a portion of the course is taught in person and another part online—still favor particular types of assignments like written reports, essays or multiple choice tests.

Synchronous learning helps students stay socially and cognitively connected to the course. Organize small group discussions for your students. It helps them delve deeper into the material in a real-time conversation with fellow students instead of replying to a forum or trying to figure it out by themselves.

Trying to get through a flood of emails can seem like a daunting and even unproductive task. It can sometimes take several emails to explain something that could have been resolved in five minutes of a ‘face-to-face’ conversation via video conferencing software.

Arguably the biggest socio-emotional challenge with online learning is the sense of isolation.

Online education has grown in popularity and accessibility, attracting students with its schedule-friendly format options. These formats can be grouped broadly into two categories: synchronous and asynchronous. Synchronous learning is online or distance education that happens in real time, often with a set class schedule and required login times. Asynchronous learning does not require real-time interaction; instead, content is available online for students to access when it best suits their schedules, and assignments are completed to deadlines. Programs can also use a hybrid learning model, which includes a blend of both formats.

Asynchronous learning happens on your schedule. While your course of study, instructor, or program will provide materials for reading, lectures for viewing, assignments for completing, and exams for evaluation, you can access and satisfy these requirements on your own schedule, so long as you meet the expected deadlines. Common methods of asynchronous online learning include self-guided lesson modules, pre-recorded video content, virtual libraries, lecture notes, and online discussion boards or social media platforms.

With synchronous online learning, you interact regularly and frequently with your professors and can get to know them. This provides regular opportunities for face-to-face discussion, individual guidance, and mentorship without having to schedule independent appointments.

Synchronous learning happens in real time. This means that you, your classmates, and your instructor interact in a specific virtual place at a set time. In these courses, instructors commonly take attendance, same as they would in a lecture hall. Common methods of synchronous online learning include video conferencing, teleconferencing, live chatting, and live-streamed lectures that must be viewed in real time.

In practical terms, andragogy focuses more on process (how we learn) and less on content (what we learn). Strategies include case studies, role playing, simulations, and self-evaluation and are often enhanced with the infusion of the right blend of technologies.

With Panopto, you can hold instructor-led training sessions once and then share them online with employees around the world, making more efficient use of trainer time. You can edit videos in any web browser, making more efficient use of your materials. And because switching to video-based eLearning helps cut per-learner costs 50-70 percent, you’ll make more efficient use of your budget.

Live, instructor-led training classes and conferences continue to be at the heart of employee development programs. But schedule conflicts, remote working, and budget constraints often make it difficult for everyone to attend.

Easily create in-video quizzes that include multiple choice, checkbox, and true/false questions to test comprehension, reinforce key concepts, improve knowledge retention, and make your training videos more engaging.

Panopto includes video analytics for tracking employee engagement, completion rates, and more. And with support for SCORM, it’s easy to export video viewing behavior to your LMS.

The biggest problem with video is that it’s traditionally been a pain to search. That’s particularly the case with training videos, which can be 15, 30, or 60 minutes long.

Fast-track your sales training with video role play. What’s the trick to making new training stick? Practice putting that training into action. Whether you’ve got a team of seasoned sales professionals are you’re training new reps for the field, video-enabled role play can help ensure all your reps are correctly executing your sales techniques and strategies. Panopto makes it easy to record a live role-play session, and to share that video with a manager for further coaching. Or, if getting schedules to line up is a challenge, the sales manager can record a short prompt to which the rep can respond with a video presentation, simulating an actual sales engagement.

The main problem with synchronous video is that it’s business as usual: lectures one hour or more in length, being delivered to generally passive students. Access is somewhat improved, especially if recordings of the videos are also available, so what we have is what Ruben Puentedura calls augmentation: technology substituting for the lecture room thereby augmenting access, but no task redesign. The teaching remains, in Puentedura’s term, teacher-centric.

DialogueA course that simply talks at your learners creates a wide transactional distance, because there’s no room for connection or response. If you want to close the gap when it comes to dialogue, consider building in opportunities for your learners to provide their input or have a conversation with their supervisor about the content of the course.

