Training Video Production, Humanized

Training Video Production, Humanized

Conquer Training Video Production

Learn what to expect during pre-production, production, and post-production when you partner with Unboxed by downloading our free guide.

As a kid I wanted to be Alfred Hitchcock. As a graduate student I won a screenwriting award. Today, as the Director of Content Strategy at Unboxed, I’ve had the honor of being part of a team that’s produced hundreds of microlearning videos for our clients.

You’ll often hear me say, “Use as much video as possible!” However, over the years I’ve observed how corporate training video production intimidates most people in the market for it. They have justifiable concerns about production costs, timelines, actors, branding, and quality.

In an effort to make the production process a little more human-friendly, we created the Training Video Production, Humanized guide. The guide covers enough video terminology to make you dangerous, plus what you can expect during pre-production, production, and post-production.

 

Video Works

Before you read any further, you need to know why training videos work—and why it’s such a worthwhile investment of your time and money. Here are a few helpful stats:

  • At least 65% of people learn by seeing.
  • As we discuss in the article Employee Training Videos—What Style is Right for YouCisco projects 82% of all Internet traffic will be video by 2021; An estimated 75% of the workforce will be Millennials by 2025and Millennials are some of the heaviest consumers of video as a medium.
  • Entering the workforce on the heels of Millennials is Gen Z, and 70% of Gen Zers watch more than two hours of YouTube each day.
  • Video-based training programs can deliver impressive results—like 70% completion rates for training considered optional. (I mean, who takes optional training?! People who like videos, that’s who.)

 

Training Video Production: Things to Know Up Front

So, let’s go ahead and assume we’re creating microlearning training videos, not feature-length films. This has positive implications when it comes to your training video production costs. For training to be considered microlearning, it should be 5 minutes or fewer (we usually target 2-3 minutes) and focus on a single topic. Your microlearning video could be live action, animation, or a combination of both.

To feel comfortable throughout the training video production process, you’ll need to familiarize yourself with a little bit of terminology. Let’s start with the people you’ll meet.

 

People You’ll Meet

In most cases, the higher the fidelity and complexity of the video, the more team members are involved. Higher-fidelity training videos often involve sophisticated lighting setups, professional actors, additional sound and camera equipment, and extra crew. In our frequent participation in the 48 Hour Film Project, we’ve seen how the absence of the right equipment—particularly lighting and sound—can significantly reduce the impact of your content. Sometimes an iPhone just won’t cut it.

The Training Video Production, Humanized guide outlines the roles involved in a typical Unboxed training video shoot. Some of our corporate training video productions require more hands on deck, while some require less.

Here’s a sample of the people you’ll meet. Download the guide to meet the whole team.

 

Training Video Production Humanized - People you'll meet on set

 

What to Expect During Pre-Production

We can break training video production down into three phases: pre-production, production, and post-production. In a nutshell, pre-production includes all of the up-front scripting, storyboarding, casting, and planning. Your Content Strategist and Producer will handle most of the heavy lifting during this phase, and they’ll be asking for your feedback and approval along the way.

 

Pre-Production FAQs

Will we get to see what the actors look like to make sure they reflect the diversity and tone of our organization? Yes! We’ll work closely with you to understand the right demographics and find talented actors that represent your company well.

What if I can’t afford professional actors? In our experience, professional actors deliver the best result and keep your content evergreen. However, if you’d prefer to use your own employees, we can share some best practices with you to set them up for success.

Will we get to recommend locations? Absolutely! In addition to that, we’ll also let you know if we can achieve the right look near our Richmond headquarters. If our crew doesn’t travel far, we can save you money.

Who should plan to be there on shoot day? We’d love to invite at least one subject-matter-expert (SME) on set with us. This person can be a great resource on shoot day and help ensure scenes are true-to-life.

