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10 Takeaways from mLearnCon

mlc15-logoMobile technologies are changing the way we interact with the world. How does that affect our role in learning and development? Those who want to be in the know attend mLearnCon, the leading mobile learning and performance event in North America. The conference just took place in Austin, TX earlier this month. Impact Instruction Group’s Senior Instructional Designer Virginia Abbott was there. She shares her top 10 takeaways, so now you can be in the know, too.

  1. Jeopardy! in my pocket. Ken Jennings, the all-time Jeopardy! champion and mLearnCon keynote speaker, reflected on his 2011 Jeopardy! challenge match with IBM’s supercomputer, Watson. Jennings’ shocking loss to Watson is the fountainhead of man’s use of technology to source information. Think of your own usage of Google and Siri.
  2. Should I stay or should I go? Look around you today. List 10 technologies, then cross out the ones that you think will become obsolete in the near or distant future. Would you have eliminated the eight-track player, cassette player, disc player or Walkman in their heydays? Allison Cerra’s keynote shed light on the speed of change in technology, the fear of change, yet the repercussions of being left behind. Technology should be viewed like a game of Frogger.
  3. Yes, I think I can build an app with Appcelerator. For a couple of years, I have been dreaming about building my own app, but not because I think I have an app idea that will millionarize me. I liken building an app to American Ninja Warrior for the mind. I want to ring the finish bell of success. With Appcelerator I can build an app in JavaScript, and boom! It’s cross-platform. The Learning Dojo, Jeff Batt, broke down the process into technically bit-sized skills so even the white belted JavaScript writer like myself can accomplish building an App.
  4. Make your sketchbook come alive. Go straight from your flow chart to real interactive sketches with POP! It’s one of the easiest apps I have ever used. Just sketch your screen, take a picture with your phone, and then add hotlinks. That’s it. No longer do you, or your clients, need to imagine the flow. POP just makes it happen!
  5.  Bye, bye Flash; well hello there, Adobe Edge Animate! Less than a decade ago, I would walk into my office and get so excited to create with Adobe Flash. Visual candy. With the demise of Flash, (yes, we can really say that now), Adobe, although they will not say it is the replacement of Flash, has created the replacement of Flash in HTML5 with Edge Animate. So hop back on that candy wagon, and school up on Edge Animate!
  6. Responsive couch potato learning. Years ago I traveled a couple of hours for in-depth Dreamweaver training. The training was great, the hotel and associated costs were not. Now that same training comes in many forms, like on-line webinars. And every Friday, you can tune in to live TV with Lodestone, one of the largest instructor-led and online training companies in the U.S. This way I can eat my chips, and learn too for free.
  7. Bite Sized Behavior Modification. Apple watches are beautiful, and really beneficial to specific segments. But with that teeny, tiny screen, what could it possibly offer to the training world? Behavior modification. Think of it as the good angel on your wrist. What could you change for the better by designing an Apple Watch App?
  8. Power to PowerPoint. While there are multiple products on the market that are additive to PowerPoint, iSpring is inexpensive yet powerful. It runs the full capability of quizzes, videos, and interactions, without slowing down production speed. What I like most about iSpring is its simplicity of display, no heavy-handed skins here. Also you can drag and drop an embedded video anywhere on the screen you like and even enlarge it to full-screen view. Simple and clean, but powerful and fast; that’s a winning combination.
  9. Set the pace with micro-learning videos. Lowe’s steps ahead of the pack with its #LowesFixInSix micro-learning Vine videos. I am amazed at what I can learn in six seconds. In micro-learning videos, the power of repetition is in the learner’s control. Get the concept in six seconds? Great! Move on. Or repeat until you do. No more scrubbing through videos to get past “in this video you will learn…” introductions. Old school just got a new micro-lift.
  10. Take Time for Yourself. No, it is not easy to pull away from work for three days. It’s about time, cost, and effort. With conferences like mLearnCon, the reward is there when you meet your peers from around the world who share like goals, and experience great trainers, and big picture ideas from the keynote speakers.

Virginia Abbott, Senior Instructional Designer
virginiaVirginia is an award-winning instructional designer specializing in distance learning. She creates eLearning programs, job aids, and websites that drive business results. Virginia is a two-time recipient of the APEX Award for Publication Excellence in the category of education and training. She serves on the Franklin University Instructional Design and Performance Technology Advisory Board and is a member of Central Ohio ASTD. An outdoor enthusiast, Virginia also serves as a board member for Clear Lake Township Land Conservancy. 

