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What Corporate Learning Can Learn from Higher Education

The use of streaming video as an on-demand communication media is one of the few technology spaces where Higher Education is actually a few years ahead of the adoption curve than Enterprise. Enterprise businesses have adopted video conferencing and web conferencing for real-time, synchronous communication (i.e., virtual meetings), but for whatever reason, the story often stops there. The planning that goes into some of these corporate presentations, meetings, or/and webinars can take hours in script planning, deck creation and rehearsal.
Then what?
More often than not, that content that took all of that time to prepare then goes to collect dust on an intranet, Sharepoint, or some other portal that in effect assures that content is all but lost forever.
Meanwhile, in Higher Education, the focus is on time shifting content and ensuring content that was created is accessible anytime, anywhere much like the information available in textbooks. They know where to find it and they can access it at their leisure. This access allows them to be better prepared for actual in-person interactions such as tests, quizzes, workshops, labs, and actual in-person class time.
So what lessons can those responsible for learning within a training organization learn from the academics in higher education? When I say those “responsible for learning” within an enterprise, this goes well beyond formal training programs. It can be those tasked with delivering HR information, product information, sales enablement, executive messaging, engineering groups—anyone with information that needs to be shared across a wider group.

Video Tips Higher Ed Has to Offer Enterprise

Here are a few brief takeaways that might provide some value:

  • Don’t try to create the Evening News.

It’s ok to use minimal pre- and post-production tricks. It’s even ok to leave in basic mistakes. A more natural feel can sometimes be more effective than polish.

  • Get asked the same questions over and over? Archive it.

Try making playlists to create “training on demand.” Won’t it feel great to never answer that question again?

  • Keep it short!

5, 10 minutes at most is ideal. Not only is it easier for you, it’s more effective.

  • Keep on it!

One video gets forgotten. A consistent set of posts will draw an audience.

  • Incorporate quizzes.

Built in quizzes keeps your audience engaged. It also gives you useful feedback on what is and isn’t working.

  • Create rewards.

Educational institutions give grades. But you can give rewards, too. Set up incentives for training or sales related videos. Or even consider small gift cards to people who share, post, or engage.

After all, the next-generation workforce’s expectations for technology are going to come from, you guessed it, their schooling. These are proven concepts that will encourage your employees, ensure they are retaining the information, save you from having to repeat yourself, and overall provide a better experience.

Want to see how other companies have used video to teach? Watch the webinar “Influencing Employee Behavior Through Video.”.

Find out more on video growth trends for enterprise learning.

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