Many courses that can be found online state that they are interactive, however the majority aren’t. Clicking a next button, providing masses of content or over using sound or animations are not interactive features. These are most likely doing more harm than good, for example, overusing sound or animation only distracts the leaner and directs them away from the content that they should be learning.

Successful e-learning courses are interactive. Good interactivity has to have purpose, it needs to be engaging without being confusing or annoying. There are many ways of designing interactive courses that deliver knowledge retention and increase understanding:

• As people learn better in groups, create an activity where learners can collaborate, discuss and learn together (e.g. chat rooms or forums)
• Create simulations of events or activities where learners can change variables and therefore the results – learning from mistakes as well as correct actions
• Use compelling, but realistic stories to guide the learner through a course

If you don’t provide truly interactive courses, don’t say that they are. Think about how to structure your learning and how to make it engaging for the learner. It doesn’t need to be big and flashy to be interactive or effective.

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Millennials and Generation Z

Employees that were born mid-eighties or later will have been weaned on technology. With a world of information, images and videos at their fingertips, the acquisition of skills and knowledge is now learner-centred. Having this techno-social mindset means that these employees will want training that follows similar lines. It will need to be convenient, flexible,  interactive and to the point.

Interactive Learning

Interaction is not a new concept in training; discussion and collaboration have been used in conventional teaching for years. It’s been shown that interactivity helps with problem solving and critical thinking. Open questions require higher brain function than just regurgitating facts. eLearning has the greatest potential to be interactive and it means so much more than just clicking!

Learning Management System

While most large organizations now use some form of eLearning to deliver training, if conventional materials have simply been transferred online, employees won’t be motivated to take up the training. A flexible LMS platform is designed to deliver dynamic, interactive training, so content should be created to maximize what it can do.

Engaging Content

Whatever the reasons for training, the content needs to be relevant to the individual or department. According to the following statistics, the bulk of the training material should be video, infographics and images:

• 65% of people are visual learners (Mind Tools, 1998)
• the brain processes visual items 60,000 times faster than text (3M Corp, 2001).
• Images are stored in long-term memory (Dr. Lynell Burmark)

Interactive elements should be included such as quizzes, assessments and goal-based scenarios. Provoking emotional responses is another type of interaction. This can be done through visual metaphors or real-life video scenarios. Virtual interactions can be created through having video footage of managers asking key questions. Sharing learning experiences with colleagues and managers is social interaction, which can motivate and raise self-esteem. Engaging and effective content should be comprised of industry-led knowledge, have a professional and visually appealing design, and be easy to use. High quality content will help you reach your training goals.[/vc_column_text][/vc_column][/vc_row]

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