And the APEX goes to… us!

Impact Instruction Receives Award for Work with Thirty-One Gifts

2015_winnerAt Impact Instruction Group, we pride ourselves on creating learning experiences that deliver business impact. When our work garners industry recognition, it’s icing on the cake.

We’re delighted to share the news that we’ve received a 2015 APEX Award of Excellence in the category of Publications – Education and Training. This award recognizes our work with Thirty-One Gifts’ order entry system training. Impact Instruction worked with the company to deliver a broad spectrum of training, which elevates the brand through the learning process and emphasizes the fundamentals of their unique selling techniques.With a theme of “simple, easier, faster,” the training empowers the company’s 102,000 independent sales consultants with the know-how needed to put their virtual office tools to work.

APEX Awards are based on excellence in graphic design, editorial content and the ability to achieve overall communications excellence. With nearly 1,900 entries, competition was exceptionally intense. Our recognition speaks volumes to the collaboration between Thirty-One and Impact Instruction, as well as an exemplary finished product.

Thanks to Thirty-One and all our clients for allowing us to be strategic partners in your learning and leadership development programs.

You can read more about Impact’s award-winning projects here.

Best Practices for eLearning Localization

Tips for Creating Solutions Across Countries and Cultures

By Jim DeRosa, Senior Instructional Designer

Early on in my career as an instructional designer, my biggest customer asked for assistance translating a course that I had been maintaining into Japanese. “How hard could it be?” I thought.

I rushed out and purchased some translation software, which I will not name here, and ran the source documents through the program. I proudly emailed them to my customer, waiting for his sure-to-be-quick approval. To my surprise, their Japanese reviewer was unimpressed, calling the work “just short of gibberish.” Some of the words made sense, he claimed, but the order, syntax, and (most importantly) meaning was more akin to something written by his then 3-year-old daughter.

I’ll spare you the rest of the trial-and-error-and-then-some-more-error story. Suffice to say that in the end, they were pleased with the course, and I had learned some very valuable lessons about translation and localization for training, and specifically for eLearning. Here are some tips for your next localization initiative.

Translation vs. Localization

Although linguists, academics, and other experts probably have better definitions, in this context, I like to simplify the differences between translation and localization.

Translation is simply converting the words from one language to another. Unlike my ill-fated software, a translator must read and comprehend the material, and then convey that same message in the target language.

Localization includes language translation, but also considers customs, graphics, colors, fonts, number formats, and other elements to ensure that the material is not simply understandable, but usable, culturally appropriate, and meaningful.

Begin with the End in Mind

CMMake localization part of the discussion from the earliest planning stages. Confirm that you have the time and budget to implement an appropriate level of localization. Understanding the localization requirements before you start the project will affect your visual, language, and audio design choices.

For example, when beginning work on this recent compliance course, I determined that the audience would be strictly U.S.-based, native English speakers. This gave me greater design flexibility to use a little humor and uniquely American cultural items in the course design, ultimately, making it more interesting for the learner.

If the audience had included, for example, Japanese learners, I could choose to either tone down the theme to make it more universal, or work with the customer’s Japanese resources to customize it to Japanese culture.

In addition, do some research to understand the learning cultures in your target audiences. Some regions are used to a rigid learning environment, so an interactive, scenario-based adventure might not be a fit.

Use a Global Voice

For all but the most creative courses, you can follow some simple rules to make localization as easy as possible. In many cases, adhering to these writing styles will enable a good translator to help you produce a course that is easily absorbed by a target-language learner.

Even if the course is not being localized, using these tips will help learners whose first language may not be English. I might even argue that some of these are best practice for single-language courses to make certain types of material less torturous to even native-language readers. (Yes, I’m looking at you, 97 percent of yearly compliance training courses!)

