Micro Video is Training - Learn How to Make the Most of It | Webinar 07.21.15

Jessica Petry

Sr. Marketing Specialist

jpetry@bizlibrary.com

@JessLPetry

@BizLibrary

Chris Osborn

Vice President of Marketing

cosborn@bizlibrary.com

@chrisosbornstl

#BIZWEBINAR

Improve employee performance with the largest and fastest-growing library of training videos.

What you should take-away:

Neuroscience and behavioral science about how humans really learn.

The connections between learning and video, especially micro-video.

Best practices tips and suggestions showing how you can leverage the data-driven

findings to improve the rates of employee learning in your organization, and by

extension, drive ever higher levels of performance and business results.

We need a learning revolution: in the

schools, at home, and in the workplace.

Although the science of learning has

made enormous advances over the past

decade, its discoveries have remained

restricted to academic journals and

conferences. It’s time to liberate this

knowledge for the good of learners

everywhere.”

SOURCE: Annie Murphy Paul,

The Science of How We Learn,

Time Magazine (online)

Debunking Myths About Learning1. Learning Styles | no scientific evidence to

support this notion

2. Right Brain / Left Brain | ditto

3. Classroom, instructor-led training is effective

| none here either

4. Dales Cone of Learning… | nope

5. We only learn by doing | key is ONLY – not

true

Dale’s ConeAudio-Visual Methods in

Teaching, 1969

Reading

Hearing

words

Seeing

• Watching a movie

• Looking at an exhibit

• Watching a demonstration

• Seeing it done on location

Visual and Auditory

• Participating in a Discussion

• Giving a talkVerbal

• Doing a dramatic presentation

• Simulating the real experience

• Doing the real thing

Doing

If only it were true . . . .10% of what we read

20% of what we hear

30% of what we see

50% of what we see

and hear

70% of what we say

90% of what we say

and do

After 2 weeks, we tend to remember…

In today’s Information Age it is immensely difficult, if not practically

impossible, to contain the spread of bad ideas within cyberspace. As we

speak, the corrupted cone and its attendant “data” are akin to a living

organism—a virtual 21st century plague—that continues to spread and

mutate all over the World Wide Web, most recently to China. It therefore

seems logical—and responsible—on our part that we would ourselves

endeavor to continue our efforts to combat this vexing misinformation on

the Web as well.”

SOURCE: Deepak Subramony and Michael Molenda,

Educational Technology

We only learn by doing.

Observation accelerates the learning process because

our brains are able to map others’ actions onto our

own mental representations, making them more

detailed and more accurate.

SOURCE: Scott Grafton, University of California Santa Barbara, cited in Couch Potatoes,

Rejoice! Learning Can Be Passive, by Annie Murphy Paul,

Things that actually help

people learn…

Reduced cognitive load – single topic in 5-7

minute doses

Allowing mistakes

Spaced intervals between content delivery

The importance of content to the learner

Interleaving

Visual stimulation - video

“Human motor skills can be acquired by

observation without the benefit of immediate

physical practice.”

SOURCE: Sensitivity of the Action Observation Network to Physical

and Observational Learning, Emily Cross, Cerebral Cortex Journal

“We derive the most benefit from observation

when have in mind the conscious intention to

carry out the action ourselves.”

SOURCE: Modulation of Neural

Activity during Observational

Learning of Actions and

Their Sequential Orders,

Scott Frey and Valerie Gerry,

The Journal of Neuroscience

Simply knowing that

we will be expected to

carry out the motions

we observe seems to

prime the brain to

learn better.

“We gain more from observation if we bring with us some familiarity with the

movements being watched.”

SOURCE: Action Observation and Acquired Motor Skills: An fMRI Study with Expert Dancers, Cerebral Cortex Journal

What did each of these studies, scientifically

validated, have in common?

The test subjects watched video, what we now call,

micro-learning.

Encoding

Short-term memory, observations, memory

traces and what we’ve seen (limited capacity)

Retrieval

Forced retrieval is most effective after time

intervals and some forgetting has occurred

Consolidation

Time scientists believe the brain

replays or rehearses the

learning, new knowledge next

to neural markers

Human Learning

Process

Encoding

Process of putting data/information/images into

short-term memory.

