getting started with e- lilearning - · pdf filestaff satisfaction (x3) lauraoverton ability...

Getting started with e-l ilearning

Laura OvertonLaura OvertonLaura@towardsmaturity.org

lauraovertonlauraoverton

CLC workshopsCLC workshops

What every L&D professional needs to know about e-learningg

&Setting off on the right footSetting off on the right foot

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Getting started with e-learning – tools in our hands, getting buy inMy action plan from CLC workshops 9th June

People totalk to:

Things todo:

Learn moreabout:

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WHAT EVERY L&DWHAT EVERY L&D PROFESSIONAL NEEDS TO KNOWPROFESSIONAL NEEDS TO KNOW ABOUT E-LEARNING!

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The pomise of e learningLearning methods are timeless

coachingobservationexploration discovery

The pomise of e-learningLearning methods are timeless

case studies

simulation

demonstration

instruction briefingsdiscussion

consultation

assessment

simulation instruction briefings

f db k

discussion

networkingperformance support

games feedback reading lectures

collaboration work experiencequestioning

role‐playpractice

projectsvisits researchreflection

sharingp yp g

The pomise of e learningWhereas learning media are evolving rapidlyThe pomise of e-learningWhereas learning media are evolving rapidly

booksCDs

tapesDVDs

workbooks

podcasts/vodcasts

streaming mediaweb pages downloadable 

documents

chat rooms instant messaging

emailforums

social networks

wikis web conferencing blogs

simulatorstelephoneteleconferencing SMS

The pomise of e learningChange and opportunityThe pomise of e-learningChange and opportunity

Self-paced contentp

Live online sessions

Knowledge sharing

Online distance learning

Simulations & virtual worlds

The pomise of e learningSelf-paced contentThe pomise of e-learningSelf paced content

How do businesses benefit 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 and consistentlyand consistently.

o Assuming there are sufficient numbers to cover the numbers to cover the expense of developing the materials, costs per employee can be very lowemployee can be very low.

The pomise of e learningLive online sessionsThe pomise of e-learningLive online sessions

How do businesses benefit 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 chunks than would be practical with typical classroom events.

o Sessions can be recorded for the benefit of anyone who misses the live sessionwho misses the live session.

The pomise of e learningOnline distance learningThe pomise of e-learningOnline distance learning

How do businesses benefit How do businesses benefit from online distance learning?

o Courses can be more readily integrated into working life -learning becomes an gongoing process rather than an event.

Distance learning can be as o Distance learning can be as engaging and collaborative as face-to-face sessions.

The pomise of e learningKnowledge sharingThe pomise of e-learningKnowledge sharing

How do businesses benefit 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 duplication of effortduplication of effort.

The pomise of e learningSimulations & virtual worldsThe pomise of e-learningSimulations & virtual worlds

How do businesses benefit How do businesses benefit from simulations and virtual worlds?

o Critical skills can be honed without risk to the organisation or the gemployee.

o Vital resources (such as aircraft) don't have to be aircraft) don't have to be tied up for training.

o Training can be more o Training can be more authentic and powerful.

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Learning technologies in the charity sector

• What’s hot • What’s not

– Electronic learning materials (75%+ use)

– Video, games or virtual worlds (<7%)

– Web resources (65%+)

– Online surveys and – Blogging and chat (<

11%)

P d tiquestionnaires (65%+)

– Online administration (50% )

– Podcasting (<13)

– Rapid development tools (<15%)(50%+) tools (<15%)

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Skills delivery – what is most likely to be e-enabled?

Health &

Office adminTeam

working

& Safety

IT

workingProblem solving

IT user skills

Plus ..Communication, IT professional, leadership, team working, organisation specific, induction

Round table discussionRound table discussion

1 - Select a topic.2 - How can you use

Self paced contentSelf paced contentSocial Media

Virtual classroom

lauraovertonmore effectively in that topic?

SETTING OFF ON THE RIGHTSETTING 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 TrainingYou want to spend how

much?!

Training isn’t my

job!much?!

My manager won’t

job!

My manager won t give me the time.

E-learning –th t’ tThis is just not

a priority right

that’s not real work!

now!

lauraovertonSound familiar?