 

What to Expect During Production

If you’ve never been on set during a training video production, you’re in for a treat. It’s exciting to see all of the scripting, casting, and planning come together. It’s also busy—the Unboxed team is efficient and works hard to capture a lot of footage in a day. Wear comfortable shoes!

You’ll enjoy watching our Directors in action as they coach talent and keep things moving from one scene to the next. They’ll check in with you often and make sure you’re satisfied with what’s being captured.

 

Production FAQs

What should I wear to the shoot? We recommend wearing something casual or business casual. You want to make sure you’re comfortable. Pay special attention to footwear! Flats typically work best.

What is my role on set? We love having clients on set because you can make sure each scene is a realistic portrayal of your organization. You’ll have the opportunity to consult with our directors to make sure they’re giving the talent the right direction according to your brand and subject matter expertise. Keep us honest and confirm we’re doing a great job.

 

Other Terms You’ll Hear

MOS. Lower thirds. Slate. Camera speed.

There are plenty of other video production terms where these came from. While you’re on set, the Unboxed team will be more than happy to go over any questions you have about what something means or why we’re capturing footage a certain way.

 

What to Expect During Post-Production

In the post-production phase, we create your final training video. Our Director of Photography sits in a dark room for three straight days, wearing headphones and moving pixels around. He only breaks for lunch.

Just kidding. Post-production can actually be very collaborative, as our Content Strategist, DP, and Producer work together to agree on the best shots, make smart editing decisions, and keep the project on budget. By the time you see the first cut, it’s already been through at least one round of internal review.

 

Post-Production FAQs

What’s my role during post-production review? We’ll send you the first cut of the video and ask for your feedback or approval. At this stage in the production process, we can still edit music, transitions, and text on screen, and if necessary, we can also look into alternate takes and shots.

How many rounds of review do I get? Your training video production budget includes one first cut review. Once we get your feedback on the first cut, our editor makes any changes you requested and delivers your final, polished video.

I have late feedback from an important stakeholder. What should I do? Talk to us! It happens, and our goal is to deliver training you’re happy with. Help us understand the request, and let us come back with a recommendation in case it impacts scope and timeline.

 

Lights, Camera, Action!

When it comes to corporate training video production, gone are the days of talking heads. With so many training video styles available, video is one of the best ways to engage your learners. Sure, production planning takes work, but it’s exciting and fun, and in the end you’ll have training you’re proud to show off. With the right team in place, shooting video doesn’t need to be intimidating—or a hassle.

And now that you know what to expect during the corporate training video production process, find the right partner who can help you decide which type of video treatment is right for you, estimate costs, and deliver better results. We’d love to tell you more about our custom training solutions.

Conquer Training Video Production

Learn what to expect during pre-production, production, and post-production when you partner with Unboxed by downloading our free guide.

More Articles Like This One

Training Delivery Methods: Choosing the Right Modality for Your Content

Training Delivery Methods: Choosing the Right Modality for Your Content

Content is a huge focus in the training world, though it’s really only one part of the learning equation. The magic happens, though, when strong content is shared through the most effective training delivery methods, enabling the message to be absorbed, retained, and implemented by learners.

Whether your aim is to impart knowledge, sharpen skills, or adjust behaviors, there are a lot of different methods of training delivery to choose from. But there’s no silver bullet. In fact, data continues to prove a blended approach, incorporating more than one modality to deliver your content, increases retention by up to 60%.

So, how do you determine the most effective training delivery methods for your needs? Start by considering the options available and how they align with your goals, audience, and content.

Below is a list of our recommendations.

    Featured Resource

    Choosing the Right Modality for Your Content

    Training Delivery Methods for Building Knowledge

    When we speak about training for knowledge, we’re referring to helping learners understand the what and the why of a concept. To tackle these topics, the training delivery methods we recommend hinge greatly on well-organized information and storytelling. These include:

    •  Podcasts
    Borrowing from the popular media format, Podcasts are an excellent way to educate team members, allowing them to absorb information at their own pace in a familiar style.

