Nuts and Bolts: Bootstrapping – by Jane Bozarth


Since the onset of COVID-19 we’ve seen organizations hurrying to move training that was F2F to formats. In a recent eLearning Guild survey, 86 percent of respondents said at least some”live” content was being shifted to another way of delivery. A challenge has been to work fast yet when potential do produce screens of text or offer hours of lecture, with little else, at a virtual assembly format. In certain instances you will find less-traditional, perhaps better, alternatives that can be made and deployed.
Text-based messaging can work in lieu of a much strategy. We see examples of the with associations offering content in bites of around about five minutes per message, with messages delivered throughout the period of a couple of days or weeks. Brian Dusablon of Learning Ninjas recently built a sample course for the Arist competition on inclusion and accessibility (you can register in the course for free here). Learners can subscribe to email or texts and decide on the time of day new content will arrive. Figures 1-3 show the content of a day.

Figure 1: Introduction to lesson accessibility

Figure 3: Lesson closes with hyperlinks to further resources and query for reflection
Much like the text-format illustration above, learning experiences can offer nudges and spaced learning to encourage behaviour change and preserve customs. Email is familiar, ubiquitous, and comfortable for learners, and is embedded in the workflow. In her recent Learning Solutions article on this issue, ways email-based learning can be used for topics like onboarding and compliance are discussed by Sarah Mercier. She brought the topic into The eLearning Guild’s recent.

Figure 4: Example of an email instruction bite to get a workplace safety course
Learning campaigns
The text and email cases above illustrate the notion of learning often: A set of learning activities provided across time, and attempts . The example below mostly offers behavior prompts–simple to harder–instead of tons of educational content. The goal of this effort: To develop a habit of giving feedback. Campaigns can be provided to text by means of many different formats, from email into LMS notifications or messaging. View my March 2020 Nuts & Bolts column for more about learning attempts.

Figure 5: Example of jobs for a learning effort with the Aim of helping managers develop a habit of giving feedback
New alliances
Allego sales readiness platform and medtronic medical device manufacturer teamed up to make a solution with considerable effect on the current hospital workers — and COVID patients. Hospitals are taking whatever they can get, including products by. This can be coupled with a scenario in which respiratory therapists and ventilator manufacturer repetitions are in short supply. Medtronic and Allego collaborated to make the Ventilator Training Alliance program that Includes ventilator training from all the Significant manufacturers (Drager, GE Healthcare, Getinge, Hamilton Medical, Nihon Kohden, Phillips, Breas, Hillrom, Mindray, ResMed, Ventec Life Systems, Vyaire and Zoll) all in one place. This involved an enormous 24/7 effort from both partners; equally to provide translations and to convince manufacturers to share proprietary data in an open way. The program is available to any health professional for free. See this Allego site to learn more.

Figure 6: The Ventilator Training Alliance program provides ventilator training from all Significant ventilator manufacturers to healthcare workers
Looking beyond traditional methods to applications and collaborations can help provide effective, engaging learning experiences. Try to look beyond talking-head virtual meetings and content that is next-button for approaches that can improve your offerings, even if functioning beneath surprising and hard constraints.


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