How do you align video training content with learning objectives and outcomes?

It's helpful to apply "backward design" when approaching content creation for videos or other course development. Backward design will ensure that learners achieve the desired outcomes. Simply speaking, in backward design, you articulate your learning objectives and assessment plan before creating content. For example, "By the end of this post, you will be able to define a learning objective." Learning objectives are the promise we are making to our students. A learning objective states what the learner will learn or has learned by the end of a video, lesson, course, etc. You can test your content effectiveness by asking your learners questions at the end of the session. For example, "How would you define a learning objective?"

Remember to be realistic with your learning objectives. Often, the video alone will not be enough for learners to achieve an objective like “be able to apply X approach.” The MODULE (which likely includes additional learning activities like exercises, quizzes, interaction, etc.) has a better chance of achieving more aggressive learning objectives. A video can promise an “understand” or a “be able to recite/choose/differentiate, etc.” type of objective though.

Before starting to plan a video, it's a good idea to clarify the learning objectives, as videos take time to put together and execute properly. It's a good idea to see if videos are the right solution. Videos are good at "follow me" guides and informative pieces that could lead to discussions afterward. Whichever methodology you use for doing your learning development and goal setting, may it be ADDIE, SMART, or others, if your goal isn't to demonstrate or inform, videos may not be the overall solution.

This is where I would HIGHLY recommend engaging a creative team or at least a creative person in the development process. There is a reason LMS engagement rates are obscenely low - course creators are not doing an effective job of delivering content employees want to consume. If what you’re creating today is not working to get eyeballs/views/completion rates, etc. without bribery or threats, then you need to get creative or hire someone creative who can achieve your goals. I know a guy…

Choosing the right format can be as much a task of budget and personal knowledge, than a result of needs analysis. Jonathan Hall does a great job of going over these basics in his book "Rapid Video Development for Trainers: How to Create Learning". If your goal is to create a quick software guide, screen recordings with a descriptive voice-over might be sufficient. Any other use of video can quickly become a rabbit hole that requires knowledge of editing, pacing, and related gear. Make sure to verify that what you want to attempt is within the skillset and budget of your team before you embark on this journey. Many tools exist to simplify the process of creating videos now, but they still don't help give the polish of a Hollywood movie.

Videos need to move to keep viewers engaged. Editing a good learning video can be a challenge, as delivering information can be a little dry. Adding visual effects, music and sound effects can help keep the pacing more dynamic and engaging. One has to be careful that the final product doesn't end up a mix of colors, bleeps and boops that don't help in delivering the final message. Just like a slide deck, carefully crafting the visual, and audible, elements can be difficult. If you work for a larger company or are creating for one, make sure to follow their style guide in order to match their fonts, colors, and tone. Keep the pacing lively, but also ensure that all of your content is clear and supported by both audio and video elements.

Evaluating your content starts by watching it yourself once it's complete. If you can't understand the message, and you made it, I doubt the learners will get it. Always trial it with a third party, possibly a potential learner, and get their feedback before rolling it out. Once it's out, different methods can get you feedback. The first classic method is to send a post-viewing survey, but like and smile sheet, it might not be a true reflection. The second is to use platform tools. Most video platforms, may it be public, like YouTube, or internal, like SharePoint, include engagement statistics that show when users leave a video. If included in an e-learning module, this data might be harder to extract on a per-video basis.

Be mindful of who presents or appears in the video or voiceover. It isn't a natural ability, but can be learned. Discover who in your team has the skillset as well as the inclination to present, because nerves and reluctance can ruin a performance. If no-one does, consider hiring a professional actor/voice artist to present your script. Philippa Hammond trainer/actor www.speakingwellinpublic.co.uk