In Part 1 of this series we met each member of the team responsible for creating and implementing a large-scale learning solution. In Part 2 we looked at the Learning Strategy Implementation Plan. While it’s critical to understand the roles, tasks, and timelines of the large-scale learning solution, the picture would not be complete without a look at the Learner Journey. The infographic below depicts the learner experience that results from the large-scale learning solution.
Learn
Inform & Engage. Remember that we are talking about large-scale learning solutions here, so learners will be making a significant time investment. This means they need to plan and set aside the time they will invest in learning. For employees to invest their time in your learning solution, it’s not enough to communicate in one email or corporate announcement that this training is coming and announce time and day (or how to access if it’s on-demand). You must share the information multiple times, in multiple delivery platforms (e.g., email, intranet, posters, corporate social media, etc.). And you must share the information over time.
In this model, the Learner Journey begins with introducing the learning solution to the learners via engaging media such as high-energy microlearning videos. The Development Team is tasked with developing content that will introduce the learning solution and get learners engaged, excited, and motivated to participate. This optional deliverable is most useful for on-demand learning (where learners choose to participate), and where participant and leadership buy-in is critical. Both organizational leaders and target audience peers are leveraged in these videos to encourage early adopters. The goal of this “inform and engage” communication strategy is to get the learners invested and excited about the learning opportunity you are creating.
Complete eLearning. As the learners move into actually engaging with the learning solution, note that eLearning is leveraged to minimize time spent in synchronous learning events such as classroom facilitated learning, which is reserved for facilitator demos, participant interactions and practice, and peer/facilitator feedback.
In this model, the Learner Journey begins with introducing the learning solution to the learners via engaging media such as high-energy microlearning videos. The Development Team is tasked with developing content that will introduce the learning solution and get learners engaged, excited, and motivated to participate. This optional deliverable is most useful for on-demand learning (where learners choose to participate), and where participant and leadership buy-in is critical. Both organizational leaders and target audience peers are leveraged in these videos to encourage early adopters. The goal of this “inform and engage” communication strategy is to get the learners invested and excited about the learning opportunity you are creating.
Complete eLearning. As the learners move into actually engaging with the learning solution, note that eLearning is leveraged to minimize time spent in synchronous learning events such as classroom facilitated learning, which is reserved for facilitator demos, participant interactions and practice, and peer/facilitator feedback.
Change
Hands-on Practice. If participants do not have to perform behavioral skills that need to be observed and critiqued (e.g., soft skills), then facilitated learning may be omitted from the learning solution. However, if learners need an opportunity to interact to cement their learning through the use of small group projects, hands-on practice, or even highly complex scenario walk-throughs, then the classroom is the best next step in the learner journey. These classroom experiences give learners an opportunity to try out their new skills in a controlled environment without serious consequences, and provide the opportunity for self-correction as well as integrating valuable feedback from peers and facilitator. With the emergence of COVID-19 driving many corporate policies around classroom training, VILT may be substituted for classroom experiences.
Grow
Retention Support. Finally, you will see that the learning process does not end with the conclusion of formal learning. Rather, in large-scale learning solutions, Retention Support is an essential tool to reinforce learning on the job. Retention support may be in the form of job aids, online help, knowledge bases, online communities, performance guides, mentor observations and feedback, scheduled re-certifications, or even full-blown practicums. Also, during Retention Support, data analytics may combine with input from Leadership and Stakeholders to measure and analyze the effectiveness of the learning solution, which provides the justification for the initiative and allows each team member to celebrate a successful journey!
In this series we have explored all aspects of large-scale learning solutions strategy, from the team members and their contributing roles, to the learning plan, and finally looked through the lens of the learner journey. Be sure to take these strategies and tips into your next large-scale learning solution build and reap the benefits of your learning journey through these articles!
In this series we have explored all aspects of large-scale learning solutions strategy, from the team members and their contributing roles, to the learning plan, and finally looked through the lens of the learner journey. Be sure to take these strategies and tips into your next large-scale learning solution build and reap the benefits of your learning journey through these articles!
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