Author: Constellar Consulting

As someone associated with Learning and Development, you would be aware of the term ‘Instructional Design.’ You might have noticed that recently the terms Learning Experience (LX) and LX Design are being used increasingly.  
 
A learning experience (LX) refers to ‘the entire experience in which a learner acquires knowledge, skills, or competencies through engagement, reflection, and interaction within a specific context.’ As more and more learning goes digital and considering that corporate training is closely tied to the principles of adult learning or andragogy, the field of LX has become very important recently.
 
A good learning experience involves clear objectives, engagement, relevant content, and active learning opportunities. It should also provide feedback, be accessible, and cater to diverse learning styles and preferences.
 
But did you know this thing? LX is closely related to the much more popular field of User Experience (UX).
 
Learning experience design (LXD) and user experience design (UXD) share common principles of user-centered design, focusing on creating engaging and effective experiences. LXD specifically applies these principles to education and training contexts, aiming to optimize how learners interact with educational content and technologies to achieve desired learning outcomes.
 
Applying UX principles to your learning solutions enhances the LX and ensures the success of the training program. 

1. User-centricity 

The first principle of user experience is that it is user-centric. It ensures that designs meet user needs, enhancing satisfaction, usability, and the success and adoption of products or services.
 
To apply this principle in LX, you need to ensure your design optimizes engagement, knowledge retention, and skill acquisition, and is always oriented towards effective and enjoyable learning outcomes. 

2. Consistency 

Consistency in design ensures predictability, reduces confusion, and enhances familiarity for users, whether in UX or learning. It fosters a seamless, efficient, and effective experience, improving usability and learning outcomes. 

3. Hierarchy 

Hierarchy in design guides users’ attention, aiding comprehension, and navigation. In UX, it streamlines interactions; in learning, it organizes content for effective understanding, facilitating meaningful educational experiences. 

4. Context 

Context is crucial in design, as it tailors experiences to users’ needs. In UX, it ensures relevance; in learning, it aligns content with learners’ goals, enhancing engagement and comprehension.  
 
Make sure that the content, knowledge checks, and interactivities all align with the course objectives. 

5. User control 

User control empowers individuals to personalize their experiences, fostering engagement and ownership. In UX, it enhances usability; in learning, it promotes autonomy, enabling learners to tailor their educational journey for better outcomes.
 
Proper interactions. Avoid unnecessary clicks – learners should have an element of control. 

6. Accessibility 

Accessibility ensures inclusivity, accommodating users with diverse needs and abilities. In UX, it broadens reach and enhances usability.  
 
In learning, it promotes equitable access to education, fostering equal opportunities for all learners. Subtitle text, alt text for image, tagged elements 

7. Usability
Usability It ensures ease of interaction and navigation, as well as enhancing user satisfaction.
 
In LXD, apply usability principles to ensure that educational materials and platforms are user-friendly, accessible, and engaging for learners.
 

Additionally, good LXD uses good UX practices, such as: 

1. User personas using learning avatars in gamified/advanced eLearning, collaborative/personalized learning, etc. 
2. User interviews through learner interviews and feedback, needs analysis, training analysis, etc. 
3. Job stories by integrating relevant scenarios, customized learning paths, examples, etc.  
4. Wireframes using wireframe storyboards. Also, design documents and Graphical User Interface (GUI) do help. 
5. Prototyping in the form of prototype versions of developed courses, etc. 
6. Usability testing through UX reviews, Quality Control, and testing, etc.   

Conclusion:
 
By adhering to these user experience principles and adopting design-thinking and human-centered learning experiences, you can enhance and improve the feel of your course. At Constellar, we provide immersive experiences that help learners know, retain, and apply knowledge and skills. Through this, trigger the passion for learning, intellectual growth, and self-improvement. Allow us to be your trusted partner.
 
Check out what our clients have to say and do go through our portfolio to get an idea about our quality of work.

