Are you afraid of transforming your training in the digital learning era? It is legitimate. Many organizations have broken their teeth in the implementation of such devices. In this article we detail the main reasons leading to the failure of this mutation which will, in the long term, it will certainly bear fruit in your business.
1. Give up digital learning because of the cost that induces it
This received idea is receding more and more. And for good reason, the studies and experiences attesting to the profitability and the savings generated via digital learning are legion.
The professionalization of distance education and the phenomenon of competition have greatly reduced market prices. Especially since the providers guarantee transparency on prices, being aware that partnerships are based on trust between the two parties.
The standard is now at all inclusive price, with no hidden costs and with offers adapted to the workforce.
On the other hand, a substantial part of the budget must generally be allocated to the production of content. However, the new digital learning creation tools now allow companies and trainers to feed the training themselves with their own content, which considerably reduces investment.
The more accessible off-the-shelf content is attracting more and more companies who can provide access to a global resource of skills, then refine with their own teams. When setting up a digital learning device, define your budget by taking into account these different parameters. One thing is certain, the amount invested will remain much lower than a conventional training process which is costly in terms of travel, time and resources.
2. Underestimating the quality of training
The rise of microlearning (digital learning training based on very short lessons and interactive) grows to increasingly short formats, rich and condensed knowledge.
An obvious sign that the old belief associating duration with quality is evaporating very quickly. The objective of this format: get to the point, facilitate memorization and the put into practice rather than getting lost in tons of text from which nothing emerges.
As for companies that still rely on a traditional apprenticeship system, they paradoxically deprive themselves of what they expect from the training of their employees: application capacity.
When given the choice, learners very clearly favor microlearning modules once they have tasted it.
Another interesting phenomenon, tailor-made content contributes to the qualitative leveling of training upwards: rich media, integrated challenges, performance monitoring, scenarisation, sequencing… So many practices that have revolutionized learning while providing motivation additional to learners. Their testimonies show that they appreciate being able totake ownership of the learning process with a growing customization modules.
3. Go digital learning without support
Digital learning is based on a expertise and an specific approach. Does this mean it is complex? Certainly not.
It is however necessary to support change taking into account technology, practice, and above all the expectations of your teams.
Novelty in the workplace can cause reluctance. It is therefore up to you to manage this transition with the management systems in place.
Thanks to their experience and their skills, digital learning professionals know the arguments and valuations which will integrate all of the workforce in a movement for digital learning.
Unity and motivation form the basis of your success. Various awareness campaigns and handling exist in this direction and will be provided by your guide. The effects are immediate especially since the involvement of an actor external to the company facilitates membership to a new project.
The key to successful collaboration it is: a company that provides clear objectives, who knows how to transmit his culture and his values, and on the other, a digital learning specialist who advises the devices most suited to the specifics of the structure.
4. Getting started without methodology
Technology is too often referred to as the culprit of modernization failures. It is to underestimate the notion of use. Practice is too often dissociated from methodology, even philosophy.
Digital learning does not escape various clichés either: it would be reserved for youth, to the generation Y, or even only geeks, too complicated to handle, etc.
Giving up associating a methodology with digital learning is giving way to these untruths.
Structure the practices yourself according to your corporate culture. Group work, dedicated time, feedback from users, the methodology allows you to support your teams, to reassure and D'optimize their investment.
But beware : establish a framework in digital learning should not limit the creativity of your workforce. On the contrary, the search for personal motivation remains essential. Guide them in this direction with an ambitious approach.
Keep in mind that the very essence of digital learning is professional and personal development.
5. Make digital learning a solitary practice
It is certainly the most logical criticism. Smartphones, tablets and computers are invading our personal lives, now they risk isolating us within the professional framework. This will be the case if your support is not up to par.
The fundamental error is to think that digital learning replaces social interactions, it is complement.
But how ? By offering accelerated training and emphasizing theessential skills while allowing the learner to work in optimal conditions. In group if desired, as a team to distance - with challenges for example - or alone and focused. Everyone now knows their skills and preferential conditions for learning the most effectively.
Today digital learning modules are redoubling elements playful, options conversation, ofsupport, of comparison with his co-learners.
A recurring error and to present this tool as a smartphone game or social interaction does not make sense. Remember that it is integrated into a blended learning and must be combine with group times, face-to-face training.
The objective is to extend training time by tying a permanent relationship between the learner and his trainers via a support, sometimes relational, that is the smartphone.
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