Learning at Scale: 3 Ways to Scale Online Learning
May 13, 2020
We’ve all been thrust into a new reality that has expedited the transition to online learning programs across the enterprise
Not surprisingly, L&D leaders have been inundated with requests to launch and scale online training programs that are imperative to critical skill-building, employee engagement, and business growth and transformation.
1. Plan for Success
To Scale Big, First Start Small
Pick an initiative to start with:
The most pressing – A canceled in-person training
The program with the greatest impact – An initiative with the greatest impact on employee engagement or business performance
The easiest program to transition online – An initiative that already has online components
Make a Plan!
Form a team
Identify your resources
Understand your technology
Define your timeline
Determine your content
Don’t Recreate the Wheel
Centralize and standardize
Decide on the length of your program
Build a common framework for your course content
Create content that can be reused – powerpoints, infographics, videos
2. Choose Your Facilitator Persona
Don’t fear digital facilitation! You can be effective no matter how much time you have.
Choose Your Level of Facilitation
Plan ahead and automate communications
Create an ‘Ask Me Anything’ discussion board so learners can easily seek help
Excite and engage learners with reflective emails that acknowledge and reinforce activity
Run engaging live events to connect the learning community
Keep learner motivation high with personal check-ins
Provide individualized feedback on projects
Learners with a coach are 56% more likely to complete an online course
3. Maintain Engagement and Feedback?
Interactive aspects of face-to-face training – group collaboration, mentoring & coaching, peer sharing, and formal and informal feedback – can all be done online AND at scale.
Use Teams to Keep Engagement High
Assign teams & team leads
Create interest groups
Involve Mentors & Coaches
Involve learners’ managers
Recruit subject matter experts in your company
Incorporate Peer Sharing & Feedback
Encourage interaction by prompting questions in discussion forums
Create an assignment gallery where learners can share work
At the NovoEd L&D Campfire, participants were put front and center and in the middle of the action, asked to share their unique perspectives on cohort learning with their peers and positioned to build deep relationships with fellow attendees and thought leaders.
NovoEd is pleased to announce its partnership with Credly by Pearson, which allows NovoEd customers to easily and efficiently execute their digital credentials strategy, and efficiently scale their credentials programs for learning initiatives conducted throughout their organizations.
Video practice enables a multidimensional, metacognitive approach to leadership development that supports organizations in driving talent attraction and retention and creating a better employee experience — helping to meet major concerns for businesses today.
Video practice provides learners a safe space in which they can learn from their mistakes before making them in the real world at significant cost. NovoEd’s video practice capability integrates simulation-based training with peer feedback.
There is no substitute for the imprint of personal relationships that contextualize learning and ground it in the reality of the business. Mentorship, whether formal or informal, is a way to intentionally create these connections.