You might be familiar with this meme. It’s a line from a Tom Cruise movie Jerry Maguire. And it carries a deep and universal message too – in any sphere of activity, especially in business, which revolves around money. A business is considered successful if it gives us more money than invested, or to put it technically, a positive Return on Investment (ROI).  
 
If you are in Learning and Development (L&D), you know a lot riding on your shoulders. Notably, in most organizations, L&D is a “cost center”. One of the downsides of this, of course, is that during lean times (such as the COVID-19 pandemic or the 2009 Recession), you could face budget cuts or even downsizing. Secondly, many L&D initiatives do involve costs (training materials, coordination,non-productive time, etc.) – which is why it’s difficult to always get a buy-in from the senior management.
 
Clearly, you need to demonstrate(in a big way!) that your initiatives can (and do) significantly contribute to the organization’s revenue and profitability. Luckily, there are ways in which you can bring (and show) good ROI. As a one-stop destination for your business and training needs solutions, we present some tips for maximizing the ROI. 

1. Do a thorough needs analysis (and identify training goals, if applicable): 

Every organization is based on some values and has business goals. To achieve these goals and stay aligned with the values, it institutes business processes. These processes need to be imbibed by employees. Also, in response to internal and external factors(such as a change in leadership, introduction of government regulation, the arrival of new technology, etc.) these processes might need to be updated. This creates a possible business need for training, a use case for L&D intervention. That said, training is not necessarily the answer to this problem.  
 
First, it’s important to envision the solution, define the enabling steps, and state the numbers that you believe will address the business problem. Here, you could use the SMART rubric for goal-setting. SMART stands for Specific, Measurable, Achievable, Relevant, and Time-bound objectives.
 
For example, you might be looking to, say, increase employee productivity by 20%. So, you could define the goal as: One year after completing this training module, salespeople will be able to increase customer conversions by 20%.
 
It is also important to ask if training is really needed to solve the problem and whether all employees need it. For example, if you specifically want factory workers to improve the efficiency and quality of their work, they need not be trained in customer service. In case training is needed, you need to ask whether a new solution is required or whether the business problem can be solved with existing materials and internally, through peer support, existing materials, or in-house experts. If yes, nothing like it. But if the answer is no, you might need to seek the services of a learning solutions provider for custom learning and training support. By consulting an external L&D specialist, you can be assured of quality and effective training content – make it a point to choose a reliable provider – more on this later. 

2. Identify the appropriate modality for delivering training
 
Once you have your training needs defined, it’s important to identify the modality in which you want the training to be delivered. For example, you might choose to simply jazz up an existing PowerPoint deck on time management as a low-cost option. Or you can repurpose it into interactive eLearning for better engagement. What’s more, you could look to delight your employees by treating them to a gamified learning experience, rather than by asking them to take plain old eLearning.
 
Remember that each modality comes with its own costs. Based on the value added and the effort involved, be ready to spend money. Basically, immersive modalities are often expensive.
 
Take a look at this article to guide you in choosing a modality of your choice.
 

3. Choose a suitable authoring tool and Learning Management System
 
After finalizing the learning modality, you might need to zero down on the authoring tool and Learning Management System (LMS). Be aware that each tool and LMS has its own pros and cons and some of them might be better suited for the training delivery style.  
 
We recommend you read this article to guide you in choosing an authoring tool of your choice. 

4. Monitor learning and analyze the impact of training at each point. Evaluate.
 
Since you are looking to maximize the ROI, you might wish to monitor the efficacy of the training at every stage. Popular models for L&D ROI calculation include the Kirpatrick, Phillips, and Kaufman models. Also, you might need to refer to LMS dashboard analytics to fetch data about learners such as completion rates and learner reactions, as well as business data to gather data about how the training intervention has ultimately contributed to enhanced profitability in the organization. Be mindful, however, that you might need to carefully isolate the effect of training from other factors that could have contributed to organizational efficacy. 

