E-learning - Towards Maturity

Getting started with el
learning
i
Laura Overton
Laura@towardsmaturity.org
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CLC workshops
What every L&D professional needs to know
g
about e-learning
&
Setting off on the right foot
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Getting started with e-learning – tools in our hands, getting buy in
My action plan from CLC workshops 9th June
Things to
do:
People to
talk to:
Learn more
about:
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WHAT EVERY L&D
PROFESSIONAL NEEDS TO KNOW
ABOUT E-LEARNING!
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Learning
methods
are timeless
The pomise
of e-learning
e learning
exploration
observation
case studies
coaching
discovery
demonstration
simulation
instruction
consultation
discussion
performance support
assessment
f db k
feedback
games
questioning
networking
reading
lectures
collaboration
reflection
practice
p
visits
work experience
research
role‐play
p y
briefings
projects
sharingg
Whereas
learning
media are evolving rapidly
The pomise
of e-learning
e learning
books
tapes
DVDs
CDs
podcasts/
vodcasts
streaming media
social networks
telephone
web pages
downloadable documents
email
instant messaging
chat rooms
workbooks
wikis
teleconferencing
forums
web conferencing
SMS
blogs
simulators
Change
and of
opportunity
The pomise
e learning
e-learning
Self-paced
p
content
Live online sessions
Knowledge sharing
Online distance learning
Simulations & virtual worlds
Self
Self-paced
paced content
The pomise
of e-learning
e learning
How do businesses benefit
from self-paced content?
o Learning materials can be
made available to employees
wherever they are and at the
times that suit them best.
o Large numbers of employees
can be trained very quickly
consistently
and consistently.
o Assuming there are sufficient
numbers to cover the
expense of developing the
materials, costs per
employee can be very low.
low
Live
online sessions
The pomise
of e-learning
e learning
How do businesses benefit
from live online learning?
o They can still carry out live
training, but without the
travel costs, wasted time
and environmental damage.
g
o Live training can be
provided in much shorter
chunks than would be
practical with typical
classroom events.
o Sessions can be recorded
for the benefit of anyone
who misses the live session.
session
Online
distance
The pomise
of e-learning
elearning
learning
How do businesses benefit
from online distance
learning?
o Courses can be more readily
integrated into working life learning
g becomes an
ongoing process rather than
an event.
o Distance learning can be as
engaging and collaborative
as face-to-face sessions.
Knowledge
The pomise sharing
of e-learning
e learning
How do businesses benefit
from knowledge sharing?
o Employees can take an
increasingly active role in
their own learning and
development.
o Readily-available expertise
means less wasted time and
effort
duplication of effort.
Simulations
& virtual
worlds
The pomise of
e learning
e-learning
How do businesses benefit
from simulations and
virtual worlds?
o Critical skills can be honed
without risk to the
organisation
g
or the
employee.
o Vital resources (such as
aircraft) don't have to be
tied up for training.
o Training can be more
authentic and powerful.
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Learning technologies in the
charity sector
• What’s hot
– Electronic learning
materials (75%+ use)
– Web resources (65%+)
– Online surveys and
questionnaires (65%+)
– Online administration
(50% )
(50%+)
• What’s not
– Video, games or
virtual worlds (<7%)
– Blogging and chat (<
11%)
–P
Podcasting
d
ti (<13)
– Rapid development
tools (<15%)
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Skills delivery – what is most likely to be
e-enabled?
Office admin
Team
working
Problem
solving
Health
&
Safety
IT user
skills
Plus ..Communication, IT professional, leadership, team working, organisation specific, induction
Round table discussion
1 - Select a topic.
2 - How can you use
Self paced content
Social Media
Virtual classroom
more effectively in that topic?
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SETTING OFF ON THE RIGHT
FOOT
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• 85% of organisations use e-learning
• But only 12% think it is effective!
•
CIPD Learning & Talent survey 2010
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You want to
spend how
much?!
Training
isn’t my
job!
My manager won
won’tt
give me the time.
This is just not
a priority right
now!
E-learning –
th t’ nott
that’s
real work!
Sound familiar?
