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Getting Engagement Right

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I’m on record stating that I think learning experience design (LXD) is the elegant integration of learning science and engagement. In addition, I’ve looked at both. Amongst the things that stand out for me are that there are an increasing suite of resources for learning science. For one, I have my own book on the topic! There are other good ones too. However, on the flip side, for engagement, I didn’t find much. I had intended to write an LXD book, but then ATD asked for the learning science one. Once it was done, however, I quickly realized that I wanted to write the complement. Thus, Make It Meaningful was born. It’s available, but I’m also running a workshop on the topic, starting this coming week! Four weekly 2 hour meetings, at the convenient time of noon ET. It’s all about getting engagement right. So, what’s covered?

For the first week, there’s an overview of the importance of engagement, and how to set the ‘hook’. We’ll briefly review the reasons why to consider the engagement side (and trust me, this is something you want to do). Then we’ll talk about the first step, getting learners to the a motivated state to begin the learning. We’ll look at barriers to success as well, and what to do.

In the second week, we’ll talk about ‘landing’ the experience. Once the hook is set, it doesn’t mean you’ve got them through the experience. Instead, there’s much to do to maintain that motivation. In addition, you want to ensure that anxiety doesn’t overwhelm the learning, and you want to build confidence. We’ll talk about principles as well as heuristics.

In the third week, we dig into what this means in practical terms. What is an engaging introduction? What about the models and examples? The critical element is the practice that learners perform. We’ll talk about how aligning the practice with the desired objectives while making a compelling context is necessary, but doable.

In the last week, we’ll talk about making a design process that can reliably deliver on learning experience. We’ll take a generic design process and go through the changes that ensure both an effective learning design and an engaging experience. We’ll work from analysis, through specification, and on to evaluation (we won’t talk much about implementation, because of my quip that getting the design right leaves lots of ways to create the solution, and not doing so renders everything else extraneous.

Sure, you can just buy the book, and that’s ok. I’m all about getting the word out, and getting better learning happening for our learners. However, in the workshop, not only do you get the book, but we’ll work through the ideas systematically, put them into practice, and address the individual questions you may have. Look, getting engagement right is an advanced topic, but it’s increasingly what will differentiate our solutions from the knowledge ones that come from typical approaches, no matter how technologically augmented. This stuff matters! So, I hope to see you there.

Fun, Hard Fun, & Engagement

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At Online Educa in Berlin, they apparently had a debate on fun in learning. The proposition was “all learning should be fun”.  And while the answer is obviously ‘no’, I think that it’s too simplistic of a question. So I want to dig a bit deeper into fun, engagement, and learning, how the right alignment is ‘hard fun’.

Donald Clark weighs in with a summary of the debate and the point he thought was the winner. He lauds Patti Shank, who pointed out that research talks about ‘desirable difficulty’. And I can’t argue with this (besides, Patti’s usually spot-on).  He goes on to cite how you read books that aren’t funny, and that how athletes train isn’t particularly giggle-inducing.  All of which I agree with, except this “Engagement and fun are proxies and the research shows that effort trumps fun every time.”  And I think tying engagement and fun together is a mistake.

There is the trivial notion of fun, to be fair.  The notion that it’s breezily entertaining.  But I want to make a distinction between such trivial attention and engagement.  For instance, I would argue that a movie like Schindler’s List is wholly engaging, but I’m not sure I would consider it ‘fun’.  And even ‘entertaining’ is a stretch. But I think it’s compelling. Similarly with even reading books for entertainment: many aren’t ‘fun’ in the sense of light entertainment and humor, but are hard to put down. So what’s going on here?

I think that cognitive (and emotional) immersion is also ‘engagement’.  That is, you find the story gripping, the action compelling, or the required performance to be a challenge, but you persist because you find it engaging in a deeper sense.

Raph Koster wrote  A Theory of Fun  about game design, but the underlying premise was that why games were ‘fun’ is that they were about learning. The continually increasing challenge, set in a world that you find compelling (we don’t all like the same games), is what makes a game fun. Similarly, I’ve written about  engagement as a far more complex notion than just a trivial view of fun.

The elements of the alignment between effective education practice and engaging experiences demonstrate that learning can, and should, be hard fun. This isn’t the trivial sort of ‘fun’ that apparently is what Donald and Patti were concerned about.  It is  all about ‘desirable difficulty’, having a challenge in the zone that’s Czikszentmihalyi’s  Flow and Vygotsky’s Zone of Proximal Development.

