Virtual Learning

It’s not work as usual, which means it’s not learning as usual. We’re ready to help you launch your learning into a virtual future—FAST! Talk to us about custom eLearning, content conversion, virtual learning, micro-learning, and immersive learning.

Hello everyone,

In my last communication, I mentioned how the impact of the virus on how we work would be profound. It’s already acting like a catalyst for changed processes, changed behaviours, and altered ways of looking at educating and developing employees. Many companies are figuring out how to set up a remote workforce and learning how to work together. The next step will be: How do we create learning just right for our new reality? 

 

Here are eight things to consider:

  1. Rethink what YOU know about learning. It’s not work as usual, which means it’s not learning as usual. Do you have what it takes to lead the way?
  2. Have a plan to have a plan. We’re in upheaval now, but once things settle, you’re going to have to come up with a plan that helps your business be successful in the future.
  3. Social distancing requires social learning. The more people working remotely, the more likely you will need to move away from bricks and mortar learning environments. And leadership will already have had a taste of what is possible.
  4. Use all the tools in your arsenal. Live webinars and online formats are excellent tools, but they remain tools. You still need instructional designers who can develop engaging content within the constraints of those tools.
  5. Be agile and act fast. Businesses still have compliance and development requirements. They also likely have new requirements because of how work has changed.
  6. Avoid learner fatigue. They’ll have lots to do and learn, so try not to bombard them with large amounts of content. Develop more micro-learning. Smaller learning moments are an effective way to drill down change. But remember to think big picture and how the moments connect.
  7. Managers will need even more support. They have to do their jobs of managing and engaging people, and do it virtually. If you have a manager program, think about fast-tracking it to an online format. We’ve used our own cohort-based, see-think-learn-do model to great effect.
  8. Engagement still matters. Reskilling and upskilling are essential, but what about keeping top talent in your business. You’ll have to build engagement into virtual/online learning content. Again, this is doable, but will still require a deft hand at the helm.

 

I’ve been in this business for a long time and what I can do right now is offer advice and insights. Feel free to reach out.

Lydia

416 464 4886

lydia.sani@redwoodperforms.com