How to Pivot Your L&D Strategy in Times of Crisis

For sure, your business will have changed parts of its strategy;therefore, so should L&D.

Workplace learning is emerging as one of the earliest and hardest-hit business activities with up to 100% face to face learning cancelled in most regions. However, businesses that put capability building and learning on hold will reap the poor results of this action before long! Our role, as learning leaders has always been to help others discover and adapt to changing conditions—whether the focus is on skills, behaviors, or attitudes.  It is important not to forget that we have the skills and the knowledge to be highly effective (and compassionate) change leaders.

An opening remark (that is as rare as the situation we are in) :  Now is not the time for perfection and complete strategy changes;  Instead of developing the perfect learning content, businesses need to shift fast and reiterate. We need to match this shift and speed.

Managers cannot push the wait button on capability building, so, like it or not, the moment now belongs to virtual learning.  To continue supporting and delivering value-creating efforts, learning leaders need to step up with some vigor, and have a number of deliberate steps they can consider to protect employees, adapt programs and delivery, and establish and expand virtual live learning.

Digital and virtual learning programs were already on the rise before COVID-19 struck, yet this is not a ‘’think outside the box’ moment but a ‘identify and stay right IN the box’

The first thing that creates some ‘grey areas’ are the actual differences between Online and Face to Face Courses: We need to adapt delivery, content, and follow ups.

All the metrics will change! Here are some difference considerations…..that need your action.

Difference #1: Online courses are mostly asynchronous

Unlike face-to-face learning, online courses are predominantly asynchronous (Learning that is not being delivered in person or in real time ) where employees can determine when they will engage and participate in their online courses. Asynchronous courses present an advantage, particularly with the new home working schedules and people who need a flexible schedule to pursue their learning. Additionally, asynchronous courses are also advantageous to people who learn best when they can review learning points and materials multiple times and through a variety of exercises.

Difference #2: Successful online learners must also be motivated, disciplined, self-directed, and good at time management

Successful interventions of face-to-face courses, means most people must actively listen and participate, take good notes, study, and complete activities via facilitators experience! Showing up to training goes a long way to successful completion in most businesses. In the online environment, without a live facilitator standing before you telling you exactly everything you need to know to pass the next test or task, successful online learners must also be motivated, disciplined, self-directed, and good at time management.

Difference #3: Diverse communication skills are vital in online learning

In online courses, many learning exercises and course materials involve diverse communication skills such as reading written content, video and audio content, and interaction with others in a variety of communication styles. ...to new learning content. ...and to see how new concepts are applied. ...to understand assignment descriptions. ...to get feedback on performance. Diverse communication skills are paramount in online learning. Its often deeper than you think!

Difference #4: People depend even more on the facilitation, assignment clarification, and feedback provided by their instructor

In a face-to-face course, people can plan on getting information and feedback about their learning and performance whenever they attend. In asynchronous online courses without the live face to face learning factors, people will depend even more on the facilitation, assignment clarification, and feedback provided by their learning lead. There are lots of time-saving ways to add frequent and meaningful feedback through using both written and multimedia strategies.

Difference #5: Majority of communication from Learner-to-facilitator and Learner-to-Learner involves non-verbal asynchronous correspondence

In online learning, most of the communication from employee-to-facilitator and employee to employee involves non-verbal asynchronous correspondence mostly in the form of email, instant messages, video and audio messages, discussion forums and reflections. While different from a face-to-face course which also involves more in-person dialogue and conversations, an advantage of an online course is that you can generally communicate more ideas as well as clear, comprehensive messaging given that people may view, reread and review again and again. In a face-to-face course, they may have only had that one time it was said during training days.