Conclusion: 

While identifying and demonstrating the effectiveness of a training program might be a cumbersome task, it is well worth the effort. We recommend you consult an expert L&D partner to not only help create fantastic training but also evaluate it. Do visit our portfolio and look at our L&D success stories. 

In the dynamic landscape of today’s corporate world, honing personal and professional skills is more important than ever. Organizations pursuing L&D Maturity are increasingly investing in Learning and Development (L&D) for growth and a competitive edge. This necessitates a strategic approach. That’s where project management comes into play. 

The synergy of project management and L&D 

At its core, project management is about structured planning, organized execution, and meticulous monitoring. This aligns seamlessly with strategic L&D.  

When L&D programs are planned and executed in a streamlined way through good project management, it helps create structured training programs and a conducive learning environment. And as employees benefit from these programs and get equipped with skills that boost their job performance, the company gains a competitive advantage. It is this edge that sets the organization a cut apart from the rest, ultimately leading to increased ROI. 

Having explored the benefits of project management in L&D, let’s explore how you can leverage essential project management principles to deliver effective training programs.
 

1. Structured planning and execution: By having a structured framework for planning and executing L&D initiatives (clear objectives, scope, timelines, and budget constraints), all key aspects of the program can be defined and aligned with the organization’s strategic goals. 
2. Goal alignment: Project management aligns L&D objectives with broader organizational objectives to identify and prioritize the most critical skills and knowledge areas to meet the organization’s needs. 
3. Risk mitigation: Project management identifies potential risks (changes in content, technology, or learner needs, etc.) and creates strategies to mitigate them. This proactive approach minimizes disruptions and keeps the program on track. 
4. Resource optimization: By effectively allocating resources, including time, budget, and human resources, you ensure that the right people with the right expertise are involved in the project to optimize efficiency and effectiveness. 
5. Continuous improvement: One of the hallmarks of project management is “continuous improvement”. Project management methodologies, like the Plan-Do-Check-Act cycle, enable organizations to evaluate L&D programs regularly. This helps identify areas for improvement, leading to more effective training over time. 
6. Learning Experience Design (LXD): This is a crucial element in the success of L&D programs. Instructional designers and content creators are experts in designing engaging, learner-centric content. By collaborating with project managers, LXD experts ensure that the training materials align with project objectives and meet learner needs. 
7. Customization: Through effective project management, L&D programs can be tailored to the unique needs of the organization and its employees. Project management methodologies, like Agile, allow for flexibility and adaptation as learner needs and market conditions evolve. 

Conclusion 

In a world where talent development and skill enhancement are paramount, good project management in L&D is the driving force behind success. Embracing project management principles is no longer optional—it’s a competitive necessity. It’s a pathway to boosting ROI, creating powerful training programs, and gaining that coveted edge in today’s fast-paced corporate world. 

Constellar Consulting: Your partner in project management-driven L&D 

At Constellar Consulting, we understand the transformative power of project management in Learning and Development. Our consulting services have consistently demonstrated how a strategic approach to L&D can revolutionize your organization. From comprehensive needs analysis to curriculum design and learning experience design consulting, we are committed to helping you achieve excellence in L&D. 

Be sure to explore our additional resources and case studies. If you like what we have showcased, contact us today to explore how we can take your organization to the next level through customized L&D solutions. We’d love to collaborate with you to unleash your team’s potential and embark on a journey of growth and success! 

If you’ve been in L&D, you might be familiar with the term ‘authoring tool’. But what are authoring tools? They are software programs that provide a set of features so that you can create eLearning courses adhering to eLearning and Web standards (HTML5, Tin Can (xAPI), SCORM, AICC, cmi5, WCAG 2.1, etc.). 

Today, one can find several different authoring tools in the market – each with its unique set of features and area of application. Which one should you choose? Well, the correct answer (as always) is that your choice depends on your business needs and L&D budget.
 
