TOP 7 TAKEAWAYS
by Gina Valenti, Marketing Coordinator
As expected, there was lots to see and hear at the 2017 Learning Technologies show at London, Olympia. Now is the ideal time to explore just a few of the trends we’re seeing take shape this year, especially those highlighted at #LT17uk. So, what were my top takeaways?
1. Managing top talent
An interesting session was given by Mehdi Tounsi on Internal Communication, who proposed that organisations should think harder about how they can engage with their employees and colleagues to bring out the best of talent. One solution to this was to find out what people are passionate about and leverage that to connect with them. Communication builds trust. Trust builds employee advocacy.
You could also share your vision with them to do this. Make it a vision they understand and can align with to build that connection. Employee advocacy can be extremely effective in an organisation’s long-term success.
2. The winning mindset
Leading this discussion was former cricketer turned sports psychiatrist Jeremy Snape from Sporting Edge. He disclosed that by interviewing top athletes, coaches and managers, you can unearth winning insights, and this is all transferable to learning and development.
But how do you manage talent? How do you manage the mavericks? How do you set criteria for a team/ behavioural rules?
He combines authentic storytelling, research and powerful video insight to inspire fresh thinking across sports and learning industries to bring great results.
3. Getting interactive with video
Kineo displayed their Rolls Royce case study, Black Badge; a fantastic example of how the learner can interact with video, live in action. With hidden hotspots within the video, we can test the learner's knowledge. Is the user spotting the things that we want them too? If not, we can monitor this. Hotspots also work really well with scoring and tracking too.
Testing the user's knowledge with score tables is a great example of how you can use gamification within interactive video, creating competition within users. Then before you know it, the video element will become the learning.
By creating engaging, learner-led video solutions, Rolls Royce were able to successfully upskill their dealers for new product launches, and increase sales made by their employees.
4. Video advantages and multiple track
A further product from Kineo, Day 1, provided an example of video with multiple tracks. The idea behind Day 1 was to help young people entering their first week in their new job. It focusses on the interpersonal skills that aren't covered in your induction training, such as; How do I behave in a meeting. Who trains me on how to take meeting notes?
How does this work? One example puts the user within a meeting environment where the video will seamlessly move into a colder track when they behave in the wrong way - ie: looking at their phone, not taking notes etc. When the learner exhibits the right behaviour, the video will move into a new track - a warmer area.
Feedback for this has been positive, with users stating that they do not feel like they are actually learning. This is where video has the advantage in learning and development of showing tone of voice, body language etc, so the user can see the effects that their behaviour is having on others in the workplace.
5. Businesses using behavioural insights to increase revenue
Saffron Interactive, explain that by the time you watch this video and you have digested the information, it is not a true reflection of reality, so thus creates an illusion between what we are seeing and hearing. Therefore, if we make predictable mistakes in vision, then surely we are making other mistakes in decisions areas that we are not so good, such as saving money etc..
Behavioural economics is the study of these cognitive illusions; the analysis of the true forces that influence our decisions in day to day life. We can harness these forces to improve our ability to make decisions.
Businesses are now using behavioural economics more frequently, for example Uber and the Surge Pricing Effect. Findings prove that humans are more likely to book a ride (spend more money) when the price is higher, showing an irrationality in their behaviour.
So how can we use these behavioural insights in learning combined with gamification to accelerate that habit formation?
The Endowed Progress Effect, is a prime example of this. A phenomenon that increases motivation if people feel that they are near to completing a goal. LinkedIn uses this in their completion bar by encouraging you to update your profile, fill in your latest job history etc. By making, you think you have a head start toward completing a goal, as this reduces the amount of perceived work, which makes them more likely to put in the effort. This is a great way of getting people to feel like they are in control of their own learning course and development.
6. Take the game to the players, not the players to the game
There are some challenges with gamification and apps. Statistics prove that half of users unsubscribe/stop playing after the first day of an app launch, meaning you have a limited time to grasp the users attention and keep them hooked to come back.
Pokemon Go is a great example of user retention as the developers integrated the game into people’s everyday life. This then encouraged the gamer to come back. Micro games also aid gamers in bettering their performance. Take Fifa for instance. If you take a penalty shoot out and miss, you are encouraged that you should work on this skill. You will then continue to practise your penalties until you reach a certain satisfactory rate. You want a user’s learning to become a habit, and every time they come back, they are rewarded for doing so.
Tinder is also another great example of success; this is why it is the number one dating app.
7. L&D – Are you ready for your close up?
Martin Addison from Video Arts, discussed the changing faces of video and film. With so many people now watching film on portable devices, how can we keep cinema screens relevant? The close up has become a big feature, and fills our cinema screens and works on devices. Tangerine, an awarding Cannes film, was shot all on an iPhone 5, proving that it’s not always about the latest technological devices.
However, you still need to have all the ingredients to make a good film. For instance, selfie videos are great for knowledge sharing and internal communications. They recommend not to go over 6 minutes long for a learning video. A-Z of everything video learning from creating a video library, producing your own content and how to be authentic!
So what will the future of learning technologies look like for 2018? I am eager to find out.