    •  Infographics
    Visual tools help to reinforce concepts, and the Infographic remains a popular delivery method as it clearly outlines vital data and information in a memorable and engaging way.

    •   Animations
    Another popular visual option, Animations are a great way to educate learners. By imparting critical information in an entertaining way, you can increase both retention and engagement.

    •   Group Discussions
    Part team-building, part training, Guided Group Discussions are a great way to build relationships among team members while educating them on key concepts.

    •   Interactive Training Tools (Pitch)
    These interactive modules from Unboxed’s Training Technology team organize key concepts in an interactive, data-based tool, making it effective for knowledge acquisition and knowledge sustainment (refresher training).

    Training Delivery Methods for Improving Knowledge & Skills

    Building on those, there are several modalities that bridge both knowledge and skills, helping learners to understand the how behind the what and the why. This category of modalities includes:

    •   Instructor-Led Trainings (in-person or virtual)
    Instructor Led Training (ILT) or Virtual Instructor Led Training (vILT) allows you to build upon learned knowledge by giving learners a chance to put knowledge and skills into practice through classroom activities.The bonus of vILT is it allows you to reach learners near and far with training that’s as equally engaging, interactive, and effective as in-person training — without the pricey travel costs.

    •   Interactive Learning Guides
    Self-paced and fully interactive, our Interactive Learning Guides (ILG) keep learners engaged at every step. With a modern, web-like interface, video, animation, gamification, and interactive exercises, ILGs create an engaging experience for learners, making them effective for both knowledge and skills training.

    •   Videos
    Taking cues from what many learners engage in on their own time, training videos are an incredibly popular choice to help learners improve their skills in addition to reinforcing their knowledge.

     

    Training Delivery Methods for Sharpening Skills & Behaviors

    Moving further into training for skills, the delivery methods below allow you to focus more deeply on the tactical responsibilities of your team. These modalities also lend themselves to training for behaviors, educating learners on the action taken, and include:

    •   Group Participation, Hands-On Activities, Role Plays, On-the-Floor Training, Mentor Shadowing
    Each of these training delivery methods differs in their approach but share the same goal: to allow team members to improve their skills in settings and situations where they actually use them.

     

    Training Delivery Methods for Shaping Behaviors

    Behavior-specific training goes one step further, allowing you to work with team members to help them make changes in their interactions, approaches, and performance with direct feedback. There are two modalities that are ideal for this type of training, these are:

    •   Huddles
    Combining the benefits of group participation, hands-on activities, and role play along with direct coaching, Huddles are an excellent training method to help shape and improve behaviors.

    •   Video Simulations
    Offering the same advantages of a Huddle, Video Simulations allow geographically dispersed teams the opportunity to observe team member behavior and coach them to be more effective in their approach.

     

    Need Help?

    We recognize there are a lot of options out there, but choosing a training method doesn’t need to be a chore. We can help you analyze and understand both your goals and content to select the best option for your needs. Reach out to schedule some time with our Training Content Strategists to learn more.

    Want to know more about choosing a training method? Download our free guide!

    Share This Article

    25 training tips in 25 minutes: best practice

    Find out the shared approaches we’ve seen maximize training outcomes for our clients, and how to incorporate them into your training.

    More Articles Like This One

    The Rise of Training Podcasts in a Blended Learning Program

    The Rise of Training Podcasts in a Blended Learning Program

    Blended learning is not just a trend— technology is being integrated into learning in all sorts of innovative ways, and that includes training podcasts.

    Podcasts – digital audio series that users can download or stream – are great at distilling complex topics into digestible pieces, because their informal nature relaxes listeners. People can tune in during their commute, lunch break, or even over the weekend.

    Podcasts have proven to be a wildly successful medium to interview creative experts, listen to fictional stories, learn new skills, and more. Training podcasts can be leveraged as part of a larger blended learning program to increase retention and reflection.

    Let’s take a look at a few ways to incorporate them.