1. Visual images anchor memories

2. Short cognition span (5-7 minute max)

3. Short bursts of study spaced between times to think

(distributed recall)

4. Forced recollection through quizzes – especially

effective after some forgetting occurs!!!!

Leaders need to improve mastery of:

Strategy

Execution

Emotional Intelligence

• Short Video simulations and scenarios for each skill,

multiple styles all 5-7 minutes each

• New videos assigned 7 days later

• Quizzes on first week’s content after two weeks . .

• New series of videos on leadership the following

week

Encoding & Micro-LearningLeadership Development Use Case

Retrieval – forced recall of material

makes learning “stick”

Consolidation – apply new visual

memory markers embeds learning

deeper

Paradox of Human Learning

Changeable nature of memory skews our perceptions but . . .

is essential to learning.

We call up a memory = making the

memory stronger

Reinforcement is extremely powerful

element of learning. Story, narrative

and visuals are essential to anchoring

memory or learning.

Example: Baseball Team

Group A:

• 45 pitches a night extra batting practice

• 15 pitches each of fastballs, curve balls and change-ups, in order and with tips

from pitcher

• Hitters mashed the ball. Felt extra batting practice was great!

Group B:

• Same number of pitches in same mix, BUT pitches were mixed and hitters did

not know what pitch was coming

• Hitters were frustrated and did not like extra batting practice

After 6 weeks…

• Group B hitters outperformed Group A hitters by an average of 25%.

• Practiced the exact situation they would play. Pitch recognition and interleaving

skills hitting different pitches.

Interleaving or Interval Training |

Practice and Play

“What seems to be happening in this case is that the brain is

picking up deeper patterns when seeing assortments of paintings;

it’s picking up what’s similar and what’s different about them.”

SOURCE: Nate Kornell, Psychologist, Journal of Psychology and Aging

Our understanding of the world is shaped by a

hunger for narrative that arises out of our

discomfort with ambiguity and arbitrary

events.”

SOURCE: Make it Stick, by Peter Brown, Henry Roediger

and Mark McDaniel

Micro-Learning Is it really learning?

Well – yes . . . in every essential way.

1. No cognitive overload

2. Observation = mastery/learning

3. Easy to spaced intervals between videos

4. Target content that is important to learner

5. Interleaving (hugely increases learning) by using

multiple styles

6. Testing (forced recall) helps increase mastery

Soft Skills

Micro-Learning Is it really learning?

Leadership

Manager and Supervisory

Skills

Product Training

Processes and Applications

Compliance

Sales

Customer Service

Micro-Learning Use case check list

Micro Learning will work when . . . .

Single topic, short bursts of content are possible (really that just about

anything!)

Employees need a low risk way to either observe mistakes by someone

else or to reflect on and correct their own mistakes

Employees have limited time for training and short video can serve to

refresh initial learning (retention and consolidation)

Variety of resources on the same topic are useful (retention and

consolidation)

Multiple versions or perspectives on the same topic will be instructive

Complex topics can be broken down into multiple short videos

How Tony Roma Employees

use Video to Learn

Important Job Skills

“The world is changing. People are

changing. To be effective, our

employee training is changing to

meet them where they are.”

Jessie Bray, Vice President of

Training and HR, Romacorp.

Tag TrainingNationwide Dental Insurance Provider

Development opportunity

Maintain work flow and service standard

Share and discuss with co-workers

Key

Take-Aways

Research about human learning and

behavioral science support short form

video (micro learning) as an effective

method for learning.

You can leverage micro learning improve

the rates of employee learning in your

organization, and by extension, drive ever

higher levels of performance and business

results.

www.bizlibrary.com

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Jessica Petry

Sr. Marketing Specialist

jpetry@bizlibrary.com

@JessLPetry

@BizLibrary

Chris Osborn

Vice President of Marketing

cosborn@bizlibrary.com

@chrisosbornstl