Our learning solution is based on 3 critical success factors for learning and employs key principles of learning science.

Critical success factors for learning:


1. Memory Decay

When we learn something new, a neurochemical pathway is created. Over time, the pathway slowly disintegrates unless active rehearsing, testing and general recall are practised. The first documented use of "Decay theory" was in 1914 by Edward Thorndike and based off early memory work by Hermann Ebbinghaus in the late 19th Century.(1)

The Forgetting Curve

2. Social Behaviour

"A wealth of information creates a poverty of attention" (Herbert Simon, 1977). Since 2000, our attention span has fallen from 12 seconds to 8 seconds. (2) In fact, as students opt for more screen-based activities, their attention span becomes shorter. Screen technology causes our brains to change the way they learn and adapt to the environment. Our malleable brains are "substantially shaped by what we do to them and by the experience of daily life." (3)

Technology tends to actively interfere with our attention. Smartphones, email, and social media generate continuous interruptions throughout our day. Sending learning content that is greater than 10 minutes long will be interrupted, which leads to loss of concentration.

Technology might also have a negative effect on our empathy. In a 2010 study, college students showed a 40% lower level of empathy than their counterparts of 20 or 30 years ago. The study linked this behaviour with use of social media, Internet and video games.(3).

3. Motivation

There are two types of motivation: intrinsic and extrinsic. When a task is completed out of sheer personal desire, that's intrinsic motivation. When a task is completed only for reward, that's an extrinsic motivation. Unfortunately, extrinsic rewards are motivational only in the short-term.

Motivation techniques are most effective when they include:  personal growth opportunities, autonomy and authority, experienced-based perks (vacation, trip, convert...), and Recognition. (4) As a result, learners engage much more enthusiastically when we appeal to their intrinsic motivation.

When it comes to corporate training, a high percentage (~70%) of the knowledge transfer is tactical:  New procedures, systems or technology. However, tactical knowledge has a greater impact for the company than the employee personally. This means the most important corporate training is the least appealing to the learner.  Hence, it is important to create strategies that demonstrate personal benefit for users when engaging in tactical knowledge learning.

Key principles of Learning Science


1. Microlearning

What we do:

• Deliver information: 5 concepts in 5 minutes or less

• Short bursts of video learning on essential skills, delivered to user's desktop

Why it works:

• Matches brain attention span of 3-7 minutes (6)

• 50% less expensive to deliver  than traditional training (7)

• High loyalty from learners (Typical LMS: up to 83% drop off; Micro learning: 75% engagement) (7)

Fivel in five minutes

2. Spaced Practice 

What we do:

• We have designed a custom series of practice exercises, the "Retention Pathway"

– 4 Phases of  exercises at Day 0, 2, 8, and 14, based on Bloom's Taxonomy (9).

• The Retention Pathway is designed to activate long term memory by using different depths of knowledge testing:

– Rehearse (reviewing main concepts)

– Solve (applying concepts to realistic hypothetical situations)

– Build (creating a multi-step response synthesizing all previous knowledge pieces, to a complex problem-based scenario)

– Reflect (understanding how new learning now affects tasks at work)

Why it works:

• Spaced Practice:

– cuts learning time by 50% (10)

– makes learners remember skills for years (11)

– links new skills right away to work tasks, directly affecting business outcomes (12) (13)


3. Gamification 

What we do: 

• We incorporate the gamification (14) elements of Learner Autonomy, Social Learning, Instant Feedback and Social Reward with:

– Individual learner programs "My Learning Path": Learner Autonomy (Self directed pace)

– Peer insights submitted to group page for comments: Social learning

– Instant results on exercises questions: Instant Feedback (real time scoring)

– Badges offered to early adopters for completing learning: Social Reward (ranking performance)


Why it works: 

• The more ‘fun’ learners have, the more they remember (13)

• The more learners engage with others, emotional connection leads to deeper memory  (14)

• Gamified learning = 50% higher retention  (15)