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repurpose and inspire: get the most out of your digital learning.

Everyone (should) know digital learning is an essential tool for any organisation. However, many organisations are still struggling with outdated uninspiring solutions or worse – they’ve given up on them all together. These solutions may have become stale and ineffective over time, leading to disengaged learners and low retention rates. This only creates blockers and increased costs when scaling at the pace and efficiency your organisation needs.

The good news is that organisations can not only repurpose their outdated and unused digital learning to create highly engaging and innovative solutions to inspire learners. But they can also leverage their existing collateral, such as product manuals, training materials, or marketing materials, to develop content that is not only aligned to the corporate strategy but resonates with the learner. They can also use feedback and data to identify the most pressing areas and concerns of their employees, and then create content that addresses these issues.

The first step in repurposing outdated digital learning is to assess its current effectiveness. This can be done through surveys and feedback from learners, trainers, and other stakeholders. Once the shortcomings have been identified, organizations can start to create a plan for repurposing the existing digital learning. Reformatting content to suit a more engaging digital medium, such as by breaking down long-form text into shorter, more digestible pieces, or by adding visual elements such as graphics or videos, businesses can save time and money while still delivering high-quality educational content that is aligned to the company strategy.

One way to repurpose outdated digital learning is to gamify it. Gamification is a technique that uses game elements, such as points, badges, and leaderboards, to engage learners and motivate them to achieve their learning objectives. By adding gamification elements to digital learning, organisations can create a fun and interactive learning experience that can inspire learners. 80% of employees feel gamification allows for more engaging learning, with companies seeing up to 700% conversion rate when using gamification.

Thought provoking

Engaging digital learning content must be interactive and immersive. Businesses can use interactive elements such as quizzes, polls, and games to engage their target audience and create a more personalised learning experience. This increases engagement and helps reinforce learning by providing opportunities for learners to apply their knowledge in a practical setting. You can ensure your digital learning content is more interactive by incorporating videos, animations, simulations and AR/VR into the learning experience. These interactive elements can help to reinforce key concepts and engage learners in a more meaningful way.

Virtual reality

Virtual and augmented reality offers an immersive experience that allows users to explore and learn in a 3D environment. They provide a highly interactive experience, making users feel as though they are in a different world. Virtual and augmented reality can be used to teach a variety of subjects and scenarios that helps users understand the subject better. 

Interactive simulations are an excellent way to engage users. They provide a hands-on approach to exploring real-world scenarios, allowing users to experiment and learn in a safe environment. Users can experiment with different business strategies and situations to then observe the results. This provides an interactive learning experience that helps users understand the concepts better.

Organisations can also leverage microlearning to repurpose their outdated digital learning. Microlearning is a technique that involves delivering learning content in short, bite-sized chunks. By breaking down the learning content into smaller segments, learners can absorb the material more easily and retain the information for a longer period. Additionally, microlearning can be delivered in a variety of formats, such as videos, podcasts, and infographics, which can make the learning experience more engaging.

Finally, organisations can repurpose their outdated digital learning by making it more personalised. By tailoring the learning experience to the individual needs of learners, organisations can create a more engaging and relevant learning experience. This can be achieved through adaptive learning, which involves using data analytics and artificial intelligence to deliver personalised learning content based on the learner’s progress and performance.

Repurposing outdated and unused digital learning is a great way for organisations to create more engaging and innovative digital learning solutions that can inspire learners. By incorporating gamification, interactive elements, micro-learning, and personalised learning, organisations can create a learning experience that is both fun and effective. With the right approach, organisations can transform their outdated digital learning into a valuable tool for developing the skills and knowledge of their workforce.

Get in touch with Mindboost today to learn more about how we can help elevate your digital learning. 

author avatar
Caleb Foster Digital Learning Geek
After gaining more than 20 years of experience in operational excellence in the hospitality and digital learning sectors, Caleb wanted to rid the world of dull ‘click next’ and ineffective elearning and solve the epidemic of uninspiring digital learning. Mindboost began back in 2016, when Caleb, saw a huge opportunity to create better quality digital learning content that connects with learners emotionally to encourage a desire to learn more. Caleb realised there was a lack of true understanding of an organisation’s culture and inner-working when learning providers were presented with a request from a client. So, the Mindboost team get under the cover of an organisation’s performance need and ultimately look to connect with learners emotionally. When a learner is connected emotionally, they tend to start believing in a change, this then generates a feeling and makes a greater impact within the organisation than just conveying information.