Hooked on Learning - How to

Drive Learner Engagement with

Video-Based Learning
Featuring 25 Killer Examples and 20
Compelling Strategies
 Hooked on Learning - How to Drive Learner Engagement with Video-Based Learning

Preface
As the hybrid model becomes the way of life for most corporates, L&D
teams need to constantly ensure that their training strategies meet this
evolving work model.

Modern learners are very particular about how they want to access
information. They get easily distracted, end up multi-tasking, and don’t
want to invest a large amount of time in training.

They require training to be flexible, on the go (Mobile Learning), bite-sized,

and focused – which helps them learn or solve a problem (Microlearning).
Not to forget, training should be delivered in engaging and immersive
formats that help them learn, practice, or resolve a challenge.

Video Based Learning offers a great way to create immersive learning

experiences while leveraging mLearning, Microlearning, Gamification, or
Scenario Based Learning strategies to enhance the learning experience.

By utilizing existing ecosystems that work well in remote situations, such

as social medial posts, podcasts, YouTube, vlogs, and streaming, L&D
teams are working towards making learning accessible while driving a
culture of continuous learning.

Video Based Learning helps foster a culture of empowerment, innovation,

and purpose in organizations. The use of videos in training is a great fit to
support this new training paradigm.

Read on!

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 Hooked on Learning - How to Drive Learner Engagement with Video-Based Learning

Table of Contents
Section 1 Section 2

Why You Should Leverage 5 Amazing Video Based Learning

Video Based Learning Strategies to Keep Your Digital
Learners Hooked

Section 3 Section 4

Drive Learner Engagement Through How to Multiply the Impact of

the Roof with 6 High-impact Online Videos in Training by Leveraging a
Training Video Strategies Learning and Performance
Ecosystem

Section 5

25 Killer Examples of Video

Based Learning

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SECTION 1

Why You Should Leverage

Video Based Learning

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L&D teams need to continuously raise the bar for trainings by providing
engaging and immersive learning experiences.

employees are more likely to watch a video than to read documents,

75% emails, or web articles.
Forrester Research

Videos can indeed improve people’s ability to remember concepts and details
— with effects that increase over time. In this eBook, let’s look at the benefits
and examples of Video Based Learning in Corporate Training.

Videos enhance cognition by seizing the viewer’s attention, thereby increasing

learner engagement. Here are 3 key reasons why videos add value for digital
learners.

▪ They compel consumption and improve retention levels. Imagine reading a

5,000-word lecture transcript versus watching an 8-minute animated video!
▪ Videos are a cross-generational resource. From Gen C, to Boomers, to Gen X,
Y, Z, and the more recent Alpha – workplaces across the generational divide
benefit from eLearning videos.
▪ A video can break through organizational communication barriers and
accelerate innovation and creative problem solving. This gives a greater
sense of purpose and connection.

In this eBook, we will help you relook the benefits of Video Based Learning in
Corporate Training and provide 25 killer examples and 20 compelling
strategies.

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What benefits does Video Based Learning offer?

Improves knowledge retention: Compared to still formats, videos

offer higher recall and retention, thereby creating a more captive and
attentive audience. A stickier learning experience is an obvious
outcome.

Enables Microlearning: New concepts are often difficult to adopt.

Seeing that concept materialize through online training videos,
especially short-form Microlearning, can give learners a pause for
thought and further assist in attaining the tougher goals of behavioral
change.

Widely accessible content: Utilizing a high-impact training medium,

such as videos, makes training programs more acceptable and
accessible across workforce. They are designed to be made available
within the learner’s workflow to gain access to relevant bites exactly
when and where they need it. Adding transcripts or closed captioning
further adds to the accessibility factor.

Enables on-demand learning: Videos can be used for Performance

Support intervention as just-in-time learning aids or job aids that are
available within the learner’s workflow. This helps learners use them
precisely in the moment of need.

Facilitates Social Learning: Videos are great at promoting social or

peer-to-peer learning where employees can record and distribute their
unique knowledge. This helps drive a culture of continuous learning in
organizations.

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Why are videos the most popular format for

learning?
The popularity of videos in learning is tied to the fact that they allow learners to
interact, explore, and digest concepts easily. Unlike text or infographics, video
content can help express multifaceted aspects of a topic, and that creates a
compelling watch and a more engaging learning experience.

