Ihr Team ertrinkt in Online-Schulungsmaterialien. Wie können Sie ihnen helfen, sich über Wasser zu halten?

If your team is drowning in online training materials, the first step is to assess their needs before setting them on a learning journey Conduct assessments to ensure each team member learns only what they need; by creating bespoke learning journeys for each participant it ensures no learners' time is wasted Also, think about offering multiple mechanisms for upskilling: 1) Self-paced options for reflective learners 2) Live in-person / virtual sessions for those who prefer active engagement & collaboration Additionally, understand what is relevant for the learners & contextualize the material to make it engaging. By personalizing the learning experience & offering diverse learning formats, you can help your team stay afloat & thrive!

Conduct a needs analysis to identify critical content and prioritize it based on learner requirements. Streamline resources by categorizing and curating essential materials. Focus on high-impact content and eliminate redundancies, ensuring clarity and relevance for your team.

Needs Analysis is the foundation for any training curriculum. Without understanding the gaps in skills and knowledge across an employee workforce, one cannot determine a learning objective. Once the needs and objectives are clarified, then the clutter of online training materials can be consolidated. This would entail plenty of organizational work on its own, but no progress can be made without first analyzing the needs of the team or company, and establishing the goal for any training materials moving forward.

Es importante tomar en cuenta que una vez curado el contenido, debe ser organizado de manera que sea fácilmente accesible para todos los miembros del equipo. Esto podría implicar la creación de una biblioteca digital categorizada o la implementación de un sistema de gestión del aprendizaje que permita a los usuarios buscar y acceder a los materiales de forma intuitiva.

By structuring the content into clear, step-by-step journeys tailored to specific roles or skill levels, you help your team navigate the sea of resources more effectively. This reduces overwhelm, ensures relevance, and provides a sense of progress, making it easier for them to stay engaged and retain information. It’s helpful when you follow these steps: 1. Assess Roles and Skills: Understand team members' roles and skill needs. 2. Define Objectives: Set clear learning goals for each path. 3. Curate and Sequence Content: Organize relevant materials logically. 4. Set Milestones: Break the path into modules or phases. 5. Provide Guidance: Offer instructions and support. 6. Monitor and Adjust: Use feedback to refine paths continuously.

Algunos de mis mejores consejos para implementar rutas de aprendizaje efectivas que guíen a tu equipo a través de su desarrollo profesional: - Definir Objetivos de Aprendizaje Claros: Antes de organizar cualquier ruta de aprendizaje, es crucial establecer objetivos claros. ¿Qué habilidades necesita adquirir tu equipo? - Segmentar por Niveles de Habilidad: Diseña las rutas de aprendizaje teniendo en cuenta los diferentes niveles de habilidad dentro de tu equipo. Por ejemplo, puedes crear niveles principiante, intermedio y avanzado. - Establecer Hitos y Evaluaciones: Integra evaluaciones regulares y hitos dentro de las rutas de aprendizaje para medir el progreso.

Develop clear, sequential pathways that guide learners through essential content based on their roles and goals. Break down complex information into digestible stages, ensuring a logical progression and preventing overwhelm while maximizing learning effectiveness.

Engaging regularly with your team without a doubt has the benefit of helping them feel supported. Having a network to learn with helps us to feel grounded and assists in finding relevance in training materials. It makes online training a social experience rather than simply being another task to experience. It can even be built into mentoring programs to allow perspective from both the point of view of the new employee and the more seasoned employee to be heard.

Schedule frequent check-ins to discuss progress, address challenges, and gather feedback. Use these sessions to highlight key resources and provide support. Regular engagement ensures that materials remain relevant and that learners stay motivated and on track.

As a leader in the digital learning delivery team of my organization we ensured there were multiple ways of getting feedback to those who could take action to support a learners journey. We used SalesForce Marketing cloud to automate emailing managers to remind them of their employees training and where they were in the journey so they could reinforce value and how employees could be apply what they learned back on the job. We gathered feedback from learners and facilitators after each program and held quarterly reviews with the program owners to discuss possible major updates and implemented minor ones right away. We also developed operational dashboards to guide the team with data and focus our improvements where it was needed the most.