    1. Leadership Training/Soft Skills
    Training podcasts are a great way to build leadership skills and emotional intelligence because they push learners to personal reflection more than most training modalities. For instance, leaders can discuss strategies they’ve used to develop skills by giving examples of areas where those skills play a key role. Once the podcast is over, an eLearning course can prompt learns to reflect on the discussions they’ve heard and continue to grow their personal leadership toolkit.

    2. Sustainment
    Podcasts can also be an excellent resource for sustainment training. After completing a training program, learners’ workbooks can include prompts at 30, 60, and 90 days (or different lengths of time), so they can deep dive on key aspects of the training. At each checkpoint, learners can listen to a podcast, answer prompts to reflect on what they’ve heard, and then have a 1:1 meeting with their manager to discuss what they learned. Training podcasts are a great way to bring back key topics and dig deeper into them, so learners are reminded to incorporate key themes into everyday work.

    3. Increase engagement and understanding
    When added as part of a blended pre-learning program before a live instructor-led course, podcasts help get early buy-in from participants. Before a course starts, learners gain insight into the topic at hand, and then apply it once the course begins. When facilitators and company leaders get involved within the podcast, as interviewers or interviewees, it can add weight to key topics and get learners to focus even more.

    Podcasts are a popular creative tool, and it’s exciting to see their applications in learning and development, since they deliver such a dynamic experience. As trends change and companies innovate, you’ll see that the organizations that embrace new tools and methods of storytelling will start to implement training podcasts as a way to make learning more creative and objective.

    Need help navigating these new trends? Let us help. Schedule a free training consultation with one of our training content experts to learn how!

    Share This Article

    Featured Resource

    Choosing the Right Modality for Your Content

    More Articles Like This One

    How To Combat The Forgetting Curve

    How To Combat The Forgetting Curve

    How many times have you focused really hard in an effort to learn something once just to forget it later on? For most of us, it’s a regular occurrence. Over time, memories fade. Good memories, bad memories, important memories…all of them. That doesn’t mean we forget everything entirely – just that the details become fuzzy. If those details are important, that could be a serious problem.

    The forgetting curve is a hypothesis that attempts to illustrate the loss of memory over time with no attempt to retain it. The idea began in the 1880s when Hermann Ebbinghaus conducted a study on himself. He tried to memorize patterns of syllables and then tested his memory of those syllables repeatedly over time. What he found after graphing his results is now commonly known as the Forgetting Curve.

    After his study, Ebbinghaus surmised that humans lose ~50% of newly learned knowledge in a matter of days without continuous review. You’re wasting your time training and learning just so you can forget half of it. Try remembering that information weeks or months later and you’d be lucky to remember 10-25% of it.

    The best way to combat the forgetting curve is by spending time on retention and reinforcement. Remembering the knowledge learned from one-time trainings is difficult. But when it comes to business, forgetting is costly. One-time trainings cost a lot, and if your learners aren’t retaining what they learned, that money was for nothing. Reviewing material regularly greatly helps reduce forgetfulness and saves money for your organization.

     

    Blended Learning and Sustainment

     

    increasing employee training with reinforcement training 2

     

    Refresher training adds to the concept of blended learning. Your learners retain information and knowledge better and for longer if they’re taught through a mixture of learning methods. That could be combining eLearning with face-to-face for instance.

    Every learner has a unique learning style. By blending your training approach, you have a better chance of catering to the needs of each of your learners.

    It’s not only about the learners, though. Blended learning benefits the teacher, too. New, different training modalities are often more affordable and require less time than older ones. Students are often more engaged, and you’ll be more able to provide accurate feedback. Blended learning also allows teachers to focus on motivating learners towards deeper learning.

    With regards to memory, a learner is far more likely to pay attention to and remember information when they’re interested and focused. Varying training modalities increases the odds that your learners will find it interesting.

     

    What Makes for Ideal Refresher Training?