For companies of all types — from restaurants and hotels to accounting and law firms — here are 7 tips for integrating technology into training: 1. Mobile First. Make the assumption that your new workers have mobile devices and enjoy using them. For the purposes of training, accept that the PC is in decline and will soon be even less relevant (depending on who you ask). From a technical standpoint, this means that you need to create content that is mobile compatible. You don’t have to pigeonhole learning onto iOS or Android devices with mobile apps. Just avoid Flash and optimize your training platform to work on any device. 2. Keep it Fun. Create e-training lessons the way one might create a BuzzFeed article: keep the text light, videos short and images entertaining. Make the user experience consumer-oriented and intuitive. In addition, I would recommend gamifying the experience with unlockable badges and a leaderboard to spark some friendly competition. This will carry new recruits through the drier parts of training. Also, integrate with existing consumer tools that employees are already familiar with, such as YouTube, and use their content when it makes sense. 3. Reach for the Cloud. A cloud-based learning platform will cost much less than an on-premises solution and scale better. Whether you have to train employees at two local restaurants or thousands spread across the globe, a cloud-based learning system can offer better reliability, lower maintenance and faster performance. 4. Make it Personal. In-class training can actually be less personal and flexible than online training. In a classroom, students are stuck with one teacher, one pace, one time of day and one training manual. In contrast, online training can deliver the same ideas in video, images, text and audio for different types of learners. Trainees can slow the pace, spend more time on tricky lessons, re-read or re-watch content and choose to learn when they feel energized and motivated. 5. Use Analytics. Study how trainees interact with your learning platform. Data can show weaknesses and gaps in the knowledge of your knowledge as well as faults in your training methods and courseware. With an online learning experience, you can sub in new videos, revise written content and modify your tests and quizzes without reprinting a training book. As your processes evolve, analytics will help you maintain and continually improve the quality of your training program. 6. Go Social. A social learning environment will help people share and absorb information faster. Create an open discussion board for asking questions, sharing knowledge and passing along helpful websites and blog posts. In this setting, trainees will learn to communicate, work together and get answers without going to management. 7. Change Attitudes Towards Training. In many companies, training is seen as an obligation. When the content is boring, time-consuming or impractical for on-the-job success, it’s difficult to see training in any other light. Overall, your e-learning platform needs to change perceptions towards training. Trainees should see the e-learning as opportunity to improve their career. To do this, offer training that goes beyond the standard curriculum. Give your most ambitious employees a chance to earn certifications that will let them stand out and take on more responsibility. With digital training, a restaurant could hire five new servers and have them blaze through knowledge-based training before their first day of work. A franchise could hire 500 and accomplish the same without any additional effort. Ultimately, technology-powered training overcomes geography and time while minimizing the risks and costs that deter companies from investing in training. What companies will eventually find is that integrating technology is not simply step to improve training—it is a step towards fostering a culture where employees take responsibility for their personal development help their co-workers do the same.