I agree that just making it fun (just as putting high production values on under-designed content dump) isn’t the answer. But just making it ‘work’ doesn’t help either.  You want people to see the connection between what they’re doing and their goals. Learners should have a level of challenge that helps them know that they’re working toward that goal. You want them to recognize that the tasks are for achieving that goal. It’s about integrating the cognitive elements of learning with the emotional components of engagement in a way that the whole is greater than the sum of the parts. The synergy is what is needed.

I think fun and engagement aren’t the same thing. So while I agree with the premise that learning shouldn’t be the trivial sense of fun, I think the more rigorous sense should be the goal of learning. We want learning to be a transformation, not just a trudge nor a treat.  I’ll argue that the athletes and the readers and the others who are learning  are engaged, just not amused. And that’s the important distinction. This is, to me, what Learning Experience Design should be, designing hard fun. And I think we  can  do this; my upcoming workshop at Learning Solutions is about doing just that. Hope to see you there!

Engagement

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In a meeting today, I was asked “how do you define engagement”, and I found it an intriguing question. I don’t know that I have a definition so much as steps to enhance it. Still, it made me think.

What engagement is not, let’s be clear, is tarting content up. It’s not just flashy visuals, stereotypes, and cute prose.  Those things add aesthetics (or, done poorly, undermine same), but that’s not where to go.

Flow stateInstead, I’m looking for an experience that has certain characteristics. One way of looking at it is through the ‘flow’ phenomenon, with cognitive immersion at a level that finds the sweet spot between frustration and boring.  Similarly, for learning, it’s the Zone of Proximal Development, between what you can do with one hand tied behind your back, and what you can’t do no matter how much support you get.  And it’s both.

You there by exploiting the alignment between the elements of practice and engaging experiences. So just as the above diagram can represent either Czikszentmihalyi or Vygotsky, there’s the alignment I highlighted in Engaging Learning  between the elements in greater elaboration. It’s goal, context, challenge, meaningfulness, and more all aligned to create that subjective feeling. And in case you say “you’re extending engagement to learning”, I will note that Koster, in his book A Theory of Fun, explicitly tied what makes games work  is that it’s about learning. So, yeah, that’s the type of engagement I’m interested in, regardless.

One of the simple ways I like to characterize it (and it’s not original with me), is ‘hard fun’.  I think, if nothing else, that’s a great heuristic. It may be like the famous quote about pornography: “you know it when you see it”. Or maybe you can coin a concise definition. And you can attempt to quantify it through objective criteria like galvanic skin response or adrenalin levels. However, I’m perfectly happy to use subjective criteria. If people say they found it challenging but fun, I’m happy. If they say it’s the best way they can see to learn it, my job is done.

I don’t really yet have a good way to define engagement in a concise specification. Do you have a definition of engagement you like?  I’d welcome hearing it!

 

 

Extending Engagement

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My post on why ‘engagement’ should be added to effective and efficient led to some discussion on LinkedIn. In particular, some questions were asked that I thought I should reflect on.  So here are my responses to the issue of how to ‘monetize’ engagement, and how it relates to the effectiveness of learning.

So the first issue was how to justify the extra investment engagement would entail. It was an assumption that it  would take extra investment, but I believe it will. Here’s why. To make a learning experience engaging, you need some additional things: knowing why this is of interest and  relevance  to practitioners, and putting that into the introduction, examples, and practice.  With practice, that’s going to come with only a marginal overhead. More importantly, that is part of also making it more effective. There  is some additional information needed, and more careful design, and that  certainly is more than most of what’s being done now. (Even if it should be.)

So why would you put in this extra effort?  What are the benefits? As the article suggested, the payoffs are several:

  • First, learners know more intrinsically why they should pay attention. This means they’ll pay more attention, and the learning will be more effective. And that’s valuable, because it should increase the outcomes of the learning.
  • Second, the practice is distributed across more intriguing contexts. This means that the practice will have higher motivation.  When they’re performing, they’re motivated because it  matters. If we have more motivation in the learning practice, it’s closer to the performance context, so we’re making the transfer gap smaller. Again, this will make the learning more effective.
  • Third, that if you unpack the meaningfulness of the examples, you’ll make the underlying thinking easier to assimilate. The examples are comprehended better, and that leads to more effectiveness.

