In the previous blog Holding on to Your Corporate Knowledge When Shift Happens, we looked at the shift that is taking place at the workplace. And we looked at the loss of an irreplaceable resource: knowledge. We also looked at how eLearning is empowering organizations in Shift Happens! 3 Techniques for Companies to Preserve the Knowledge of Retiring Employees to capture the experience and knowledge as experts within our organizations are retiring. And we talked about how to transfer that knowledge from those who are retiring to those who are coming into our workforce: the millennials. In this blog series, “eLearning in Leadership Training and Development,” we’re looking at another challenge facing the workforce of the future: leadership… or rather, the lack of it. This potential shortage of leaders is listed in the Outlook on the Global Agenda 2015 as the 3rd most troubling trend, right up there with deepening income inequality and persistent jobless growth.
Recently, I have been reading many e-learning content development discussion boards and there seems to be a consistent interest in ” compelling e-learning”, a consistent belief that it is difficult to find and a consistent premise that what “it” is varies for everyone.What is compelling e-Learning?
Many companies are faced with challenging issues regarding the appropriate use of email. A variety of email etiquette training skills can be effectively taught through creative e-Learning modules. Are you struggling with employees using poor language, venting anger and sending emails to the incorrect recipients? These kind of incidences can mean embarrassment for an organization and may even lead to legal complications. One of our global clients in the financial services sector was particularly concerned about the potential negative impact of such poor use of email. Working closely with the client’s internal subject matter experts enabled the training content development phase to smoothly address their specific issues.The e-Learning module followed the email activities of an employee throughout a week and incorporated opportunities to address the effect of poorly considered emails and the resulting impact.
There continues to be an ongoing dialog about the effectiveness of classroom vs eLearning. Online training, eLearning, computer-based training, or whatever nomenclature serves you, is not so simple to build from existing classroom training. Most people say online learning will never be as good, as engaging, as successful. Inevitably the conversation evolves into a discussion of how custom content is developed. Most people continue to believe that many companies simply take their classroom training and convert it to “eLearning”. And, therefore, they are getting ineffective eLearning. I wish I could say that this is not true. However, in just the past 2 weeks I have spoken to at least 3 companies new to custom eLearning development and all three said they wanted to take existing classroom materials and use rapid eLearning tools to convert that content to eLearning. Even after extensive discussions around using instructional design methodology and appropriate technology to approach the content in a new, more effective way, they all held firm. No, they wanted the eLearning quickly. They did not want to spend time thinking creatively about the best use of eLearning technology and instructional design. And, they wanted the most cost effective authoring tools used. Let’s face it : they wanted it cheap and fast. They wanted to say they had an eLearning program. They wanted to click a box for completed.