Over the years I’ve been involved in many implementations and re-implementations of learning tools or platforms. It’s a great opportunity to start afresh and reinvigorate an e-learning offering, but these efforts can only go so far in delivering the desired results.
It’s convenient to think that by implementing a new e-learning tool you can resolve the problems your learners and trainers are experiencing, but in reality these tools are only a part of the picture.
To give an analogy: if a school was unpopular with it’s students and failing to meet its benchmarks, the chances are that the problems go beyond the school building or the architecture of a particular classroom.
It’s essential to take a step back and think about a wider e-learning strategy; that is to consider how you will be engaging your learners and empowering your trainers to achieve the results you want.
A wider strategy
An effective strategy for e-learning will be borne out of considering your objectives:
What kind of learners are you wanting to support? What is the best way to engage with those people?
When do you want your learners to work through your materials, and where will they be doing it?
How long do they need to stay engaged for, and what kind of impact are you hoping to have on them?
What metrics do you need to measure the effectiveness of the learning?
How will the learning experience be further developed and tailored? What will drive this process?
By answering these and similar questions you’ll begin to appreciate that there are certain workflows which suit your requirements better than others.
To give an obvious example; if you want to encourage a workforce to do reflective development outside of the office you need to ensure that the learning is available in a platform-independent format which is publicly accessible, and you may only need information about how frequently each user has accessed the system.
Content builds experiences
With this understand of how you want learners to work with the system you are now starting to get an idea of what the new system is going to look like. There’s just one big hurdle left… content.
If your content isn’t currently engaging, the chances are that just putting it in a slightly different format on a new system isn’t going to change anything.
In our example from earlier, you may have a great mechanism that supports reflective learning outside of the office, but if it takes 4 hours for a learner to achieve a learning objective the chances are the learners will do that whilst they’re being paid for it.
Consider your content. Is it user-friendly? Is it varied enough to keep them engaged? Is it relevant enough to them? How does its format support your initial objectives?
Also consider your trainers. Are they getting the information they need about the learning that has taken place? Do they find it easy enough to manage the content and improve on what’s there? Are they aware of your strategy and taking steps to meet your objectives?
If the answer to any (or all) of the above is “no” (or “I don’t know”) then the chances are you need to consider what should change before you proceed. How could the content be formed? Who is going to improve or replace the content? How are they going to do it, and what are they going to need?
The points above will inform your decision about what system to work with in the future. Whatever you choose, it needs to fit into and support this wider strategy, and in turn that strategy needs promotion and enforcement to ensure the success of your new e-learning tools.