Since the start of COVID-19 organizations rushing to move training to internet formats have been seen by us. In a recent eLearning Guild survey, 86 percent of respondents said at least several”live” content was being shifted to another way of delivery. A challenge is to work yet when possible do create screens of text or provide hours of lecture, with little else, at a assembly format that is digital. In some cases there are , perhaps better, alternatives that are less-traditional which could be made and deployed quickly.
Text-based messaging can work in lieu of a much more typical strategy. We see examples of this with associations offering content in snacks of around approximately 5 minutes each message, together with messages delivered across the span of a few days or months. Brian Dusablon of Learning Ninjas recently built a sample course to the Arist competition on inclusion and accessibility (you can register in the class at no cost here). Learners choose the time of day and can subscribe to email or texts new content will arrive. Figures 1-3 show a day’s content.
Figure 1: Introduction to lesson on accessibility
Figure 3: Lesson closes with links to resources and question for reflection
As with the illustration that is text-format previously, learning experiences can provide spaced learning and nudges sustain new habits and to encourage behaviour change. Email is ubiquitous, familiar, and comfortable for learners, and is embedded in the workflow. In her recent Learning Solutions informative article on this issue, Sarah Mercier discusses ways learning can be used for topics like onboarding and compliance. She also brought the topic to the recent L&D of The eLearning Guild on a Shoestring Online Conference.
Figure 4: Example of a learning snack for a workplace safety Program
The text and email cases above illustrate the notion of learning A set of learning activities provided over time: campaigns, and frequently including distinct mediums, designed to supply nudges that encourage behaviour change. The example below mostly provides behavior prompts–easy to harder–instead of lots of content. The objective of this effort: To create a habit of giving feedback. Campaigns could be provided to text by means of a variety of formats to LMS notifications or messaging.
Figure 5: Example of jobs for a learning effort with the goal of helping managers develop a habit of giving feedback
Sales willingness platform and medtronic device maker teamed up to make a solution and COVID patients. Hospitals, many distressed for ventilators, are taking whatever they could get, including products with which they have zero experience. This can be coupled with a situation where respiratory therapists and ventilator manufacturer repetitions are in short supply. This involved an effort from both spouses; equally to provide translations for employees in non-English speaking states and to convince manufacturers to discuss information in such an open manner. The program is available to any health professional at no cost. Watch this Allego website for more information.
Figure 6: The Ventilator Training Alliance program Offers ventilator instruction from all major ventilator manufacturers to healthcare workers
Looking past traditional approaches to familiar tools and collaborations will help provide effective learning experiences. Try to look past talking-head digital meetings and content for strategies that could improve your offerings, even if working beneath constraints that are abrupt and hard.