If learning’s a probabilistic game (and it is), and you increase the likelihood of it sticking, you’re increasing the return on your investment. If the margin to do it right is less than the value of the improvement in the learning, that’s a business case. And I’ll suggest that these steps are part of making learning effective,  period. So it’s really going from a low likelihood of transfer – 20-30% say – to effective learning – maybe 70-80%.  Yes, I’m making these numbers up, but…

This is really all part of going from information dump & knowledge test to elaborated examples and contextualized practice.  So that’s really not about engagement, it’s about effectiveness. And a lot of what’s done under the banner of ‘rapid elearning’ is ineffective.  It may be engaging, but it isn’t leading to new skills.

Which is the other issue: a claim that engagement doesn’t equal better learning. And in general I agree (see: activity doesn’t mean effectiveness in a social media tool). It depends on what you mean by engagement; I don’t mean trivialized scores equalling more activity. I mean fundamental cognitive engagement: ‘hard fun’, not just  fun.  Intrinsic relevance. Not marketing flare, but real value add.

Hopefully this helps!  I really want to convince you that you want deep learning design if you care about the outcomes.  (And if you don’t, why are you bothering? ;).  It goes to effectiveness, and requires addressing engagement. I’ll also suggest that while it  does affect efficiency,  it does so in marginal ways compared to substantial increases in impact.  And that strikes me as the type of step one  should be taking. Agreed?

 

3 E’s of Learning: why Engagement

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Letter EWhen you’re creating learning experiences, you want to worry about the outcomes, but there’s more to it than that.  I think there are 3 major components for learning as a practical matter, and I lump these under the E’s: Effectiveness, Efficiency, & Engagement. The latter may be more of a stretch, but I’ll make the case .

When you typically talk about learning, you talk about two goals: retention over time, and transfer to all appropriate (and no inappropriate) situations.  That’s learning effectiveness: it’s about ensuring that you achieve the outcomes you need.  To test retention and transfer, you have to measure more than performance at the end of the learning experience. (That is, unless your experience definition naturally includes this feedback as well.) Let alone just asking learners if they  thought it was valuable.  You have to see if the learning has persisted later, and is being used as needed.

However, you don’t have unlimited resources to do this, you need to balance your investment in creating the experience with the impact on the individual and/or organization.  That’s  efficiency. The investment is rewarded with a multiplier on the cost.  This is just good business.

Let’s be clear: investing without evaluating the impact is an act of faith that isn’t scrutable.  Similarly, achieving the outcome at an inappropriate expense isn’t sustainable.  Ultimately, you need to achieve reasonable changes to behavior under a viable expenditure.

A few of us have noticed problems sufficient to advocate quality in what we do.  While things may be trending upward (fingers crossed), I think there’s still ways to go when we’re still hearing about ‘rapid’ elearning instead of ‘outcomes’.  And I’ve argued that the necessary changes produce a cost differential that is marginal, and yet yields outcomes more than marginal.   There’s an obvious case for effectiveness  and efficiency.

But why engagement? Is that necessary? People tout it as desirable. To be fair, most of the time they’re talking about design aesthetics, media embellishment, and even ‘gamification‘ instead of intrinsic engagement.  And I will maintain that there’s a lot more possible. There’s an open question, however: is it worth it?

My answer is yes. Tapping into intrinsic interest has several upsides that are worth the effort.  The good news is that you likely don’t need to achieve a situation where people are willing to pay money to attend your learning. Instead, you have the resources on hand to make this happen.

So, if you make your learning – and here in particular I mean your introductions, examples, and practice – engaging, you’re addressing motivation, anxiety, and potentially optimizing the learning experience.

  • If your introduction helps learners connect to their own desires to be an agent of good, you’re increasing the likelihood that they’ll persist  and  that the learning will ‘stick’.
  • If your examples are stories that illustrate situations the learner recognizes as important, and unpack the thinking that led to success, you’re increasing their comprehension and their knowledge.
  • Most importantly, if your practice tasks are situated in contexts that are meaningful to learners both because they’re real  and important, you’ll be developing their skills in ways closest to how they’ll perform.  And if the challenge in the progression of tasks is right, you’ll also accelerate them at the optimal speed (and increase engagement).

