The difference between a successful elearning program that creates positive cultural change and lasting capacity and an unsuccessful program is engagement. Engaging trainees at a personal level ensures training is both memorable and meaningful, with long term benefits to the organisation.
The key drivers for engagement are summed up below: - Make it personal
Elearning participants must feel the need for the training on a personal level. How will the training affect them? Is the content localised? Does it have a personal impact? Can they get feedback on where they are, or who they are? Identify is one of the key drivers of environmental behavioural change. The training must appeal to the participants sense of identity for sustained long term change. - Make it positive
Elearning should provide a platform for success. Participants are much more likely to be engaged if they are doing well. Content that encourages thought and ideas helps to generate this success. - Make it relevant
There is nothing worse than being inspired by engaging training, but then feeling powerless to implement any of the key ideas you've learnt. Ensure that senior management is on board from the start, and that the culture is such that training can be applied directly and initiative is encouraged. - Make it interactive
Learning by doing, simulating real world tasks and applying knowledge on the fly build capacity and skills, and ensure learning is long term. Engaging longer term with participants through newsletters, blogs, feedback and scoreboards can encourage learning and changes in behaviour long after the training is complete. - Make it dazzle
What is it about your elearning experience that makes it special? Was is the graphics? The animations? The videos? The games? A 'wow' factor makes the training memorable and the learning long lasting.
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