Learning Curve
Education, technology & innovation
July 11, 2011 at 10:52 AM by Jenee
We often get the question, should we move to virtual learning or continue with instructor-led training in a classroom setting? Our answer – for the greatest success, do both! There are great advantages to learning online, but despite our bias for e-learning, we recognize that there is still a need for in-person instruction as well. This model of learning – combining online and classroom training – is known as blended learning.
So... why blend? Here are our five top reasons:
- People like it!
- It’s cost effective
- It leads to increased student engagement
- It maintains the personal element
- The numbers speak for themselves!
1. People like it!
First and foremost, people tend to prefer blended learning. We know that adults – like children – don’t just learn in one way. Everyone absorbs information differently and blended learning offers a range of learning tools, which helps maximize each student’s experience. Including online learning as part of a training program, allows students the opportunity to complete work on their own schedule at their own pace. They can repeat material they don’t understand without being embarrassed or worried about frustrating others. Instructors tend to find students come to class better prepared and as a result, valuable instructor hours are no longer consumed teaching supplementary skills that can easily be delivered online. Instead the focus in the classroom returns to the core curriculum and key learning objectives. Really, it’s a win-win!
2. It’s cost effective
Using e-learning as part of your training mix can reduce travel time, hotel expenses, meeting room rentals, textbooks and instructor salaries. In addition, there are significant costs savings from employees missing less valuable work time.
3. It leads to increased student engagement
Blended courses can go a long way to getting students more engaged. Students have an opportunity to learn on their own time at their own pace in advance of a teacher-led session. In this way, they come to the classroom better prepared, more motivated, and ready to learn.
4. It maintains the personal element
Let’s be honest – there are certain skills that are hard to teach online. Negotiation, public speaking, and presentation skills all come to mind. Business is still done by meeting face-to-face and practicing those skills in-person with a group is important. That said, basic theory behind each of these skill sets can effectively be learned online so that students are well-prepared for classroom sessions.
5. The numbers speak for themselves!
As far back as 2003, statistics showed a growing trend toward a blended approach. The Blended Learning Best Practices Survey conducted by the eLearning Guild in 2003 found that:
- 68.6% of respondents liked it
- 76% found it more effective than classroom training alone
- 73.6% found the effectiveness of blended learning to be greater than for non-blended approaches
We don’t tend to argue with numbers and these ones tell a pretty strong story. Especially as we know this trend has only continued over the years. So… get out there and blend, blend, blend!
June 27, 2011 at 3:01 PM by Jenee
Challenge:
A leading Canadian University recently identified a need to supplement business school curriculum with additional courses. They found that students were lacking basic competencies needed to be successful in their post-secondary education. Many students lacked fundamental business skills and were struggling with office tools necessary for completing business assignments. As a result, professors were forced to delay delving into the theoretical side of the subject matter and instead spent time teaching skills they felt students should already have learned.
Solution:
The solution was to implement Serebra’s learning management system and offer additional courses online. In this manner, students could take the courses they needed on their own time and at their own pace.
In addition, if certain students struggled with particular areas they could spend time going back through the relevant online courseware. From the beginning, the courses were never intended to replace the instructor-led courses but were rather implemented to supplement and complement what was being taught in class.
Why Serebra:
The University was first attracted to Serebra Campus for its user-friendly interface. Students taking the online courses were business students and not experts in information technology. As a result, it was important that the learning management system be fluid and intuitive. Serebra Campus offered just that. In addition, Serebra offered a catalogue of over 7,000 courses from which to choose the right mix for the university. Ultimately, the school created a library of 27 courses, which covered the topics identified by the business professors as being key prerequisites and complementary skills to the courses they were teaching in person.
Benefits:
By implementing an LMS and online courses, the University’s business school saved both time and money while enhancing the quality and effectiveness of student education. Students in the business program were offered over 40 hours of additional credentialed training that focused expressly on tools and techniques. As a result, valuable instructor hours were no longer consumed teaching supplementary skills that could be more sensibly delivered online. Instead the focus of live, critical classroom time returned to core curriculum and key learning objectives. In this manner, students became better equipped for their studies overall, while also spending time independently to enhance their professional skill sets. Allowing all students in the business program access to the complete library was highly cost-effective and far less expensive than using a professor to teach the subject matter. In addition, Serebra’s LMS allowed administrators and professors to see which students were taking what, when and whether the courses were successfully completed.
Overall, students, administrators and professors benefited from the program. Serebra is pleased to have made a difference to business education in Canada!
June 19, 2011 at 2:44 PM by Jenee
At Serebra we will feel strongly about practicing what we preach. Our employees believe in online training and regularly take the courses we offer to our clients. We figure if we want our customers to be excited about our product, then we better start by building excitement internally. This article from 37signals captures our thoughts on the matter: Marketing to your own team.
June 15, 2011 at 3:29 PM by Jenee
Developing an effective marketing campaign for your corporate training
Having an effective online corporate training program isn’t just about installing a Learning Management System (LMS) and uploading courses. If you build it, they won’t come. You need an internal marketing plan to get your staff engaged, motivated and on board with the program.
A successfully marketed training program will ensure your investment is fully maximized. You’ll increase the number of staff taking and completing online training. By training people in the skills they need, they’ll be more capable, efficient, and productive at their jobs. In addition, they’re likely to feel more motivated and appreciated at work. It’s a win-win for all!