Personalized Learning: Ways It Enhances Your Employees' Development The need to improve Learning and Development is higher than ever today and this is being driven by many factors, including: The most significant factor is the emerging, new technologies that are making several current skills redundant. They demand rapid reskilling of employees. To succeed in this highly competitive global economy, employees must be perfectly aligned to the business goals. This too requires sustained training (as well as mentoring and coaching) effort. There has been a change in workforce demographics that now features 4-5 learner profiles. The learners come with different interests, aspirations, and learning styles and the trainings must address these variations. As a result, The L&D teams need to opt for learning strategies that can provide learning experiences to help employees upskill or reskill quickly and effectively. But this is not enough; in order for them to stay ahead of the competition, they also need to adopt measures that can foster a culture of learning (or learning as a continuum) so that they can sustain the momentum. How Can Personalized Learning Help L&D Teams In The Development Of Employees? Personalization of training is one of the measures that can be used to provide a customized and highly relevant employee learning experience. Personalized learning for employee development enables L&D teams to align the learners with business goals, upskill, or reskill them far more effectively as compared to generic training. The strength of personalized learning for employee development lies in its ability to offer learners: A custom or tailored approach that matches their interests, readiness levels, strengths, current proficiency levels, and addresses their future needs Ownership and control of their learning journey. This leads to higher interest, better engagement, and urge to proactively pull learning resources Personalized learning can be applied to meet employee training needs at various levels: At the moment of need (just-in-time learning aids or Performance Support intervention) To practice and hone skills to manage the current job better Developing specific skills that align with the business goals New skills or skills to grow in the organization Leadership skills What Are The Key Benefits That Personalized Learning Experiences Offer For The Development Of Your Employees? Personalized learning is a learning-centric approach that is designed to match the learner’s specific needs, interests, and aspirations. It features custom or personalized learning paths that can be designed using basic techniques like Pre-Test (basis the proficiency check, a custom learning path is recommended) or Survey (basis the learner’s interests or aspirations, a custom learning path is offered). Next-Gen approaches leverage on Artificial Intelligence (AI) and Machine Learning in this endeavor. The key benefits that personalized learning experiences offer for the development of your employees are as follows: Personalized learning experiences offer a higher engagement quotient as they are personal and relevant to learners. Personalized learning experiences aid skill progression through a custom learning path that is based on learners’ current proficiency, desired proficiency levels, or interest and aspirations. Personalized learning experiences help employees to be in sync with their current goals as well as for the future. They can bridge their skill gaps or pick new skills that can help them grow. Personalized learning experiences are a great way to attract and retain talent as this customized approach helps learners meet their goals quickly and more effectively. Personalized learning experiences create a more engaged workforce thereby leading to a large population of employees who practice continuous learning as it is experiential and relevant. How Can Personalized Learning Impact The Development Of Your Employees? To create and sustain learning as a continuum, organizations need to opt to create a learning environment (rather than discrete training programs)—a Learning and Performance Ecosystem. Personalization of learning can play a very significant role in creating this culture of continuous learning. This is how it helps: It offers customized learning experiences that encourage learners to “pull” the learning rather than being “pushed” into completing the mandated courses. It aligns better with learners’ interests and proficiencies thereby making it more relevant. It is a great way to retain talent and help them grow. It also helps employees align effectively to the business and organizational goals. It helps organizations create talent pools that are more productive quickly and therefore more successful. How Can You Craft Effective And Personalized Learning Experiences For Your Employees? Some of the measures that will enhance the impact of personalized learning are as follows: The use of mobile-learning-based training so that employees can sync up the consumption of learning assets on the go, at their pace and their lifestyles. The use of microlearning-training- based techniques that can address the varied learning needs (from Just-In-Time learning aids to formal training as well as informal or self-directed learning aids). Opt for engaging formats (notably, video and interactive video-based learning) that offer very high impact training. Supplement the primary training with other formats like infographics to offer ready reckoners, cheat sheets, and quick reference guides for application on the job. The use of learning strategies that provide experiential learning (notably, case studies, scenario-based learning, branching simulations for complex decision making, and similar measures that push critical thinking). Besides online trainings, do invest in support through coaching and mentoring. I hope this article gives you the pointers on how you can use personalized learning to positively impact the development of your employees. If you have any specific queries, do contact me or leave a comment below.

3. Cultivate Personalized Learning Adult learners bring a vast array of past experiences to professional learning, and their current needs often differ from one individual to the next. Personalized learning is key, then, to stimulating professional growth and learner engagement among the educators who are participating in your sessions. When the experience accommodates different levels of expertise and the varying needs that individuals bring to the learning experience, it is more likely to deepen knowledge and improve participant skills.

The development of online learning technology increasingly allows for the incorporation of interactive, social aspects of traditional learning that keep the user engaged with your content. Adding interactive components to video training maintains the many benefits associated with online learning while incorporating successful elements and strategies from conventional training environments. Interactivity Fosters Engagement It is clear that interaction is the name of the game when it comes to keeping learners engaged with any sort of educational material. The inclusion of interactive features in video content fosters results for many reasons: People absorb and relate to information more easily when it is presented to them in a story-like format.  Interactivity provides the learner with autonomy in making decisions that directly influence outcomes. Learners can receive instant feedback following the choices they make, solidifying information through the association of either a positive or negative outcome. Technological developments increase people’s thresholds for entertainment outside of the agency; adopting relevant technology within the agency generates interest. Interactive video also incorporates other effective methods of training such as microlearning and repetition, making it a perfect recipe for improved learning outcomes.  

Video has moved beyond hitting the PLAY button and just counting views.Now you can create interactive videos for both internal and external use, track analytics, and keep your content relevant and your audience engaged. And with uStudio allowing you to seamlessly integrate these tools within your CRM system, you are able to monitor the entire lifecycle of your sales process, tweaking along the way, to ensure maximum ROI.