The New Normal for Trainers

Trainers, the COVID-19 pandemic is your time to add TREMENDOUS value to your clients and employees! Remember, organizational challenges are opportunities for learning and development (L&D) professionals to thrive. That time is NOW if you’re prepared for the new normal. Too many trainers feel that they can simply convert their F2F training to the virtual classroom by uploading their PowerPoint to web conferencing or meeting tools like Zoom or Adobe Connect. If this is your mindset, this post is for you. It’s also for those who are continual learners like me and are always looking for tools to add to their tool kit.

The New Normal

You may have been able to get away with being an imposter while hiding behind your exceptional delivery skills when face-to-face (F2F) training was your primary method. Unfortunately, things have changed due to COVID-19. I am offering you a few resources to help you adjust to the new normal.

The Virtual Classroom Myth

Myth #1: The virtual classroom is the same as face-to-face just using a different delivery method. This is a myth because converting F2F training to a virtual classroom will likely require you to rewrite learning objectives, alter the design, and change activities. Virtual classrooms do have similarities with F2F ones in that they both require a sound instructional design. Both methods require maximum interactivity and engagement to be extraordinary.

I’m sharing a webinar recording where I explain The Recipe to Increase Learner Engagement that will help you in virtual and F2F training.

Let’s Talk Briefly About Technology

Although you definitely have to consider your available web platform in the design process, the learning objectives are the drivers of your training outcomes. There are so many options for delivering virtual training. Here are just a few that I’ve used: Adobe Connect, Zoom, WebEx, and Go-to-Meeting. I prefer Adobe Connect because it allows me more options for learner engagement. It also allows me to configure my virtual classroom in advance. Adobe Connect gives me the flexibility that can in many ways replicate F2F training.

It doesn’t matter which platform you choose. The most important thing to remember is that your learning objectives are well-written from the learner’s perspective, observable, measurable, and appropriate for the virtual environment. These are some of the basics of instructional design that apply to any training you deliver.

Basics of Instructional Design

So, I’m not saying that all trainers need to be instructional designers. That would be an unrealistic expectation. I am saying that all trainers should know basic instructional design concepts so that you know the training you’re delivering is instructionally sound. I created the But, I’m Not an Instructional Designer Toolkit just for trainers who have not been formally trained in designing training and need to know the basics.

Delivering training that doesn’t appeal to the principles of adult learning or doesn’t lead to actionable and sustainable results negatively impacts your credibility and effectiveness as a trainer. Here’s a course to help you get familiar with the Foundations of Extraordinary Adult Learning. These principles will help you in both F2F and virtual environments.

You also need to assess the effectiveness of your existing F2F training. Here’s another tool called the Training Check-Up. I created the Training Check-Up to help you assess your training content, materials, and delivery methods in order to determine the appropriate treatment plan.

In addition, I recommend a few of my go-to instructional design books listed below:

·  ISD from the Ground Up by Chuck Hodell

·  Training for Impact by Dana Gaines Robinson and James C. Robinson

·  Telling Ain’t Training by Erica J. Keeps and Harold Stolovitch

Make Learning Extraordinary

Myth #2: Training solves all organizational problems. It is unlikely that training is the only solution necessary to solve organizational problems. When organizations have gaps in knowledge and skills, training is an appropriate solution. Training is just one component that should be included in a comprehensive learning strategy.

Here’s another tool to help you assess the learning strategy for which you’re delivering training. It’s called the Extraordinary Learning Strategy Assessment. It will help you discover the gaps in an organization’s strategy and identify the appropriate training focus.

In addition, take a look at The Concerning Learning Video Podcast episodes and Making Learning Extraordinary Resources to learn more about the Extraordinary Learning Strategy.

Sharpen Your Saw

We all need to sharpen our saws. This is a great time to develop your workplace learning professional (WLP) skills. I offer one-on-one and self-directed development options to help you grow.

  • Pick My Brain Sessions are available if you need expert advice to solve specific WLP questions as you’re converting your F2F training to the virtual environment. I'm offering a 50% COVID-19 Discount using this coupon code: A1WLABZSRK.

Your New Normal Toolkit

This is a list of resources to add to your training tool kit that will help you continue making learning extraordinary.

 

Stay safe, healthy, and keep learning!

Deadra

Train the TrainerDeadra Welcomecovid19, instructional design, training design, training, train the trainer, learning, learning strategy, MakeLearningExtraoridinary, blog