  • Use clear, concise words
  • Use strong, active verbs
  • Use affirmative rather than negative statements
  • Use simple sentences when possible rather than compound sentences
  • Choose words with only a single meaning over a word with multiple meanings, when possible
  • Use literal language instead of figures of speech
  • Avoid contractions and abbreviations
  • Do not use jargon or “insider” terms
  • Do not use humor
  • Be careful when presenting information in alphabetical order

A Picture is Worth 1,000 Words…

But are they the right words? If you’re like many designers, you have probably used the old standby “thumbs up” stock photo hundreds of times. But, did you know that this gesture has a decidedly negative connotation in many countries, including Russia and Greece? I didn’t either, but Roger E. Axtell writes about this and other signals in his book, Gestures: The Do’s and Taboos of Body Language Around the World.

In addition to questionable hand movements, many graphics can cause you trouble when localizing a course. Think about some of the most common images that you have used in courses that could mean, at best, nothing, and at worst, something entirely different:

  • “Stop” or other traffic signs
  • The “OK” hand sign
  • Question mark as a “help” icon
  • Dollar signs to represent money
  • People pointing with their index finger
  • Depictions of other cultures that are insulting, stereotypical, or out of step with their perception
  • Colors that may have different meanings, such as a white flag or a black dress

Working with Text in Images

Images with embedded text present special difficulties when localizing a course. Unless I have the resources to redesign text-based graphics, I use a few tricks in the initial design to simplify the process.

  • When possible, use separate text and image objects in your authoring tool
  • When this is not possible:
    o Use numbered callouts with a legend instead of using text to directly label parts of an image
    o Avoid putting text into boxes as part of a design, since the size of the text can shift greatly
    o Try to keep text outside of the image area to avoid shifting text covering the image
    o Use separate layers for text and images to make the text replacement easier

Give Your Text Room to Grow

We’ve all been in the position of stuffing 10 pounds of text onto a 5-pound page. In a single-language course this isn’t the best instructional design, but it’s also not a showstopper.

But, according to IBM’s Guidelines to Design Global Solutions, when translating from English to many other languages, the space required can take anywhere from 30-200 percent more space. This affects your main text blocks, but pay special attention to smaller text areas, because they are likely to expand much more than larger ones. Look out for these problem areas:

  • Popup boxes
  • Feedback dialog boxes
  • Tables (especially column and row headers)
  • Interface elements and labels

Expanding text may also change pagination of multi-page documents, such as user guides or job aids. Consider this when referencing other parts of the document, and use words such as “preceding” and “following” instead of “above” and “below.”

Find a Trusted Translator

Google Translate is an amazing technology. But there is a big difference between allowing it to translate your lunch order on a business trip and entrusting it to translate course materials that your learners understand. The consequences in the latter situation will be much more disturbing than unwanted mustard on your chicken salad sandwich.

Build a stable of translations resources that you can trust. I have dealt with larger companies and small, one-man-shops and have had great results with both. The key takeaway is that the translator will be responsible for ensuring that your words are understood as you intended them. Just like a home-improvement project, it’s probably not a terrific idea to make a decision based solely on the lowest price or fastest turnaround time.

A good partner will not only ensure that you are getting an accurate translation, but will also help update scenarios, stories, and case studies to make them relevant to the target audience by incorporating items such as:

  • Local names
  • Familiar places
  • Customary food and drinks
  • Appropriate measurements and temperatures

The Trouble with Audio

I find audio translation to be one of the more difficult development challenges. We’re all used to dropping audio on a page and syncing up bullet points and images to the spoken word. But, when you can’t understand the spoken language, that task is impossible.

Although it’s fairly tedious work, this simplified workflow gets the job done for me:

  1.  Include audio cue markers in the audio script that is sent to the translator so that she can ensure that they are moved to the correct spot in the translated audio.
  2. After the recording is complete, a fluent listener can convert the cue points into time codes.
  3. When inserting the new audio, make sure that your audio start point is at the beginning of the timeline, or you will need to offset your cues by the corresponding amount of time.

Is it All Worth It?

In a word, yes. In most cases nothing short of a course completely written by and for a cultural native will provide understandable, credible materials that accelerate learning by your global workforce.

Of course, for some courses a quick translation will be good enough to get the job done.

Being armed with these tips will help you to achieve the right level of learner engagement and understanding within your localization timeline and budget.

Jim DeRosa, Senior Instructional Designer
Jim has over 15 years of experience creating award-winning training and interactive marketing. As a content designer and developer, he has helped to deliver many successful projects. He specializes in creative visual treatments, eLearning design and development, branded user interfaces and templates, and all things technical.

