12 Distance Learning Examples
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In this new digital age, distance learning examples have become a common alternative to training and education. They provide a more convenient and accessible way to upskill and learn new knowledge as opposed to traditional seminar and classroom setups.
We’ve listed 12 distance learning examples for you to try out in your next training. Here, you'll find out what distance learning means and some examples of it.
The definition of self-paced learning is a method that allows you to train and develop your employees as individuals and not as groups. distance learning example for instances where live, instructor-led training sessions can be a challenge for companies with a remote workforce.
One type of self-paced learning you can use for training is microlearning. Microlearning is a technique for transforming self-paced learning into an engaging and successful staff training tool. This type of learning offers bite-sized courses that focus only on key elements of any subject.
Additionally, this type of training lets you embed knowledge in your employees’ long-term memory while also giving them choice over their learning pace. It’s a great learning solution that often leads to higher completion rates, as these engaging microlessons can be completed in just a couple of minutes.
One of the leaders in incorporating microlearning into LMS is Mitti (by SafetyCulture). It does this by designing templates with the latest L&D trends in mind. With mobile learning also as Mitti’s focus, the templates are created to fit information on smaller screens so only the most important bits of information can be included in the lessons.
Mitti’s courses are easier to develop, update, and distribute compared to traditional eLearning courses. Plus, completion rates are dramatically higher – up to around 90% and beyond. On the other hand, traditional eLearning holds completion rates as low as 15%.
Video lectures and demonstrations are other distance learning examples to capture your learners’ attention and improve the effectiveness of your remote training. Research published in Psychology Today indicated that the human brain consumes and remembers visual information 60,000 times quicker than text. Because knowledge is conveyed through moving images, music, and text, your learners will be encouraged to use their numerous senses to better grasp issues and think critically.
This remote training technique is also your best option if your training requires you to show how to complete a certain procedure, job, or circumstance. Primarily because this method can help you get the message across to your team in a similar way to how you would in a typical face-to-face training session. But unlike discussing the procedure in person, learners may view and refer back to their video instruction until they are finally secure in carrying out their given day-to-day tasks on their own.
Video conferencing is among the most known types of distance learning examples today. It takes the seminar-type or classroom-type learning setting and puts it on an online video platform. Live virtual training is focused on collective information sharing. There is a less distinct division between presenter and audience, unlike in webinars. Video conferences often consist of a chain of presentations, resulting in a collaborative setting in which most or all audience members are also speakers at some time.
Because of this, participants in video conferences typically attend from a computer that can run video conferencing software and has access to a microphone and video camera. While this may appear to be complicated or costly, it is not.
Most desktop computers and mobile devices now include the majority of the technologies required to engage in video conferencing. With simple software supporting the event, participation typically does not need serious additional costs in technology or effort.
A massive open online course (MOOC) is a distance learning example that is designed for people who want to have more flexibility as to when they’ll finish their training. MOOCs typically demand less of your time and attention, and it can be a plus if upskilling isn’t immediately necessary for your team. This is another common type of distance learning that has surfaced in the recent decade since it improves access to education and training.
A MOOC might be structured in the same way as a college or university course, or it can be less structured. Although these courses don’t often provide academic credits, they can provide a certificate, improve work opportunities, or lead to additional study. MOOCs are mostly utilized for higher education and job growth.
Mitti’s editable course library has a ton of MOOCs available for your team to take. It’s jam-packed with interactive courseware created by industry leaders and professionals from across the world. There are hundreds of training items in this collection, including healthcare training classes, retail training, corporate training courses, construction safety courses, digital marketing courses, and so much more.
An interactive online training simulation is a training strategy that delivers an immersive learning experience by simulating real-life circumstances through activities. This enables your remote staff to participate in realistic virtual simulations. Online simulations simulate circumstances that are often shown in person during traditional training.
This kind of remote learning allows your workers to use their knowledge and abilities in immersive activities without jeopardizing the company’s image. When learners can obtain instant evaluations and put their learnings into practice, they are more likely to enhance their learning and abilities.
This method may be used to prepare employees for real-world difficulties during onboarding and training. For example, in sales training for newly recruited sales reps, you might integrate conversation-based simulations focused on enhancing abilities like public speaking and sales pitching. One example of remote training software that delivers VR instruction and simulations is VirtualSpeech.
CML is a distance learning example that uses computers as a way to manage and assess learning processes. CML can be considered as another form of LMS. This type of LMS does not require any form of human interaction since all the aspects of learning are already available on the platform.
Computer-managed learning systems make use of knowledge databases. These databases contain learning materials that the learner needs to digest and retain. There’s a variety of ranking characteristics that allow the system to be personalized based on the preferences of each learner.