When weighing the use of training videos in corporate training programs, L&D
professionals should leverage the following qualities:

1. They lead to “stickiness” of learning: Learners typically find well-conceived

video content more engaging and “addictive” than slides and diagrams. This
propels long-term retention and recall value.

2. They foster thought change: When learners read or hear about a new
concept or idea, they often tend to mull over it and move on. Seeing that
concept in motion through online training videos allows faster assimilation
and better adoption.

3. They facilitate behavioral change: When it comes to driving behavioral

change, nothing compares to online training videos paired with Gamification,
Simulation, and other Interactivities that have the power to demonstrate the
intended behavior for learners to practice, model, and emulate.

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4. They add value to VILT and Blended

Training: Videos have proven useful in
augmenting VILT and Blended Training
programs, as they add an element of
multi-sensory learning in the otherwise
static delivery medium. These videos
can be revisited as many times as
possible by learners (iterative learning).

5. They appeal to the multi-generational

workforce: The popularity of Mobile
Learning has also made small-footprint
content delivered as Microlearning
nuggets of videos. These are extremely
popular among cross-generational
learning audiences.

6. They help in mastery learning: Videos

have proven to be one of the best
mediums in procedural, product, and
process related learning. It provides a
comprehensive way of presenting
information that can be referred to
again and again (reinforcement).

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Why should you use videos for your training

programs?

Consider this fact: YouTube isn’t just a video-sharing platform,

it’s the world’s second heavily trafficked search engine,
attracting more hits than Yahoo, AOL, Bing, and Ask.com
combined. So, what does that say about the power of videos?

There are deeper pedagogical and psychological reasons too.

Here are the 3 Cs that reaffirm why you should use videos for corporate training.

1. Cognition:

Videos can create impact at a cognitive level.

There’s ample evidence to suggest that our brains are hard-wired to better
respond to visual cues than still (text or pictures) images. Using videos in
training therefore results in “sticky” learning, easy understanding, and better
retention of knowledge. Once that knowledge is absorbed and understood, it
can foster thought change and manifest itself as positive behavioral changes
in the workplace.

Combining Virtual Reality (VR) content with 360-degree videos, adding

Simulations and Gamification, and integrating other interactive elements with
video training can deliver highly engaging and immersive cognitive learning
outcomes.

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2. Cost:

Rapid development of videos enables an effective yet cheaper and

quicker rollout.

Given today’s technologies, it’s much easier to create, edit, and publish a
Video Based Learning course than to build that same curriculum using other
eLearning development tools.

In an evolving learning landscape, fast paced update of training content is

imperative. Because of their ease of creation and deployment, the use of
videos in training makes them easily updatable, allowing training to remain
current and relevant.

3. Crew:

Videos are a great multi-generational training tool.

Modern workforce spans different generations, making the job of L&D teams
more challenging. Using a high-impact training medium like videos for
corporate training programs makes them more acceptable and accessible
across the entire workforce.

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Parting Thoughts

Online training videos are an excellent addition to corporate training

programs, particularly in the context of today’s hybrid workplace environment.
Not only do they foster engagement, empowerment, and longer recall value
but are also ideal to supplement existing learning resources in Formal and
Informal Learning environments.

We hope this section provided you with the requisite insights to help
you leverage Video Based Learning for online corporate training.

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SECTION 2

5 Amazing Video Based Learning

Strategies to Keep Your Digital
Learners Hooked

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10 Tips to Engage Your Digital Learners Through

Impactful Video Based Learning
In the hybrid workplace, learners are easily distracted and face the challenge
of multi-tasking. In this section, let’s look at how you can strategize Video
Based Learning to keep your digital learners focused and engaged.

What tips can make your eLearning videos engaging for digital learners?

Here are 10 proven tips for transforming “ordinary” video content into highly
engaging and addictive eLearning resources for digital learners:

Spark curiosity: It’s no coincidence that NASA names its Mars rover
1 “Curiosity.” This is an innate human quality that drives the urge to
learn, and eLearning course creators would do well to tap into that
aspect of human nature. One way to do this is by featuring snippets
(of the more interesting bits) of the video as explainers or as the
introduction to eLearning videos Teaser videos or awareness videos
feature well in this category.