    There are certain traits that make for successful refresher training:

    • Quick
    Learners are busy. Sustainment training options need to be speedy, valuable, and allow learners to practice with minimal disruption. 

    • Compelling and Clear
    Training options should be fun and interactive while keeping language clear and concise to simplify complex concepts.

    • Contextual
    Refresher training has to fit with your learners’ experiences and be relevant to their day-to-day jobs. That can only be accomplished with an understanding of your learners and what they do and then catering to their real-world experiences.

     

    The Case for Shorter Event-Based Trainings

     

    increasing employee training with reinforcement training 3

     

    Event-based trainings are still very popular among many companies and rightfully so. Instructor-led trainings have their place in unifying a team, sharing a consistent message, and sometimes forcing your employees not to be distracted when sharing vital information.

    However, we’ve seen that if you reduce your two-day training down to one-day and use the saved expenses for pre-work and post-event refreshers, your message will be stickier and have more of an impact on learners.

    Consider the following illustration we mocked up for one of our clients to visualize the potential savings gained from shortening, blending, and making your training virtual – all-the-while adding reinforcement and the ability to reuse and scale!

    The results, in this case, were significant. This company saw a similar satisfaction score from transitioning their previous event-based training to virtual instructor-led training and better yet, they were able to prove ROI with knowledge checks and quizzes.

     

    Refresher Training Options

    Today, blended learning options that combat the conundrum of forgetfulness are as diverse as your learners. Here are a few sustainment options that should be considered in your training curriculum:

    • Interactive Presentations
    Interactive presentations act as two tools in one. Learners are able to reinforce knowledge and visualize complex products and services (ex. the difference between internet speeds) by using interactive modules. These presentations can also switch to a “Perform” mode to be used and shared with prospects or clients. Robust reporting measures all user activity so managers can provide guidance for their learners.

    • Huddles
    Huddles are in-person refresher training that drives retention by using fast-paced, hands-on activities. Facilitators lead Huddles to help employees review specific learning objectives, practice skills and behaviors, and get feedback on the spot. They’re also super easy to facilitate as each one comes with a playbook providing step-by-step instructions on how to prepare for and run a Huddle.

    • Games
    Studies show that games train the brain by engaging with social and competitive elements. These elements heighten attention, sustain focus, and drive action. And let’s be real, they’re fun. The results speak for themselves:

    • 3x increase in training material interactions
    • 64% improvement in knowledge from beginning to end of a game Plain and simple, training for one day a year does not work.

    Don’t waste your money and time on training that won’t be remembered a week later. It’s time to give your learners valuable refreshers in the flow of their work and for you to stop hitting your head against a wall wondering why skills are not improving and behaviors are not changing.

    Share This Article

    Featured Resource

    Choosing the Right Modality for Your Content

    More Articles Like This One

    Galileo Maintains Renowned Culture While Moving Training from In-Person to Online with Spoke®

    Galileo Maintains Renowned Culture While Moving Training from In-Person to Online with Spoke®

    There’s no way around it: choosing a learning management system, whether it’s your first LMS or you’re making the switch, is tricky. And let’s be honest, there’s a lot of unhelpful information out there claiming to be your complete guide to selecting an LMS. Here’s the truth: a one-size-fits-all LMS requirements checklist doesn’t exist, because no one knows the unique needs of your business except for you.

    With that in mind, the Unboxed team sat down and thought: why not empower training leaders to explore their training needs and create an LMS requirements checklist that meets those needs?

    So, instead of producing another half-baked LMS checklist, we decided to create a powerful tool you can actually use:

    A step-by-step LMS buyers guide that teaches you how to identify your unique LMS requirements and establish a simple process for choosing your first LMS or switching your current LMS.

    If you’re looking for a proven method to determine your company’s training needs—and a step-by-step guide to get you through LMS implementation—then download Creating Your LMS Requirements Checklist: A Step-by-Step Guide.

