Some weeks ago we published a translation of the interview that the team of the Spanish magazine MasQueNegocio did to our CEO, Miguel Ángel Muras and Jordi Pizarro, founder partner.

On this occasion, we’d like to offer another interview for you to read, which took place last March, by the Spanish magazine Equipos y Talento.

The articlebelow was written and published by the magazine “Equipos y Talentos” (number 121) in March 2016.

Miguel Ángel Muras, founder partner and CEO, and Jordi Pizarro, founder partner of Snackson:
We want training to adapt to learners and not the other way round

Snackson is the trademark of the microlearning solution that the company Adaptative Learning has brought to the market a few months ago with an excellent reception on the part of the corporate client. This app allows users to learn in a natural and simple way, as well as to transfer in the best way possible what they learn to their daily life in the organization.

 

Snackson - Equipos y Talento

 

◆ How did the company start?

Miguel Ángel Muras (M.A.M.): All the partners we were working in the corporate e-learning sector for many years and we saw that companies wanted to train their employees, but that they were doing it with methods that do not correspond to the way in which people now access the information. We decided to commit to microlearning, that is to say, to short formats, via mobile, so that it can be used anytime and anywhere, and with a gamification strategy that allows people to hook up to the training. We’ve created a methodology that combines all this in the mobile phone. That’s Snackson, the product of our company, Adaptative Learning, which is the fruit of our target; make training adapt to learners and not the other way round.

Jordi Pizarro (J.P.): After all our experience in the e-learning field, we keep thinking that it is a useful methodology, and we also believe that we’ve created something rather innovative and complementary to the types of training available.

 

◆ To whom is this app addressed?

J.P.: Snackson was created to give a solution to any kind of corporate training. Basically, it’s tailor-made training. This was the input that helped us develop the environment. Once you start working on it, you realize that it has potential for many more applications. In the end, it’s not about the content itself, but how you address it.

M.A.M.: So that users learn, you have to use the appropriate methodology. There are some things that fit perfectly in Snackson, and some others that don’t. For example, if you have to explain a law in depth, the best way to do so would be a seminar. But if you want to complement that training with cases and examples, a microlearning tool as ours is the most suitable. We have five areas of training for which Snackson is ideal: welcome plans, product training, official training as LPD or Work Hazard Prevention, or as a complement to face-to-face training and events.

 

◆ Who is responsible for the contents?

J.P.: Clients can use all the different challenges that we already have developed or, if they need a specific training in order to achieve their own challenges, they can create them by themselves because the tool allows them to do so. Moreover, we can also work on that content and help them.

 

◆ And how does this tool work for employees?

J.P.: Clients can provide us the list of employees that are going to use the tool, or also they themselves register their employees. From this point, the employee only has to download the app in order to start.

M.A.M.: The contents are really short. The idea is that each of them takes, on average, 60 seconds to read and assimilate. And the challenges last approximately 15 working days. The client decides when will the users receive the contents as well as how many per day. Four or five contents per day over 15 days are approximately 60 contents that equal one hour of training. Users make an action in each content: answer a question, express if they have understood a content, watch a video… and they win points for each content successfully, they win points that place them in a determined position of a ranking with the rest of the enrolled employees. They have 48 hours to read the content and get the highest score.

J.P.: It’s not just a game, we want them to learn. That’s why we give them 48 hours since they receive the notification of a new content so that they can watch it and obtain the highest score. If they don’t complete it during this period of time, they can still do it, but they’ll win fewer points, what will position them further down the same ranking.
M.A.M: The ranking is an element that allows gamification to work with the employee, because with the points they can level up, which contributes to motivation and recognition.

 

◆ How’s the feedback?

M.A.M.: We’ve been four months in the market so far and the reception is being excellent. We’ve introduced our product to many companies and we’ve already started working with a number of important clients in all Spain. Deep down, companies want to jump into the mobile world, but often, they don’t know how. And with a tool like ours, we make it much easier. From the outset, they have a model that is thought for the mobile phone, very user-friendly, with content, where everything develops in a natural way.

J.P.: And it’s true that in some cases the companies’ desire to jump on the innovation bandwagon runs into a certain reluctance to change and understand that smartphones are something natural and indispensable. They don’t realize that mobile technology has evolved a lot and lag behind means to lose competitiveness.
A change of mind is required. It has to be assumed that mobile learning is something useful, right now. Maybe, in five years’ time, we will be in a new paradigm.

 

◆ What is the advantage of microlearning?

M.A.M.: The future of e-learning is in that direction. A lot of small impacts, that make easier the assimilation of content (knowledge). Besides, this is the way in which we learn. We don’t learn all of a sudden. If we provide smaller impacts in more times, it’s easier to transfer the knowledge acquired to the daily life, to internalize it. It’s a way to make learning easier.


Post translated by Carolina Serna

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