Since the onset of COVID-19 we’ve seen organizations rushing to move training. In a recent eLearning Guild survey, 86 percent of respondents said at least some”live” content was being changed to another way of delivery. A challenge is to operate yet when possible do more than simply create click-next displays of provide or text hours of lecture, with little else, at a assembly format that is virtual. In some cases you will find less-traditional, perhaps better, alternatives which can be created and deployed.
Messaging can work nicely in lieu of a strategy. We often see examples of this with organizations offering content in snacks of around about five minutes per message, together with messages delivered across the span of a few days or months. Brian Dusablon of Learning Ninjas recently assembled a sample course for the Arist competition on accessibility and inclusion (you can enroll in the course at no cost here). Learners can subscribe to email or texts and choose the time of day new content will arrive. Figures 1-3 show the articles of a day.
Figure 1: Introduction to lesson on accessibility
Figure 2: Part 2 (of 3) of lesson
Figure 3: Lesson closes with links to further resources and query for reflection
As with the illustration that is text-format previously, learning experiences can provide learning and nudges to promote behaviour change and sustain customs. Email is familiar, ubiquitous, and comfortable for students, and is currently embedded in the workflow. In her recent Learning Solutions article on this issue, ways learning can be used for varied topics like onboarding and compliance are discussed by Sarah Mercier. She brought the topic on a Shoestring Online Conference to The eLearning Guild’s recent L&D.
Figure 4: Example of a email learning bite for a workplace safety Program
The email and text examples above illustrate the idea of learning A series of learning activities offered over time attempts, and frequently . The example below provides behavior prompts–easy to harder–instead of lots of content. The objective of this effort: To create a habit of giving opinions. Campaigns can be offered by means of many different formats into LMS notifications or messaging into text.
Figure 5: Example of jobs for a learning effort with the goal of helping managers develop a habit of giving feedback
Medtronic device manufacturer and COVID patients — and sales readiness platform teamed up to create a solution with considerable effect on the current hospital workers. Hospitals desperate for ventilators, are literally taking everything they can get, such as products with. This is coupled with a scenario where ventilator manufacturer repetitions and respiratory therapists are in short supply. Medtronic and Allego collaborated to create the Ventilator Training Alliance app that Includes ventilator instruction 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. By all reports, this involved an enormous 24/7 campaign from both partners; both to convince manufacturers to discuss proprietary data in such an open manner and also to provide translations. The app is available to any healthcare professional at no cost. Watch this Allego website.
Figure 6: The Ventilator Training Alliance app Offers healthcare workers with ventilator instruction from all ventilator manufacturers
Looking beyond traditional approaches to tools that are familiar and creative collaborations can help provide effective, engaging learning experiences. Try to look beyond virtual meetings and articles that is next-button for strategies which can enhance your offerings, even if working beneath abrupt and hard constraints.