Hold your learners’ attention: Upon igniting a learner’s curiosity, it

2 is imperative to retain that attention throughout the video. One way
to do that is to use analytical tools to gauge the parts of the video
that grab the most attention – upon launching the videos, are
learners quickly forwarding to a specific section? Do they most
frequently replay/rewind and watch specific segments?
Understanding learner behavior at this level can help create the
best video content. Remember to keep them short (3 to 5 minutes
each)!

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Use rich visuals: Videos should be appealing to create the desired

3 impact. Avoid boring PoV-type videos. Instead, give your digital
learners video treats by incorporating attractive graphic imagery,
expert animation, and high-fidelity video quality.

Interject audio intelligently: As quickly as eye-catching visuals can

4 draw learners to your videos, poor quality audio can turn them off.
Make sure the video and audio are synched perfectly. Avoid using
overbearing background music/soundtracks during narrations.
Most importantly, use a narrator with a strong, powerful, and
accent-less voice. Remember, it’s an art to balance the amount of
voiceover a video must have!

Incorporate storytelling: Audiences love a good story – and those

5 watching eLearning videos aren’t an exception. Weave elements of
suspense, purpose, cause-and-effect, and final
outcomes/accomplishments within the video.

▪ Build your course around a defined narrative – for example, a

production issue on the factory floor – and use micro video
modules (in concert with other elements of the course) to move
the digital learner through a journey of discovery – from
understanding the issues to finding a resolution.

▪ A good strategy is to create eLearning videos around a plot or

storyline, but one that’s relevant to your learner. Use a
customer success story, a work-related case study, or an
appropriate use case (in 5-10-minute snippets) to gradually
advance the story through the course. It is essential that the
video component of the story perfectly aligns with other
aspects of the course, namely the audio, text, slides, exercises,
and assignments.

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Consider mobile-first design: eLearning videos must be “lite” and

6 compressed to ensure greater accessibility. This is especially
important for learners using mobile devices on slow internet or
those looking to download videos for later viewing. Keep these
factors in mind while deciding on your learning design strategies.

Invest in high-quality editing: Video editing software and tools

7 hold the key to how the output will pan out. A good quality tool
allows you to transform a raw footage into a viable eLearning
product. Some even allow adding interactions and interactivities to
take the learning experience notches higher.

Show them how it’s done: Seeing is believing (and hence

8 learning)! It has been proven that eLearning videos around “how to”
concepts, demos, or a central character demonstrating procedural
steps or processes have far better learnability. This facilitates higher
assimilation of concepts for learners and faster grasping of core
concepts.

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Encourage discussion: Stimulate learners’ minds with open-ended

9 questions or rhetorical cues to promote constructive discussions
and induce critical thinking. This may also aid social and peer-to-
peer learning in many situations, creating an environment for
continuous learning.

Build long-term value: Focus on content that is stable and market

10 or trend agnostic as much as possible. This will ensure that the
content is relevant and evergreen for the learners and would not
require L&D teams to make frequent content updates.

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10 Video Formats to Boost the Impact of your

eLearning Videos
While there are a variety of formats that can be used, adopting these 10
formats create the maximum impact:

1. Learner-generated videos are a great way to foster Informal Learning.

2. Micro-module-based Scenario and Simulation videos are exceptional in

delivering “mock training” to digital learners in a safe (behind a screen)
environment.

3. Moment-of-need videos are great

to provide reinforcement training
as and when employees need it.
These include Lesson Summaries,
“How To,” “FAQs,” “Watch and
Learn,” and “Key Takeaways” type
videos.

4. Virtual Instructor-Led Training

(VILT) videos spliced as
Microlearning Videos are great for
formal eLearning courses.

5. Teaser videos can be used to

generate awareness, spark
curiosity, and create excitement
about eLearning programs.

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6. Practice-and-apply forms of videos are great as supplemental

exercises, drills, and simulations.

7. Reinforcement videos serve as great review and reinforcement tools

and act as excellent job aids to bridge the “Forgetting Curve.”

8. Talking head videos are the best for facilitating expert speak sessions
or delivering key messages from organization leaders directly to the
audiences.

9. Interview videos are known to be highly effective where the content

features viewpoints from different entities and is considered one of the
best ways of getting information across.

10. Interactive videos are a great way to not only ensure active learning
while watching videos but also help in evaluating learners’ cognition of
concepts and decision-making abilities.