Being a Leader of Impact and Influence

Three strategies for stepping into leadership, defining success in a way that resonates with us, and living each day creating impact and influence.

By Amy Franko

pablo (1)
30,000 days to play the game of life.

At the time I came across that number while reading Arianna’s book on the third metric, I was celebrating a milestone birthday, having turned 40. I did a quick calculation. With that number, that means I’ve used about 15,000 of my 30,000 days. (I’m hoping if I play my cards right, I might squeeze in a few more beyond that 30,000 number.)

It made me stop and think. As I move through the 30,000 days that make up my life, how often have I stopped (or at least slowed down) to consider my impact? And am I making an impact with the people and in the ways I truly want?

Conversations about impact and legacy often come later in life, as we look back at what we’ve accomplished and contributed. What if we looked forward instead? What if we looked forward and consciously designed our path of impact and influence?

I had the opportunity to talk on this topic of creating a life and career of impact and influence to about 200 future leaders. I’m sharing with you a few of the key points from that talk on how we can all step into leadership, define success in a way that resonates with us, and live each day creating impact and influence.

1. Commit to finding your bold vision. (It’s OK if you don’t have one today.)

You might not be aware of Roya Mahboob. Roya is a rare force and what I call a woman of impact. I discovered Roya’s work a number of years ago while writing a piece on women in technology, and her story is nothing short of amazing.

Having been a refugee in Iran until 2003, Roya is now an entrepreneur in Afghanistan, as the founder and leader of a top software development company in the city of Herat. What makes this so amazing is that she does this despite deep cultural resistance and even threats to her life. In addition to employing many women in her firm as software engineers, she also runs an NGO that empowers women by providing them work weaving carpets. (You can watch this NATO video to learn more about Roya.) Today, she is the recipient of a number of leadership honors, one being named to Time magazine’s 100 most influential people in the world for 2013.

What does it take to become someone as extraordinary as Roya? She has chosen a bold vision and has chosen to live a bold life; she has chosen to be a leader who creates opportunity where most would see none, and to pioneer the way for women in technology. She has taught me that to be someone of impact and influence I have to be willing to choose differently, to commit to finding and living that bold vision. Some of us are born with that certainty of vision, but I think the vast majority of us need time and experience to help us uncover what we’re most passionate about.

When I reflect on my vision and where I want to be a leader of impact and influence, I am most passionate in my work of developing future leaders in various capacities. I’m in my element, time stands still, and the work comes very naturally to me. Growing up the oldest of 5 daughters, I’m also extremely passionate about mentoring young women and girls into leadership roles. I wish I could say these things came to me overnight, or that I was born knowing them, but it wasn’t the case at all. These things came to me over time, and usually started with the kernel of idea, someone pointing me in a direction, or providing an opportunity that was perfect at the time.

I would encourage you to take those kernels of ideas that speak to you, spend time with them, and see where you can grow them into a bigger and bolder vision, a vision that you can turn into a cornerstone of impact and influence.

2. Trade in the traditional to-do list.

People of impact and influence invest their time differently. I’ve found that they have a way of getting laser focused on what is truly most important, and they can delegate, delete, or delay the smaller things in life. I’ve also learned that people of impact and influence trade in the traditional to-do list for some more significant lists.

Most of us have a bunch of to-do lists – professional, personal, the bucket list, the lists we keep in our head, the lists we keep on post-it notes, the lists we keep on our mobile devices. I’m not saying those lists go away entirely, but if we can trade in the traditional to-do list for some lists of more significance, it would make a huge difference in our ability to be impactful and influential. Below are five lists that I encourage people to reflect on; they typically have only a few things on them, but they take much longer to create:

• To Be: What kind of person do I want to be in the world?
• To Have: What (non-material) things do I want to have?
• To Achieve: What do I want to achieve that is significant to my vision?
• To Serve: Who do I want to serve, and how do I want to serve them?
• To Stretch: How can I push myself out of my comfort zone?

