Nuts and Bolts: Bootstrapping – by Jane Bozarth


Since the start of COVID-19 we have seen organizations rushing to move training that was F2F to formats. In a recent eLearning Guild survey, 86 percent of respondents said at least several”live” content was being changed to another way of delivery. A challenge is to operate however when potential do produce click-next displays of text or provide hours of lecture, with little else, at a meeting format that is digital. In certain cases there are , possibly better, options that are less-traditional which can be created and deployed.
Messaging may work well in lieu of a more typical approach. We most often see examples of this with organizations that provide content in bites of around approximately 5 minutes each message, together with messages delivered throughout the span of a couple of days or months. Brian Dusablon of Learning Ninjas recently built a sample course for the Arist competition on inclusion and accessibility (you are able to register in the class for free here). Learners can subscribe to email or texts and choose the time of day content will arrive. Figures 1-3 show a day’s articles.

Figure 1: Introduction to lesson on accessibility

Figure 2: Part 2 (of 3) of lesson

Figure 3: Lesson closes with question for reflection and links to resources
Much like the example previously, learning experiences delivered by email can provide spaced learning and nudges sustain habits and to encourage behaviour change. Email is ubiquitous, familiar, and comfortable for students, and is currently embedded in the workflow. In her recent Learning Solutions informative article on this issue, Sarah Mercier discusses ways email-based learning may be used for topics like onboarding and compliance. She brought the topic to The eLearning Guild’s recent L&D on a Shoestring Online Conference.

Figure 4: Example of a instruction snack for a workplace safety course
Learning campaigns
The email and text cases above illustrate the idea of learning often: A series of learning activities offered across time, and attempts . The example below offers behavior prompts–easy to harder–instead of lots of instructional content. The objective of this effort. Campaigns can be offered by means of many different formats, from email to LMS notifications or messaging to text.

Figure 5: Example of jobs for a learning effort with the Aim of helping managers develop a habit of giving feedback
New alliances
Medtronic medical device manufacturer and sales willingness platform teamed up to make a solution and COVID patients. Hospitals are taking whatever they can get, including products with which they have no experience. This can be coupled with a situation where respiratory therapists and ventilator manufacturer reps are in short supply. Medtronic and Allego collaborated to make the Ventilator Training Alliance program that contains 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. By all reports, this involved an campaign from both partners to convince producers to discuss information in an open manner and to provide translations. The program is available to any health professional for free. Watch this Allego site for more information.

Looking traditional methods to tools and innovative collaborations will help provide powerful learning experiences. Try to look articles that is next-button and past talking-head digital meetings for approaches which can improve your offerings, even if functioning under surprising and hard constraints.


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