Employee engagement
Business is changing and learning must support business change. In this article we’ll explore the key considerations for creating a bespoke eLearning programme to drive transformational change.
In today’s fast-paced business environment, most organisations are either going through a change or about to embark on one. Even if yours isn’t one of them, the chances are it will be soon. L&D leaders are in a unique position to help and are increasingly turning to trusted learning providers to provide bespoke eLearning solutions to support business transformation and inspire lasting behavioural change. Such programmes are proving to be particularly effective at delivering business impact and learning ROI when part of a blended learning programme.
There are a number of things to consider when embarking on a bespoke eLearning project:
It’s crucial that you have a deep understanding of your audience and their attitudes to eLearning. Key things to take into account are their ages, their backgrounds and preferred learning styles, their existing knowledge, learning abilities and learning needs. If you need to accommodate a wide range of different learning preferences and needs it’s important to make sure all your learners can relate to and use the solution you develop.
Your learners’ needs should be at the heart of the solution you develop. For your eLearning to be effective at driving behavioural change, it needs to be engaging, meaningful, memorable, and motivating. Your content should engage your learners by making them feel they can relate to it and that their learning has practical application in real life – the use of hard-hitting video and real-life scenarios are great techniques here. Furthermore, it must be designed to help your audience to retain the knowledge you are offering and it needs to motivate them to learn, develop their skill sets, modify their behaviors, or improve their performance.
Learning challenges should be solved by developing content from the ground-up. This means the latest trends like gamification are never an after-thought but an intrinsic part of the design process, carefully considered from the outset. It’s also important to ensure in the design process that the learners are able to link behavioural change to concrete business goals and that they are able to see what good looks like. Modelling best practice is a core element of any behavioural change programme. Presenting information in bite-sized chunks is a good way to ensure that the learner isn’t overloaded with all the content at once.
With today’s increasingly mobile workforce, it is more important than ever to make it easy for learners to access your content, anywhere, anytime and on any device. The easier it is for your audience to access your online course in a time and place that is convenient to them, the more likely it is they will engage in the e-learning experience. When we design bespoke courses we use innovative tools like Gomo’s responsive authoring tool to create content that will work seamlessly across a multitude of platforms and devices from smartphones and tablets to laptops and PCs.
Find a partner that you can work collaboratively with, who will share their expertise and add value where you need it most. If you are looking to find the right partner it pays to do your research. Does your partner have a reputation for creating innovative, behaviour changing eLearning? Do they have experience in your sector? Do they have high customer satisfaction levels? Take a look at their eLearning portfolio and feel free to ask for references from those who can share their experiences having worked with the provider in the past.
Mara has a passion for promoting equity, diversity, and inclusion across global workplaces and hopes to inspire learners to focus on their own careers with self-directed learning content.
