Rapidly Transforming Organizational Content to Learning Experiences

Imagine taking a customer visit report and creating a case study for sales staff; a video recording of a new product demo meeting converted to product learning nuggets; or a zoom meeting recording converted to best practices of handling challenging situations. These all are examples of organizational content or user-generated content (UGC) which we can transform and use to create unique learning experiences. This content is unique to an organization and apart from just content, it captures an organization’s experiences, preferences, beliefs, and values.

The Need to Create Learning Experiences Rapidly

Learning and development function is today focusing not only on technical skills, but even other critical skills such as leadership development, change management, and more. Learning is no more a bunch of classroom training programs. It is a broader construct encompassing a range of experiences employees encounter in a day’s work. HR and L&D are therefore increasingly concerned with creating learning experiences for content which is unique to their organizations. Today’s organizations capture a swathe of content in information systems, and that too at lightning speed.

The key question then is how can one convert this rapidly generating content into learning experiences? How to create learning experiences at the same speed as content generation? How can we use technology and automation, so that there is minimum lag between the time, say, a new product literature shows up and the time product training is rolled out? Learning technology has evolved to enable L&D to systematically harness and transform content to learning experiences and keep up with the velocity of content generation. Then why is this not happening already?  Where are we falling short? The issue is with the process of content conversion that we have been following traditionally.

Traditional Process of Content Transformation

The below image captures step by step phases of the traditional process of content conversion.

Content Conversion Traditional Process

The traditional process is painfully slow,  due to to some or all of the following reasons:

  • Dependency on subject matter experts for sourcing content
  • No discovery process for newly generated useful content
  • Long time cycles of eLearning production
  • The need for repeated and time-consuming reviews by subject matter experts
  • Time gap between release and consumption of learning content

New High Velocity Process of Content Transformation

If we replace this traditional process, with a new process that for high velocity content transformation, tables will turn.  Here’s how the new process looks like.

Content Conversion Modern Process

The conversion timeline for this new process would be less than a week for the same content that would take 4-6 weeks through the traditional route. Impressive? Isn’t it?

Real-Life Demo of Rapid Content Transformation

We, at Harbinger, have a real-life demo of high velocity content transformation. We have implemented this new process to convert an internal leadership meeting discussion into nudge-learning content. Write to us at info@harbingerlearning.com if you would like to see a demo of that.

Online work is generating a lot of UGC that needs to rapidly reach employees through learning experiences. UGC is an opportunity for L&D to facilitate the curation and transformation of content, as well as the distribution of learning experiences. These experiences, if enabled in the flow of work, can motivate employees to learn something new, perform better, and up-skill themselves, which is what all L&D leaders strive to achieve at the end of the day. Technology, when used effectively, can help transform a lot of this useful content and deliver it in the flow of work, saving time and resources.

Have you been struggling to keep up with the velocity of content generation? Do you have some insights to share? Comment below.

P.E.S.E. – A Framework to Support Remote Learning

In my last blog, I touched upon the P.E.S.E. (Prepare. Engage. Support. Evaluate.) framework that Harbinger uses for building and implementing remote learning programs for its clients. Today, we will understand this framework in detail.

P.E.S.E. basically breaks down the successful implementation process of remote learning solutions into 4 distinct phases.

Remote Learning Framework

Prepare

This is the starting point, the first pillar of this framework. This is where we lay the foundation of the success of the remote learning program.

There are multiple considerations you need to evaluate and decide on, at this stage

  • Business challenge that you are solving
  • Knowing your audience in terms of who they are, where they are, and how they are
  • Learning modality to be used for the program – VILT or eLearning, Game-based or videos
  • Role and choice of technology
  • Skillset of existing instructors – Assessing if they require any upskilling or reskilling

Engage

This is the second pillar of the framework. Learner engagement is of paramount importance in remote learning, when you know they can be distracted easily. There are three distinct stages at which you need to take care of learner engagement, in remote learning.

  • Pre-event
  • During the event
  • Post-event

To understand this better, let’s take the example of a virtual instructor-led training (VILT) session and understand how we could engage learners at each stage.

  • Pre-event: Creating a teaser animation video and rolling it out to the audience on the topic of the VILT session. This can generate curiosity and motivate learners to participate in the session.
  • During the event – Using group activities where learners can participate and brainstorm with their group members and compete with others. Sleek and modern visual learning design is also a great hook to ensure engagement from the learners during the event.
  • Post-event – It is very important to indulge in engaging learners post the event to enable better retention and to overcome the forgetting curve. Some ways this could be done for a VILT session are through nudging learners with small learning bytes after the event or sharing job-aids after the session.

