Designing virtual learning for application and impact : 50 techniques to ensure results / Jack Phillips [and three others].

Format:

Book

Author/Creator:

Phillips, Jack, author.

Language:

English

Subjects (All):

Employees--Training of--Computer network resources.

Employees.

Organizational learning--Computer network resources.

Organizational learning.

Physical Description:

1 online resource (235 pages)

Place of Publication:

[Place of publication not identified] : Association for Talent Development, [2023]

Summary:

Show the value of virtual learning to demonstrate business impact. In Designing Virtual Learning for Application and Impact, virtual learning expert Cindy Huggett teams with evaluation experts Jack and Patti Phillips and learning transfer authority Emma Weber to create a guidebook for TD practitioners to ensure that their online programs achieve measurable results beyond the virtual classroom.This practical book outlines a design process focused on how to deliver on-the-job application of learning and a positive impact on business results. It gives 50 techniques you can immediately use to effectively design an engaging virtual learning program that helps learners apply the knowledge they've gained back on the job.Virtual learning is here to stay. And it must add value to an organization, otherwise it's a waste of time and resources. As budgets are slashed, the ability to show that a program is an investment, rather than an expense is vital. Thus, we need a renewed sense of urgency to make sure virtual learning delivers results for those who support it, expect it, and even demand it.Step up to the challenge and get serious about delivering business impact with your virtual learning programs. This book will show you how.

Contents:

Cover

Copyrights

Contents

Preface

The Need

The Author Team

The Flow of the Book

PART 1: Setting the Stage for Success

1: Introduction: The Challenges and Opportunities

Defining Virtual Learning

The Value Chain of Learning Outcomes

Level 0: Input

Level 1: Reaction

Level 2: Learning

Level 3: Application and Implementation

Level 4: Impact

Level 5: Return on Investment (ROI)

The Classic Logic Model

Figure 1-1. The Value Chain

What Stakeholders Value

The Current Status of Learning and Development Success

Learning Waste

Are We Measuring the Right Thing?

Do We Make a Difference?

Are We a Cost or an Investment?

Measuring Success in Virtual Learning (Why Virtual Learning Often Fails)

Many Training Programs Are Designed for Learning, Not Impact

Multitasking During Virtual Training

Missing Manager Support

Massive Technology Challenges

What We Can Do About It

Create Support Systems Leading to Success

Use Your Village

Figure 1-2. Stakeholders Engaged in Virtual Learning Programs

Start With the End in Mind

Focus on Impact

Enter Design Thinking and a New Approach

Figure 1-3. Designing for Results

The Virtual Learning Impact and ROI Process Model

Plan the Evaluation

Collect Data

Analyze Data

Optimize Results

Figure 1-4. Evaluation Leads to Allocation

Actions to Take to Design for Application and Impact

Why Is This Important . . . Now?

Next Steps

2: Start With Why: Align Virtual Learning With the Business

The First Step

Why Business Impact?

The Alignment Framework

Figure 2-1. The Alignment Model

Payoff Needs

Figure 2-2. The Payoff Opportunity

Key Questions to Ask

Obvious vs. Not-So-Obvious Payoffs

What If It's a Program Conversion to Virtual Learning?

Reasons for Virtual Learning Programs.

The Costs of the Problem

The Value of Opportunity

To Forecast or Not to Forecast

Business Needs

Determining the Opportunity

Identifying the Business Measure-Hard Data

Figure 2-3. Examples of Hard Data

Figure 2-3. Cont.

Defining the Business Need-Soft Data

Figure 2-4. Examples of Soft Data

Using Tangible vs. Intangible Data-A Better Approach

Finding Sources of Impact Data

Identifying All the Measures

What Happens If You Do Nothing?

Job Aid: A Checklist of Interview Questions to Ask to Determine Payoff Needs

3: Make It Feasible: Selecting the Right Solution

Performance Needs

Example in Action

Learning and Preference Needs

Matching Learning Solutions to Needs

Selecting Learning Solutions for Maximum Payoff

Short-Term vs. Long-Term Costs

Consider Forecasting ROI

Time Needed for Implementation

Avoid Mismatches

Verifying the Match

Tackling Multiple Solutions

Should the Solution Be Virtual?

PART 2: Designing for Results

4: Expect Success: Design for Results

Designing for Results

Figure 4-1. Sample Lockout and Tag-Out Program

Designing for Results at Each Level

Figure 4-2. Design Considerations by Level

Level 3: Application

Level 5: ROI

Moving Beyond Learning Objectives

Figure 4-3. Multiple Levels of Objectives

Reaction Objectives

Figure 4-4. Sample Reaction Objectives

Learning Objectives

Figure 4-5. Sample Learning Objectives

A Look Ahead to Steps 2 and 3 of the Three-Step Process

Application Objectives

Figure 4-6. Typical Application Objectives

Impact Objectives

Figure 4-7. Sample Impact Objectives

Return on Investment (ROI) Objectives

Defining Roles and Responsibilities.