6 years of benchmarking6 years of benchmarking

Embedded

Established

Developing

NoviceSporadic Established users are more likely to

report benefits than sporadic users:

Quality (6x)Customer satisfaction (x3)

Staff satisfaction (x3)

lauraovertonAbility to respond quickly (x3)

6 steps to engage your i tiorganisation

Introducing the Towards Maturity ModelIntroducing the Towards Maturity Model

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DefiningNeed

Activities that help align implementation with both business and individual needs:

Strategy aligned with business needLearning relevant to required businessLearning relevant to required business needLearning aligned to personal need

DefiningNeed

LearnerC t tContext

Activities that provide learners withActivities that provide learners with options that support their:

Choice – time place approachChoice – time, place, approachWork-life balanceCareer aspirations and motivation

DefiningNeed

LearnerContextContext

WorkC t t Activities that help L&D to understandContext Activities that help L&D to understand

and address issues outside of their immediate control:

IT infrastructureManagerial support and culture

DefiningNeed

BuildingCapability

LearnerContext

Capability

Context

Activities that build the skills of L&D professionals:

WorkContext

In determining strategyIn informal

Context learning/collaboration/performance supportIn assessment, support and designassess e t, suppo t a d des g

DefiningNeed

BuildingCapability

LearnerContext

Capability

Context

EnsuringE t

WorkContext

Engagement

Marketing and communicationsContext Marketing and communications activities that address stakeholder requirements:

LearnersManagers

DefiningNeed

BuildingCapability

LearnerContext

Capability

DemonstratingValueContext

EnsuringE t

Value

WorkContext

Engagement

Activities that highlight business impact:

Contextp

Gathering feedbackMeasurementMeasurement Communicating success

Defining

BuildingC bilit

DefiningNeed

LearnerContext

Capability

DemonstratingValueContext

EnsuringE t

Value

WorkContext

Engagement

The strands intertwineTh ll t ib t t b tt li b i

Context

They all contribute to bottom line business reThey all require the involvement of stakehold

This approach delivers!This approach delivers!

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So where do you stand?So where do you stand?

/10

/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 yourorganisation?

With highestWith highest power?

With highest i t t?interest?

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Engaging Stakeholders Who and why?Engaging Stakeholders – Who and why?

Senior ManagementL&D staff

Design, deliver, coach Build visionSponsors

g , ,Create priority

Define successOwn specific initiatives

Line ManagementInfluence and motivate

individuals

Incorporate learning as part of solution

Influence management

Learners

individuals

Allocate time

Support

Influence management & define success

Local learning Champions SupportParticipate in training

Apply knowledgeMotivate, engage and support

Local learning Champions

lauraovertonImprove performanceEnsure local relevance

Stakeholder engagement

• High power & high interest.– How do you harness

them to work for you?

wer

Power and Influence

Stakeholder Map

• High power and low

Pow Stakeholder Map

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

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• Mature users place learners and line managers as most significant stakeholders in success

Engaging key stakeholdersEngaging key stakeholders

• Engaging appropriate stakeholders at theEngaging appropriate stakeholders at the right implementation stages

• Asking the right questions using the right s g t e g t quest o s us g t e g tlanguage

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In what ways can we improve?

10 mins on your table to come up with 5 ideas to help you 1improve:

1. Defining needg2. Learner and work

context2

34

context3. Ensure engagement4 D t t l

lauraoverton4. Demonstrate value

Some of our Top Tips BI SI TU % agreeSome of our Top Tips BI SI TU % agree

A clear vision statement endorsed by business leaders. x 29%

There are measurable targets for learning and e-learning. x x 30%

E-learning is convenient to staff work schedule. x x 53%

Staff have access to a broader range of learningStaff have access to a broader range of learning opportunities.

x 66%

Staff career aspirations are supported x x x 27%

Use several different learning technologies. x 61%

Consistently use other media in addition to text in e-l i

x 52%

learning. Equip line managers with resources so their teams get the most out of e-learning.

x x 20%

Make sure information about e-learning is easy to find. x 42%

Ensure top managers are seen to use e-learning. x 25%

K th f ll t f l i d li

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Know the full cost of learning delivery. x 39%

Report against the targets agreed for e-learning. x 34%

Report external success in awards to the business. x 34%

More resourceswww.towardsmaturity.org

Research Papers:http://tinyurl.com

Get involved in latest TM benchmark:

Towardsmaturity org/2010benchmarkTowardsmaturity.org/2010benchmark

/TMDBBresearch/TMindicatorhttp://tinyurl.com/TMevidence

Keep in touch:Laura@towardsmaturity org

lauraoverton/TM33reasons/TMindicator

Laura@towardsmaturity.org