Here are a few strategies we recommend to help you increase awareness and acceptance of your program, while ensuring maximum use of online training.
Plan early
It’s important to think about marketing early on in the process – not after your LMS has been built and the courses are all set to take. We recommend you start thinking about an internal marketing strategy at the project initiation stage. This gives you plenty of time to map out an effective plan and to execute efficiently and effectively.
Develop your own training brand
Your company has its own unique brand, culture and product – your training program should reflect that. We highly recommend customizing your LMS with your company’s look and feel, giving your training program its own personality. Branding your educational portal will help make the program part of the company culture and can go a long way to helping learners adopt online learning. Plays on learning or training words mixed with terms related to your company or industry are always a good way to start!
Make it relevant
No one wants to feel like they’re wasting time or doing a task that’s not helpful to their job. Be sure to select courses that are going to make a difference to your learners. Offer them skills that will make them more knowledgeable and capable at what they do. It’s also important to regularly update your courses to ensure they remain up-to-date.
In addition, and probably most important, show employees taking online learning directly impacts career growth and development. Clearly demonstrate to your staff that online learning impacts performance reviews, promotions, bonuses, and opportunity within your organization.
Have a cheerleader
No program can be truly successful without someone championing it and pushing it along. The same goes for online learning. Find someone (this might be you!) who is passionate about learning and have them act as your in-house learning cheerleader. By simply demonstrating passion, that person will help make the program successful – passion is contagious! To really go above-and-beyond, have them become the “guru” of e-learning in your organization and:
- Contribute to forums, speak at conferences, and at team meetings.
- Know as much about the program as possible so he or she can answer questions, solve problems, and serve as a resource to others.
- Host lunch-and-learns or other information sessions to help people learn more about your training program.
Develop useful and interesting collateral
Pre-campaign: Items such as teaser emails, posters and a monthly newsletter will help get people interested and accustomed to the idea of online learning.
Launch: To make a big deal of the start of your company’s online learning program try some or all of the following:
- Launch email announcing the start of the program – be sure to include a call to action. Invite people to get learning!
- Podcast from your CEO or senior executive supporting the initiative.
- Desk drops announcing the launch of the program.
- Demo session to remove the fear factor.
Online learning is still new for a lot of people. They need to see that it’s simple, easy to use, and convenient. We suggest a hands-on demonstration to kick things off. Invite everyone to a free lunch and show them first-hand how easy it is to take courses online!
Ongoing: Once you’ve got things rolling, keep up the momentum!
- Newsletter – keep engagement up with interesting content:
- Articles that demonstrate evidence that online learning works.
- Offer tips for making online learning easier and more beneficial.
- Include testimonials from staff.
- Social networking functions embedded within learning management systems also provide a great place to mine for testimonials, student thoughts, and new ideas.
- Write about success stories.
- Provide “top picks” of courses taken by staff.
- Announce winners of any contests or draws.
- Offer incentives!
- Contests, credit and reward programs, and random draws can all increase training and keep learners engaged.
- Give people incentive to finish courses early, put in more hours, take more courses, or recommend courses to others.
- We’ve had clients give away BBQs, iPads, Airmiles, and computers. Be creative!
- Ongoing demo sessions – lunch-and-learn sessions or webinars are good options.
Maximize your LMS features
- Social learning, compliance modules, and “send message” tools can help keep your staff engaged.
- Consider taking internal social media comments and including them in your monthly newsletter.
Maintain executive-level support
- This can be done effectively by producing quarterly program reports showing the success of the program.
- Positive feedback you receive from staff should also be passed along.
- Show the executives how increased training is improving productivity and company morale, and ideally saving money.
June 8, 2011 at 2:55 PM by Jenee
We think it’s cool when education becomes a phenomenon – and even cooler when a professor earns rock star status for his ability to engage, inspire and motivate students. The growth of online learning means that students anywhere can now gain access to the best education, the most inspiring professors, and the most innovative concepts from anywhere in the world. That’s amazing.
Michael J. Sandel, the Harvard University political philosopher, has earned himself quite the reputation for his way of teaching about justice. As we spend our days continually trying to innovate and come up with better ways to help people learn, we look forward to hearing more about people who are revolutionizing the world of education.
Learn more about Michael J. Sandel over at the New York Times.
June 6, 2011 at 3:07 PM by Danica
Next up for introduction is Jenee. She's the Editor of our blog and was good enough to answer a few of our questions...
Favourite place for after work drinks:
Anywhere with a patio, sun and a view of the mountains!
Book you’re reading:
Jane Eyre. I’m working my way – slowly – through the classics.
What inspires you:
People who are passionate about doing good in the world – inspires me to get out and do more to give back.
Tourist for a day in Vancouver, what do you do:
Don hiking gear, hike Quarry Rock in Deep Cove, bask in the view, hike back down and indulge in donuts at Honey’s. Proof that life is good!
Quality you admire most in yourself:
I can make proper use of apostrophes. It’s a rare skill today.
First concert:
Neil Diamond. You gotta give the man credit – he’s a true performer.
Favourite restaurant:
See favourite place for after work drinks.
Game you never lose:
Scrabble. I’m all about the triple word score.
Signature dish:
I make a mean salad. Secret ingredients: homemade dressings, candied pecans, and fruit.
Bizarro World occupation:
Fighter pilot. What can I say, my favourite movie is Top Gun.
Worst thing you ever did to your hair:
There was once a perm... thankfully, I managed to get through it with no photographic evidence.