Not entirely convincing? Need more detail? As a trusted L&D consultant and services provider, we’d be happy to help you decide this as we review some commonly used authoring tools.  
 
(Here’s us putting on our consulting hat …) 

1. Adobe Captivate 

Configuration: Installable on local machine, also available as part of Cloud package 

One of the earliest and most popular players in the game, Adobe Captivate is a power-packed rapid authoring tool that helps you create virtually everything in eLearning – from responsive courses and scenarios to Virtual Reality (VR) and software simulations.
 
Pros:  

• Good for recording software simulations 
• Supports fluid content and accessibility 
• VR capabilities 
• iPad app for development on-the-go 

Cons: 

• Steep learning curve 
• Difficult to update 

Pricing: $33.99 (monthly) | $1299 (annual) | other options 

2. Articulate 360  

Configuration: Installable on local machine, also available as part of Cloud package 

The most popular rapid authoring solution, Articulate 360 is a collection or suite of 9 tools. Out of these, Storyline 360 (used for common eLearning) is installed locally, while Rise (for online responsive courses) is cloud-based.
 
Pros:  

• Supports the creation of most kinds of eLearning content 
• PowerPoint-inspired interface, moderately easy learning curve 
• Rise (cloud-based) allows you to create responsive courses easily using excellent GUI 
• Powerful asset library and excellent community support 

Cons: 

• No editing of responsive versions (not possible to increase text size on mobile screen) 
• Quite expensive 

Pricing: $549 (annual) | $1,399 (annual) | other options 

Check out some fabulous award-winning courses that we developed for our clients in Storyline as part of our custom learning and training support.
 

3. Elucidat

Configuration: Cloud-based 

In case you are looking to invest in a tool that makes it super-easy to design and update courses, collaborate, and distribute large-scale training, you could explore Elucidat, a cloud-based authoring tool. The learning curve is shallow, allowing non-designers the confidence to work with it. A point to be noted is that all Elucidat courses are fully responsive and Accessibility Requirements Tool (ART) compliant.
 
Pros:  

• Easy to use (especially for interactivities) 
• Excellent Graphical User Interface (UI) 
• Fully supports responsive content and accessibility 
• Provides analytics dashboards to easily monitor learner progress 

Cons: 

• No screen or video recording capabilities 
• Limited interactive elements 
• Lack of flexibility 
• Very expensive 

Pricing: Not listed on the website (reach out to the Elucidat pricing team | Generally on the higher side 

4. iSpring Suite 

Configuration: MS PowerPoint Plug-in 

If you are seeking a simple solution that allows you to create courseware quickly and easily, you should consider the iSpring Suite. Designers have multiple interactive and question templates to choose from, along with access to iSpring’s content library. This tool includes features for video editing, screen recording, online collaboration, and text-to-speech conversion. Importantly, all iSpring courses are adaptive, meaning, they can play seamlessly on any device.
 
Pros:  

• Easy to use 
• Inexpensively priced 
• Supports adaptive courses 

Cons: 

• Dependent on MS PowerPoint 
• Needs to be installed locally  

Pricing: $470 (annual)| $1970 (annual)| other options 

5. Lectora  

Configuration: Installable on local machine, also available as part of Cloud package 

A power-packed authoring tool that deserves mention is Lectora, by ELB. It allows for collaborative working and is fully WCAG-compliant and responsive. It supports numerous interactivities, conditional branching, and sequenced events, and works well with most LMSes.
 
Pros:  

• Access to numerous templates and assets by ELB 
• Good branching capability 
• Easy to collaborate 

Cons: 

• Steep learning curve 
• Average-looking GUI 
• Too expensive 

Pricing: $1,399 (annual) | other options 

 (…coming to our solutions…)
 
Each authoring tool has pros and cons, but some products are clearly better and more versatile than others. Based on the information in this article, it should be easy to pick the tool that works for you, and most importantly, solves your business and training needs, while giving you maximum ROI for your learning.
 
