At this point, it’s well established that modalities like microlearning and social learning are here to stay. Research shows that they’re effective in helping employees not only learn but retain information and skills. Another trend that’s become a reality is mobile learning; with the number of global smartphone users projected to grow to 6.1 billion by 2020, mobile devices are a great way to reach learners anytime, anywhere.

Founded in 2015 by entrepreneur So-Young Kang, Gnowbe is a company that’s combining those trends with a microlearning app that supports bite-sized, peer-to-peer learning and practice as well as game elements like rewards and leaderboards. In May, the company announced $1.7 million in seed funding from Coent Ventures, 500 Startups, POEMS Ventures, Koh Boon Hwee (chairman of Credence Partners) and Holly Liu (founder of mobile gaming company Kabam).

Kang reports in an email that the money will be used to hire sales and marketing employees and developers to improve Gnowbe’s product and data analytics. In fact, the company is beta-testing a product called “Gnowbefy for Curators” in the Apple store. The goal of this mobile content creation tool is to enable anyone (“literally even a seven-year-old”) to create experiential learning programs on a mobile device.

The Benefits of Mobile Experiential Learning

Kang says clients have reported over 90 percent of learners think Gnowbe is “fun,” “effective” and “convenient,” and engagement rates eight to ten times higher than those for traditional e-learning products. By engaging employees during “dead” time (waiting for transportation, between meetings, while commuting, etc.), mobile learning can increase productivity and communication. Kang says it also allows organizations to “scale training to thousands at [a] fraction of in-person costs.”

Gnowbe stands for “grow knowledge into being” and is based on the belief that only through application can learning truly happen. “One can read 20 books on leadership and still be a terrible leader,” Kang says. “A good leader practices the principles and applies [them].” Gnowbe calls this process “Learn-Think-Apply-Share,” based on Jack Mezirow’s theory of transformative learning.

1. Learn through videos, microlearning, articles, podcasts and other sources.
2. Think critically by reflecting and making meaning out of what was learned.
3. Apply new knowledge through practice and, ultimately, behavior change.
4. Share what was learned with a peer community, further deepening understanding.

“Imagine your employees thanking you for an awesome program [instead of] dragging their feet because they are ‘forced’ to sit in a one-day program? It’s possible,” Kang says. To ensure application, the app provides challenges and actions for learners to do away from their device, then asks them to verify that they completed them. For leadership development, for example, an action might be for the participants to upload a selfie of themselves having a conversation with one of their employees about his or her motivations.

What’s Next?

In addition to developing the new Gnowbefy for Curators, Kang says the company is “growing through strategic partnerships with corporates and large training institutions to really take learning to the next level.” They’ve already worked with KPMG Digital Village in six countries to implement “learn-by-doing” mobile training. Kang says the companies that “catch the mobile wave … will be at the forefront to create a competitive advantage,” especially with the increasing numbers of digital natives entering the workforce, who want to learn – and use their phones – constantly.