Difference #6: Digital literacy and netiquette is a must

Digital literacy and netiquette are a must - for Learning leads and employees. You do not need to be proficient at computer languages and writing codes to teach an online course. But you do need to be comfortable working within a’ learning management system’ and basic computing programs such as email, Google apps and publisher software (such as Word), as well as comfortable with helping students troubleshoot basic technical difficulties. While you do not have to be a computer whiz, you should have a positive attitude and an open mind about learning new things and interacting with others in the digital world. Get learning yourself or seek out a Tech expert in your team.

Difference #7: Discussions in the online environment may offer more opportunity for Learners to think about, research and even draft their discussion posts and responses

Rich and complex people-driven classroom discussions may be facilitated in both environments, but with distinctly different advantages and disadvantages. Because they are asynchronous and often occur over longer periods of time, discussions in the online environment may offer more opportunity for people to think about, research and even draft their discussion posts and responses. Furthermore, in the online environment, extroverted and introverted people stand on equal footing, which may result in more even, open, and honest discussions.

Difference #8: Online courses are often more personal and individualized

Without synchronized meeting times and places for the whole-group like in face-to-face courses, employee engagement in learning in an online course may feel, or even actually be, more personal and individualized than in a face-to-face setting. In online courses, facilitator led discussions and in-class exercises are replaced with people-directed learning options that are universally designed for all learners. Generally, facilitators interact with people more frequently on an individual and personal basis, facilitating the learning of each person throughout the course. And person to person interactions are generally richer and more often.

Difference #9: Bring together diverse people, cultures, communities, and countries

Comprised of employees, logging in from all over the nation, often globe, online courses may tap into endless possibilities imaginable from bringing together diverse people, cultures, communities, and countries that expand our learning opportunities based on unique experiences and perspectives outside of our physical location.

Difference #10: Multi-dimensional content and learning exercises

When every aspect of learning and engagement in a face to face scenarios, takes place in the online environment, it is quite easy to instill lots of multi-dimensional content and learning exercises throughout the course, including numerous technology-based learning opportunities. This is different than a traditional face-to-face course, which may rely more heavily on traditional delivery of content and classroom-based learning exercises.

Difference #11: Active and frequent participation from everyone

Success in the online environment requires active and frequent participation from everyone. For learning managers, writing lesson plans is replaced with preparing facilitator presence plans and facilitating learning for employees as they each work their way through the course. For employees, showing up for training, is replaced with scheduling their time to work through the learning exercises of the course and interact with their classmates. Online courses are not harder and do not require more time, but the way you engage with them is.

Difference #12: Facilitators are not on the stage

Class sessions in face-to-face courses are a lot like on-stage performances. There is a script (lesson plan), a dress rehearsal (practicing and preparing your lecture), and a performance (the class session itself). And, if you were not there to witness it, you have missed the opportunity entirely. In online courses, facilitators are not on the stage. Employees can read and re-read or watch and re-watch again and again, as many times as they need until they feel confident that they understand the content.

Difference #13: Facilitators role is focused on facilitating employees’ efforts to think critically, apply and make sense of new knowledge

In both settings, the role of the facilitator is to teach. Though, facilitating in the online environment looks different than training in a face-to-face session. All the information in the world is at the learner’s fingertips. They can literally open a new tab and Google the answer. Teaching online becomes less about teaching information and more about facilitating student efforts to think critically, apply and make sense of new knowledge.

I’LL LEAVE YOU WITH THIS: We are in pure and real VUCA (Volatility, uncertainty, complexity, and ambiguity) time, we must step it up and fulfill the critical part in business we are now playing. Be flexible: change the way you approach problems. Look for diversity of input. Get feedback. Give clear instructions. (People get overwhelmed by change and transition.) Be open to questions. Listen.

Learning is important—prepare people for the changes but start with yourself.

 I have 24 years Learning Strategic experience, from large global corporates to small SMEs. I consult with Learning and HR Managers for TNAs, Course construction, LMS data, ROI strategies and creative ideas.

If you want someone with deep experience to aid you through these changes, need a temporary extra brain, or just to chat with someone who knows, please contact me without obligation on  +971 5678 01067 [email protected]