How LCMS Revolutionizes the Creation and Delivery of Learning Content

The future of learning is here, and L&D is at the center stage delivering effective learning support to employees. This is amid the changing dynamics of learners and the learning ecosystem and changing competency demands of high-performing organizations – all intertwined and growing like a magical beanstalk overnight.

Businesses have significantly transformed and accelerated their digital transformation during the COVID-19 pandemic. Even the preferences of learners and modes of learning have evolved rapidly. Moreover, the learning ecosystem has witnessed the implementation of newer technologies.

For the future workplace, L&D will play a crucial role in building a culture of continuous learning throughout the organization to meet its business goals. Not to forget, content is key to achieving business goals through a learned, skilled workforce.

With today’s workforce working in the hybrid mode already, training programs need to be resigned as mere learning programs. Classroom training needs to be converted to blended learning, which includes self-paced learning and synchronous online training. In this case, content is not confined to training rooms and in physical copies as in a traditional setup. It is available in abundance in many formats inside different systems.

Challenges in Managing Enormous Volumes of Content

L&D needs to increase access to content and prioritize specific learning interventions over others. They need to think about how content can be integrated into the flow of work, so that the workforce and the business can grow as much as possible, given the availability of shorter, faster, and integrated type of learning.

Large enterprises and off-the-shelf eLearning content providers deliver content through various learning management systems (LMS’s) in different formats. The challenge these organizations now face is to manage this ocean of content.

Here are some common challenges faced when one is tasked with managing large volumes of content:

  • Due to the changing persona and learning preferences of learners, long-form content needs to be repurposed and delivered in the form of short courses
  • Learners want to learn in a social environment and contribute to the content
  • Enterprises want the content to be consistent across their organization
  • Content undergoes continuous changes due to compliance, process, implementation, and methodology changes within or outside the organization
  • Course authors are spread across different work locations as ‘work from anywhere’ is taking predominance
  • As enterprises migrate or use multiple LMS’s, managing multiple content formats is a big challenge
  • It’s also a challenge to create, deploy, and manage various versions of courses

What is LCMS and How to Deploy It?

Thankfully, all the above challenges can be addressed through one solution: learning content management system (LCMS). An LCMS is an integration of LMS and content management system (CMS). It’s an environment that allows developers to create, store, reuse, manage, and deliver learning content from a central repository. LCMS’s generally work with content that is based on a learning object model.

Any business looking to move to a learning object approach or capture intellectual capital through knowledge management should consider deploying an LCMS that comes with the required storage (data warehousing) and content management capabilities.

However, implementing an LCMS is more than just implementing the system. It needs careful planning of the L&D team’s processes to become fully efficient.

The planning phase can be categorized into four stages:

Stage 1: Define

This is the first step in the process. It starts with identifying business needs such as:

  • a) Reusing the content to be published in various formats.
  • b) Making courses available in different languages.
  • c) Making courses responsive in nature.
  • d) Revamping the look and feel of courses while keeping the content the same.

Stage 2: Design

Based on the business goals, learning consultants, instructional designers, and programmers can work together on:

  • a) Identifying the reusable learning objects (RLOs): RLOs are reusable, transportable, and context-independent chunks of instruction that are managed and delivered digitally. Such a design approach enables cost-efficient, speedy development of learning that offers a consistent message while cutting down learning maintenance costs.
    An example of RLO could be an image or organizational chart used throughout the corporation and housed in the LCMS, so that it only needs to be updated in one location.
  • b) Tagging each RLO with the metadata tag: An LCMS’s successful and efficient deployment largely depends on the effective development and application of learning objects – which are media-independent, reusable pieces of information organized by a metadata classification system.
  • c) Designing templates to increase interactivity and engagement: This approach leads to a major reduction in operational costs while improving learner engagement and driving business growth. Besides, other aspects like latest design style, seamless navigation, and accessibility support can be taken care of while designing these templates.
    Once done right, the templates could be used by authors/SMEs to create content that can be automated.
  • d) Defining the folder structure to store content and media assets for easy search and updates in the future.
  • e) Setting up best practices like ‘defining file naming conventions’ to help quickly locate the required files.
  • f) Creating output presentation templates that allow publishing courses in various formats such as PDF, Word Doc, XLS, and SCORM package.

