Recently, one of my clients asked me to create a blended learning for his employees. So, instead of getting into the discussion on the content or timeline and others, I asked him, if I can meet his employees. He was surprised and asked. Why? I simply told him, I wanted to talk to the ultimate clients and decide on a delivery method. See, method has nothing to do with the content. You may be able to create a game based learning out of a video content. However, where to use the correct delivery method is important.
His reply was, “Hey! I am giving you all the required materials, timeline and one dedicated SME for any clarifications. You please work on this and deliver ASAP." Guess, what, I denied taking the project.
This is not about taking or not taking a project. We are creative learning people. Managers and clients may try to feed their thoughts into the minds of their learners. That's not going to work my friend.
We are looking for some fruitful training. In order to deliver this, we need to create striking content and develop impressive materials. Just a few animations, videos or interactive activities may not help.
A training is considered effective only if trainees can showcase what they have learned. Therefore, you should strike on the interest of a user. Works well** to a certain extent. Learners should have fun as they learn. Humour also plays an important role. Here is one of the methods that proved really good, and I guess learning people should give it a shot.
- A user may not be interested in taking a course, but it doesn't mean that he is not interested in learning.
- Develop a course and make sure it has scores for everything. Content completion, re-completion, test, re-takes and so on. These scores should be displayed on the internal portal with tags and rewards (if possible).
The above sentence is just to engage or generate attention.
-The traditional 60- minute e Learning is so outdated. Work on 5 to 10 minutes of micro learning method. Send the intro or the smallest topic in the inbox and now relate the rest of the training with it. Remember the internal portal? It should display the progress and let them comment.
- Create an open quiz based on the first topic.
- Move to the next method now, create a few barcodes and let the user scan it using their mobile devices. It should have internal temp login and password that expire within an hour. The barcodes may contain animated story, video or a game.
- Give a task to the users based on above two content. Let them create a presentation from what they have learned. Don't isolate any learner, ask them to team with 2 to 5 and then create a presentation. This is how retention happens. For coders, you may ask them to create an application within a stipulated time and so on.
- ILT -Third and final topic in the training room where the best presenters will get an opportunity to showcase what they did.
- CBT - Third and final topic as an interactive learning. Have a facilitation ceremony of an hour and let the best showcase their presentation. Please remember, everyone who submitted their presentations, should have their names and scores displayed wherever applicable.
- Next
- Introduce Module 2 as if you are launching a sequel for a new movie. Create a motion poster or trailer. (Trailer should not contain info about the course, but the fun that users had in the last program).
I hope if executed in an organised way, this works. It did work for me.
Tip: Try with a small training content and a batch initially. Learning should not come with a deadline.
https://www.linkedin.com/pulse/effective-learning-really-where-fun-anuj-joshi
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