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And particularly if it’s their contribution to a training initiative, many SMEs do not know about the difference between training and education.
It is possible to help them concentrate that training isn’t interchangeable with education. Training is intended to support qualified workers to acquire or improve a skill or change an attitude in the workplace while education concentrates on understanding in the shape of a theory, facts, and figures. To put it differently, training helps individuals use the information to do something.
We can not expert subject matter experts to be familiar with established instructional design techniques such as the ELRA version of Will Thalheimer or Cathy Moore’s actions mapping. So it’s up to instructional/learning designers and their managers to keep asking a question such as, “What do you want your colleagues to do differently? What should they begin, stop, or keep doing with regard to topic ABC?” “What info do we need to target improvement in the related key performance indicator?”
Use a sports analogy
If your eLearning design procedure is bogged down
By subject matter experts insisting that “lawful has assessed this information so that you can not alter it” or “workers need to understand the importance of understanding ABC”, consider renaming the conversation using a comparison to a sports team.
When you rename the project as helping teams of workers to improve their abilities with subject matter experts, it’s easy to see why information alone won’t help anybody. A mentor who utilizes a session with their staff to describe, say, the history of football and the variations of the principles around the world isn’t helping players to improve their performance in their next match.
The coach who utilizes that half-hour to prepare drills, i.e., repetitive practice of specific skills within the non-competitive surroundings, will have much better results, since staff members can find out, try, and repeat new abilities and sequences with the benefit of opinions. Like a clinic, effective eLearning provides individuals with the opportunity to practice includes attitudes in a safe atmosphere. Asking your specialist stakeholders of learning tasks to think can help them remember that the goal of instruction is a performance in the workplace, not understanding.
Request a tagline for every topic
If everything else fails and your specialist stakeholders continue to insist on adding “robust” explanations of workplace structures, policies, or processes, ask them for a tagline to their topic. My colleagues and I have in teasing out key messages and actions success once we ask subject matter experts to think of a sentence that describes the most important thing people should do with regard to the topic available.
By way of example, by asking for a five-word elevator pitch, we were able to aid a SME operate their way out of a learning objective of “understand the importance of security at business GHI” to “slow down and stay safe”, which then framed the conversation around the type of data to include in the training program.
For SMEs to comprehend the difference between education and training, it’s up to L&D managers and designers alike to do what we do best: support each other in finding creative ways to help SMEs upgrade their understanding about eLearning best practices, change their focus to performance outcomes, and steer their contribution to eLearning jobs from content lectures and toward practice in a safe atmosphere.
What Is The Difference Between Coaching And Education?
MemoZing is often touted as an alternative to coaching and has been credited as the creator of “eLearning.” But what does “eLearning” really mean?
Like coaching, eLearning has always been marketed as a means of communicating with your students, helping them improve, and retaining those improvements. The difference is that many people assume that eLearning is a passive teaching experience, where the learner passively listens to what you are saying and focuses on not challenging or questioning you. But this is rarely the case.
When you think of eLearning, you may be surprised to find that many examples you have heard from experts in the field simply do not work at all. This is because eLearning is not about passive listening, but rather a system of teaching which was specifically designed to make the student “think for themselves,” so that they can process, analyze, and apply their knowledge. In other words, in the case of eLearning, you are actually teaching the learner. You are not passively absorbing their knowledge, but rather you are actively guiding and motivating them to become better learners.
eLearning is simply not about having someone tell you what to do. Rather, it is a system that challenges the learner, provides a sense of ownership and teaches the learner how to learn by applying the knowledge they have gained through trial and error. This is why people who use eLearning often compare it to traditional learning — you have someone there to act as a guide, but you don’t need to ask questions, or direct them, just listen. This is because eLearning is designed specifically to teach, not show. One of the biggest misconceptions about eLearning is that it requires little to no coaching, as you have people standing at your side that will help you lead and coach you. The reality is that the concept of eLearning is not about the number of people at your side, but rather the coach’s role.
In eLearning, you will typically not be sitting at your desk all day, taking notes, and reviewing them. Rather, you will be spending time in the real world — interacting with real people, asking them questions, and demonstrating the type of knowledge that you want them to have. When you look at the phrase “eLearning,” think of the concept of a coach — a person who is there for you when you need help. That is the real difference between coaching and eLearning. Not everyone who is involved in eLearning should necessarily be a coach, however. Those that are called on to help can be found in any setting — and in some instances, this is the only person that can help, because they are expected to put themselves in situations where they are challenged, where they are forced to apply themselves, and where they need to do the work.
It is important that you think of eLearning as a coaching tool because it can be. What eLearning does is help you develop real-world skills and knowledge, which are what true coaching is all about.