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Parting Thoughts

eLearning videos are a great tool in any instructional designer’s and learning
development professional’s toolkit. They build learning awareness, stimulate
interest, foster engagement, and result in better course completion rates
compared to courses that don’t use these tools. Additionally, there are higher
levels of knowledge retention and on-the-job skills transfer that eventually lead
to better revenues and higher ROI for organizations.

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SECTION 3

Drive Learner Engagement

Through the Roof with
6 High-impact Online Training
Video Strategies

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Drive Learner Engagement Through the Roof with

6 High-impact Online Training Video Strategies

Modern learners require training to be flexible, on the go, bite-sized, and

focused, which helps them learn or solve a problem; and it should be delivered
in engaging and immersive formats that help them learn, practice, or handle a
challenge. In this section, let’s look at how you can integrate Gamification,
Microlearning, and Scenarios into online training videos.

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Why are existing corporate training videos not

effective enough?
Though still a popular training tool in today’s business world, existing
corporate training videos have some challenges. Let’s see what those are.

1. Many online training videos are extremely lengthy, contributing to learner

disengagement.

2. Some are overly short, leaving learners with a sense of unachieved learning
objectives.

3. Some of today’s corporate videos

come with high cognitive
expectations – beyond recall and
application. Unfortunately, most of
today’s training videos don’t
appropriately address those higher
expectations.

4. In many instances, trainers simply

substitute videos as a medium to
display and present their legacy slide
decks and text-based notes. This
approach severely diminishes the
effectiveness of video learning.

Unless L&D teams address these

challenges, by using online training
videos and other video learning
strategies, it’s unlikely that
organizations will tap into the true
potential of video learning.

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What strategies can enhance the interaction and

engagement of your corporate training videos?
Here are 6 strategies for L&D teams that will help them maximize the impact of
their video training:

1. Create avenues for continuous learning: Don’t view training as a one-

time initiative. In the hybrid workplace, L&D teams should use online
training videos to facilitate a continuous learning journey for their teams –
from onboarding through existing skills enhancement and from review and
refresher courses to new skills development.

2. Build a video repository of Performance Support Tools: Create video

training assets to support learning strategies, such as Microlearning, point-
of-need learning, how-to videos, tips & tricks, quick recall content, and just-
in-time videos. Trainers may then use these videos to ease the transition
from in-person/on-premises training to formal remote learning programs.

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3. Add elements of Gamification to your videos: “Learn by playing” is a

great way to make learning fun – especially when dealing with boring
subject matter, such as compliance or mandatory certification training.
Gamified video learning also aids in fostering engagement, team
building, and cooperation among cross-functional teams.

4. Leverage Microlearning videos: Short-form online training videos are

more engaging than lengthy content. These videos, such as “How-to
videos, offer succinct and targeted learning and serve well as point-of-
need training and post-training support resources.

5. Integrate Scenarios and Branching into videos: The use of Scenario

Based Learning (SBL) and Branching in videos helps deliver realistic
learning experiences. L&D teams may use videos to illustrate real-life
situations (work-related challenges) and demonstrate alternate ways to
address them. These strategies create useful checkpoints to bridge
learning gaps and offer a safe environment for learners to practice what
they’ve learned. Branching offers multi-dimensional problem-solving
opportunities, allowing learners to see the consequences of alternate
choices, actions, and decisions.

6. Use videos to deliver improved learning experiences: Rather than

using videos as a stand-alone training tool, make strategic use of online
training videos – in concert with immersive learning approaches such as
Gamification, Microlearning, and SBL – to deliver an augmented
corporate learning experience.

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Parting Thoughts

Videos can effectively cater to various corporate training needs if L&D teams
utilize their features correctly – making them a popular option for training
content. We hope this section provides the requisite insights that will help you
leverage videos for online corporate training, specifically how you can
incorporate Gamification, Microlearning, and Scenario Based Learning to create
engaging and interactive learning experiences.

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SECTION 4

How to Multiply the Impact of

Videos in Training by
Leveraging a Learning and
Performance Ecosystem

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Post pandemic and in the new hybrid working landscape, videos as a learning
medium has gained traction. In this section, find out how you can multiply the
impact of videos for training through a Learning and Performance Ecosystem.

How can videos be used to address the complete spectrum of your

training needs?