3. Ask yourself some important questions (and keep asking them).

The work of living a life of impact and influence takes time, space, and the willingness to sit with a lot of questions. Some of them uncomfortable, some of them difficult to answer, some that take a lot of introspection or the courage to ask your trusted circle for their input. Below are some of the questions that I sit with – I often journal about them, and keep them somewhere that I can reflect on them over longer periods of time:

To become someone of IMPACT:
• Where do I INVEST my time, talent and treasure?
• Do I embrace a MINDSET of impact and influence?
• Am I pursuing my PATH with PASSION, personally and professionally?
• Am I asking for ACCESS and am I ACCESSIBLE?
• Am I living by CHOICE and not chance?
• Am I allowing TIME for space and silence?

• Am I willing to INSPIRE others?
• Do I cultivate and share my NETWORK?
• Am I FUTURE focused?
• How do I want my LEADERSHIP to be remembered?
• How am I creating my UNIQUE vision and bringing others along with me?
• Do I ELEVATE those around me?
• Am I creating a CULTURE I can be proud of?
• Do I EXPECT more?

If there’s one thing I try to keep in mind at all times, it’s this:

There may be someone in this world right now, in this moment, looking to me and watching what I do. I may be a role model or in some small way help them along their path. I may never have the opportunity to interact with that person, but I have the opportunity to make an impact without even knowing the outcome.

When I consciously try to live with that reminder, it helps me to continue looking forward on that journey to being a leader of impact and influence.

Dealing Well with Conflict: Don’t Avoid this One!

By Amy Franko

conflictAt almost every keynote or workshop I give on women in leadership, I usually talk with at least one woman afterwards on how to manage conflict with grace. This is never an easy topic, especially for many women.

We’ve been conditioned to avoid conflict or controversy, and find compromise. Let’s face it. We want to be liked! We don’t want to hurt another’s feelings. We want to live in a collaborative environment where everyone plays nicely in the sandbox.

A few areas that this seems to rear its ugly head the most are when:
We’re faced with providing any kind of negative feedback.
We have a difference of opinion, and we’re concerned with offending others by sharing it.

And when we’re faced with these situations, more often than not, we back down, find ways to soften our message, or we walk away altogether, hoping the situation will just disappear.

The result? Those actions leave us deflated and not the leaders we want to be. (And six months later we’re still rehashing it!)

So how do we manage conflict in ways that allow us to step into our best leadership light?

These tips on developing grace under fire are adapted from Dr. Lois Frankel, my mentor and author of Nice Girls Don’t Get the Corner Office.

1. Build your feedback account. We’re taught at a young age that to build a positive, healthy bank account, that we have to make more deposits than withdrawals. This same philosophy applies to giving feedback. It’s important to build the habit of giving plenty of positive, sincere feedback to those you lead or who work on projects. So when the time does come for you to provide critical feedback, it’s viewed as constructive and developmental (and not construed as you being overly critical).

2. Use a formula. Dr. Frankel recommends using a formula called DESCript. This allows you to structure your comments, keeping the focus on behaviors and future outcomes. It also gives you a way to open the conversation.
D = Describe why you’re having the conversation.
E = Explain your perspective in behavioral terms, and elicit feedback from the other person on how he/she views the situation.
S = Show that you’ve heard the other person, and be specific about future behaviors you expect.
C = Align the expected behaviors to the future consequences you want to achieve.
Always thank the other person for listening and working through this with you.

3. Prepare a few key phrases. It always helps to have a key phrase you can rely on to start a conversation that might get a little sticky.
When offering a counter viewpoint: “I’d like to share a different way to look at the situation, based on my experience/research.”
When faced with an especially difficult conversation where it will be challenging to get the words out: “This is a bit difficult for me to say. I have a few important points to share on this situation, and I’d like to give you my perspective.”

Much of our ability to communicate well in potentially rocky situations comes down to being prepared and exercising strong emotional intelligence. These philosophies, formulas, and phrases will help!

© 2015 Impact Instruction Group
You are welcome to reprint this article. Please include the article in its entirety along with the bio and copyright.

2015 Learning & Development Technology Trends Report – Tin Can API

Welcome to the last video in our technology trends series. This episode’s topic is the Tin Can API.

Not sure what that is? Well, you’re not alone.

Think of it as the modernization for the SCORM. And it’s changing the way we gather and analyze learning data.

The Tin Can API, which is also known as the xAPI, is growing in recognition. But it’s in the exploratory stages. In fact, this was the first year it made the Impact Instruction Group Leadership and Development Technology Trends survey. We asked our respondents how they would characterize their organization’s adoption of the Tin Can API.