Besides the five popular products mentioned above, we suggest you explore other options such as GoMo,
Evolve, and Udutu, just to get an idea about their offerings and compare their features with the others.  
 
Last but not least, along with these technicalities, make sure you consult a one-stop learning services provider who ensures that the purpose and the content do not get lost!
 

Note: For the latest updates related to features and pricing, please refer to the official website of the respective authoring tool. 

References: 

1. The Best eLearning Authoring Tools, PC Magazine (Updated: November 29, 2017) 
2. HTML5 Authoring Tools for eLearning: Top Picks for 2020, YouTube(Posted: Mar 23, 2020) 
3. Introducing the all-new Adobe Captivate  
4. Storyline 360 
5. Support and Onboarding 
6. Fast eLearning authoring toolkit 
7. Lectora®—the most powerful eLearning authoring tool for creating online learning  

If you are a Subject Matter Expert (SME) working with your Learning and Development (L&D) Team and responsible for your company’s training materials, you might have worked with Instructional Designers (IDs) – could be in-house IDs or from the training services provider’s team. Hopefully, you enjoyed the experience – because as many L&D people comment in their reviews, partnering with IDs is usually a fantastic experience – and different too, compared to working with other stakeholders… 

… or maybe it was a difficult experience and you sadly found it awkward. Phew! Things can be difficult at times… 

… but we can make this experience easier, smoother, and better. Here we present some time-tested tips that should help you and the IDs to not only have a great work relationship but also ensure the success of the training program. 

I. Understand the workflow and establish proper communication 

Any good relationship is based on mutual trust and understanding. Working with Instructional Designers is no different and you must have a proper channel of communication and are on the same page regarding expectations, responsibilities, delivery formats and timelines, and constraints. 

It is also essential to be acquainted with the common terminologies used by IDs and understand the workflow. Here is a list of terms you should be aware of: 

1. Storyboard: A document that serves as a blueprint for the learning module or course. IDs create it to plan, organize, and communicate the design and flow of the learning content. A storyboard details all the content featured in the module or course – this includes the voiceover (VO) text, the On-Screen Text (OST), and visualization information. It also specifies how developers/programmers should put it all together as a functioning deliverable. 

2. Design Document: A detailed plan that outlines the structure, content, objectives, and strategies for creating educational materials or courses. 

3. Turnaround time (TAT): The period it takes to complete a project, from its initiation to its delivery, including all design, development, and review stages. 

4. Seat time: the total duration a learner spends in a training session or course, usually computed by dividing the word count of the VO or OST (Whichever is more, by 120 – by assuming that learners process the information as the normal human reading rate of 120 words per minute) 

5. Gamification: The use of game elements, such as points, badges, and competition, in non-game contexts, like education or business, to engage users and motivate them to achieve goals or learn. 

6. Content augmentation: Enhancing existing content with additional information, multimedia elements, or updated material to improve its value, relevance, and overall quality for the audience or users. 

7. Authoring tools: Software used for creating digital content, like eLearning courses. They enable one to develop, edit, and organize multimedia materials for educational and informational purposes. 

8. Learning delivery format: The method or medium through which educational content is presented to learners, such as in-person, online, virtual, or blended formats. 

9. ADDIE: A widely used instructional design framework consisting of five stages: Analysis, Design, Development, Implementation, and Evaluation, from which it derives its name. It guides the creation of effective educational programs and materials. 

10. Bloom’s taxonomy of learning: Hierarchical framework to classify learning objectives and cognitive skills into six levels, ranging from lower-order thinking (remembering) to higher-order thinking (e.g., creating). It helps educators plan and assess learning outcomes effectively. 

11. Knowledge Checks and Assessments: Knowledge checks are brief, in-lesson assessments to gauge understanding. Assessments are comprehensive evaluations, used to measure overall learning outcomes and knowledge, often at the end of a course or unit. 