A multi-faceted corporate training program requires that L&D professionals

address a wide range of training requirements. Videos lend themselves well to
address those diverse training needs:

1. Video based online formal training is ideal for “on the go.”

2. They are optimal to support Virtual Instructor-Led Training (VILT), and

they work well when used as pre-workshop, during, and post-workshop
teaching resources.

3. Microlearning video content works well as instant or just-in-time learning

aids and to support point-of-learning initiatives. They’re great as job aids
and supplemental learning support tools.

4. Using videos in training makes great Informal Learning aids.

5. Leveraging videos for Social Learning, by encouraging shares and likes,

expands learning beyond the Formal Training domain.

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Strategies to Use Videos in Training by Leveraging a

Learning and Performance Ecosystem-based
Approach

Understanding how to use videos effectively for training not only helps create a
winning corporate Learning and Performance Ecosystem but also results in
offering learners highly Personalized Learning journeys .

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Here are 5 winning strategies that L&D teams should consider to create
successful corporate Learning and Performance Ecosystems that use videos in
training programs:

1. Launching and Building Awareness for Key Corporate Training

Initiatives
a. Connect with learners and improve learner engagement with teaser
videos.
b. Use videos to promote awareness of company-wide learning
opportunities.
c. Use videos to support major corporate change management programs.

2. Engaging Learners Through New Immersive Learning Experiences

a. Create and deliver engaging, immersive learning with the help of
Interactive Videos for training content featuring Virtual Reality based
360o experience.
b. Use videos that integrate with Branching and Scenario Based Learning
content.
c. Spice up dull, dreary courses, such as mandatory re-certification and
compliance training, by including gamified video content.

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3. Supporting Learners in Practicing and Applying What They Learned

a. Use videos that offer supplementary exercises, simulation-based
assignments, tests, and drills.
b. Use video based micro-modules, mock drills, practice scenarios, and
simulated learning content that allow learners to hone their skills in a
safe, controlled environment.
c. Sharpen critical thinking and “think on your feet” decision-making skills
with the help of branching videos.

4. Supporting and Promoting Corporate Informal Learning and Company-

wide Continuous Learning Programs
a. Encourage user/learner-generated videos to promote Informal Learning.
b. Promote Social Learning by facilitating the sharing of Microlearning with
videos in training delivered on social media platforms.

5. Building Instant-reference Job Aids, Reinforcement Resources, and

Quick-access Job Support Tools
a. Leverage video content to reinforce previous skills/training and mitigate
the effects of the “Forgetting Curve.”
b. Use Microlearning Videos for instant recall job aids, moment-of-need
support, and learning refreshers, reviews, and reinforcement.
c. Build curated libraries of videos for training to serve as Formal Learning
resources.

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Parting Thoughts

The changed workplace dynamics has accelerated the use of videos in training.
However, most organizations limit the use of videos to deliver Virtual Training.
In this section, we saw how videos can be used to address the complete
spectrum of training needs by leveraging a Learning and Performance
Ecosystem-based approach. We hope it provided the required insights on how
you can use videos for training by leveraging a Learning and Performance
Ecosystem-based approach.

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SECTION 5

25 Killer Examples of Video

Based Learning

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Example 1
To Support Initiation/Create Awareness of Key Programs

Teaser video: This teaser video was created for a Robotic Process Automation
company to:

▪ Launch a course for their new product.

▪ Engage the audience in a better way.

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Example 2
To Support Initiation/Create Awareness of Key Programs

Video to create awareness: This video was used to:

▪ Build awareness about the growing wildlife tourism scene.

▪ Help learners become certified tour guides in their profession.

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Example 3
To Support Initiation/Create Awareness of Key Programs

Video to create awareness on quality: This video was created for an apparel
and footwear industry.

▪ It portrays the importance of delivering quality products.

▪ The immersive kinetic text animation techniques engage the learners while
enabling them to get familiar with key value drivers of quality.

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Example 4
To Watch and Learn

Video to introduce a concept: This video was created for a banking and
financial entity.

▪ It introduces a key compliance concept in an engaging manner.

▪ The dynamic video with an apt balance of text and rich animation immerses
learners in the core concept while engaging their cognition levels effectively.

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Example 5
To Watch and Learn

Video to summarize a process: This Video Based Learning strategy was

used to:

▪ Provide an overview of the whole process of converting ILT materials to

online learning.