Tin Can API - Impact InstructionHere’s what they said:
• 48 percent have heard of it, but have no plans to implement.
• 35 percent never heard of it.
• And just 17 percent are considering implementation and plan to further explore this year.

Watch this video to learn about the results, as well as hear why this is a tool you should consider for your business’ training program.



And, for all the details, be sure to read our 2015 Learning and Development Technology Trends Report. If you haven’t already downloaded the full report, just click on the blue subscribe button on the top, right side of this page.

View previous posts from this series:

Introduction | Investments | Leadership Insights Mobility | Staffing | Enterprise Social Networks

2015 Learning & Development Technology Trends Report – Enterprise Social Networks

Welcome back to the Impact Instruction Group’s video series on our third annual Learning and Development Technology Trends Report. This episode, we’re going in depth on Enterprise Social Networking.

First, let’s take a step back and define enterprise social networks. Chief Learning Officer Magazine defines them as private internal software platforms designed to engage employees while fostering collaboration and informal learning.

We asked our survey respondents if they had adopted an enterprise social networking tool… it was a new question for our 2015 survey. They were split down the middle… 50 / 50.

Our founder and CEO Amy Franko explains in this short video.


You can also see exactly how our respondents answered our enterprise social networking questions in this graphic:

II_Survey_Dec2014_v5_Q56And, for all the details, be sure to read our 2015 Learning and Development Technology Trends Report. If you haven’t already downloaded the full report, just click on the blue subscribe button on the top, right side of this page.

View previous posts from this series:

Introduction | Investments | Leadership Insights Mobility | Staffing | Tin Can API

2015 Learning and Development Technology Trends Report – Staffing

We wondered how organizations’ learning and development teams will be staffed to keep up with the growing mobile learning emphasis in training. So we asked you as part of our survey for the Impact Instruction Learning and Development Technology Trends Report.






In looking at the data, one number in particular caught our attention… That’s the decrease in organizations that say they have the right people in place to meet the growing emphasis on mobile learning. Only 12 percent believe they do. That’s down from 21 percent last year.


What skills SHOULD a learning team have in place to stay at the forefront? We found it’s a blend of technical, business and interpersonal abilities.

Learn more from Amy Franko in the video above.

And, for all the details, be sure to download a copy of our 2015 Learning and Development Technology Trends Report. you haven’t already downloaded the full report. Just click on the blue subscribe button on the top, right side of this page.

View more posts from this series:

Introduction | Investments | Leadership Insights Mobility | Enterprise Social Networks | Tin Can API


Reduce the Capability Gap with Technology-Based Learning

columbus ceo logoOf all the things that keep leaders up at night, one of the most challenging is the “capability gap,” that is making sure the right people are with the organization, in the right roles, and with the right skills to move the business forward.

How can leaders assess their organization, to reduce capability gaps and build their competitive advantage? A strong place to start is with a role-based talent development program that encompasses consistent on-boarding and ongoing learning experiences. Our Amy Franko shared seven benefits of technology-based learning in this guest blog in Columbus CEO.

2015 Learning and Development Technology Trends Report – Mobility

We in the learning industry must answer the demand to incorporate a level of mobile and social learning into our work environments.

How are we doing at it?

Impact Instruction Group asked our survey respondents how they would characterize their company’s adoption of mobile learning. Impact Instruction Group Founder and CEO Amy Franko explains more in this short video.




This graphic also provide

This graphic also provides insights. You’ll see that 44 percent said they had new mobile devices and need to create a strategy to leverage them. But, ZERO said they have a fully-implemented mobile-learning strategy.


Why aren’t we doing better? The Towards Maturity organization cities several barriers when it comes to implementing mobile learning.

For example, the “bring your own device policy,” the cost of acquiring devices, the loss of control over corporate data, and the perceived lack of use all work against mobile learning implementation.

If you’re not already incorporating mobile into your learning program, we’ve got a few tips to help you get started.

  1. Identify a specific business need.
  2. Start small.
  3. Create a strategy document.

If you haven’t already downloaded the full report, access your copy now. Just click on the blue subscribe button on the top, right side of this page.

Join us again soon for our next video when we talk about staffing.

View previous posts from this series:

Introduction | Investments | Leadership Insights | Staffing | Enterprise Social Networks | Tin Can API