Figure 4-8. Objectives Needed for Important Stakeholders in Virtual Learning Programs

Analysts

Designers

Developers

Program Managers

Facilitators

Producers

Participants

Logistics Coordinators

Sponsors

Managers of Participants

Organizational Leaders

Evaluators

Other Stakeholders

Keep It Sensible

Designing for Application and Impact: The Journey

5: Actions to Take Before the Program

Design Techniques Prior to the Journey

Technique 1: Define Virtual Learning

Technique 2: Design for Interaction, Engagement, and Application

Figure 5-1. Sample Definition and Design Standards for Virtual Learning

Figure 5-1. (cont.)

Technique 3: Select the Right Platform

Figure 5-2. Sample Platform Selection Tool

Technique 4: Prepare Facilitators to Support Learning Transfer

Technique 5: Send More Than a Calendar Invite

Technique 6: Set Participant Expectations in Advance

Tip

Technique 7: Clearly Communicate Objectives

Figure 5-3. Sample Participant Preparation Message With Expectations and Objectives

Technique 8: Create an Evaluation Plan

Technique 9: Create Job Aids and Application Guides

Technique 10: Create Custom Self-Objectives

Figure 5-4. Sample Learning Prioritization and Self-Objective Worksheet

Technique 11: Create a Kickoff Event and Include Managers

Figure 5-5. Sample Virtual Learning Kickoff Agenda

Technique 12: Design a Manager Guide to Accompany the Learning Experience

Technique 13: Ensure Easy Access to Application and Impact Data

Technique 14: Use a Commitment Contract With Participants

Figure 5-6. Sample Commitment Contract

Technique 15: Use the Platform's Welcome Messageto Reinforce the Program's Purpose

Figure 5-7. Sample Welcome Message

6: Actions to Take During the Program

Specific Techniques.

What's in a Program?

Technique 16: Create a Warm Welcome

Using Producers

Figure 6-1. Sample Warm Welcome

Technique 17: Create Immediate Interaction

Figure 6-2. Sample Opening Script With Immediate Interaction

Technique 18: Include WIIFM at the Start

Technique 19: Make It Social

Technique 20: Select Activities for Maximum Involvement

Number of Participants?

Technique 21: Ask Questions With Intent and Inclusion

Technique 22: Use the Tools Creatively

Table 6-1. Sample Activity Ideas by Platform Tool4

Technique 23: Use Visuals to Keep Attention

Technique 24: Use Realistic Scenarios

Technique 25: Incorporate Formative Feedback

Technique 26: Include Self-Reflection Time

Technique 27: Teach to Application and Impact

Technique 28: Integrate Application Activities

Technique 29: Connect Content Between Sessions

Scheduling Virtual Classes?

Technique 30: Have Action Plan Presentations

Concerned About Accountability for Action Plans in Small Groups?

Technique 31: Finish With a Call to Action

7: Actions to Take After the Program

Getting to Action

The Shift From Inputs to Outcomes

Figure 7-1. The Shift From a Focus on Learning Inputs to Learning Outcomes

The Learning Professional's Role in Application

Beyond Practicing Skills

Learning Transfer as Part of a Learning Journey

Shifting From Content to Context, Reminding to Reflection

Making Reminders Work

Why Reflection? What the Research Tells Us

The Manager's Role in Application

Factors to Consider

Avoid a Negative Impact

Other Support Roles

Deciding on the Manager's Role

Techniques to Design for Application and Impact

Technique 32: Follow Up on Action Plans

Figure 7-2. Making the Most of Your Action Plan

Technique 33: One-on-One Coaching After the Program.

Technique 34: Manager Encouragement and Involvement Using Feedback Loops

Figure 7-3. Sample Manager Prompt

Technique 35: Group Coaching After the Program and Implementation Phase

Technique 36: Apply Nudging Techniques

Technique 37: Observation Sessions With an On-the-Job Trainer

Getting Past the Fears of On-the-Job Training

Technique 38: Host a Lessons-Learned Meeting Once Participants Have Used the Content

Technique 39: Meaningful Business Projects With Lessons-Learned Graduation

Technique 40: Share Success With Other Participants and Key Lessons Learned

Technique 41: Hold a Contest Based on Achieving Success for Application and Impact

8: Technology-Enabled Approaches to Drive Application and Impact

Role of Technology

Focus on Change-Not Retention

Benefits of Technology

Combining Technology Solutions

Technology That Supports Ownership, Tracking, and Driving Accountability

Technique 42: Leverage Chatbots for Learning Transfer

Coach M

Technique 43: Augment Your Chatbot With Human Coaching

Technique 44: Use Coaching Videos

Technique 45: Apps and Guided Support Software to Enable Use

Technique 46: Use Automated Reminders and Nudges for Application and Impact

Social Tools to Support Transfer

Technique 47: Use Selfies to Share

Technique 48: Use Social Media Groups or Platforms to Network for Encouragement, Support, and Enablement

Technique 49: Post-Program Recorded Content Reviews or Application Tips

Technique 50: Use AI to Gauge the Effectiveness of Communication in Virtual Conversations

A Personal Story of Technology Reluctance: A Word From Emma

9: Selecting the Techniques

Selection Criteria

The Ratings

Brief Description of Techniques

1. Define Virtual Learning

2. Design for Interaction, Engagement, and Application.

3. Select the Right Platform.

Notes:

Description based on print version record.

ISBN:

9781953946881

1953946887

OCLC:

1374429782