▪ Create a sticky learning experience using engaging kinetic text

animations that offer higher retention.

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Example 6
To Practice and Apply

Video to practice the acquired skills: This video was made for tour guides to:

▪ Understand and handle questions of visitors who came to the

theme/entertainment park.

▪ Practice and apply their learning in real-life situational animations using

characters and stories, good and bad examples etc.

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Example 7
To Reinforce and as Instant Job Aids

Video to reinforce the delivered message and offset the “Forgetting

Curve”: This Video Based Learning strategy was created to:

▪ Reinforce the message delivered.

▪ Highlight guidelines and best practices.

▪ Use quick, crisp, and to-the-point typography-based animations.

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Example 8
To Reinforce and as Instant Job Aids

Video for performance support intervention (instant learning aids/job aids):

This Video Based Learning strategy, which was an additional learning asset for
a Mobile First course:

▪ Provided as a Performance Support Tool to aid in retention and on-the-job

references.

▪ Used infographics and animated texts, icons, and graphics.

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Example 9
To Support Initiation/Create Awareness of Key Programs

Promotional video: This video was created to celebrate the 17th year
anniversary of EI.

▪ It showcased the company’s growth and development through the years.

▪ It used incredible background videos that complement the onscreen text.

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Example 10
To Support Initiation/Create Awareness of Key Programs

Promotional video: This video creates awareness about our wide-ranging

Performance Support solutions.

▪ It explains the changing learner dynamics as well as the focus on ROI.

▪ Uses infographics and animated texts, icons, and graphics to support

Formal Training.

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Example 11
To Support Formal Training

Video to create awareness: This Video Based Learning strategy was used for
Formal Training (Induction and Onboarding).

▪ It illustrates the organizational structure along with the various

departments and teams that work together.

▪ It uses colorful background illustrations, images, and videos.

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Example 12
To Reinforce a Compliance Mandate – as Instant Job Aids

Videos to reinforce – to offset the “Forgetting Curve”: This Video Based

Learning strategy was created as a reinforcement for a Compliance program.

▪ It reinforces the concepts of conflicts of interest at the workplace.

▪ It features whiteboard animation and attractive illustrations.

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Example 13
To Summarize/Key Learning Takeaways - as Instant Job Aids

Video for performance support intervention (instant learning aids/job aids):

This Video Based Learning strategy was used to highlight the benefits of
Informal Learning at the workplace.

▪ It provides performance support in terms of key takeaways for the concept

of Informal Learning.

▪ It uses a background video and animated texts.

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Example 14
To Watch and Learn

Video for learning specific concepts or skills: This Video Based Learning
strategy was used to illustrate the concepts of reporting and data analytics.

▪ It provides actionable insights on how to make sense out of complex data.

▪ It uses character animations, infographics, and illustrations to engage the

learners better.

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Example 15
To Watch and Learn

Video for curated and contextual learning : This video was created to
showcase the concept of personalization of eLearning.

▪ It features characters set in a story or a narrative to make learning relatable.

▪ It includes rich graphics and animations to bring the content to life.

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Example 16
Transforming Video Lectures into a Blended Learning Experience

Video to create a ‘high-touch collaborative online learning program’ as a

part of a larger Blended Learning curriculum for a prestigious business
school.

▪ It provided a comprehensive learning medium with enhanced lecture videos

and Performance Support Tools.

▪ It uplifts monologue lecture videos by providing relevant interactivities and

animations for an immersive experience.

▪ It increases engagement and immersion from learners, improves cognition

for complex concepts, and enhances evaluation results for the pilot term.

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Example 17
Altering Medical Education Through Videos

Video to create high-end, experiential learning assets for MBBS students

while ensuring maximum transfer of concepts with the required accuracy.

▪ Case study videos were used with appropriate interventions for content
highlights, key notes, and takeaways.

▪ It uses a QR scan code for device agnostic access for complex dissection
videos along with embedded comprehensive cognition checks.

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Example 18
Using Videos to Drive HR Benefits Awareness

Video to create a progressive and unique training on HR benefits through

a fun and immersive learning.

▪ It features two marquee characters representing employees (Personalization)

to convey the content through videos in the overall game setting.

▪ It consists of interactive questions to check cognition of concepts covered in

the videos.

