If you had to answer a simple Yes/No question on whether you are ready for eLearning, on what basis would you respond to it? To answer that question, you will have to check the readiness of your organization for adopting eLearning. There are many surveys in the market that can help you assess this. Alternatively, you could come up with your own survey. To help you get started, here are a few quick questions to ask yourself and other stakeholders in your organization to figure out if you are eLearning ready.
Every sale closed-whether small or big-undergoes a sales cycle. A sales cycle represents all those stages which a sales person uses to mould a prospect into his customer. It is typically divided into six stages and is roughly of the same pattern for the sale of every product. These stages can sometimes overlap each other depending on the products or sales people’s mentality.
Organizations don’t adopt eLearning in a vacuum. Most of them already have well-established Instructor Led Training (ILT) programs in place to address their organization-wide training needs thus far. And most of this is supported by instructionally sound training material. All they have to sometimes do is convert this existing ILT material into eLearning after suitable tweaking and treatment as required. However, there are two common mistakes organizations routinely make when planning an eLearning implementation – sometimes they tend to overlook what they already have and try to reinvent the wheel by developing content from scratch or they swing to the other extreme and assume that just because they have all the content they need, they don’t need that much effort to convert it to eLearning. As a result, they end up not factoring enough time, cost and resources required to define, design, develop, and deploy effective learning programs.
Anyone implementing eLearning for the very first time has to grapple with this million dollar question – What are the different components that need to be factored for in the eLearning budget? Before you can say ‘eLearning budget’, what immediately comes to mind is the initial IT spend for setting up the required eLearning architecture and its various components (servers, LMS, authoring tools, live-delivery/meetings software, collaborative learning tools, portals etc.), including technical support, maintenance and upgrades. Of course the scope of this spend would be determined by the deployment strategies chosen-the medium of delivering the content. The cost of implementing a purely asynchronous strategy (self-paced modules taken by learners in isolation from other learners, typically online or on CDs or though the local intranet) would be different from a synchronous strategy (live eLearning sessions such as virtual learning, collaboration centers, discussions, webinars etc.) or a combination of both.
The 20 something workforce typically is heavily into some form of online activity or the other and needs no special orientation to online learning. At best, they demand an equally engaging and entertaining experience from it as they do from their various online activities such as gaming, blogging, surfing and the use of social media. Fair enough. But how do you tackle a target audience that may be slightly less tech-savvy or whose daily work does not involve working on computers and hence they feel hesitant about using them? It’s not just learners who may be averse to eLearning, it could be a lot of different groups of people within your organization who need to be oriented to this medium.
From ages we have been exposed to many learning theories that propose that we learn by what we see, what we hear and what we do. All these techniques/approaches support learning and are important. When it comes to the question of what we see, visuals catch our attention first. Pictures are what get into our mind and stay there for a really long time. Researchers have also found that visuals play a major part in recognizing and recollecting and hence improving learning too. Most importantly, graphics and visuals make the learning very interesting and attractive.
Everyone has come across a sales person at some point or the other and might have wondered how these sales people manage to convert a new prospect into a loyal customer. Sales is an important function and a sales person plays a key role in bringing revenues to the organization. In doing so, sales people always exhibit a number of exceptional qualities and characteristics but they may not always be aware of what really needs to be focused on and improved.
The other day I was watching reruns of the original Star Trek TV series (yes, I admit it) and those familiar words of the crew’s mission rang once again – Space: the final frontier. These are the voyages of the starship Enterprise. Its five-year mission: to explore strange new worlds, to seek out new life and new civilizations, to boldly go where no man has gone before.
If you know that you are doing what your mind and heart say and excelling at it, this blog is not meant for you. You have realized where your potential lies; and you enjoy doing it.
We often hear about the news of major accidents taking place in organizations due to sheer negligence. Though it is not possible to control the actions of every employee at his/her desk, he/she needs to be trained on the required skills to protect himself/herself from various accidents. Organizations should create a culture of promoting safety at the work place.