    Want to know more about what’s included in the guide? We’ve got you covered. Keep reading for an in-depth preview of what’s inside.

     

    THE BUSINESS CASE FOR A GREAT LMS & GREAT TRAINING

    A learning management system is simply software that delivers training content, hosts resources (like PDFs, digital learning guides, and links to online content), and tracks each user’s progress over time.

    It’s worth noting that while most companies use their LMS to deliver onboarding, sales and compliance training, recent data on talent acquisition and development has prompted a deeper desire to think more about the effectiveness of that training content, and how and when it is delivered.

    What you’ll find inside the guide:

    • The 5 classifications of LMSs everyone should know
    • What Millennials are really looking for in the workplace
    • Recent data on how to retain and nurture high performing employees
    • How to boost your company’s revenue with a great LMS and custom training

    HOW TO CHOOSE YOUR NEW LMS THE RIGHT WAY

    RULE #1: DON’T START WITH FEATURES

    Crawling and walking, horses and carts. It’s always the same mistake: we want to skip to the end instead of beginning at the, well, beginning. Before you can start creating a list of LMS requirements, you have to understand your users, the content they want to engage with, and how, when, and why they want to engage with it.

    Jumping right to the end and picking LMS features isn’t like spoiling the ending of your favorite novel. It’s more like wasting your department’s budget by implementing a training system that your colleagues will never use. It’s a sure-fire way to instantly kill any organic desire for a culture of learning at your company.

    What you’ll find inside the guide:

    • How to assemble a diverse stakeholder team
    • How to identify user roles to understand your company’s diverse needs
    • How to write user stories that map out your company’s training goals
    • How to separate LMS must-haves from nice-to-haves

    CHOOSING A NEW LMS OR MAKING THE SWITCH

    If you’re new to learning management systems, there is one thing you must focus on before anything else: quality training content. Even the best LMS isn’t worth a penny without great content, so work at adopting a smart, company-wide training content strategy first, and don’t get bogged down by starting with LMS features.

    If you’re switching to a new LMS, you most likely have a training content strategy already in place. But, you still need to build a list of clearly-articulated pain points about what’s missing in your current LMS and what you need in your new one. Then, you need to work with your LMS provider to build an implementation plan that addresses your specific data migration needs.

    What you’ll find inside the guide:

    • Some notes on the importance of great training content and a training strategy
    • A few quick insights on data migration and your pain points

    VETTING YOUR LMS PARTNER: WHAT YOU SHOULD BE ASKING

    It should be simple, so what makes choosing the right LMS so complicated?

    Not only do you have to show your stakeholder team the business case for LMS adoption, you also have to marry great training content with the right list of LMS features that are best for your company.

    And on top of that, if you’re not asking your future LMS provider the right questions up front, it’s hard to know whether you’re simply getting a vendor (who just wants to land your account) or a true business partner (who is deeply invested in your success).

    What you’ll find inside the guide:

    • 5 questions to ask every LMS provider

    THE LMS Requirements CHECKLIST

    Throughout the process of choosing a new LMS, we know you’ll want to stay organized. So, we’ve also included a simple checklist that keeps everything in one place and helps you track your progress.

    It’s basically your cheat-sheet. And, we’re here to help in any way we can.

    What you’ll find inside the guide:

    • A two-page checklist you can use throughout your LMS implementation process, from building your stakeholder team to hyping your launch

    SPOKE® AND UNBOXED TRAINING: YOUR PERFECT PAIR

    C’mon; we wouldn’t be doing our job if we didn’t at least take one opportunity to tell you about our world-class LMS, Spoke®, and Unboxed Training, our custom training design team.

    After you’ve downloaded the LMS requirements checklist, make sure to visit our Spoke page to check it out for yourself. While you’re there, you can also sign up for a personalized demo.

    Share This Article

    Featured Resource

    Free Step-by-Step LMS Buyers Guide

    More Articles Like This One