Before the month of May ends I want to add one more thing to my response to the May Big Question -#LCBQ.
If you read my last post you may remember I am currently in a situation where training must be provided on very short notice and I listed how I am attempting to get this done. Something I touched upon was communication, but because communication and marketing training is very important in this type of situation I wanted to expand a bit more on the topic. I have written about marketing courses before, but the last minute nature of on-demand situations makes marketing even more crucial for the audience to know it’s available in addition to generating interest and motivation.
So, in an “on-demand” scenario also be prepared to:
- Get the e-mail blasts ready with direct links to the learning resources you are offering – make it easy for them to access immediately.
- Announce the course, job aids, blog etc. on the LMS and/or intranet – again providing direct links.
- Give the heads up to supervisors to gain their support and get a buzz going. In fact, getting announcements in their meetings is big plus. Getting face time in their meetings yourself is good too. Encourage SMEs and stakeholders to talk it up also.
Remember, always include a good description of what is being offered and the benefits of participating – if it is relevant, they will attend.
In my prior post, The Other Stakeholder Wants It Now Too, I had focused on the learners’ need for “on-demand” learning. This month’s Big Question at Learning Circuits is “How do we need to change in what we do in order to address learning/performance needs that are on-demand?”
At this moment I happen to be in a situation where a major software system upgrade is going to occur in a matter of weeks. Staff do not have the luxury of waiting for me to design, develop and implement a thorough set of learning events. Here is one real life example of what is done in an “on demand” situation.
- An immediate sit down with the SMEs to identify the audience and the changes to the system (luckily, I have worked with this audience and system before) and to gain access to the new system.
- Use the new system myself to further identify learning needs and challenges the audience may encounter, while grabbing screenshots and creating job aids for the tasks the audience will need to learn in the upgraded system. If you are a fan of the ADDIE model, this would be like trying one’s best to lump the analysis, design and development phases together into a very, very short period of time… It is not pretty, but it is what happens in an “on-demand” situation.
- Get a blog on the Intranet where I can provide ongoing support, additional learning materials, tips and tricks and a place for staff to share their knowledge of using the new system.
- Communicate details about the upgrade including its features, benefits and motivate learners to master the new system. Oh yeah, get them the job aids they need.
- If time allows, I will build some impromptu simulations in addition to the job aids.
None of this is pretty, but this is what I have had to scratch together to address on-demand learning needs in this particular situation. Luckily, job aids and on-going support via the blog should get the learners up to speed for this upgrade… Wish me luck.
FYI: This post may not directly address the question of how we need to change but rather be an example of what is done in one particular “on-demand” scenario. I will say we cannot completely skip analysis and design phases, but need to be able to think on our feet and do our best to conduct very quick, informal analyses and design on the fly in these situations.