Engagement is a fine-tuning, and learner’s opinions on the experience aren’t the most important thing.  Instead, the improvement in learning outcomes is the rationale.  It takes some understanding and practice to get systematically good at doing this. Further, you can make learning engaging, it is an acquired capability.

So, is your learning engaging intrinsic interest, and making the learning persist? It’s an approach that affects effectiveness in a big way and efficiency in a small way. And that’s the way you want to go, right? Engage!

Extending engagements

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In a couple of recent posts, I’ve been telling tales of helping organizations, and I wanted to tell at least one more. In this case, I’m extending the type of work I’ve done to have a real impact, still with a low overhead.  The key is to include some followup activities.

Serious eLearning

In one  instance, a person who’d attended my game design workshop wanted to put it into practice.  With a colleague, they were wanting  to improve  their online learning to better support their stakeholders, and wanted to deepen the experience.  The goal was to provide their learners opportunities to practice success skills.

We knew they were were going to be developing scenarios, so the key was the develop the skills of these two. Consequently, we  arranged a series of meetings where they’d deliver their latest work, and I’d not only critique it, but use it as opportunities to deepen their understanding. This occurred  over a period of a couple of months, on calls for an hour or so.  Each call would occur a short time after they delivered their latest version.

It took several iterations, but their outputs improved substantially.  When we  were comfortable with their progress, the engagement was over.

Learning Strategy

In another instance, a company was moving to a ‘customer experience’ focus, and wanted to workshop what this meant for the training function.  They had already planned on using a particular process that involves a team of stakeholders on a week-long meeting, and in particular that process called for one outsider (yours truly).  Beforehand, I got up to speed on their business and current status.

During that week, I found my role to continue to advocate for taking a bigger picture of meeting customer learning and performance needs.  They found it easy to slip back into thinking of courses, but continued to ‘get’ that they should look at augmenting their work with performance support. Given that their product was complex, it became clear that ‘how to’ videos were a real opportunity..    They were particularly excited about the concept of ‘spacing’ practice, and loved the spacing diagram originated by my colleague Will Thalheimer.

What’s more important is that we also built in several ongoing reviews. So, their process had a few subsequent deliverables, and we worked out that they would come through me for feedback.  In general, new ideas can backslide if not reinforced, and this process helped them cement in several new features, including a new emphasis on the videos.

consulttaleslogoThe point being, extending engagements with a few simple followups provides a much higher likelihood of improvement than just a one-off.  It doesn’t take much, and the outcome is better.  It  is a spaced practice, really, and we know that works better.  I reckon the marginal extra investment yields a much bigger benefit.  Does that make sense to  you?

Nuancing Engagement

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I‘ve talked in the past about the importance of engaging emotionally before beginning learning. And I‘ve talked about the importance of understanding what makes a topic intrinsically interesting. But I haven‘t really separated them out, as became clear to me in a client meeting. So let me remedy that here.

I‘ve argued, and believe, that we should open up learners emotionally before we address them cognitively. Before we tell them what they‘ll learn, before we show them objectives, we should create a visceral reaction, a wry recognition of “oh, yes, I do need to know this”. It can be a dramatic or humorous exaggeration of the positive consequences of having the knowledge or the negative consequences of not. I call this a ‘motivating example‘ different than the actual reference examples used to illustrate the model in context. In previous content we‘ve used comics to point out the problems of not knowing, and similarly Michael Allen had a fabulous video that dramatized the same. Of course, you also have a graphic novel introduction of someone saving the day with this knowledge. It of course depends on your audience and what will work for them.

Another story I tell is when a colleague found out I did games, and asked if I wanted to assist him and his team. The task was, to me and many, not necessarily a source of great intrinsic interest, but he pointed out that he‘d discovered that to practitioners, it was like playing detective. Which of course gave him a theme, and a overarching hook. And this is the second element of engagement we can and should lever.

Once we‘ve hooked them into why this learning is important, we then want to help maintain interest through the learning experience. If we can find out what makes this particular element interesting, we should have it represented in the examples and practice tasks. This will help illuminate the rationale and develop learner abilities by integrating the inherent nature of the task into the learning experience.

Often SMEs are challenging, particularly to get real decisions out of, but here‘s where they‘re extremely valuable. In addition to stories illustrating great wins and losses that can serve as examples (and the motivating example I mentioned above), they can help you understand why this is intrinsically interesting to them. They‘ve spent the time to become experts in this, we want to unpack why this was worth such effort. You may have to drill a bit below “make the world a better place”, but you could and should be able to.