Stage 3: Develop

  • a) Extracting all reusable assets and content from existing courses.
  • b) Extracting content to be stored in a modular folder structure with standardized naming conventions: This is to ensure the use of automation during the content population process.
  • c) Creating a document that outlines how to structure the old content in LCMS format: This basically helps identify the parts of the content that can be mapped as RLO, what the metatags should ideally be, and so on. It ensures one uses the capabilities of LCMS to the fullest while migrating the content.
  • d) Copying all media assets into an appropriate folder structure.
  • e) Authoring courses in the LCMS using the templates and media assets available in it.
  • f) Performing quality checks to ensure the migration is done correctly.

Using LCMS for new content creation is now easier as one simply needs to follow three basic steps: use the required template, upload assets, and create courses.

Stage 4: Delivery

The final stage is making this authored content ready for delivery. To enable this, an LCMS can provide a bunch of output templates like creating a document, PDF, SCORM package, and using the course content as RLO. One can publish content by simply selecting the output template and the RLOs.

Once the process is set for the design and delivery of the content, the benefits to the business are unlimited. The business can quickly and effectively tap the potential of the content in their organization.

Given below are few of the business benefits we have seen for Harbinger customers that implemented an LCMS and revolutionized their content:

  • Better business growth
  • Reduced operational expenses: A global training and competency management leader’s operational costs decreased 81% after Harbinger migrated their courses to an LCMS while meeting custom content modernization requirements.
  • Increased learner engagement
  • Quick launch of new product lines using reusable content
  • Increased go-to-market speed
  • Increased rate of customer acquisition and learner adoption
  • Higher course completion rate
  • Integrated, robust, and scalable learning ecosystem

Wrapping Up

To sum it up, an LCMS provides organizations with complete control over the learning content lifecycle, from authoring to publishing to even creating the learning content analysis. This streamlines several key processes.

An LCMS is also useful for a large and varied base of users, such as content developers, instructional designers, and project managers, as they can customize learning content to accommodate different output requirements. It does make LCMS one of the best ways to restructure and repurpose online learning content

Not surprisingly, with an LCMS, organizations get a comprehensive tool to meet modern learning needs. If you have any query related to LCMS or need help with implementing an LCMS-based content strategy or enabling scalable, rapid content development and delivery using LCMS, reach out to us at

Business Benefits of Implementing Extended Enterprise Learning

According to the Brandon Hall Group, 44% of organizations agree extended enterprise learning reduces training costs and 31% say it maximizes client retention. And yet, only 14% of organizations deliver learning to suppliers and 17% to resellers.

You may ask, “What is extended enterprise learning and why should I care about it?” Well, here is what you need to know about extended enterprise learning.

Coined in the ‘90s at the Chrysler Corporation, the term “extended enterprise” was first used to explain the necessity for a collaborative relationship between supply chain members. In addition, its earliest use was to focus attention on the competitive advantages that could be gained when suppliers become partners.

Extended enterprise learning is basically enabling learning for these partners to get them up to speed with company goals, product knowledge, its features, and other aspects, so that they can implement and sell better. An extended enterprise ecosystem comprises:

  • Vendors
  • Channel partners
  • Implementation partners
  • Support teams
  • Resellers
  • Franchisees
  • Suppliers
  • Distributors
  • Sales and marketing teams
  • End users

Why Your Business Needs to Implement Extended Enterprise Learning

In our recent Power Hour “Extended Enterprise Learning: Increasing Product Usage & Market Penetration,” leaders from leading software product companies shed light on the “what,” “how,” and “why” of extended enterprise learning. This insightful webinar featured expert panelists Eric Plunkett, Managing Director, Novitas; Rob Porter, Head of Market & Business Development, CoSo Cloud; and Anuj Pillai, Associate Director, Harbinger Group. It was hosted by Rohan Bhosle, Associate Director, Harbinger Group.

