For instance, the provision of my services has been aided thankfully by the emergence of the medium of ‘Zoom’ and ‘Microsoft Teams’ as a teaching or mentoring medium.
My clients, for example, now understand that the face to face interaction training room is not the only ‘go too’ medium for imparting learning. Of course, we have always provided blended learning, but now there is strong evidence to ensure that the future lies in ‘sharp, short bursts of learning reinforced with online resources, such as Learning Management Systems. A carefully timed session with specific outcomes defined well in advance can often deliver the required behaviour changes that traditionally may have taken place over several training events.
The ROI of Learning
A carefully crafted session of 30-60 minutes delivered through a Zoom call can be just as effective as a several-day training workshop. The 1:1 or small group nature can be compelling with the additional benefit of not having to take people away from their jobs or roles for those days, with savings in accommodation and travelling expenses for delegates and facilitators.
Further, the hybrid model of working from home/office ratio makes this so much more solid as a valued learning experience. You don’t have to be in a training room, hotel or office for learning to be delivered.
This process enables a far firmer handle on investment return for people development. Very specific outcomes can be debated and those attending can do pre-event planning and tasks, and report on their progress. Further, the tutor or facilitator can build on this and record the call for later reinforcement.
The Medium is the Message
A tailored 1:1 session or small group event can be compelling, especially when defining the behaviour outcomes that you want to flow from a Zoom call. Additionally, those attending are the focus of attention. They cannot retreat into the anonymity of the background of the wider group. Further, mentoring can be specifically focused on individuals. The critical issue here is that the learning can be tailored specifically to individuals.
Examples of Learning Input
Here are some examples of the activities that we have created.
- Influencing skills for internal auditors
- Performance improvement
- Top Team development
- SMT strategy workshop – from Vision to KPIs
- Feedback in the use of Psychometrics for recruitment and development (16PF, Myers Briggs etc)
- Team Psychometrics for group cohesion
- Individual Coaching and Mentoring
- Coaching for Career development
- Brand You – Prep for Job Interviews
Business Model for Learning has Changed
Eight years ago, we committed to developing Learning Management Systems (LMS) for Lean-Six-Sigma (Business Transformation). This was our solution to spreading the provision of one aspect of our business.
We can win the support for students worldwide, and many have established themselves with our ISO accredited programme for Yellow, Green and Black Belt status. We are expanding this to cover the main aspect of our work, which is organisational change management and personal development.
I also find that producing Training Videos and distributing them through the Udemy Platform has opened other valuable learning vehicles. We are committed in 2022 and 2023 to consolidate this process through the Kajabi platform.
So, we have found a new enthusiasm from our clients to adapt their views on how Learning and Development can be delivered, and we think that more organisations need to consider this for induction and Employee Orientation, early career counselling, performance management and 360-degree assessment.
If this is of interest to you, please contact Philip direct.