Since the onset of COVID-19 we’ve seen organizations rushing to proceed training that was F2F to online formats. A challenge is to operate fast yet when possible do create click-next displays of text or provide hours of lecture, with little else, in a assembly format. In some cases there are less-traditional, possibly better, alternatives which could be made and deployed.
Messaging can work in lieu of a strategy. We often see examples of this with associations offering content in bites of up to approximately 5 minutes each week, with messages delivered across the period of a few days or months. Brian Dusablon of Learning Ninjas recently built a sample course for the Arist contest on accessibility and inclusion (you can register in the course at no cost here). Learners decide on the time of day and can subscribe to texts or email content will arrive. Figures 1-3 show a day’s content.
Figure 1: Intro to lesson on accessibility
As with the illustration that is text-format previously, learning experiences delivered by email can offer learning and nudges to encourage behavior change and sustain habits. Email is ubiquitous, familiar, and comfortable for students, and is already embedded in the workflow. In her Learning Solutions informative article on this issue, Sarah Mercier discusses ways email-based learning can be used for topics like compliance and onboarding. She brought the topic on a Shoestring Online Conference to The eLearning Guild’s current L&D.
Figure 4: Example of a email instruction bite for a workplace safety course
The text and email examples above illustrate the idea of learning frequently: A set of learning activities and attempts including distinct mediums, designed to provide nudges that support behavior change. The example below mainly offers behavior prompts–simple to harder–rather than lots of instructional content. The goal of this effort. Campaigns could be offered via many different formats, from email to LMS notifications or messaging to text. View my March 2020 Nuts & Bolts column for more on learning attempts.
Figure 5: Example of jobs for a learning effort with the goal of helping managers develop a habit of giving feedback
Medtronic medical device manufacturer and COVID patients — and sales willingness platform recently teamed up to create a solution with considerable effect on the current hospital employees. Hospitals are taking whatever they could get, such as products with which they have no experience. This is coupled with a situation in which respiratory therapists and ventilator manufacturer repetitions are in short supply. Medtronic and Allego collaborated to create the Ventilator Training Alliance app that Includes ventilator instruction from all the major producers (Drager, GE Healthcare, Getinge, Hamilton Medical, Nihon Kohden, Phillips, Breas, Hillrom, Mindray, ResMed, Ventec Life Systems, Vyaire and Zoll) all in 1 place. This involved a huge 24/7 effort from both partners; equally to convince producers to share proprietary information in an open manner and to provide translations for employees in non-English speaking countries. The app is available to any healthcare practitioner at no cost. See this Allego website to learn more.
Figure 6: The Ventilator Training Alliance app provides ventilator instruction from all major ventilator manufacturers to healthcare workers
Looking past traditional methods to applications that are familiar and creative collaborations will help provide powerful, engaging learning experiences. Try to look past talking-head digital meetings and content that is next-button for strategies that could improve your offerings, even if functioning beneath hard and abrupt constraints.