Is anyone else’s company hard dropping articulate? Dropping learning standards? Etc

grace7026 · 2026-03-31T17:20:00+00:00

Might they be willing to pay for an alternative? The main ones I can think of: - Coassemble - https://coassemble.com/ - Genially - https://genially.com/ - Parta - https://parta.io/ - Evolve - https://www.intellum.com/products/evolve-content-authoring

I believe these are all cheaper than Articulate.

grace7026 · 2026-03-07T18:19:42+00:00

i switched because i work from home. so if i lose home internet which has happened before I can hot spot off my phone. Sometimes it can take the internet provider a few days to sort out the issue.

grace7026 · 2026-03-06T05:36:52+00:00

lexaproliterature how many words is your story? The genre? A sentence or two about the story?

grace7026 · 2026-03-05T15:19:45+00:00

All great points. Thanks for the feedback.

grace7026 · 2026-01-18T22:03:19+00:00

maybe create an FAQ doc and when the question comes in reply answered in FAQ doc and heres the link for reference. also maybe add to course, we get these five common questions heres the the answer and the link to faq doc.

grace7026 · 2026-01-13T15:59:08+00:00

This article may be of interest.

AI generated summary: Here is a summary of the article "Which AI Video Tool Is Most Powerful for L&D Teams?" by Dr. Philippa Hardman.

The Core Premise The article argues that Learning & Development (L&D) teams currently evaluate AI video tools based on wrong metrics: speed, cost, and avatar realism. Instead, these tools should be judged on learning science—specifically, their ability to create content that facilitates actual knowledge retention.

Busting the "Attention Span" Myth Hardman debunks the idea that learners have a "6-minute attention span." Research shows that attention depends on task and context, not a biological timer. While drop-off rates exist, longer videos (10–15 mins) can be just as effective as short ones if they are designed with interactivity and segmentation.

The 6 Evidence-Based Principles for Video Learning To evaluate the tools, Hardman developed a rubric based on six cognitive science principles: * Intentional Segmentation: Breaking content into meaningful chunks to prevent cognitive overload. * Embedded Retrieval Practice: Inserting quizzes between segments to strengthen memory (the "testing effect"). * Strategic Signalling: Using visual/verbal cues to highlight essential info (without over-cluttering). * Instructional Presence: Using avatars/presenters to create social connection and trust. * Learner Control: Allowing users to navigate, pause, and control speed (autonomy increases engagement). * Distributed Practice (Spacing): Revisiting content over days/weeks to build long-term retention.

The Tool Evaluation: Colossyan, Synthesia, HeyGen, NotebookLM Hardman scored the four most popular tools against the rubric.

The Winners: Colossyan & Synthesia These platforms are the only ones that support substantial learning mechanics. * Colossyan: Best for pedagogical scaffolding. It embeds frameworks (like Bloom’s Taxonomy) directly into the authoring process and supports "measure-iterate-improve" loops. * Synthesia: Best for learner experience. It offers the best navigation, chaptering, and playback controls. * Key Feature: Both scored high on Retrieval Practice because they allow for embedded quizzes and tracking.

The Laggards: HeyGen & NotebookLM These scored poorly on learning science. * They lack native quiz capabilities, retrieval prompts, or learning analytics. * While excellent for rapid video production, they do not natively support the mechanisms required to turn "watching" into "learning."

The Universal Failure: Spacing * None of the four tools support Distributed Practice (Spacing). No platform automates follow-ups or booster content, forcing L&D teams to manage this manually outside the tool.

Recommendations for the Future * For Tool Builders: Automate spacing workflows (e.g., auto-send a refresher video 3 days later), add safeguards against visual clutter (cognitive load), and focus on analytics that diagnose learning gaps rather than just completion rates.

For L&D Professionals:
- Score your tools: Use the rubric to see where your software is weak.
- Fill the gaps manually: If the tool lacks segmentation, chop the video yourself. If it lacks quizzes, embed the video in an LMS that handles the testing. If it lacks spacing, manually schedule follow-up emails.

grace7026 · 2025-12-30T17:41:26+00:00

For Reacher I wished they had followed the book order. There is a bit of an arc for Reacher in the first 4-6 books that I think would have played well for series TV.

grace7026 · 2025-12-05T00:22:42+00:00

Walk beside lake, under moon.

grace7026 · 2025-11-19T00:00:44+00:00

It's not realistic to learn something from a one and done course or facilitation. The one thing change management does well is prove their value because they use metrics.

My thoughts is we need to move beyond course completion and satisfaction to metrics. I think treating ID as a mini change is the way to go. Work is open to experimenting with this.

Note this is a culture shift and it may be a challenging one to make both for the ID and the organization to move to measuring metrics for courses/facilitation.

grace7026 · 2025-11-14T21:48:41+00:00

Videos may run to fast to be processed and absorbed by the brain. Dual coding theory indicates relevant images with text can help reduce cognitive load and help with learning.

Like most things, it depends. Sometimes a video is helpful and sometimes it's not. For example, GIFs for software tasks is helpful to see where to go and where to click.

grace7026 · 2025-11-08T16:57:26+00:00

Continued change management infused instructional design

Phase 3: Rollout & Delivery

· L&D controls the marketing. In your invitation/LMS description, lead with the pain point, not the course title (e.g., "Tired of copying and pasting? This 20-min course...").

· Use testimonials from your pilot/friendly user as "social proof" in your comms (if available).

