You know the power of an engaging and interactive eLearning module, but that doesn’t mean management automatically sees eye-to-eye with your assessment. When your organization has used the same programs and training methods time and time again, it can be difficult to get management to buy into something new. Therefore, if you really want to make a difference, you must create value. One of the areas in which you can really whet an executive’s appetite is in learning transfer: How learners take the information in training and apply it to their jobs.
Identify the Factors for Learning Transfer
All good learning modules should focus on learning transfer. After all, you’re not just holding a training session for the free donuts and coffee. But because learning transfer can be hard to quantify, some eLearning enthusiasts shy away from using it as an example of a module’s efficacy.
While it’s true that learning transfer can be tricky to measure, understanding the three factors that affect transfer can give you head start. First, the participants own abilities and attitudes will define whether or not they really absorb the material. Second, the actual content and medium by which a module is delivered can affect how it’s received. Finally, the workplace environment and attitudes will define how the information is applied in the workplace setting.
Demonstrate Value of eLearning
While you might understand the value of a high rate of learning transfer, managers might not be interested until you can show them the value behind the method. Executives speak a different language, and it’s one that centers on productivity, budget and time.
Try speaking that language to help improve the case for an eLearning program that improves learning transfer. Such a program would help reduce organization resources because learners absorb more information and apply it to their jobs. It would take less time and require fewer follow-up sessions. And, here’s the kicker: Improving learning transfer helps reduce a strained training budget. Learners can utilize the same eLearning module again and again, so no need for dedicated training time, instructors or purchasing materials.
Even with your best efforts to explain the value of learning transfer, you’re not done until you take the time to showcase learner achievements to management. They’ll finally be sold when they can see the direct effects of an improved training program on the job.
Track learner behavior before and after the training is finished and utilize factors to prove that it worked. Tracking sales, taking user surveys and even awarding online badges for follow-up training among your learners show management that improve custom eLearning has real – and fast – results.
Being the champion of your eLearning cause can mean an uphill battle, but by proving to management that a better module means better learning transfer, you might just be able to make a big change in the way your organization sees learning.