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Example 19
Using Videos to Drive HR Benefits Awareness

Video to create an eLearning for spreading awareness about the safety and
security lapses, associated threats, best practices, and the available tools
for help when needed for a large tobacco products company.

▪ It features custom illustrated designs to show tips and best practices for
safety and security through relevant scenarios.

▪ It uses suitable characters as avatars to drive the learning, thereby making it

relatable for learners.

▪ Safety at workplace was explained through situational activities where

learners need to apply concepts like “What’s Wrong With the Picture?”

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Example 20
Taking Video Based Learning a Level Higher

Video to create a training that involves intense personalization while

conveying content in easy, biteable chunks for consumption on the go.

▪ It involves using relevant characters for personalization that drive the

content through video-based conversations and narratives.

▪ It presents activities for learners to make decisions and view detailed

diagnostic feedback for their actions.

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Example 21
Using Videos to Drive Dry Financial Concepts

Video to create a training that covers crucial financial concepts for

employees of a leading investment banking company with their top
management delivering the key messages virtually in some format.

▪ It features real-life caricature illustrations of leaders and uses animations to

help drive concepts through them on screen.

▪ It provides relevant illustrations to depict concepts to make the learning

immersive and engaging.

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Example 22
Teaser video: This video was created to promote rankings and awards won by
the organization, especially from a Marketing point of view to:

▪ Announce EI’s global annual ranking for 2019.

▪ Create a platform for sharing detailed insights as a series.

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Example 23
To Support Initiation/Create Awareness of Key Programs

Video to create awareness: This video was created to:

▪ Build awareness about new innovations and exploration at EI.

▪ Update employees on latest changes in tools, technologies, and trends to

keep abreast in the eLearning space.

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Example 24
To Watch and Learn

Videos for learning specific skills:

▪ Take the learners through the basics of questioning skills and types of
questions.

▪ Guide the learners through a brief intuitive process to highlight what type of
questions can be asked in different situations.

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Example 25
To Watch and Learn

Video to convey a concept or process:

▪ This video provided a detailed explanation on project planning using a

specific method.

▪ The succinct audio narrative along with synchronized highlights in the

graphics promote a sticky learning experience.

LOGO

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Summary

In the context of today’s hybrid workplace environment, online training videos

are indeed an excellent addition to corporate training programs. They are a
great tool in any learning design professional’s toolkit. They build learning
awareness, stimulate interest, and result in better course completion rates
compared to courses that don’t use these tools.

Videos can be used to address the complete spectrum of training needs; these
needs have to be mapped to a Learning and Performance Ecosystem-based
approach to drive effective knowledge application and performance. Not only
do eLearning videos foster engagement and longer recall value but they are
also ideal for supplementing existing learning resources in Formal and
Informal Learning environments.

We hope the strategies, including using a Learning and Performance

Ecosystem-based approach, and examples mentioned in this eBook will help
you leverage Video Based Learning to create engaging and interactive learning
experiences for your corporate trainings.

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Read more

1. eBook: eLearning Trends in 2022 - A Guide for Designing High-Impact

L&D Programs for the Hybrid Workforce

2. Strategic Measurement – How to Ensure Learning has a Positive Impact

on Performance

3. Case Studies

4. Demos

5. Insights

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 Hooked on Learning - How to Drive Learner Engagement with Video-Based Learning
ABOUT US

About EI

At EI, we leverage the power of human connection and

empathy to build resilient, high-performing individuals and
teams with a deeper engagement to the organization. We
are an emotionally intelligent learning experience design
company that drives performance gain and maximizes
training ROI and ROE.

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ABOUT US

Why Choose EI?

We are an agile, imaginative, and empathy-

driven organization that helps make learning smarter,
effective, and measurable.

We advise, consult, and design to enable performance, help

drive career growth, and promote employee engagement
and retention through solutions that leverage cutting-edge
technology, immersive content, and thoughtfully designed
learning journeys.

Being at the forefront of the learning industry for more than 30

years, we have delivered 1 million+ hours of transformational
learning tomore than 650+ customers, spread across
26+ industry verticals. We are widely accepted as thought
leaders with over 400+ global industry awards and
recognitions.

Our diverse and highly skilled cross-functional team

of instructional designers, content writers,
graphics designers, solution architects, and technology
experts are aligned to design and develop impactful
learning experiences.

