An essential guide to making the cultural change from instructor-led classroom training to online delivery

1. Learn from the past.

Delivering training online is nothing new. Since the turn of the millennium, organizations have repeatedly tried to use e-learning to disrupt how they deliver training. However, too often, it hasn’t worked. Poor IT infrastructure, unclear ROI and spiraling costs are just some of the reasons the move to online learning has been unsuccessful.

Therefore, in a world with high-speed mobile internet and access to low-cost SaaS solutions, a successful transition is much more likely. Learning from the past is essential if we are to move forward in delivering high-quality employee training virtually.

2. Evaluate the current situation.

Too often, organizations react to trends. VR, xAPI and microlearning are all solutions that have incredible potential, but without the strategic vision and internal talent to deliver, they will end in failure.

Learning and development teams regularly inherit a solution without the organization’s first agreeing on the need. Before the decision is made to transition to online training, there are a number of key questions to address, including “What are we doing well already?”, “What is it that we need to be doing better?” and “What is the need?”

Answering these questions to evaluate the current situation is vital. Having e-learning is one thing, but using it to positively affect employee, team and organizational performance is another thing altogether.

3. Address company culture.

One of the key benefits of moving training online is that it allows employees to draw on learning when they need it most. Imagine a situation where a new hire is preparing for a sales presentation, but his or her manager is out of town. The ability to access, on demand, a bite-sized module on sales techniques or a short video explaining a new product specification would transform the individual’s ability to present successfully and win new business. High-quality e-learning, accessible just in time, allows employees to access “golden nuggets” that they can apply to a particular challenge when they need it the most.

However, this transition does not happen by chance. There are a number of key considerations organizations must address before making the change. One example is asking, “Do we currently have a culture where there is a desire to be proactive and ‘own the learning?’” If there isn’t a culture of independence, high performance or proactivity, then the culture must be addressed prior to – or as part of – the transition.

Ignoring culture will result in a training solution that has all the right intentions but that is underused and does not drive productivity and performance.

4. Invest wisely.

With over 650 learning management systems (LMSs) and a variety of authoring solutions on the market, the costs of developing and delivering online training have reduced significantly.

Because of this low barrier to entry, many training departments have begun developing e-learning internally – with mixed results. The challenge is to use technology effectively to create immersive, engaging e-learning that enhances or replaces instructor-led training (ILT) – not simply to place large, linear PowerPoint presentations online.

Don’t underestimate the importance of investing in the training team to ensure they have the skills required to unlock the potential of these exciting tools. Alternatively, look to outsource the development of these courses to ensure a smooth transition from classroom ILT to online delivery.

5. Understand the vision.

Ultimately, a successful transition comes down to vision. If the vision of the senior team is to lead an organization that is innovative and high-performing and that values its people as its greatest asset, then investing in a high-quality blended training solution is essential.

Just for a moment, consider an organization where employees understand their career path – not only where they are heading but how they are going to get there. In fact, let’s take that one step further: What if employees could manage their training schedule and track their own progress – basically owning their learning? What if they knew how to get from point A to point B and where to access support or further guidance on a work-related challenge?

E-learning, if developed and delivered strategically, can empower employees and light a fire inside them, resulting in unbelievable personal and organizational growth and allowing individuals and organizations to be the best they can be.

Who wouldn’t want that?