Welcome to the latest edition of Video Arts’ Learning Index;a collection of stories emerging from our survey of L&D professionals.

Video Arts

earningindexL

presents

The 2017

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Contents

Based on true events…the facts behind the stories

1. Go play by yourself. Who stole the fun out of gamification?

2. The ogre and the office - a story about Bad Bosses

3. The virtual reality fairyland

4. About the protagonists

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ased on true eventsthe facts behind thestories

A number of themes and trends have come out of this year’sLearning Index. Some of them expected - some of them a little moresurprising. This e-book tells the stories from the world of L&D in2017 and beyond. But first, let’s start at the beginning with a quickfact check of what’s hot and what’s not in the learning industrytoday...

B

3

Reports of 'the death of classroom training'are (still) somewhat premature

FACT 1

Tools used as part of the L&D strategy

86%

73%

48%

46%

45%

30%

20%

11%

10%

8%

6%

82%

91%Classroom trainingOnline training / e-learning

VideoCoaching

Recorded webinars / podcastsVirtual classroom / webinars

Online communities / social networkse-books

Learning apps / mobileBadges

Gaming and simulationsVirtual reality

Augmented reality

Despite the rise of lots of interesting (and arguably game-changing)technology, there’s still a lot of learning happening in person.

4

The barriers to e-learning are beingpushed out

FACT 2

Employee take-up will be low

Poor user experience

Lack of IT infrastructure

2016

2017

2016

2017

2016

2017

9%

13%

13%

21%

16%

27%

The last 30 years have borne witnessto an awful lot of mediocre e-learning. It seems at last the quality of theexperience available from technologyand content has caught up with theexpectations of buyers and users.

Reasons for not using e-learning...

5

E-learning is more cost-effective,accessible and flexible than ever before

FACT 3

More dynamic platforms with integrated communications andsocial functions mean that learners can access learningjust-in-time, at the point of need.

The main advantages of using e-learning…

It’s cost effective81%

I can reach more employeeswith training content

80%I can get learning to people

at the point of need

67%

It's shorter42% Younger employees prefer it

24%

Learners are more likely to participate22%

Learners are more likelyto remember the learning

13%Learners are more likely toapply what they've learned

10%

6

The Biggest Drivers

Costeffective

Moreaccessible

Increasedparticipation

69%

81%

59%

67%

17%22%

20162017

Behind the Adoption of E-learning

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There's been a bump in e-learning for 'soft' skills development

FACT 4

A more sophisticated approach to online learning (away from theold tick and click compliance formats) is encouraging its use forinterpersonal skills, once considered too ‘soft’ for an online format.

Compliancee.g. health and safety, risk management

‘Soft’ skillse.g. leadership, communication, customer service

Professional developmente.g. sales, marketing

2016

2017

2016

2017

2016

2017

76%

79%

56%

67%

52%

47%

What training topics is e-learning used for?

8

Video is growing across all areas oflearning

FACT 5

The potential of video to help people learn is being realised acrossall online content.

‘Soft’ skillse.g. leadership, communication, customer service

Compliancee.g. halth and safety, risk management

Professional developmente.g. sales, marketing

2016

2017

2016

2017

2016

2017

78%

84%

46%

53%

47%

52%

What types of training is video used for?

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o play by yourselFWho stole the funout of gamification?G

The idea of having fun withlearning isn’t a new one. At VideoArts we invented the funny trainingvideo in 1972 so we get that. Andplaying games is a fun thing to do.

L&D professionals using gamification…

2015

20162017(Planning to)

20%

11%

32%

So how come gamification hasn’t takenoff yet? To the extent that the number oflearning professionals who are usinggamification as part of their L&D programmesis actually falling; by 9 percent this year accordingto our findings. On the upside 32 percent of respondentsthink they will be gamifying their learning content in 2017.

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The path to gamification...Remember it’s not that hard to do.Contrary to popular myth, it does not demand you immediatelygo out and replace your existing and legacy learning. There isgamification technology that can wrap around your existing systems.

1

Decide what gamification means to you.Gamification doesn’t mean you have to turn all your onlinelearning into a video game. Think about what’s going to turn onyour audience; it could be badges, leader-boards, points or challenges.

2

How competitive do you want to get?Some learning interventions will work well with an element ofcompetition between people but it depends on the content and theenvironment. Competition with your own personal bestachievements can be just as effective (ask anyone on Strava orFitnessPal).

3

Set realistic goals.You might want to give your time management course the samegameplay experience as Call of Duty, but does it warrant themulti-million pound production budget?

4

It’s worth it.Gamification techniques can boost course completion rates,increase learning retention and generally improve employeeattitude and enthusiasm for learning.

5

Thanks to our friends at Netex for their input in this feature.

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he ogre and the officea story aboutBad BossesT

Once upon a time there was ahandsome, and very competent,prince who left a job he likedbecause he couldn’t stand hisogre of a boss. People don’t leavetheir jobs, they leave their bosses.

There’s the swaggering, over-confidentone who blames their mistakes on theirteam and steals their praise. Then there’s theone who wants to be your best mate in anembarrassing effort to ‘get down with the kids’. Notforgetting the out-and-out Machiavelli who still believesthat keeping his minions in a state of permanent, paralysed fear demonstratesauthority.

And yet the worst thing about the Bad Boss is that there’s a little bit of one ofthem in all of us. That’s why, according to our findings, Leadership andManagement is so high up on the list of learning that L&D managers want tofocus on this year. Now all we need to do is banish the Bad Bosses that lurkwithin us all, for good.

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63%

49%

44%

38%

38%

29%

26%

23%

22%

14%

58%

70%

Current focus for L&D

Personal development / ‘soft’ skillsLeadership and management

Induction / on-boardingCompliance and legal

Customer serviceProfessional skills (sales, marketing, etc.)

Health and safetyDiversity and equal opportunities

Project managementIT

Product trainingFinance

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HE virtual realityfairytaleT

Once upon a time in fairyland therewas an L&D manager who neededto deliver some training to the elveson how to set the table for the fairy banquet.

Fortunately, in fairyland there were many wondroussolutions. One particularly shiny and well-dressedpixie suggested she try virtual reality. “It’s a totallyimmersive experience,” she said. “You canimplement a small project for as little as onehundred thousand magic beans.”

The L&D Manager was intrigued by this magicalsolution and the wonderful experiences she could createto help people to experience and practise new skills in arisk-free environment.

But in reality, the L&D manager didn’t have magic beans,she had a budget and needed to be able to show a strongROI to the fairy King and Queen.

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She summoned the chief-elf and asked him to showthe elves how to lay the table for the banquet - analternative type of experiential learning.

So the fairyland L&D manager didn’t use virtual realityafter all. You see, she did think it was simply splendidbut a hundred thousand pound investment for two elvesto lay a table was a bit far-fetched; even for a fairy story.

And that’s the story of why 21 percent of L&Dmanagers say they’ll be using virtual reality next year…and why we don’t believe them.

L&D managers using virtual reality…

20162017

8%

21%

(Planning to)

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bout theprotagonistsa

Of the 279 L&D professionals who contributedto this edition of The Learning Index, nearlyhalf work in companies employing more than 1,000 people (one-fifth work in companiesemploying over 5,000).

Opinion canvassed from L&D professionals in the privatesector accounts for 48 percent of responses, 24 percent comes fromthe public sector, 19 percent from training companies or trainingconsultants and 9 percent from charitable/not-for-profitorganisations.

The End

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