Interactive video is not a simple presentation video, it requires the viewer’s attention and participation because they will be asked to interact at certain moments.

The learner creates the scenario. They are no longer passive, they become the major asset of their own training.

This learning method has many advantages. Here are 3 of them:

In this age of digitization  and Uberisation, where our daily life is simplified in many ways thanks to new technologies, why wouldn’t we want to integrate this into our training courses?

We live in a dynamic world, where every minute is precious and learners’ attention is waning. Training has to adapt to our new everyday life and not the other way around. Dead time can be used more judiciously. A commute on public transport can become an opportunity to gain knowledge. Free time between two appointments or a lunch break can be given a more educational purpose than a simple “lunch”. The micro learning methodology allows the training programme to be divided into several sessions of only a few minutes (5 minutes max). This makes it possible

Learners are no longer mere observers, they will be able to interact with their training and give it a unique aspect. The video plays like a classic video but, at certain moments, the learner will be called to do something. Different forms of interaction can be proposed. Whether it is a drag and drop, a clickable link to learn more, a choice of answers or even a quiz, all this makes the training more engaging and participatory.

The learner expects this learning method to be able to quickly access the content that interests him or her.

Each trainer or manager has his or her own way of delivering training. For some it may be more theory-based than practical, for others it could be the other way around. It reflects the personality of the trainer. But from one training course to another, the trainee changes. As a result, the training can vary and sometimes deviate from the basic objective. Many companies need to offer the same learning content at all levels of the company. Standardized training makes things easier. Therefore, the quality criterion should not be revised downwards even if we talk about standardisation. These two elements are perfectly compatible. You will thus get quality training with standards that can be understood by all.

« Tell me and I’ll forget. Show me and maybe I’ll remember. Let me try and I’ll know forever ! »
Benjamin Franklin