Support

The third pillar of this framework is aimed at supporting learners throughout the life cycle of remote learning. The key is to integrate this support in the flow of work. You can consider options like having an AI-enabled virtual coach integrated in an office productivity tool like Slack or Microsoft teams to support your remote learners.

Evaluate

The fourth and the last pillar of this framework is aimed at evaluating the results of the remote learning program against the success parameters that were set. And based on the findings, if there is a need to make course corrections in the program, they can be implemented, and the program can be re-launched.

All the pillars of this framework play an equally important role in ensuring the success of any remote learning program. P.E.S.E. is a scalable and robust model. To know more about it, please drop us a line at info@harbingerlearning.com.

 

Pivoting a Business Model to Support Remote Learning Needs

COVID- 19 has created unprecedented humanitarian economic and psychological demands on our society. Nothing has been left untouched. One of the important business needs for organizations during these times has been to quickly figure out new ways of doing business and identifying potential opportunities. Dr. Anil Lamba, Director Lamcon Finance & Management Services Pvt. Ltd., shared his business model transformation story, in a webinar recently. His institute provides financial training programs. Dr. Lamba has successfully pivoted his business model to cater to emerging market needs of remote learning.

In the webinar, Dr. Anil Lamba talked about what it takes for a business owner to pivot around a business model and adapt to the changed market scenarios. He was accompanied by Utkarsh Mahajan from Harbinger Interactive Learning who spoke about a model to create engaging remote training programs. Here are some highlights.

Early Days of Lamcon and their Foray into eLearning
Dr. Lamba, who is a renowned corporate trainer now, used to be a full time practicing chartered accountant early in his career. From there, he moved to pursue his passion for teaching finance and gradually Lamcon was born. Today, Lamcon trains over 3000 companies across the world.

During the early days of Lamcon, Dr. Lamba decided that he will be the only trainer in the company to provide consistency in service. And that’s when he started to build an ecosystem around himself to meet the needs of their increasing clients. They started developing supporting products. They created a series of videos and that was the company’s foray into eLearning. They also created books. The common figure across all these products was Dr. Lamba. It helped maintain consistency in the entire ecosystem.

Business Model – Pre-Pandemic and Post-Pandemic

Lamcon had a business model where they trained in two ways.

  • In-company programs, conducted on invitation for employees of any company
  • Open programs, which are available for anyone to join

Dr. Lamba used to travel to company chosen venues to deliver these programs before the COVID- 19 pandemic hit. Live training videos were recorded at company locations and were utilized to train the larger employee set who could not make it for face to face training. Open programs were also delivered live. But Dr. Lamba, who has always believed that finance is a subject that everyone should know, always had a lurking thought at the back of his mind. He always wondered why he was training only 20-30 people in a room when this topic was relevant to almost everyone across the globe.

But early this year, due to COVID- 19, all physical training came to a halt and that is when Lamcon shifted to virtual training as the new mode of delivery to address their clients’ training needs. Dr. Lamba feels that it was a blessing in disguise for Lamcon because there is no limit to how many people he can train now. He is not confined by the four walls of a room. As an organization, Lamcon has decided to almost stop all face to face open training programs going forward, even beyond COVID- 19. They will also we will give an option to companies to opt for virtual training.

Lamcon uses Virtual Instructor-Led Training (VILT), accompanied by eLearning modules. To support higher enrollments, they have shrunk the prices of the training by about 40%.

Productizing a Service

Training is a form of service and if you’re providing a service, you can only grow up to a certain point, beyond which there is a ceiling. Dr. Lamba always wanted to productize the service he provided – the books, videos, and the eLearning they created, was an attempt at the same. This made their service mass producible and there was no fear of hitting the ceiling.

Harbinger’s P.E.S.E. Framework for Remote Learning

Remote Learning Framework

Lamcon worked with Harbinger Interactive Learning to create their remote learning assets. With over 30 years of experience, Harbinger boasts of developing various innovative learning solutions for its clients. And the recent times have been no different. Harbinger has been actively supporting its clients in creating remote learning solutions using the P.E.S.E. (Prepare. Engage. Support. Evaluate.) framework. We will cover more about this framework in our next blog. Until then, stay tuned.

For any queries, please reach out to us at info@harbingerlearning.com.