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ABOUT US

Our Core Services

Training Delivery ▪ Mobile Learning ▪ Mobile Apps ▪ Localization

▪ Microlearning ▪ Personalized ▪ eLearning
▪ Virtual Training Learning Accessibility
Considerations

Learning ▪ LXP Expertise ▪ VR Framework ▪ Flash to HTML5

Technology ▪ LMS Expertise ▪ Interactive Video Migration
▪ Learning Portals Framework ▪ Authoring Tools
▪ Rapid eLearning Expertise

Immersive ▪ Gamification ▪ Story Based ▪ Next Gen

Learning ▪ Scenario Based Learning Strategies
Learning ▪ Branching ▪ Experience
▪ Video Based Simulations Center Design
Learning ▪ Virtual Reality/
Augmented
Reality/
Metaverse
Training ▪ Diversity, Equity, ▪ Leadership ▪ Soft Skills
Strategies and Inclusion Training Training
Training ▪ Sales Training ▪ Competency
▪ Sustainability ▪ Application Training
Training Simulations ▪ Professional
▪ Compliance Training Skills Training
Training ▪ Product Training ▪ Higher Education
▪ Induction and ▪ Sales Training
Onboarding
▪ Application
Simulations
Training
▪ Product Training

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ABOUT US

Continuous  Performance  Self-Directed

Learning Support Tools Learning
 Informal Learning  Content Curation
 Social Learning and Curriculum
Design
Learning  Learning planet  CyberTest
Platforms  Flash  XR Optimus
Conversation  Mag+
Service  LearNow
 QuizBiz

Our L&D Advisory and Consulting Services

L&D Advisory Services

▪ Optimal Virtual Training Transformation

▪ Redesigning existing content into Next Gen formats – to drive results
▪ Redesigning content for LXP

L&D Consulting Services – Training Impact and ROI

▪ Ascertaining Training Impact through our unique framework

▪ Training Needs Analysis (TNA) and Learner Needs Analysis (LNA)
▪ L&D metrics and business metrics identification
▪ Measurement of impact on learners and the business
▪ ROI and ROE determination

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Thought Leadership - Testimonials

100+ Awards
Over the last 2 years

Michael Rochelle
Chief Strategy Officer and Principal HCM Analyst
Brandon Hall Group

EI offers a unique value proposition that is rarely seen in the market. EI assists
organizations in optimizing the impact of learning on individual, team, and
organizational performance and maximizing the ROI on learning.

By leveraging their impressive expertise and experience, EI can lead an

organization through the transformation of their learning from strategy to
execution. EI sets the bar in the industry for what an organization should
expect from a learning provider.

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Thought Leadership - Testimonials

50+ Rankings
over the last 6 years

Christopher Pappas
Founder
eLearning Industry

We've been working with EI on a day-to-day basis since April of 2015. Our
smooth collaboration is based on trust. EI goes above and beyond to help
evolve the world of eLearning with its expertise, strategies, and innovative
ideas.

Gamification, Microlearning, Blended Learning, and training ROI are only some
of their greatest strengths!

Companies can leverage their expertise to embark on a meaningful digital

transformation journey. They deliver high-impact learning that focuses on a
high engagement quotient. EI has a massive impact on how training makes a
business reach success. They accomplish that by helping organizations drive
employee performance. I trust that their methodologies and training needs
analysis experience can lead companies to choose the proper training
solutions.

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Thought Leadership - Testimonials

10+ Rankings
Over the last 2 years

Ken Taylor
President
Training Industry, Inc

EI’s focus on the combination of learning and performance strategy with a

specific attention to effective measurement of the business impact of their
programs sets them apart from many of the vendors in the custom content
segment of the market.

EI demonstrates comfort leveraging either the best available

technologies or customer selected technologies to develop impactful Blended
Learning experiences.

EI has established a very competitive pricing structure, which will support both
long-term margin protection and perhaps, if leveraged correctly, growth that
should outpace the general market. They have also built a business model
where they can sell their services to both the end customers and other training
and development companies.

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Contact Us

Looking at adopting new ways to enhance your Learning

Strategy? EI can help you with that and more!
From content development, L&D Advisory and Consulting, to
LearnTech, we are the single source partner of choice for
training.
Stay connected on EI’s social platforms for regular updates.
Email: [email protected] | www.eidesign.net