With “lockdown logistics” came the need for training and development program managers to look for new ways to fulfill their delivery mandates. This article showcases five types of mobile learning strategies that will help you train remote learners in the new learning environment.

Why is Mobile Learning a Must-use Strategy in the New Learning Environment?

COVID-19 has created a pressing need for organizations to enable employees to learn from home. It has also highlighted the need for learning and development (L&D) teams to increase their focus on training remote workers. A strong mobile learning strategy offers enticing value propositions for both learners and the organization.

Mobile Learning: The Value for Learners

    • Learners can train on the go or as they work from home.
    • Learners have on-demand, “anytime, anywhere” access to learning.
    • Various types of mobile learning assets give remote learners varying degrees of freedom when it comes to when and how they consume content.
    • Learners can pull content as required, leaving them with a sense of control, rather than having it pushed to them, which can feel like forced training.
    • Mobile learning empowers users with the ability to schedule training around their life, as opposed to the other way around.

Mobile Learning: The Value for the Organization

    • Mobile learning addresses the needs of remote learners as well as a geographically dispersed audience.
    • Mobile learning is more engaging and leads to higher training completion rates.
    • Mobile learning is easier to manage and administer and provides the ability to seamlessly update, upgrade and redeploy individual elements of a corporate training program.
    • Mobile learning costs less than classroom-based, instructor-led training (ILT).

How Can You Leverage Mobile Learning for Your Training and Development Needs?

Mobile learning fits well with the 70-20-10 L&D model adopted by many global organizations to enhance the effectiveness of their training and development program. The model, developed and pioneered by Morgan McCall, Robert Eichinger and Michael Lombardo at the Center for Creative Leadership, holds that a significant part of work-related learning (70%) is experience-based, while 20% occurs through workplace interactions and just 10% through formal training.

As you embark on your distance learning journey with your employees, mobile learning will help you meet the full spectrum of their training and development needs:

    • Formal training (10%), through structured virtual ILT, blended learning programs and self-directed online training.
    • Instant/just-in-time learning (20%), through social learning and peer learning, point-of-need training, and job aids delivered to learners when and where they need it most.
    • Informal learning (70%), through experiential learning opportunities that support blended and formal learning programs.

Due to its multi-device capability and the ability to mix and match different types of content, mobile learning delivers better learning outcomes. When integrated with the right learning strategies, it offers rewarding learning journeys to remote learners.

What Mobile Learning Strategies Can You Use to Train Your Remote Workforce?

Leverage mobile learning to create a comprehensive learning and performance ecosystem for your entire organization. Here are five mobile learning strategies to use when training remote workers:

    1. Use experiential learning to create personalized learning paths and learning journeys. You can also use microlearning in job aids, making point-of-need training more effective.
    2. Use experiential learning to enhance learning, application, engagement and behavioral change.
    3. experiential learning are a great way to deliver an immersive, engaging learning experience.
    4. Use social or collaborative learning to promote, share and recommend content. Leverage this strategy to promote informal learning.
    5. Enable self-directed learning to foster a culture of continuous learning.

Which Types of Mobile Learning Content Formats Should You Consider?

To create long-term, sustainable remote learning, there are five types of mobile learning content formats worth considering. Use them to develop your corporate learning and performance ecosystem.

Learning and performance ecosystem

Pre-training

To initiate learner engagement by showing them “what’s in it for me” (WIIFM) and to build awareness, use infographics as quick reference guides.

Formal Training

Leverage microlearning-based learning journeys, and personalize them if possible. Use immersive strategies like gamification and augmented or virtual reality (AR/VR) for select microlearning modules. Scenario-based learning and interactive stories will help you bring in real-life experiences, and interactive and branching videos will further engage learners.

Just-in-time Learning and Job Aids

To deliver point-of-need training and quick-review learning, use PDFs, e-books and flipbooks, and podcasts. Podcasts are also effective as review and refresh training aids to reinforce mobile learning.

Social and Self-directed Learning

For collaborative learning, use mobile apps for gamification, social learning and self-directed learning.

Post-training Connections

Retain the trainer’s connection with the learners even after they have completed training: Deliver micro-challenges and mini-quizzes to check their retention or provide opportunities for practice.

COVID-19 has forced many learners to learn differently. Corporate L&D teams can respond to their needs by creating new learning and performance ecosystems around creative mobile learning solutions. Hopefully, this article has given you some ideas that will not only help in meeting your immediate remote training and development program mandate but also help you craft a long-term, sustainable mobile learning strategy.

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