Since the start of COVID-19 we have seen organizations rushing to proceed training to internet formats. A challenge has been to operate yet when possible do create screens of text or offer hours of lecture, with little else, in a virtual meeting format. In certain instances there are , possibly better, options that are less-traditional which could be created and deployed more quickly.
Messaging may work in lieu of a much strategy. We see examples of the with associations that provide content in bites of around approximately five minutes per week, together with messages delivered across the span of a few days or months. Brian Dusablon of Learning Ninjas recently built a sample course for the Arist contest on inclusion and accessibility (you can register in the course at no cost here). Learners can subscribe to texts or email and choose the time of day content will arrive. Figures 1-3 show the content of that a day.
Figure 1: Introduction to lesson on accessibility
As with the example that is text-format previously, learning experiences delivered by email can offer learning and nudges to promote behaviour change and preserve new habits. Email is familiar, ubiquitous, and comfortable for learners, and is currently embedded in the workflow. In her recent Learning Solutions article on the topic, Sarah Mercier discusses ways email-based learning may be used for varied topics such as compliance and onboarding. She brought the subject on a Shoestring Online Conference to the recent L&D of The eLearning Guild.
Figure 4: Example of an instruction snack to get a workplace safety course
The email and text examples above illustrate the idea of learning A set of learning activities offered across time: campaigns, and frequently . The example below mostly provides behavior prompts–simple to harder–instead of tons of educational content. The goal of this effort. Campaigns could be offered to text by means of many different formats into LMS notifications or messaging. View my March 2020 Nuts & Bolts column about learning campaigns for more.
Figure 5: Example of tasks for a learning effort with the Objective of helping managers develop a habit of giving feedback
Medtronic medical device manufacturer and sales readiness platform teamed up to make a solution and COVID patients. Hospitals desperate for ventilators, are literally taking whatever they could get, including products by which they have zero experience. This can be coupled with a scenario in which ventilator manufacturer reps and respiratory therapists are in short supply. Medtronic and Allego collaborated to make the Ventilator Training Alliance app that Includes ventilator training from all the Significant producers (Drager, GE Healthcare, Getinge, Hamilton Medical, Nihon Kohden, Phillips, Breas, Hillrom, Mindray, ResMed, Ventec Life Systems, Vyaire and Zoll) all in one place. By all reports, this involved an effort from both spouses to convince producers to discuss information in such an open manner and to provide translations. The app is available to any health professional at no cost. See this Allego site to learn more.
Figure 6: The Ventilator Training Alliance app Offers ventilator training from all ventilator manufacturers to healthcare workers
Looking past methods to applications that are familiar and collaborations can help provide powerful, engaging learning experiences. Try to look past talking-head virtual meetings and next-button content for strategies which could improve your offerings, even when working under hard and surprising constraints.