Why Your Business Needs to Implement Extended Enterprise Learning

Coming back to our blog topic, now let us understand the business benefits of extended enterprise learning. Here are some of interesting statistics that prove the significance of extended enterprise learning for any business. A 2022 Research Summary on “Learning and the Extended Enterprise” by the Brandon Hall Group reveals that extended enterprise learning helped:

  • 53% of companies grow awareness of their products/services
  • 49% of companies improve customer relations
  • 44% of companies increase employee engagement
  • 38% of companies meet and exceed corporate objectives
  • 30% of companies boost sales

As we discuss the benefits of implementing extended enterprise learning, we first need to understand that drastic changes are currently being witnessed in the way learning is designed and delivered. And there are two reasons to the existence of this sort of disruption:

  • The first reason is the introduction of new technologies like AI, chatbot, learning experience design, 3D, VR, and AR
  • The second reason is the introduction of new concepts in the learning space, like gamification, experiential learning, adaptive learning, just-in-time learning, microlearning, and nudge-learning

4 Key Benefits of Extended Enterprise Learning

Brings efficiency

Your extended enterprise consists of external stakeholders. If you have structured training content and technologically robust training delivery systems in place (like a multi-tenant LMS), there is a good chance to improve the efficiency of your extended workforce.

The aim here is to organize that what is currently scattered. With extended enterprise learning, you can ensure to have the latest content which is well-structured. Importantly, your extended enterprise workforce will have access to a single source of truth. And this brings efficiency. Know that even a 2% increase in efficiency can convert into a good ROI and increased revenue.

Reduces knowledge gap

It’s possible for knowledge gaps to exist between customers and partners due to the lack of an extended enterprise learning system. And this would create future challenges. For example, if your channel sales don’t have access to the latest product information and sales training, they could miss crucial sales wins.

4 Key Benefits of Extended Enterprise Learning

Enables accurate reflection of the brand

Every company projects a certain brand image and positioning in the market. Now, if the same messaging is not passed on to your extended enterprise, your brand would not reflect in the market the way you intended it to be.

In today’s economy, businesses are heavily dependent on their extended enterprise, and it is true that the extended enterprise workforce are the ones who face customers and depict your brand. So, the question you want to ask yourself is, “Do I want my brand to be projected the way I originally intended?

With extended enterprise learning, you can get all stakeholders on the same page and to behave or function in a way that helps correctly reflect your brand. You may not realize it immediately, but it will prove extremely important to your business as and when it grows.

Establishes processes

Establishing processes is another powerful benefit of implementing extended enterprise learning. It is highly important to have a proper process to deliver training, deliver your brand message, and collect feedback from your extended enterprise, especially if your organization is large or has a large footprint.

It is often said that large corporations are like elephants and are unable to move quickly as compared to small organizations. Well, if you have a process established via extended enterprise learning, you can adapt to changes quicker. This is because you can communicate with your extended workforce immediately and pass on the desired message or call to action.

A Final Word

In the current business environment, it is not just about providing certification or onboarding training to your extended enterprise. But it’s more about being in close communication with your extended enterprise and creating efficiency for them.

You want the messaging that originates within your organization to pass on to the extended enterprise effectively. And the time it takes to pass on the message, coupled with the time it takes for the extended enterprise to implement or act on it, is very crucial in today’s fast-paced world. The messaging could be learning, information, process or SOP, technical training, news, communication about changes, and so on.

Speaking of how traditional learning has worked for the extended enterprise, it’s clear that the conventional way of learning has not been effective in building the right efficiency for the extended enterprise. This is because traditional learning is mainly limited to product manuals, instructor-led training, occasional training, or some level of eLearning.

Hence, apart from the key benefits of implementing extended enterprise learning explained above, ‘business efficiency’ is something you should be paying close attention to. We are talking about your brand and your brand messaging here. It is often your extended enterprise that faces the customer.

It’s a huge deal to being able to communicate your brand to the customer as your company originally intended. This ultimately leads to increased revenue or optimized costs, or both for your organization.

Do you agree? I look forward to knowing your thoughts on this important topic. Drop us a message at

Future of Learning for the Aging Manufacturing Workforce

“For the best return on your money, pour your purse into your head.”
― Benjamin Franklin

In this fast-paced world with digital transformation and changing needs and demands, it has become imperative to acquire new skills and increase knowledge. This applies to almost all industries, including manufacturing, and more so because it has a high percentage of senior workers.

