Get to go ‘through the keyhole’! Here we provide ten keys to unlocking the delivery of a successful digital learning project, one that helps the development of your people and organization.
1. Starting with a digital strategy
Don’t give in to fashion! Digitalization isn’t a question of tools and resources. The digital revolution is first and foremost a new way of approaching skills development. Digital learning and training are no longer an event, they’re becoming a process.
2. Visualizing your ideal digital learning program
Ask yourself what sort of training program you want to have in 5 years. Don’t think small; open yourself up to all the possibilities. Imagine how a totally digitalized training department would work. The object of this exercise is to be more creative!
3. Selecting the best tools
Making your digital learning approach a success involves strategic choices in terms of learning tools and platforms. People often base their choice of Learning Management System on the strength of its range of functionalities, but don’t overlook the content by providing an attractive design and valuable resources (rich media). Adopt processes, set up a workflow, and maximize tools!
4. Creating the training team is your first target
Training professionals put in charge of organizing digital learning programs have to rethink large areas of how they work, something that they may resist. Don’t progress with your digital training project until you’ve fully trained your own team and convinced them of its benefits.
5. Involving managers as key stakeholders
For managers, a training program is a big investment in terms of time and energy. Explain very early on why the course will benefit not only the people directly concerned, but also the whole team. Make managers real actors of the process from the very beginning
6. Communicating with your learners wherever they are
In an increasingly more mobile workplace, you need to provide multiple access points to your learning solution, such as smartphones, tablets, and social networks. Adapt your strategy to your learners’ uses.
7. Enhancing learner engagement
External learner motivations, such as recognition or obligation, are often very simple to set up but they have their limitations. This is where internal motivational factors, which arise from the learner’s real desire to learn, make the learning process more effective. The more you customize, the more you stimulate internal motivation!
8. Customizing the learning experience
Every person is a unique individual. Differences between people relate not only to knowledge and skills in given areas, but also to ways of learning and relating to technology, learning, other people, goals, pressure and work. Focus on three points to make your digital learning solution popular within your organization:
- Make assessment the starting point of the learning
- Customize feedback at the practice
- Use social and collaborative tools to improve help and support to learners during the implementation
9. Getting useful feedback for continuous improvement
On a regular basis, request feedback from your learners. Ask them to point out what’s good and what’s wrong, making suggestions and submitting ideas! Facilitate and simplify your internal communication.
10. Measuring the return on investment
Make sure that you can answer this question: how many dollars are returned after the investment is recovered? Develop a return on investment (ROI) strategy to measure costs and adapt your learning strategy by collecting qualitative and quantitative data.
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