Because of the two-way connection between the student and the computer, it is possible to determine if the learner met their learning objectives nicely. If not, then the processes can be repeated until learners can successfully pass assessments or computer-based parameters.
Additionally, trainers use computer-managed learning systems for storing and retrieving information, which helps in learning management. This could mean information such as lecture information, training materials, reports, and statistics, among others.
Adaptive e-learning is a new and innovative type of distance learning example, which allows for the adaptation and customization of learning materials for each individual learner. This type of remote learning first starts with individual assessments of the learners: company performance, goals, abilities, skills, skill gaps, and characteristics into consideration. Once the assessment is done, the courses and lessons are then changed in order to fit them into the learner’s preferences.
With the in-depth research done across the years for learning and development, we are now at a point in time where research-backed adaptive instructional techniques can be used for the mathematical sequencing of student data. A few of the newer LMS and LXPs already have this in their platforms.
If done well, this might usher in a new era of scientific education. While this form of e-learning is more complex to organize and implement than traditional teaching techniques, its potential worth and efficiency are sometimes underestimated.
Webinars are an example of distance learning in which live events take place online and are aimed to supply attendees with knowledge. The term comes from the combination of two words namely, ‘web’ and ‘seminar’, which indicates that this is an extension of the seminar-type learning method brought online. The format is frequently centered on one-to-many lectures and other presentations. A webinar may also include screen-sharing and demonstrations and may have more than one key presenter.
Moderation elements are frequently used throughout the presentation to keep listeners focused on the main subject. Later in the event, this moderation may be used to simulate real-time debates and well-organized Q&A sessions with participants. If moderation features are unavailable, a person assigned to moderate – ideally not the presenter – handles this in order to ensure a smoother flow of the webinar.
RingCentral Webinar is a popular platform for interactive webinars. It has features like chat, polling, and Q&A to encourage active participation. Attendees can join easily using a simple link on their mobile or desktop—no need to download any app.
Despite the presence of these interactive features, audience members in a webinar generally have the option to be passive viewers. They’re not required to have a microphone or video camera in order to attend and get the relevant information.
Additionally, while webinars are sometimes regarded as live events, they still keep relevance beyond being live events. They can easily be filmed live and afterward be made available via video-on-demand (VOD). This can give attendees the opportunity to refer back to the presented material and allow those who were unable to attend in-person to rewind and learn from the playback as well. A recorded webinar made available via VoD might offer an extra revenue stream for some businesses.
Cohort-based programs differ from MOOCs in the way that learners take a series of classes together as a group. This type of distance learning example encourages learners to have the same learning schedules and deadlines as opposed to working at their own pace. The group atmosphere and interaction incentivize your team to strive to keep up with the pack and not fall behind in coursework.
Learning in this cohort environment can increase learner success rates due to interaction and accountability. Learners also often have access to the instructor and can ask others for help and collaboration, giving them a satisfying sense of community and purpose that is often lacking in MOOCs. It also improves team rapport and relationship development in the company.
Mobile learning is an approach that allows learners to take their training and develop their skills at their own pace on their mobile devices – anytime and anywhere. This gives employees more control of their virtual learning environment and flexibility on how they access their training materials.
It’s also equally convenient to organize as mLearning enables you to personalize the delivery of training content for your employees. For instance, you can leverage features such as push notifications to inform learners of new lessons or remind them of deadlines.
This training approach is best for employees working in a field with limited access to laptops or computers to take their training, such as in the retail, construction, and food service industries. This is also an ideal solution for companies with a remote workforce as it prevents learners from feeling too restricted in front of their desktops or staying in their workspace for their training and development.
Spaced repetition training makes use of the spacing effect, which generates time gaps between study sessions. Instead of just bombarding your learners with all of the knowledge in one sitting, the online resources will be disseminated and retaken at increasing intervals. This distance learning example guarantees that your team retains new information and stores it in their long-term memory.
Traditional learning media, such as PDFs or static PowerPoint slides, are no longer appealing to modern learners, as we all know. Learners are more willing to learn if it’s brief, focused, and participatory. Even more so if learning does not feel like another task that has to be finished. This is where gamification and social learning come into play.
Gamification is the incorporation of game-like virtual activities into a formal business training program. The primary goal of this distance learning example is to minimize the mental barriers to learning new knowledge, especially if it’s typically unpleasant. Learners will be more engaged with the topic as a result, increasing the chance of knowledge retention.
Mitti (by SafetyCulture) is a mobile-first LMS that provides all you need for content creation, team collaboration, project planning, and knowledge retention. It’s one of the easiest LMS to use since it has a relatively low learning curve. To make things better, Mitti (by SafetyCulture) provides an editable content library so you will not need to go at it from scratch.
Sign up for this distance learning example today.
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