Are Your Staff Ready to Learn Online?

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DEBUNKING THE BLAH BLAH BLAH OF L&D

Are Your Staff Ready to Learn Online?CLC Seminar5th March 2015TowardsMaturitywww.towardsmaturity.org/benchmarkImage: Shutterstock1report that learners and managers are reluctant toThe truth about online learning THREEFIVEout of engage

Should we be asking if our staff are really ready for online learning?2MORE MATURE ORGANISATIONS ARE ENGAGING STAFFREADINESS CHECKLIST:6 Questions to Ask Yourself1.2.3.4.5.6.Do our staff have the skills and confidence to learn online?Only 18% of L&D leaders say learners are confident to manage their own development58% of L&D say learners are confident using computers

5Can they get to what they need easily?Only 46% of l&d agree they have good links with the IT department6Do you have a culture of collaboration?Only 20% L&D agree their staff know how to work together to productively connect and share755% L&D SAYpast e-learning experiencesfell short of expectationsAre they weighed down by poor past experience?30% learnerspoor content is a barrier8Do your leaders get it?58% L&D say managers are reluctant to engage with online learningOnly 26% top managers are seen to use learning technologies9Are your trainers ready?Only 26% of L&D staff have the skills to use learning tech for business adv.10How do we get ready?

How can we increase skills and confidence?How can we improve access?

How can we encourage a culture of collaboration?

How do we help our leaders get it?

How do we help our trainers get ready?

How do we overcome past experiences?

1125 members of the Charity Learning Consortium provide practical ideas on how to get ready

Feedback

How can we increase skills and confidence?

Are our staff aware of how to learn online?Do they have permission to do this?

Create guides to prepare people for learning onlineWork with media that are familiar to most users (e.g. video, podcasts, how-tos)Encourage learners to seek their own learning content (e.g. via You-tube, TED talks)Make the most of induction training: model what good looks likeReduce internet access restrictions allow staff to work at home (where they might also have more support)Consider how to help your staff get online (check out this How-to Guide from Towards Maturity)Introduce online learning in a safe environment (e.g. classroom)Meet them where there are: ask how they are currently using technology to learn how to do their jobs effectively13How can we encourage a culture of collaboration?

A learning culture is about staff actively learning from their experiences.

FeedbackProvide time to reflectProvide time for teams to get together to talk about developments for the weekEncourage managers to engage their teams in reflecting on how they are doing their job differently.Signpost staff to resources and people who will help them do their job betterGo to where people are already meetingModel the benefits of collaboration with senior managersModel the benefits of collaboration with trainersRecognise or reward staff who shareMake it easy for staff to shareCommunicate clearly about the benefits of collaboration14How can we improve access?

Being able to access learning and being clear about what is available to access is critical.

FeedbackMake friends with your IT department: understand what technologies they are implementing that could be leveraged in the learning processCollaborate with providers to address technical issues around accessEncourage providers to connect directly with IT departments

Be clear about signposting staff to learningBe proactive and increase goodwill with learnersProvide positive motivation to engage rather emphasise the mandated approachCommunicate constantlyRemove programmes that are no longer relevantKeep staff updatedMake sure you implement a communications programme with all stakeholders15How do we overcome past experiences?

FeedbackCreate guides to help people prepare for learning onlineListen to learners: what are the issues? Fix them! Identify FAQs: to help with common problemsDesign content that is easy to follow and useEmpower managers: help them help staff to apply learning to ensure programmes are applied (and useful)Run an online learning champions group: support the people who are supporting the learners at a local levelInvolve staff in the design stage: ensure programmes are relevant and the right lengthBuild in technologies that people are already familiar with (e.g. video stories)Communicate new design features well to show that new programmes are differentEncourage peer to peer feedback on success storiesUnderstand skills gaps and tailor learning to need, rather than sheep dippingDeal with issues positively and in a timely manner 16How do we help our leaders get it? Leaders are essential in building a culture that is open to online learning.

FeedbackLeaders are often interested but for the wrong reasons (cost savings) use external evidence to show the positive impact of learning online (increased staff engagement, productivity etc.)Regularly communicate positive benefits of programmesUse external evidence/case studies to show the need to do things differently to stay at the forefront of the marketExpect leaders to engage in learning, apply learning and encourage their teams to do the sameInvolve senior managers in designing learning and identifying what success needs to look like back at workTalk in terms of OUTCOMES, not learning inputs and costsModel good online learning practices (reflection, on the job support, and collaboration) in learning programmes17How do we help our trainers get ready?

Classroom trainers are often the first port of call for learners yet they are intimidated by change

FeedbackTrainers touch the organisation in many ways: leverage their broad knowledge and connectionsInvolve trainers in the design of blended learning solutionsBuild their skills and confidence in applying technology Encourage trainers to incorporate online resources in the class that can be used by staff back at work to support performanceInvest in the skills of trainers: their role will shift and they need to be preparedGive trainers the space to build their offerings and experimentUse evidence to encourage change18Bonus Q: Have you asked them?Find out more about the Towards Maturity Learning Landscape Audit:www.towardsmaturity.org/learnerEvidence to help you get ready

www.towardsmaturity.org/learnervoice1www.towardsmaturity.org/2014benchmark20How have you prepared YOUR staff for online learning?Add your comments!21Towards Maturity is a benchmarking practice that provides authoritative research and expert consultancy services to help assess and improve the effectiveness and consistency of L&D performance within organisations. It leverages the data gathered from the largest learning and development benchmark in Europe.

Download our case studies to support your business case for change at:www.towardsmaturity.org

Find out your own Towards Maturity Index to see if you are amongst the top learning companies at: www.towardsmaturity.org/mybenchmark

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