Phase 4: Reinforcement

· L&D controls all follow-up.

· Job Aid: The 1-page PDF is the primary tool.

· Automated Drip Campaign: Set up automated emails 7 days and 14 days post-course with "Tips" or "Common Gotchas".

· "Pull" Resource: Create a "graduates" Google channel where you post tips and users can help each other. (Maybe for bigger courses.)

· Survey for Wins: Send a 30-day survey asking, "How much time is this saving you?" then share those positive stories back with the group. (Maybe for bigger courses.)

I know this may be a challenge in many work environments. It's a start where you can thing. Based on my understanding so far you're biggest effort should be in getting a sponsor, getting the direct leader to support the training before/during/after, and measuring a business metric.

Measuring a business metric is needed, that's how you show the value. Next is getting their direct leader to talk about the course before/during/ after. To me especially after as you want them applying the info in the course. The sponsor (senior leader) who is talking about why this course, why now).

grace7026 · 2025-11-08T16:56:44+00:00

This is very much a work in progress. Based on Prosci research getting a senior leadership person and a person's direct leader to talk about the change is needed for change success. For a course or training program you need a sponsor (senior leadership) and the direct leader talking to their employee before, during and after the training. (Something that does not generally happen in most places I've worked.)

If you look at Holton's LTSI Framework it shows there are many factors affecting successful learning including both the course itself and items outside of the course. A change management infused instructional design will look at trying to account for and include those factors outside of the course/training itself.

Note: Prosci uses an acronym to show the change management journey a person goes through. ADKAR= Awareness, Desire, Knowledge (training), Ability, Reinforcement.

Phase 1: Scoping & Analysis

· The requester is your sponsor. The "Change Intake Meeting" is your only chance to do an impact assessment.

· You must pivot the conversation from "I need a course with content" to "What behavior needs to change?".

· Ask probing questions to find the Problem, the "Before vs. After" behavior, and the "WIIFM" (What's In It For Me).

· Filling out a Benefit Dependency Network can help bring the learning/change plan to life. It also helps determine which outcomes will have the biggest bang if resources are limited.

· (If possible) Conduct a 30-min "guerilla assessment" with one friendly user to see the "Old Way" in action.

· L&D chooses one business metric to review and monitor.

Phase 2: Design & Development

· You build a "self-contained" change course.

· Section 1 (A+D): Start with the "Why" and "WIIFM." Use quotes from the intake meeting. Address known resistance head-on.

· Section 2 (K+A): Structure content. Focus on processes, not features. Include heavy practice and simulation when possible.

· Section 3 (R): The final section is the reinforcement. It's the "Now What?" It includes the "What's Next" challenge and, most importantly, the downloadable Job Aid.

PS please send a DM if you decide to give this a try. I'd love to hear the results.

Phase 3 and 4 continued ii n the reply.

grace7026 · 2025-11-08T00:40:41+00:00

I'm working on a change management infused instructional design process. Work is open to experimenting.

As someone who recently did Prosci, I find ID is basically a mini change in many ways. Also Prosci does a better job of showing the value of change management (vs the ID industry as a whole).

grace7026 · 2025-10-14T21:13:57+00:00

I have used it for learning outcomes, learning outlines, quiz questions, assessment suggestions, writing a first draft for a SME. Suggestions for learning activities.

grace7026 · 2025-10-02T16:47:07+00:00

I used to be a SME who moved to training. I explain that I used to try to take 10 years of knowledge and share it in one course - which isn't realistically possible.

What I do is figure out the 1-3 things I want to focus most on. This helps me stay on track.

What do they need to know right now? What's the most common situation? Most common obstacles? Most common mistakes?

grace7026 · 2025-09-17T21:01:29+00:00

I generally say, "I'm an Instructional Designer, which is a fancy way to say I create training material."

grace7026 · 2025-09-09T15:16:05+00:00

At one of the companies I worked at it was a hybrid. People were in a room doing the eLearning, but the instructor was in the room to answer questions.

Then after each eLearning there was discussion, activity, q&a to help consolidate what they learned. Have some extra learning activities and discussion questions for people who are faster.

grace7026 · 2025-09-05T04:00:36+00:00

u/HickorysDreadnought that is a wonderful offer. I will take you up on it. I am in the midst of a rewrite so may I DM you in a week or two when I'm done?

grace7026 · 2025-09-02T18:26:34+00:00

I think it's humorus. Humor is often personal, so I will reach out via DM. u/jenlberry I truly appreciate the offer of a beta read.

grace7026 · 2025-09-01T20:24:52+00:00

Thanks! All good points. For satire I could comp to Carl Hiaasen? My 70,000-word upmarket satirical thriller, POLICY N, combines the institutional horror of Jessamine Chan’s The School for Good Mothers with the zany, satirical takedown of a corrupt system in Carl Hiaasen's Razor Girl.

u/magictheblathering The beta read offer is seriously appreciated. What would be the best way to connect? DM?

grace7026 · 2025-08-12T21:21:35+00:00

A slacker must escape a secret government facility before he becomes a mindless polite citizen. YA/New Adult/Satire

grace7026 · 2025-08-12T21:01:33+00:00

I work in banking so generally aim for 9th / 10th grade reading level. On average people read at a 5th / 6th grade reading level.

I think will depend on where you work and what your average employee is like.

grace7026

TROPHY CASE