Remote Learning – The New Normal

Why Remote Learning?

COVID-19 pandemic has disrupted businesses around the world.  Organizations did not get enough time to prepare themselves to handle this situation. For the first few months, strategies were driven by panic and followed by finding quick fixes.

The training domain was no exception.  Some organizations simply started delivering classroom training programs over web meetings tools, just to realize that learner engagement has gone down, and their classroom trainers are not prepared for an online training delivery.  While others took the presumably safer route and decided to wait for things to go back to normal and then continue with their existing classroom training model.

However, today, most of us have accepted the fact that remote learning is the new normal and is here to stay even beyond COVID- 19. The sooner we adapt to it, the easier it would be for an organization to sustain in these changed market dynamics. The good thing is that this modality has been around for quite some time and hence, there are set practices and tools available to make it effective. It would also help to know that there are companies which have successfully figured out effective business models to work around it. Lamcon Finance & Management Services Pvt. Ltd, a leading provider of financial training programs, is one such success story where their core business model of Instructor-Led Training (ILT) delivery was successfully transitioned to a Virtual Instructor-Led Training (VILT) model.

Tips to convert ILT to VILT

Here are a few things they kept in mind as they converted their ILT programs to VILT:

    1. Virtual learning is not classroom training delivered over a web meeting
    2. Learner engagement is the key
    3. Explore technology to deliver better learning experience

Want to know the complete story and reasons behind Lamcon’s success? Join Dr. Anil Lamba, bestselling author, international corporate trainer, and Director of Lamcon Finance & Management Services Pvt. Ltd, in an interactive webinar on July 16, 10 AM Pacific Time. Register here: https://harbingergroup.zoom.us/webinar/register/6515943631466/WN_xfWCGyW9QwGunj-aHkaSbQ.

For any queries, please reach out to info@harbingerlearning.com.

7 Cool Tips for Effectively Using Web Meeting Apps for Online Training

With the COVID- 19 outbreak early this year, a big chunk of the global business and education community moved online. Right from classrooms to instructor-led training, everything went virtual. And the use of web meeting apps and tools shot up drastically. With so many people using such tools these days, some tips to use them effectively could come in handy. So, here are a bunch of those.

Tips to Effectively Use Online Meeting Apps for Training

1. Put a face to the voice

Whenever possible, try to put on your videos while you are on a web meeting. It helps to build a connect and also lets you make eye contact during the web meeting or online training.

2. Create the right ambience

Make sure the place where you are sitting is well illuminated and there are no distractions in the background. And in case you get caught in a situation wherein you cannot avoid the distractions then you can customize your background with a virtual one. Pick one of the pre-loaded ones that comes with your tool or use a custom background.

3. Ensure safety

There are a bunch of things you could do to create a safe meeting space. To start with, it is a good idea to have the meeting password feature enabled, it adds a layer of security. You can also enable the waiting room where all the participants can gather before the meeting starts and once you allow them in go ahead and lock the room. This way you can avoid any unwanted guests. And last but not the least, as an organizer of the meeting you also have the option of disabling the chat and video functionality of the participants.

4. Know your recording options

As a trainer, the simplest thing you could do here is click on the record button on the main screen  but if you want to get very specific, then you can select what do you exactly want to record, – audio-only, chat only, audio + video. Most of the web meeting tools come with all such recording options.

5. Learn the shortcuts

With extensive usage, I have come across features in my web meeting tool that I didn’t know existed earlier. Like, you can use the space bar to mute and unmute yourself during the meetings. Earlier when I used to be in a group meeting, I had to literally scramble to click on the microphone button. But now I have a more efficient way to do it. This option works with tools like Zoom, Google Meet, and Microsoft Teams.

6. Collaborate effectively

There are many ways to collaborate effectively in a group meeting. Like, you can have a collaborative annotation session. Annotation tools let all the meeting participants draw and highlight what is on the screen. This can be immensely helpful when discussing visual materials, such as mockups, graphic designs, etc. You could also make use of breakout rooms to let your audience discuss and collaborate amongst themselves.

7. Display participant names

Imagine a situation wherein you are addressing a student in an online class and you happen to forget their name. It can get awkward. To avoid this, enable the option to ‘Always display participant’s name on their videos.’

These were some tips that have helped to make my virtual meetings and training sessions effective. Hope these come in handy for you too. If you have any questions and want to know more in detail about any of the specific tips, please drop us a line at info@harbingerlearning.com.