Turning Training into Learning: How to Design and Deliver Programs That Get Results
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What do they care about? How do they like to learn? What would they like to learn? Once you answer these questions, you will have a great foundation for your learner persona. Next, determine the purpose of your first online course: Is it to instruct learners on a specific tech program or skill? Or is it to help them be better practitioners in their industry?
Is the aim to create a short digital instructional course to promote your brand and services? Is the program a one-off course or a series of learning paths? However, there is no better way to show the value and ROI of a training program than to affect business outcomes. To do that, you must start early by establishing business metrics you want to impact at this stage.
For example, a business metric that can be influenced by training may be net promoter scores NPS. Example of a Net Promoter Score. You know the business metric you want to impact. Now ask yourself how training will allow you to accomplish that business goal. Your answer to this question will be your training goal — the high-level reason for why you want your learners to complete the online course. Using the example of improving NPS, your training goal may be to make our customer service reps more knowledgeable in supporting your customers.
That is, upon successful completion of the course, what will your learners be able to do? In step 2, you will use the learning objectives to create an outline for your first course. This can be something as simple as a bulleted topical outline, or as detailed as a storyboard or both. Topical outline template.
As you create this outline, be sure the content ties back to the learning objectives you established in step 1. For some, the topical outline may be sufficient in documenting and communicating the course curriculum to the team before diving into content development step 3. Others may find additional value from creating a detailed storyboard. A storyboard is an overview of every element in your online course, from start to finish. Storyboards can be as complex or as simple as you need them to be. You can create a simple outline with pencil and paper, or you can create complex PowerPoint slides.
Your content authoring tool may also have storyboarding capabilities built in. Create an outline. This step was explained previously. In any case, you can always update your storyboard along the way — just be sure your team is aligned on all of the changes before you do. Get visual. To create a storyboard, use your outline to draw or sketch the outline of every screen in your online course.
Try to visualize where the text, images, video, etc. Describe what will be in the visual areas in words, sketch it, or include the name of the file you will be using.
How to Create an Online Course in 5 Easy Steps
An example of a storyboard screen is provided below. At this point in the process, project management comes into play. Establish a tentative timeline for when specific tasks are to be completed. Although milestones inevitably get delayed for numerous reasons, a schedule keeps the team focused on what needs to be accomplished. Even so, this process need not be time-consuming. An ideal group would include members of the staff, a Board member or two, and if possible, an experienced trainer. In your meeting, talk about what kind of trainings you have in mind, the list of questions above, and any additional concerns people have about organizing such a session.
Delivering a training session really has three major parts -- what you do before, during, and after the session. Let's look at each part one by one. A lot of what you do before the training happens in the weeks or even months before the training occurs.
Simulation-based learning: Just like the real thing
Even if you are using a training outline developed elsewhere for example, if you are using a Red Cross format to educate volunteers as HIV educators , many of the same points will still apply. To recap very briefly, some of your group's key steps will include:. If you haven't gone through these steps already, now is probably a good time to refer back to the last section.
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Then, when you're up to speed on those pieces, you're ready to focus on game day, or on the run-up just before it. There's not an absolute "right" time to start on figuring out the logistics -- a last minute training might be offered very casually to interested learners with very little notice; a year in advance isn't too soon to start on a very large, professional training.
But for most moderate sized trainings run by community groups, a month or two ahead of time is probably a good time to start preparing. Set a budget.
Module 2: Brightline Guiding Principles 1, 2, 3 and 4
The first thing you'll need to consider is how much you have to spend, and where you want to spend it. This step will be very important if you will be renting or borrowing a place to hold the training, as opposed to using your own facility. But even if you're planning on holding the session at your office, you should still consider carefully all of the following issues. Your group may decide that it's actually better, in the long run, to spend the money and rent a place that is more appropriate, if it turns out there are some very big disadvantages to your home base.
It's probably a good idea to have a list that you can check before you go to the training site. Also, check to see if you will be able to photocopy things on site; if not, you might want to learn where the closest copier is. Expert tip: Some professional trainers will have a prepacked bag full of training supplies and extras -- pens, markers, clips, tape, post-its, stuff for making signs, spare bulbs, name tags, generic sign-in sheets and evaluation forms, certificates, aspirin -- that they can take with them on very short notice.
If you plan on doing trainings as a not-infrequent part of your professional life, you might consider developing a similar bag of your own. If the training will include people who don't come to the organization's headquarters every day ie, volunteers, or community members you have recruited especially for this meeting , be sure to send a reminder out to arrive one week before the meeting. Also, be sure to send out clear directions, with maps, to arrive well before the meeting takes place.
If you want people to have done any reading or other homework for the meeting, it's probably a good idea to send that out even earlier -- about two weeks beforehand, if possible. And even with no homework, it's nice to send out some materials around then, to welcome participants in advance, to give them a sense of what's going to happen, to set the tone, and to psych them up. One idea is to ask people to fill out a paper with questions they would like answered during the training. The questions can be mailed back early to allow the trainer to prepare be sure to include a self-addressed stamped envelope , or they can be given to the trainer at the beginning of the training session.
A good trainer knows that adequate preparation is key. This includes understanding the content to be delivered, a plan for the pace of the session, and learning as much about your audience in advance as you can, in order to gear your presentation to them and their needs and styles. The trainer s will probably want to get there at least half an hour early. Things to check include:. Make sure someone is ready to welcome folks as they walk in. Also, if you have materials to pass out, now is the time to do it.
If you have under about 30 people, it's possible and often preferable to introduce everyone. As your numbers get larger than that, introductions may be too time consuming and overwhelming. A good alternative for a larger crowd is the use of nametags or badges, badges are for a more formal training. This program could be given out as part of the packet at the beginning, with other materials.
Alternatively, it could be posted on newsprint, or even written in chalk.
She will probably also want to go over any important logistical points as well, such as:. These may be set in advance, or the trainer may wish to ask the audience to help set them. Some commonly used ground rules include:. This will depend heavily on the type of training you are doing.
Some trainings are really didactic, and trainees are best advised to listen, take notes, and learn. Even in these trainings, however, there should be room for some questions, if not necessarily discussions across the room. Other trainings are less formal, and encouraging discussions may be one of the points of the training. Another factor to take into consideration is the size of the training. If you've got people in the room, not everyone is going to talk -- but again, even in this situation, people should generally be given the chance to do so.
It's especially important in larger trainings to make sure participants will have some way to contact the trainer at a later date, in case time or shyness kept them from asking all the questions they had. If you have only a certain pre-determined amount of time to spend on each part of your training, try to remain within the limits you have allotted yourself for each part of the training.