It is essential for manufacturing companies to bring their senior staff up to speed, ensure they keep pace with the latest developments, and provide them the learning and training they need. And one of the best ways to achieve these goals is to invest in the future of learning. This will help manufacturing companies build business resilience, reduce the skill gap, and secure their future success.

As per a manufacturing industry report titled ‘Preparing for an Aging Workforce’ by the Society for Human Resource Management (SHRM), manufacturing is among the top industries with 27%+ senior workers aged 55 or older.

Do HR professionals in the manufacturing industry see the aging workforce as a potential problem for their industry? Well, 11% considered it a crisis and 34% a problem in the next 10 years, with reskilling and upskilling being the core focus.

45% of HR professionals in manufacturing indicated their organizations had analyzed the impact of workers aged 55 and older leaving in the next few years, compared with only 32% of HR professionals in other industries.

These numbers can be bothering. The challenge often relates to converting the “tacit” knowledge enclosed within the grey cells of senior manufacturing workers to “explicit” knowledge – something which is readily available anytime, anywhere and can be leveraged by other employees during:

      • Employee onboarding
      • Product/service training
      • Inventory and warehouse management
      • Troubleshooting process
      • Extended workforce and partner training

Furthermore, studies conducted by New York Times best-selling author, speaker, and business strategist – Frederick Reichheld, and few others indicate the following:

      • Companies that invest in employee training have 24% higher profits and experience a 20% increase in sales
      • Well-trained employees are able to provide better service, which can increase customer retention by 5%
      • Nearly 70% of manufacturers said they are creating or expanding training programs for their workforce
      • Manufacturers are facing skill gaps that could result in 2.1 million unfilled jobs by 2030
      • Businesses with a strong onboarding process improve new hire retention by 82% and productivity by over 70%
      • 77% of L&D professionals believe that personalized learning is critical to employee engagement

Based on my own experience in the manufacturing industry, I can only second these observations.

Hence, in the manufacturing industry, retaining a skilled workforce and continuously upskilling them has become of paramount importance like never before.

Asking the Right Questions

The new L&D landscape for manufacturing indeed needs to plan for the future of work and bring learning more into the flow of work.

While L&D designs and invests in new technology and systems, L&D stakeholders must answer several critical questions to ensure effective design:

      • Does the current learning technology meet the needs of learners and businesses for various use cases such as inventory planning, automated warehousing, sales and distribution, product and service benefit elicitation, and smart customer service?
      • What tools and technologies should we be investing in for the future?
      • How well does our learning technology integrate with other enterprise systems such as performance management, human resources management system, CRM, and communication platforms?
      • Should we be looking at replacing any current technology for making enterprise-wide learning more effective?
      • Are we making the learning experience more intelligent and adaptive? Are we sufficiently leveraging machine learning and AI in our learning technologies?

Designing the Future of Learning

The good news is L&D spending has been growing steadily to keep manufacturing employees updated with the latest developments in the industry. Based on some of my conversations with L&D leaders, here is what they are investing in:

      • Describing the utility of AI, robotic process automation, and IoT to add real business value
      • Leveraging AR/VR and video-based simulations for immersive product training experiences
      • Using nudge-learning and gamified learning to meet learner expectations and make learning effective
      • Converting existing webinar and instructor-led training (ILT) content into self-paced eLearning courses
      • Converting ILT to virtual ILT
      • Modernizing systems such as LMS and platforms to the latest cloud-based LMS or learning experience platform (LXP)
      • Investing in training the extended sales force, or partner training to grow the business globally

Designing the Future of Learning

Harbinger: Your Thought Partner

If you need a thought partner to evaluate and answer the above-mentioned questions L&D leaders may have, Harbinger’s learning design and technology consultants are your best bet. Our experts come with over three decades of HR and eLearning product engineering and content services experience and have served 250+ global clients.

Success Story

Here’s an interesting case study I would like to share.

Company Profile

Founded in 1890, our manufacturing client is one of the world’s leading suppliers of machinery and services to packaging and label manufacturers in the folding carton, corrugated board, and flexible material industries. They have presence in 50+ countries with 5,000+ employees.

Business Problem

Our client needed a solution to cater to specific L&D needs of a large global workforce in real-time.

