The past few months have been filled with a rapid and significant change for organizations around the world and right at the heart of all this, has been Learning and Development. From transitioning to a remote workforce to hastily converting their traditional, instructor-led training to virtual delivery, learning leaders around the globe have been busy helping their respective organizations to navigate this sudden and uncertain time.
Now that the dust has mostly settled and we are facing some semblance of order, the continued question of the ‘new normal’ has raised its head once more.
So, we feel maybe it is time for L&D professionals and leaders to think through some questions to find the way forward for your respective business.
Why is going virtual worth investigating? Watch this short interview between Catherine at VTT and Max Cohen from Hubspot to find out.
1. How do we convert classroom material to virtual?
There is much more to presenting virtually than simply taking the traditional face-to-face slide deck and delivering them online. Material for virtual training requires careful tailoring to that environment, through considered sequencing and specific adaptation to create engagement.
If this is something that you have not yet considered as something that needs to happen, consider why that is.
If you feel you require some assistance getting started with this transition, contact us today.
We are expert at converting your existing F2F training content into a virtual design format, whilst maintaining learning transfer and solutions success. Our solutions are structured using the science of learning transfer and psychology. You can be assured we work to keep learners fully engaged and involved, always with a laser beam focus on learning outcomes.
2. What about long-term planning?
It is important not to let training fall from the agenda during these crucial times of planning; the future is uncertain, but training needs to have a feature in it. While business heads and managers are likely spending a great deal of energy discussing how to maintain revenue, work in progress and staff management, is training in the forefront of their minds too?
If not, perhaps it should be?
This is the time to get training established as part of that new normality that people are regularly referring to. With the right tools, such as investing in virtual training, there is no reason it shouldn’t be.
3. What training options do we have?
When thinking about current training programs from a long-term perspective, how realistic are they? Many L&D professionals are hoping that the days of face-to-face training events are not lost forever but the likelihood of them returning to the way they were is slim. So, it is important to evaluate existing courses and begin to decide which should be converted into virtual training and which into other forms of online learning.
It is key to remember that there different types of learning that are available to use, depending on the content and outcome that an organization is striving for.
You can read more about the different types of learning available in this blog article.
4. What new training needs will arise?
There has been a shift in the way the world does business; how customers buy and organizations sell, and how companies hire, train and manage their employees. This change is almost certainly here to stay.
This creates a new challenge in training as this is an entirely new world for employees to adapt to, how to do their jobs in an increasingly virtual world.
Managers need to learn to manage virtually, having sight of team workloads and be able to be present when not physically co-located. Salespeople must adapt to a world where physical meetings no longer exist, and their interactions must take place entirely online. Back-office employees now face the tasks of managing their time and staying productive while working exclusively from home.
Identifying these key areas of day-to-day change can help to illuminate which areas will need training to maintain the levels of production and professionalism required on an ongoing basis in this ‘new normal’.
5. Might there be a training budget reduction?
If this is a real possibility, it is better to tackle it head on. It is important that key stakeholders understand that training has to continue, or even increase, if organizations are to find their footing in this ‘new normality’.
The good news with training moving more into the virtual world is that training expenses have actually dropped. When travel and accommodation are taken into account, two aspects now no longer required, then there is more money to go specifically on training itself.
Get creative with your thinking in order to convince your stakeholders that reducing training budgets may not be best or how you can make the available investment go further.
It’s a crazy time we are all living through, but there will be a time when the uncertainty settles. Learning is key, learning is how we adapt and evolve as individuals and as an organization. As L&D professionals, it is down to us to ensure that everyone has the ongoing opportunity to learn.
If your trainers need help transitioning to the virtual training world, please don’t hesitate to get in contact with us. We would be very happy to assist you with our bespoke Virtual Train the Trainer Program.