In this article we’ll discuss how instructional designers can design eLearning in a way that influence how employees’ brains work in regards to learning, as well as applying that learning to their jobs.
When instructional designers design eLearning, they’re looking to change old, unproductive behavior of learners and replace them with new, productive behaviour and skills that help them push their organization forward. However, most designers do not design eLearning in a way that leads to behaviour change, which results in employees going through the motions of learning, without actually learning anything or applying it on the job. Thus designing eLearning without ensuring that it brings behaviour change in employees is an exercise in futility. In this article we’ll discuss how instructional designers can design eLearning in a way that influence how their brains work in regards to learning, as well as applying that learning to their jobs.
- Create Memorable Experiences
The problem with a lot of eLearning courses created by corporate organizations, or even those available on the market is that they’re generic, and there is nothing memorable about them. When they don’t leave a mark on the learner’s memory, they’re easily forgotten, and how can employees change their behavior when they can’t even retain what was taught? In order to make eLearning experiences memorable, eLearning courses must be able to instil feelings of happiness, joy, confidence and victory in learners. They must not instil feelings of boredom or fear. To do that they must be challenging without being overwhelming, easy-to-understand and engaging.
- Create Personalized Learning
A lot of times eLearning doesn’t lead to a behavioral change in learners because it doesn’t have anything they relate to or are interested in. Personalized learning has become a popular trend in employee learning and development in modern times because it is designed while keeping in mind every individual employee’s needs, motivations and fears. Personalized learning is based upon how the brain motivates itself through a chemical called. Unless and until there something in the eLearning content that motivates or interests the learner, their ability to learn and apply what they’ve learned is limited. Designers need to incorporate the needs, fears and motivations of every individual learner in the eLearning courses by conducting a full analysis, so that they can break old habits and develop new habits.
- Incorporate Simulations
The best way to change old behavior and develop new behavior is to show learners what correct or appropriate behaviour is, and let them apply that correct behaviour in controlled conditions. Simulations provide learners with an opportunity to learn what correct behaviour is, and apply it in a virtual space without a concern for any consequences which would be drastic in the real world. Designers must incorporate simulations in their eLearning courses that teach learners skills step-by-step and allow them to apply those skills in a real-life situation.
- Reinforce eLearning Through Microlearning
Repetition is very important for behavior to change, as well as for learning to stick. Microlearning is another popular digital learning approach in modern times, precisely because it is a handy approach to help employees reinforce and refresh concepts they’ve learned through eLearning courses. Microlearning modules are 3-5 minutes short, and contain concise or concentrated information about a skill or subject which can be accessed by learners anytime, anywhere to refresh what they’ve learned in a moment’s notice.
- Add Game Elements Like Badges, Achievements and Leaderboards
Gamification is another eLearning trend that you’ll hear about in learning and development circles, however, it is not always properly used. Gamification doesn’t mean turning your eLearning course into a game. It simple means adding elements you usually see in games, into an eLearning course. Game elements like badges, achievements and leaderboards in an eLearning course motivate learners to work towards changing their behaviour and learn new skills. While rewards can be tangible or intangible, they provide an intrinsic motivation to learners, and a leaderboard makes them competitive, which motivates them to perform better than their peers.
Designers must understand that changing old behaviour is not an easy job, as it is human tendency to revert to old habits. Thus, designers must wipe out old behaviour using new experiences, positive feedback, rewards, repetition, reinforcement and a learner’s own self-interest. If you implement the above mentioned strategies, you’re likely to increase your chances of changing employee behaviour.
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