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6 years of benchmarking
Embedded
Established
Developing
Sporadic
Novice
Established users are more likely to
report benefits than sporadic users:
Quality (6x)
Customer satisfaction (x3)
Staff satisfaction (x3)
Ability to respond quickly (x3)
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6 steps to engage your
organisation
i ti
Introducing the Towards Maturity Model
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Defining
Need
Activities that help align implementation
with both business and individual
needs:
Strategy aligned with business need
Learning relevant to required business
need
Learning aligned to personal need
Defining
Need
Learner
C t t
Context
Activities that provide learners with
options that support their:
Choice – time,
time place
place, approach
Work-life balance
Career aspirations and motivation
Defining
Need
Learner
Context
Work
C t t
Context
Activities that help L&D to understand
and address issues outside of their
immediate control:
IT infrastructure
Managerial support and culture
Defining
Need
Building
Capability
Learner
Context
Activities that build the skills of L&D
professionals:
Work
Context
In determining strategy
In informal
learning/collaboration/performance
support
In assess
assessment,
e t, suppo
supportt a
and
d des
design
g
Defining
Need
Building
Capability
Learner
Context
Ensuring
E
Engagement
t
Work
Context
Marketing and communications
activities that address stakeholder
requirements:
Learners
Managers
Defining
Need
Building
Capability
Demonstrating
Value
Learner
Context
Ensuring
E
Engagement
t
Work
Context
Activities that highlight business
impact:
p
Gathering feedback
Measurement
Communicating success
Defining
Need
Building
C
Capability
bilit
Demonstrating
Value
Learner
Context
Ensuring
E
Engagement
t
Work
Context
The strands intertwine
Th all
They
ll contribute
t ib t to
t bottom
b tt
line
li business
b i
re
They all require the involvement of stakehold
This approach delivers!
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So where do you stand?
/
10
/
10
/
10
/
10
/
10
/
10
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Success is about People NOT technology
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Who are the stakeholders in your
organisation?
With highest
power?
With highest
i t
interest?
t?
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Engaging Stakeholders – Who and why?
L&D staff
Senior Management
Design,
g , deliver,, coach
Sponsors
Build vision
Own specific initiatives
Incorporate learning
as part of solution
Influence management
& define success
Create priority
Define success
Line Management
Influence and motivate
individuals
Learners
Local learning Champions
Allocate time
Support
Participate in training
Motivate, engage and support
Apply knowledge
Ensure local relevance
Improve performance
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Stakeholder engagement
Pow
wer
• High power & high
interest.
Power and
Influence
Stakeholder Map
– How do you harness
them to work for you?
• High power and low
interest– How engage?
Interest
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Top 3 stakeholders
•
•
Those new to e-learning influenced more by Training Department
and support functions (HR,IT)
Mature users place learners and line managers as most significant
stakeholders in success
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Engaging key stakeholders
• Engaging appropriate stakeholders at the
right implementation stages
• Asking
s g tthe
e right
g t quest
questions
o s us
using
g tthe
e right
g t
language
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In what ways can we
improve?
1
2
3
4
10 mins on your table
to come up with 5
ideas to help you
improve:
g need
1. Defining
2. Learner and work
context
3. Ensure engagement
4 Demonstrate
4.
D
t t value
l
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Some of our Top Tips
BI
A clear vision statement endorsed by business leaders.
There are measurable targets for learning and e-learning.
E-learning is convenient to staff work schedule.
Use several different learning technologies.
Consistently use other media in addition to text in el
learning.
i
Equip line managers with resources so their teams get the
most out of e-learning.
Make sure information about e-learning is easy to find.
Ensure top managers are seen to use e-learning.
K
Know
th
the ffullll costt off learning
l
i d
delivery.
li
Report against the targets agreed for e-learning.
Report external success in awards to the business.
TU
% agree
x
29%
x
x
30%
x
x
53%
x
66%
Staff have access to a broader range of learning
opportunities.
Staff career aspirations are supported
SI
x
x
x
27%
x
61%
x
52%
x
x
20%
x
42%
x
25%
x
39%
x
34%
x
34%
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More resources
www.towardsmaturity.org
Get involved in latest TM benchmark:
Research Papers:
http://tinyurl.com
Towardsmaturity org/2010benchmark
Towardsmaturity.org/2010benchmark
/TMindicator
/TMDBBresearch
http://tinyurl.com/TMevidence
Keep in touch:
Laura@towardsmaturity org
Laura@towardsmaturity.org
/TMindicator
/TM33reasons
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