Business Value Delivered

Harbinger helped our client in implementing a best-of-breed eLearning solution. We performed a complete health check of existing system configuration and deployed a modern LMS which could be used across our client’s global offices. We also provided eLearning courses and support for local administrators per prescribed schedule, resulting in an uptick of customer service timelines and CSAT measures.

A Final Word

It’s time for HR and L&D departments of manufacturing companies to start thinking about designing the new learning to handle the aging workforce problem. While you design and bring this change in your organization, you need a partner who has done this successfully already and can guide you in suggesting the right solutions.

If you would like to know more about forward-looking and future-ready eLearning practices and tools, or how to develop effective learning solutions, feel free to reach out to us at

eLearning Content Aging: Are You Even Thinking About It?

Did you know, according to Skill Scouter, the eLearning industry has grown by 900% since 2000? Furthermore, Global Market Insights expects the global corporate eLearning market to reach a valuation of approximately $450 billion by 2028. Clearly, online learning has immense potential for growth and a booming future.

Given the potential and possibilities the eLearning space has to offer, more companies are choosing digital platforms for their corporate learning and training needs. Moreover, they are spending billions of dollars on custom eLearning content development as well as content transformation and migration to upgrade eLearning courses and training modules.

This is, in fact, a wise investment as it helps companies improve L&D and training efforts for their employees.

According to a 2022 Brandon Hall Group research study, eLearning modules and microlearning are 74% effective in engaging learners and achieving learning and business outcomes. Another Brandon Hall Group study reveals that eLearning typically requires 40-60% less employee time than learning the same material in a traditional classroom setting.

While online learning is the need of the hour for employee learning and training, it is equally important to regularly update your eLearning courses to avoid the problem of content aging. Using aged content in your eLearning modules can prove more detrimental than not implementing eLearning at all.

What is eLearning Content Aging?

As the name suggests, content aging is a concept associated with the age, quality, and relevance of eLearning content. For much of eLearning, standards change every few years, based on newer discoveries and technology updates:

      • From SCORM to xAPI
      • From Flash to HTML5
      • Tool upgrade
      • From basic accessibility support to WCAG support
      • From 3D design effect to flat design
      • From shade effects to plain colors
      • From static to responsive design
      • From simple interactions to 3D and gamified interactions
      • From long courses to short micro-learning modules and more

With that rate, it is most likely that the foundation of your training material will age every few years.

Although eLearning has proved to be extremely effective, all efforts could become futile if the course content is outdated or design is not engaging for learners. Hence, it is not enough to only have eLearning as a part of your business strategy; you also need to plan for ‘eLearning updates’.

A metric to measure course life is to count the age of the course based on the last update. The higher the content aging, the higher the chance that the content is not effective. Ideally, every content product manager should aim to have the content age of less than 3-4 years, based on the size of the library one is responsible for.

Why Upgrade Your eLearning Content?

Technology, techniques, laws, ecosystems, and the way people work change with time. Therefore, it becomes inevitable for organizations to revamp their old, obsolete, and aging eLearning content and transform them into relevant, up-to-date, and more engaging content.

As the digital arena transforms at a rapid pace, it positively impacts the eLearning industry. At the same time, it creates the need for organizations to upgrade eLearning assets even when they may be instructionally sound. This is because most online courses become outdated, obsolete, and irrelevant in a very short period of time.

What are the Problems Associated with Learning Content Aging?

      • Incorrect latest information
      • Ineffective learning and training
      • Unhappy employees
      • Unnecessary costs and workload
      • User frustration
      • Wasted time and resources

Reality Check

Training employees is one of the most important factors associated with an organization’s growth, stability, and success. And eLearning is a widely adopted technique to help employees learn based on their needs. Learning solutions have evolved instructionally from long self-paced learning to microlearning modules, gamified learning for extrinsic motivation, and nudge-learning for reinforcement of content.

Why Upgrade Your eLearning Content

These instructional techniques delivering a complete experience to learners, that too at the point of performance, was completely missing in earlier years. So, while one focuses on content aging for content updates, it is also important to update the instructional approach of the content.

Is Your eLearning Content Getting Obsolete? Look Out for these Content Aging Indicators

Now that we have a fair idea about content aging, let’s learn how to identify aging content in an organization.