By hooking them in initially by making them aware of the role of this knowledge, and then maintaining interest through the learning experience, you have a better chance of your learning sticking. And that‘s what we want to achieve, right?

Engagement

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I had the occasion last week to attend a day of ComicCon. If you don’t know it, it is a conference about comics, but also much, much, more. It covers movies and television, games (computers and board), and more. It is also a pop culture phenomenon, where new releases are announced, analysis and discussion occur, and people dress up.   And it is huge!

I have gone to many conferences, and some are big, e.g. ATD’s ICE or Online Educa, or Learning Technology (certainly the exhibit hall).   This made the biggest of those seem like a rounding error.   It’s more like the SuperBowl.   People camp out in line to attend the best panels, and the exhibit hall is so packed that you can hardly move.   The conference itself is so big that it maxes out the San Diego Convention Center and spills out into adjoining hotels.

And that is really the lesson: something here is generating mad passion.   Such overwhelming interest that there’s a lottery for tickets! I attended once in the very early days, when it was small and cozy (as a college student), but this is something else.   I haven’t been to the Oscars, but this is bigger than what’s shown on TV.   It’s bigger than E3. Again, I haven’t seen CES since the very early days, but it can’t be much larger. And this isn’t for biz, this is for the people and their own hard earned dollars.   In designing learning, we would love to achieve such motivation.   So what’s going on?

So first, comics tap into some cultural touchstone; they appear in most (if not all) cultures that have developed mass media.   They tell ongoing stories that resonate with individuals, and drive other media including (as mentioned) movies, TV, games, and toys.   They can convey drama or comedy, and comment on the human condition with insight and heart. The best are truly works of art (oh, Bill Watterson, how could you stop?).

They use the standard methods of storytelling, strip away unnecessary details, have (even unlikely) heroes and villains, obstacles and triumphs). And they can convey powerful lessons about values and consequences.   Things we often are trying to achieve. It’s done through complex characters, compelling narratives, and stylistic artwork.   As Hilary Price (author of the comic Rhymes with Orange) told us in a panel, she’s a writer first and an artist second.

We don’t use graphic novel/comic/cartoon formats near enough in learning, and we could and should. Similarly with games, the interactive equivalent, for meaningful practice.   I fear we take ourselves too seriously, or let stakeholders keep us from truly engaging our learners. We can and should do better.  We need to understand audience engagement, and leverage that in our learning experiences.  To restate: it’s not about content, it’s about experience. Are you designing experiences?

Engagement, people!

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I’m working on a project with a partner, and have this really sharp ID working with me.  My role is to be guiding the design, not doing it, and it’s working well.  The thing I see, however, is emblematic of what I’m seeing much more broadly: the dissociation between the designer and the learning experience.

Ok, so not many ID theorists are talking about the emotional engagement.  Keller and his ARCS model is really the only one. And some folks are touting it for elearning.  Michael Allen and his mantra of “no more boring elearning” has been at the forefront for a long time.  Julie Dirksen covers it in her recent book, and it’s also implicit in Cathy Moore’s Action Mapping  &  Roger Schank’s Goal-Based Scenarios.  Yet somehow the message isn’t getting through.

The output, however, is at arm’s distance from the learner.  It’s got comprehensive coverage.  It’s got stories, and animations (I’m having  some effect :), but they’re so abstract. So overwritten. So impersonal.  It’s not the ID’s fault. Where, in most programs in ID, in most settings, do you see a focus on learner experience?  Not clicky-clicky bling bling, as Cammy Bean so aptly coined it, but really engaging learning.  It’s harder to find than you think.

There are several important components:

Making it meaningful: focus on changes that will impact the workplace and help convey to the learner that this is real and really needed.  If it’s not tied to impacting a business metric, it’s probably not the right topic.

Making it personal: this includes several things.  One is writing like you’re talking to the person. Another is having them connect it to their own practices, either retroactively or proactively.  Give them an assignment about what to do in the workplace that they bring back.

Making it visceral: this means introducing and using examples that go beneath the merely informative, and tap into basic instincts. Learners should be connected in a very emotional way, using fear or empathy or other hook that appeals directly to their personal needs in ways that cause them to resonate in their core.