12. Learning experience: A subjective description of how users/learners feel while acquiring knowledge and skills, influenced by methods, content, interactions, and assessments, impacting the effectiveness of learning. 

II. Realize that IDs are special 

Instructional designers possess a distinct skill set, that includes reading comprehension, writing, creative, visual design, pedagogical, and quality control skills. They bring a fresh perspective and “out-of-the-box” thinking to training design. The specific responsibilities of IDs vary across organizations, so clear communication is essential for setting expectations. IDs are creative and consulting-oriented, and they may request more context or suggest content improvements to optimize course delivery. IDs are learning consultants, not necessarily subject matter experts. By effectively collaborating with them, you can together produce great instruction. 

III. Identify other stakeholders that you might need to work with 

One needs to realize that things sometimes go wrong – and they will when you work with IDs. But it surely does not mean the end of the road! You can leverage these setbacks as learning experiences (what else!) or stepping stones towards a fantastic work relationship. One thing that would work in your favor is that most IDs are receptive to feedback (“Feedback is the breakfast of champions”, as they say!). Secondly, know that other vendor stakeholders – this could be the ID Manager, the Project Manager, or any Reporting Manager is likely to have your back. So, make it a point to have proper communication with the common Point of Contact (PoC) and the appropriate escalation channels. Remember that documents like the Statement of Work, Design document, and Storyboard serve are your go-to documents in case of any controversy or disagreement. 

With the right smarts, you should surely be able to nail your working relationship with IDs. Best of luck then! 

Conclusion: 

While experience and common wisdom play a huge role in establishing smooth working with IDs, it always helps if you get to work with a reliable services provider/vendor. Check out our portfolio – with our experienced team of IDs, we hope it would be a great partnership.

WHAT IS SCORM?

If you are in the eLearning industry, you must have often heard this word “SCORM”, used by your technical team or developers in the organization. SCORM is an abbreviation for Sharable Content Object Reference Model. It is a set of technical standards for e-learning software products that allows for the creation of reusable learning objects, enables the tracking of learner progress and performance, and facilitates development of content that can be easily updated and modified.

SCORM defines how eLearning content should be packaged and presented to ensure compatibility across different platforms. It is a very useful tool for organisations to create and distribute eLearning content across different systems. Many might even consider it as one of the foundational elements in the field of eLearning.

PARTS OF SCORM

SCORM includes three parts: Design, Packaging, and Communication.

• Design refers to how a course is structured and sequenced.
• Packaging involves bundling course materials in a way that the LMS can understand.
• Communication ensures that the course and LMS can work together.

THE UPSIDE

SCORM offers a multitude of advantages, the most important being compatibility with a range of learning management systems (LMSs). Apart from technological convenience, this allows organizations to save time and money on training and development initiatives.

SCORM also enables the creation of reusable learning objects (RLOs) – developed pieces of content that can be reused in multiple courses or programs – again contributing to time and cost efficiency.

It is easier to update and modify SCORM-compliant content helping to keep learning programs relevant and ensuring that learners are meeting their learning objectives.

SCORM-complaint courses can communicate with a learning management system to record important data such as time spent on the course and assessment scores, allowing for easy tracking and reporting of learner progress.

THE FLIPSIDE

SCORM compliance involves significant time and cost investment. SCORM-compliant authoring tools are expensive and involve a considerable learning curve.

Not all authoring tools are SCORM-compliant. Also, SCORM compliance does not assure a smooth functional performance of the compliant content.

The advent of mobile learning and its widening use poses a challenge to the SCORM set of standards. Modern forms of learning like mobile-based or app-based learning are not compliant with SCORM.

CLOSING

Following SCORM guidelines is important to create SCORM-compliant eLearning content, but there are many authoring tools available that make it easy to do so. SCORM has made eLearning content accessible and easy to use makes it an inseparable part of the process.

While it remains to be seen is how SCORM takes on the challenge of new-age learning, SCORM continues to be the ruling norm of the eLearning industry.