Below are few indicators that can help:

      • There is too much content, but no one knows how to access it
      • Your product or service has evolved over various releases and designs, but your content hasn’t
      • There is redundant content with different versions or information
      • Content fails to serve your users and doesn’t inform or guide them to take action
      • Content is not accessible on latest devices or browsers
      • Support desk is busy handling issues in older courses
      • Legal compliance business threat bothers you and the management
      • Usage of courses is reducing
      • Ratings of the courses are reducing consistently

There could be several reasons responsible for aging content like time, budget, tools, and resources. But the problem of content aging must not be put on the backburner. There can be creative ways to focus on aging content while new custom eLearning content development is always the focus.

Tech Debt and Content Aging: Are they Similar?

One common way people try new ideas is to look at a similar problem in other industries and apply those proven techniques in one’s industry.

Tech debt owes its source to software developers who work on the motto of fast product development to yield quick proofs of concepts (PoCs); or products being in market for a long time. And once successful, product development continues at a fast pace to meet market demands.

Tech Debt and Content Aging Are they Similar

As product grows, even while all best practices may have been followed, over the years, it leads to:

      • Backlog of customer-reported issues
      • Technology degradation due to change or upgrade in technology
      • Performance issues due to poor coding practices
      • Deprecated features as people stop using some features

The Solution: Update What is Necessary

Understanding tech debt is not always straightforward. Similar to content aging, it is also true that tech debt can’t be avoided but minimized. As a product manager plans for new features to be released in a product, it is essential for them to also add tech debt-related items to be planned as part of the roadmap.

Just like tech debt, every content aging issue need not be resolved. However, you should try to get answers to the following to find the best solution:

      • Does it increase customer satisfaction?
      • Does it increase ROI?​
      • Does it increase the business demand?​
      • Does it increase the value of the product? Can you charge higher because of the updates in the content? ​
      • Does it help improve the valuation of the company?​
      • Does the upgrade cost justify the increase in value?​

eLearning Content: When and What to Upgrade?

Whenever you need to address a content aging problem, there is no need to follow your gut. Instead, make note of the following to make a smart move:

      • Study support tickets to understand the issues and customer dissatisfaction
      • Study product usage. Understand if it is increasing or decreasing
      • Note the criticality of issue. See how much damage any issue can make if not addressed on priority. Remember, not everything is critical!

Understand if the customer demand is increasing due to external factors such as change in laws, ecosystem changes, and change in the way people work

eLearning Content When and What to Upgrade

Based on Harbinger’s experience of working with various content providers, here are few categories in which one can divide the aging courses and ways which our customers have been planning in an organized way:

Category 1: No content changes required. Simple design or tool updates required

      • Outsource to a reliable partner after setting standards. High involvement in setting standards. The partner can ensure quality deliverables and project management on an ongoing basis.
      • Set a goal for number of courses per month based on the budget.
      • Prioritize courses based on demand and usage.

Category 2: Major content updates required

      • Set aside SME time every week for some updates or find a partner who can provide SME services
      • You may need higher budgets for these courses
      • Prioritize courses based on the usage and criticality of content updates

Category 3: Major instructional design updates required

We would like to know your thoughts or suggestions on the concept of content aging. If you need help with resolving your content aging problem or reducing the content age, please contact our eLearning design and development experts at

Nudge-Learning: Best Practices to Make Learning Stick

Learning can play several roles – in improving morale and productivity, encouraging collaboration, as well as creating meaningful interactions in the organization for an employee – all along with gaining knowledge.

Workplaces too are looking to accommodate the changing needs of employees, enabling them to learn in a format they prefer. On that note, a gentle push, i.e., a nudge, telling the learners of a knowledge possibility can become the foundation of a great workplace learning program. Nudge-learning can simplify retaining knowledge and deliver big returns, thus increasing the impact of the learning.

How does nudge-learning play its part?

The nudge theory proposes that by shaping an environment through positive reinforcement and indirect suggestion, one can influence the behavior and decision-making of an individual. In digital learning, nudges are messages and nuggets that make learners aware of the learning resources available to them. These nudges can be personalized based on the learner’s profile and learning needs.

