the khan academy revolution: why video first training is effective
TRANSCRIPT
Presented By:
Kieran FarrCo-Founder and CEO
Why are we here?
Consumers seek video resource libraries like Khan Academy and Lynda for a range of information
Khan Academy has over 10 Million Unique Users per month**
*Source: Bersin by Deloitte: Video Learning: Why Companies Should Consider Using It **Source: http://live.fastcompany.com/Event/A_QA_With_Salman_Khan ^Source: http://www.forbes.com/sites/meghancasserly/2013/07/24/lynda-weinman-online-education-human-capital/
lynda.com has over 3 Million Unique Users per month^
Why are we here?
Seminars
60% of companies still rely on classroom-style training
Source: http://www.trainingmag.com/sites/default/files//magazines/2014_11/2014-Industry-Report.pdf
“78% of organizations surveyed stated they were transitioning from a traditional classroom learning model to an on-demand learning model with video components.”*
Agenda
New versus Old Style of Training (Done)
Why are so many companies using the “old-school” training method?
Explaining the different training approaches
How does video first training work?
What are the benefits of video first training?
The big takeaway
Q&A
Why is training important?
•$300 Billion - 2013 training expenditures across the globe* •A recent survey indicates that 40% of employees who receive poor job training leave their positions within the first year**
*Source: http://www.trainingindustry.com/blog/blog-entries/how-big-is-the-training-market.aspx **Source: https://www.go2hr.ca/articles/employee-training-worth-investment
•The success of your business may depend on quality training •Employees - benefits include higher quality output •Customers - benefits include better understanding of your product which leads to becoming raving fans of your product
Why are so many companies using the ‘old-school’ training method?
How do companies approach training now?
Seminars Documents Online
Syllabus-led training
Creating a concrete ‘learning path’ that your audience must follow
What is syllabus led training?•Concrete learning path •Prescribed path your audience must follow •Assessment is typically memorization for a “final exam”
How do companies approach training now?
•The success of your business may depend on quality training •Employees - benefits include higher quality output •Customers - benefits include better understanding of your product which leads to becoming raving fans of your product
Seminars Documents Online
Source: http://www.trainingmag.com/sites/default/files//magazines/2014_11/2014-Industry-Report.pdf
Why are we using syllabus-led training?
Syllabus-led training
Creating a concrete ‘learning path’ that your audience must follow
Why do we default to syllabus-led training?•We were raised and taught via syllabi •It’s easier to think of a concrete learning path •It’s standard practice and it seems to work
Syllabus-led training
Existing corporate training systems mirror this model
Learning Management Systems Course Authoring Tools
Self-directed training
Creating training resources that your audience can access anytime and anywhere
What does this mean?•Think of this as a library, not a classroom •Your training assets are the “modern library” •Your audience has a problem and searches your training resources for a solution •‘Just in time’ training
Self-directed training
Does this mean unstructured training?
No!•You control the structure and organization of your training assets •This structure is the suggested path, but you aren’t restricting your audience
Self-directed training
What about assessment and required completion?
Consider how assessment incentivizes the learner
Assessment Type: Final Exam
Incentive for learner: Memorize material to pass exam. Never see material again.
Result: Employee forgets material next day.
Assessment Type: Hours completed
Incentive for learner: Play videos that are relevant to job function.
Result: Employee doesn’t waste time on irrelevant information, but employer lacks assessment.
Assessment Type: Time + Pop-Quiz
Incentive for learner: Need to watch material intently to answer random quizzes.
Result: Educated employee and knows where information is when needed.
Self-directed training
…or gamification
Self-directed training
Growing popularity of video first training
Khan Academy has over 10 Million Unique Users per month**
lynda.com has over 3 Million Unique Users per month^
B2C Companies B2B Customer Examples
Saw 500% increase in Employee Engagement with video first training
Online video training program to turn customers into raving fans
The key difference between the two approaches
Memorization (Syllabus-Led) versus Internalization (Self-Directed)
Memorization…is the process of committing something to memory
Internalization…to make internal, especially to incorporate within oneself through learning or socialization
Memorization is for today, internalization is for everyday
How does video first training work?
The Video Library
The ‘learner’ chooses what to learn
The Video Library
The ‘learner’ chooses what to learn
The Video Library
Key points: • On-demand video training allows your employees to learn what they want, when they want • On-demand video training CAN be path based, but it is also a resource for when an employee needs help immediately
•Video First Training…can emulate an LMS format
•But, be sure that content is easily searchable at anytime though
So what about my LMS?
What is an LMS?
Content Delivery Data Storage
•You can still use the LMS as a data store •Delivery of content in video-first scenario often requires a non LMS vendor •You can still get data output in a format that works with your LMS
What are the benefits of video first training?
Your employee loves it
•Watch video anywhere, anytime, and on any device •If an employee has a problem, they’ll easily find a solution •It mimics the modern learning experience
Your company training will be much more engaging
Source: http://panopto.com/blog/5-facts-you-can-use-to-make-the-case-for-video-in-your-learning-development-organization/
•Employees are 75% more likely to watch video than its text-based counterpart* •OVPs enable you to know what your most valuable videos are, and what to produce next
Correlate audience activity with measurable outcomes
•Attribute individual user activity to job performance •Pass that data into your pre-existing systems
Case Studies
Common pitfalls of syllabus-led training
•Outdated content leads to mistakes in business processes •High costs - either LMS is super expensive or classrooms are •Training cannot be accessed anywhere
Case Study: Microsoft
Problem: In-class training was too costly
Action: “By substituting video for in-class training and smaller events, Microsoft was able to reduce the costs for classroom training from approximately $320 per hour per participant to just $17 per person.” -Panopto
Results: That equals a savings of $303 per student for every hour of in-class training!
Positive corporate outcomes of self-directed training
•Ability to rapidly update content to be “fresh” •Costs are no longer variable based on number of employees, but instead the amount of training resources available
•‘Just in time’ training enables employees to have resources at their fingertips
Case Study: Dave and Busters
Problem: Need to train new chefs and bartenders at all locations on new menu items
Action: Implemented ‘just in time’ training to all retail locations via iPads. Constantly updating video library with new menu items.
Results: Now are able to train at scale new and current employees without having to travel to each location.
Remember these two points!
Training has evolved to the point that rigorous syllabus style training is outdated and actually hurting your business.
Video training is all about cultivating an inviting learning environment for your employees that is an always available resource for just-in-time training.
“The video results company”
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