e-learning promises learning that is cheaper, faster, better, more targeted - it's also available 24/7 and you don't even have to leave your desk to do it. Can all these claims be true? Is there any other approach to learning that can compete?
Probably not but the 'new kid on the block' has shone some pretty harsh light on existing approaches to learning - especially within organisations. Some of the key advantages of e-learning over conventional classroom learning are key to improving the entire learning experience for employees. E-learning doesn't offer a substitute for classroom learning but it does enable a more holistic approach to be adopted. E-learning has heralded the introduction of the learning blend - recognition that for learning to be effective it has to include a variety of complimentary elements. E-learning is simply learning that is better supported by today's information and communication technologies. If you aren't e-learning you're probably not getting the most from learning.
What is e-learning?
The term e-learning is itself poorly understood and this has led to considerable confusion in the marketplace. Our preferred definition is technology supported learning so for example using a video as a precursor to a classroom based discussion would constitute e-learning. In practice though most conventional definitions e-learning is assumed to involved an online support mechanism of some kind - usually a web site which in addition to providing access to learning content, monitors progress and helps organise future plans and activities. More recently e-learning has embraced collaboration as a key component and cutting edge e-learning implementations now include communications elements such as forums, instant messaging and more recently virtual classrooms.
Helping People e-learn
There are many factors which can affect the success or otherwise of an e-learning initiative. E-learning works well for some people straight away - for others it's a struggle to learn in a way which appears alien to them and this can be compounded if their familiarity with technology is poor. The cause of most problems is often in the learner's understanding of the various ways in which people actually learn - those who are used to managing their own learning tend to get more from new approaches to learning. A good initial approach therefore with a group who are starting on a course of online learning is to help them to understand the various ways in which people learn and then to place the various learning activities available to them within this context. We find that a personal LearningMap helps learners take a truly hollistic view of their learning activities. E-learning isn't rocket science but learners do need considerable support to understand how it fits into a personal approach to learning which will work for them - in essence it's all in the blend but the blend varies enormously between individuals.
Blended Learning
Most learning professionals now recognise the role of 'e' in learning so the term blended learning has become useful label to categorise learning that blends conventional approaches with e-learning. But how do we get the blend right?
Realising the Benefits of e-learning
Implementing an e-learning programme is one thing getting people to use it effectively is another. It's really important therefore that the solution is appropriate for both learners and trainers and fits with the learning culture of the organisation. Often this will mean a substantial amount of positioning of e-learning within the organisation - probably as part of a wider message about strategies for learning. E-learning has the benefit of empowering people and giving them control of their learning but often there is resistance because it is perceived to be a cheaper option that conventional face-to-face approaches. It surprising how many organisations see e-learning as a perfect solution for employees at the bottom level but fail to accept it's usefulness in supporting management or executive learning. Overcoming this resistance early is key to success.
Getting Started in e-learning
Because e-Learning encompasses so much it can be really hard to know where to start. Larger organisations often adopt the big bang approach - and buy into a serious learning management system (LMS) complete with stacks of off-the-shelf content ready to go. Rarely does such an approach work in practice. The technology implementation may be elegant but usually not enough attention has been paid to the people who are expected to use the system. An LMS is obviously a great tool - especially for learning managers who are being pressed to show ROI on investment in e-learning - but it's not a good place to start from a learner's perspective. If people are going to learn online then you have to show them how. A good way to start is to blend some online learning with their existing learning.
We definitely feel that this 'ramp-up' approach delivers much better results. It's also less expensive at the start and enables you to tailor your approach to your employees needs. You won't avoid spending money on an LMS but when you do you'll be sure that it's a wise investment.
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| The classroom isn’t for everyone |
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