As our personal and work lives seem to be changing from hour to hour, we, like many of our peers in the corporate training industry, are looking for ways to help. In consultation with our clients and internal design experts, we have put together a rapid response plan for converting instructor-led training (ILT) to digital learning.

This rapid response plan will enable you to provide a quick assessment of what, how and where you can deploy scalable remote solutions quickly and at low cost.

According to Brandon Hall Group, 95% of enterprise organizations still use in-person training, and Training Industry research reports that it’s the most common training modality across topic areas. We recognize that learning and development (L&D) leaders are busy prioritizing incoming requests, and, in some instances, L&D teams have become part of the larger human resources (HR) team that is dealing with rapid changes in their company.

To help you respond to these changing needs in your organization, here are some simple guidelines to use when you are trying to decide which type of training conversion to take on:

Repurpose: ILT to Virtual ILT

Goal: Deliver mandatory training without interruptions.

Time Frame: 2-14 days

Best Practices:

  • Use existing learning objectives and resources.
  • Prioritize and repurpose the content for digital delivery.
  • Focus on the right technology and media.

Reorient: ILT to Digital Learning

Goal: Deliver business-critical training as planned.

Time Frame: 2-4 weeks

Best Practices:

  • Chunk your content into smaller segments.
  • Optimize design.
  • Create a reference library for “nice-to-know” information for use during training and on the job.
  • Leverage existing learning and media resources to create new assets.

Create a New Mix: ILT to Blended Learning

Goal: Train on the new business processes necessary for continued operations.

Time Frame: 4-5 weeks

Best Practices:

  • Leverage existing asset libraries from vendors.
  • Reformat content for an optimal learner experience, adding informal and experiential learning approaches.

Complete Redesign

Goal: A learning experience that supports business transformation efforts.

Time Frame: 3-12 months

Best Practices:

  • Focus on the end goal of the training.
  • Use performance gaps to create new learning objectives and a robust learning experience.
  • Design a rollout plan and post-training strategy.

Needless to say, prioritization is key. In times of stress and rapid change, the most successful L&D departments are the ones that remain a sea of calm in chaos. As an industry, we are adjusting our time frames to a minimum for these emergency projects and looking for ways to work together to help our community, our country and the industry we hold so dear.

Click here to download a PDF containing these conversion guidelines.

A thoughtful transition to remote learning is more critical now than ever. Download the training delivery toolbox to learn about the pros and cons of various virtual training modalities and when each is most applicable.