Minimalizing: going through and slashing your verbiage.  Most elearning is grossly overwritten, and can be trimmed at least 40%, and usually can be trimmed down 60% or more.  You want to use rich media (I’m pushing graphic novel formats in the project) and animations, but much less prose and production than you think you need.

Putting it into practice: this means having the learner perform the way they’ll need to perform outside the learning experience.  Get them making the decisions in practice that you want in the workplace.  It’s not about knowing, it’s about  doing.  Until they can’t get it wrong.

Making it  flow: think about not just the individual bits, but also the segue between them.  What’s the emotional trajectory the learner goes through?  How are they intrigued, and how do we lead them from apathy and anxiety to motivation and confidence?

These are the top level categories, but they map out into more practices. And you should be working on these in your teams. And I can state from experience that just workshops by themselves aren’t sufficient, and what really helps are an exposure to the principles and the practice, then feedback on a series of attempts until satisfied that the principles have been internalized  in  the practice.  Please, go beyond content, and get into real experience design.  Systematically, reliably, and repeatedly.  For your learners, and for the industry.  We need to lift our game.

Top 10 Tools for Learning 2024

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Once again, the inimitable Jane Hart is running her Top 10 Tools for Learning survey. The insights are valuable, not least because it points out how much of our learning comes from other than formal learning. So, here are my Top 10 Tools for Learning 2024, in no particular order:

Google Docs. I write, a lot. And, increasingly, I want others to weigh in. I am cranky that I have to choose a tool instead of just going to one place to collaborate,  and I struggle with the file structure of Drive, but the feature set within Docs is good enough to support collaborative writing. And collaborative work in general is something I strongly advocate for. Collective intelligence, as Nigel Paine refers to it. For myself, however, – articles, books –  I still use…

Microsoft Word. I’m not a big fan of the parent company (they have glommed on to the current plan for subscriptions, which makes financial sense but is a bad customer experience), and it’s not the writing tool that Scrivener is, but I’m so familiar with it (started using circa 1988) and the outlining is industrial strength (a feature I love and need). It’s the start of most of my writing.

Apple Freeform.  I still use Omnigraffle, but I’m keen to support free tools, and this one’s proprietary format isn’t any worse than any others. I could use Google Draw, I suppose, particularly when collaborating, but somehow folks don’t seem to collaborate as much around diagrams. Hmm…

WordPress. This is the tool I use to write these blog posts. It’s a way for me to organize my thinking. Yes, it’s writing too, but it’s for different types of writing (shorter, more ‘in the moment’ thoughts). While the comments here are fewer, they still do come. Announcements get auto-posted to LinkedIn, Mastodon, & Bluesky.

LinkedIn. This is where I get more comments than, these days, I do on my blog. Plus, we use it to write and talk about the Learning Development Accelerator and Elevator 9. I follow some folks, and connect with lots. It remains my primary business networking tool. Feel free to connect with me (if you’re in L&D strategy ;).

Mastodon & Bluesky. Yes, this counts as two, but I use them very similarly. Since the demise of Twitter (eX), I’ve looked for an alternative, and regularly stay with these two. They’re (slightly) different; Mastodon seems a bit more thoughtful, Bluesky is more dynamic, but they’re both ways to stay in touch with what people are thinking, largely outside the L&D space. Still haven’t found all my peeps there, but I’m Quinnovator (of course) on both.

News Apps/Sites. I’m also learning via news apps, again staying up with what’s happening in the larger world. So, I get Yahoo News because one email is there. Also, I check some sites regularly: ABC (Australia, not US), BBC, and Apple News (because it’s on my iPad). I’m counting this as one because otherwise it’d overwhelm my count.

Apple Mail. I subscribe to a few newsletters, mostly on learning science, and some blogs. They come in email (directly or via Feedblitz). This is all part of Harold Jarche’s Personal Knowledge Mastery elements of Seek – Sense – Share, and these are updated regularly but are part of the seek. Some of the writing I do is the sharing. Making sense is the above writing, diagramming, and…

Apple Keynote. Creating presentations for webinars, workshops, speaking engagements such as keynotes, and the like is another way I make sense of the world. So, having a good tool to create them is critical, and Keynote works more the way I think than PowerPoint does.

So that’s it, my 10. It may not work for Jane’s categorization (sorry!), but it captures the way I think about it. Please do share yours, too! (There are more ways than writing a post, so find the one that works for you.)