Mental models (also known as concept maps) are visual frameworks or diagrams for thinking. They simplify complex things so your brain can reason through them.

Left on their own, learners are often not efficient in constructing a clear and accurate framework to organize their newly acquired knowledge.

Mapping extracts the most important concepts from an information source and arranges them in such a way that the interrelations between those concepts become visually clear.

It can also activate interrelations between the new information (the presented concepts) and prior knowledge. Attaching new concepts and ideas to already acquired knowledge ensures meaningful learning (Ausubel, 1960).

Good analogies can be very useful for learning, because they draw upon a learner's existing mental model to fill in the new mental model, speeding learning and making a memorable connection. If you choose to use an analogy, be sure it is universally understood and its usefulness outweighs its potential to generate misconceptions that may interfere with learning.

For beginner level courses, you will want to provide a simple version of the whole process, architecture, or analogy. For an intermediate or advanced level, you can share more complexity and variations to align with your terminal objective.

Skills with variability or tacit patterns can benefit from examples.

• Start with an example

• Comparing or sorting between examples and non-examples

• Critiquing an ambiguous example

• Generating examples

Knowledge checks include multiple-choice, true/false, fill-in-the-blank, drag-and-drop, or short answer questions. They can be embedded in videos or placed within your lessons to validate comprehension and provide feedback.

Ensure questions are important to ask, well-written, and provide useful explanations. (see Myth #3: Assessments are not essential to effective training)

Note: Test to validate your interactions are accessible to people with disabilities such as keyboard navigation and screen readers users.

Observing experts perform a task, especially with explanations for their decisions, is the most basic level of instruction. This can be either step-by-step procedural tasks or conceptual tasks that involve critical thinking and problem solving.

Things to keep in mind:

• Clear and concise walk-throughs. The expert effectively walks through the steps of each task of the process in the context of solving the customer challenge. When multiple options are presented, the expert shares their thoughts and reasons behind their decisions.

• In-context guidelines. Within the context of each task, present relevant good practices and guidelines for reference.

• Multimedia design principles. When designing video-based demonstrations, ensure you follow Richard Mayer's multimedia design principles.

• Text-based versions. If there is no existing text-based documentation for performing the tasks, consider providing text-based step-by-step PDF tutorials.

Simulations, labs, games, or other hands-on activities where learners practice completing challenges and receiving feedback on their progress, strengths, and areas for improvement.

Feedback has long been recognized as a critical aspect of practice. Following are two effective forms of feedback to use during your lab or practice activity.

• Intrinsic feedback -Allowing learners to observe the consequence of their actions. This is the most effective form of feedback.

• Corrective feedback - Provides informational hints or demonstrations indicating the correct response and why it is the correct response.

When possible, consider increasing the complexity of practice activities as learners gradually increase their skills. Meaningful skill development occurs when learners have an opportunity to practice applying their knowledge gradually (simple to more complex tasks) and in a variety of situations.

Branching scenarios simulate real-life situations where learners make decisions at various points, leading to different outcomes based on their choices.

Branching scenarios can be delivered as games, interactive videos, or decision-making activities (e.g., Twine, Storyline, and Rise)

Based on the learner's current knowledge and skill levels, the adaptive training platform can dynamically tailor or personalize the learning experience.

For example:

• If the learner assessment results showed gaps in X. The platform proposes targeted demonstrations and practice activities to ensure mastery of knowledge or skills in X.

• If the learner demonstrates high proficiency in Y, the platform will propose more difficult challenges related to Y.

Learning is promoted when learners are encouraged to integrate their new skills on-the-job or advance their learning.

Things to keep in mind:

• A take-away PDF document with the summary and key points of the training can help with retention.

• Curating a list of additional resources and trainings to continue learning and advance their skills.

• When possible, ask learners to make a personal action plan on how they plan to use their new knowledge and skills on a specific project they are working on.

• Provide opportunities for learners to show off their newly acquired skills to their colleagues.