Learners today have a very short attention span. As a result, their learning needs to be reinforced at regular intervals for longer knowledge retention. The Ebbinghaus Forgetting Curve is a good memory model to learn more about this. It shows that close to 60% of the knowledge is lost in less than an hour of learning it.

How does nudge-learning play its part?

One of the key reasons for this occurrence is the lack of reinforcement. The curve shows how quickly we forget information over time if we do not attempt to retain it. To counter this, L&D professionals need to consider nudging learners periodically with reinforcement training material to improve knowledge retention.

Best practices for creating and delivering nudges

Here are some of the best practices to get started with nudge-learning:

1. Use short, crisp, micro-content such as videos, infographics, and short modules from existing eLearning courses as nudges. These need to be visually interesting and delivered in a timely manner for reinforcing information.

2. Curate content from the one easily available on the web such as TED Talk videos, YouTube videos, articles, and infographics. Content curation would make a larger library of content quickly available to the employees based on their existing needs.

3. Connect the nudges with an end goal. Google’s well-known “whisper courses” were all about nudging the managers with bite-sized content to foster a psychologically safe team culture. That said, nudges work as short refreshers. They need to be able to answer specific questions when required by the learners.

4. Use right system to deliver nudges. One needs a system more than a traditional LMS to deliver nudges. LMS has traditionally been used to manage and deliver courses across the board. However, a nudge-learning platform can address learning personalization by better understanding and acting on the learner’s behavior and learning needs. Such platforms observe individual learning patterns, identify skill gaps, and accordingly push nudges based on individual performance.

How is nudge-learning delivered?

Personalized nudge-learning can be delivered in various ways based on the organization’s preferences. Typically, these are the three popular formats:

  • Mobile apps which can nudge learners depending on their individual preferences
  • Learning chatbots that act as digital personal trainers
  • Emails or other collaboration tools such as Microsoft Teams and Slack

How is nudge-learning delivered?

As the learner performs certain actions within the nudge-learning application, such as reading an article, watching a video, or taking a short module, the system observes the learner’s patterns and tracks data.

For example, to study ‘presentation styles’, a learner may be learning by watching videos on the different presentation styles. Once the learner has learned about presentation styles, the nudge-learning system delivers key points or takeaways from the topic of ‘presentation styles’ at a set frequency. With the help of these nudges, the learner remembers the main points for a longer time.

Nudge-learning is effective for not only retaining what a learner has already learned, but also what a learner wishes to learn. Depending on the learner’s persona and the skill one is looking to acquire, the nudge-learning system can pick the right nudges based on curated content and meta tags and nudge the learner to learn that particular skill over a period of time.

Such recommendations are possible due to:

  • A detailed competency map based on the role of the learner in the organization
  • A large library of curated content based on the skills required
  • A large library of microlearning nuggets mapped to the competencies that can track the learner’s actions and can be nudged regularly based on the learner’s performance

There’s more that nudge-learning can achieve. According to a LinkedIn Workplace Learning Report, 35% of L&D professionals are looking for new ways to boost learner engagement. Imagine the role nudge-learning can play to gently influence employee behavior towards a positive, skill-supported function.

Culture Amp, the employee experience platform, uses this technique for its employee feedback process. The company’s platform administrators notify all managers when their reports are ready to be viewed. Those managers who do not open their results reports within one week of being notified are sent automatic nudges of their report access.

Nudge-learning for impactful eLearning

As mentioned earlier, nudge-learning focuses on positive reinforcement to guide an employee’s learning skills. It encourages them to make purposeful choices, in the form of subtle interventions, thus engaging them in the learning process.

Harbinger has an extensive experience in creating micro-learning nuggets for anywhere, anytime learning. We have helped many organizations implement nudge-learning and help organizations achieve business objectives by making learning effective.

Our nudge-learning-friendly instructional design approach helps curate the optimum amount of information available and creates bursts that can be consumed just-in-time.

Harbinger has also developed the nudge-learning platform SprinkleZone to help organizations deliver nudges of knowledge. With spaced nudges, learners can receive personalized reinforcements at specific intervals. This helps them overcome the challenge of the knowledge forgetting curve.

If you have any questions on nudge-learning, and how you can implement it in your organization, feel free to write to us at Our eLearning experts will be happy to help you.