We published the results of our recent survey, asking internal Learning & Development professionals what the impact of COVID-19 has been on their activity.
106 respondents shared their experiences, reaction and advice for their peers. Key findings include:
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COVID-19 has created global uncertainty, leading to anxiety, fear and doubt in even the most strong minded of us. Concern for loved ones, furlough, redundancies, social isolation whilst trying to balance remote working (or still having to go to work and being concerned about mixing with others), caring for others, home-schooling. I doubt there is anyone not impacted right now.
I’m sure you’ll agree that all of this stress will impact your life. Removing certainty affects how much risk we are willing to take, can impact our creativity and ability to “think clearly” and allow doubt to creep into our thinking. Similarly with stress managed well, these times can also bring creativity to your way of thinking and the way you carry out your role. Either way we’ve been thinking a lot about trust right now as we embark week 6 of lockdown.
Trust in your own abilities
Good leadership comes from those who believe in and continually develop themselves. Trust is needed in their process and actions and that these will result in the desired outcomes and goals.
Work on your strategy with the best available data you have right now to plan and trust yourself that its right. If you need help, or want validation, seek input from others, but only from those you trust. Be mindful that “too many cooks spoil the broth” so contextualise feedback / input and trust yourself to make the right decision.
Build trust from your employees
Your colleagues and company employees will be having the same concerns and challenges as you right now.
Focus on support in two stages – 1) what will help you right now (remote working, wellbeing, mental health) – and 2) what will help you in the future.
Give them the learning they need to build their trust and confidence in their roles to equip them to be the best they can be in the current business climate.
Trust in new ways of working
Help your company trust new delivery methods – overcome reluctance or fear, make it easy for them, use internal champions to influence and persuade others of the benefits.
Communicate and market the benefits of digital and virtual classroom training methods, especially if they are completely new. Encourage those wary of such methods by relating back to the methods they know, use storytelling techniques whilst highlighting the benefits. This could be a perfect opportunity to embrace digital learning.
Trust in all learning methods
For the majority of companies there will be a reliance and focus on digital training right now. This doesn’t need to be complex or just focused on online learning and virtual classrooms. Encourage people to use traditional methods in a digital format e.g. digital books, videos, podcasts, asking questions in digital rooms/chat groups.
Use this time, if possible, to consider where face to face training fits into the overall strategy in the future too.
A trusted support network
“You are the average of the five people you spend the most time with” says motivational speaker Jim Rohn.
This is true personally and within a professional environment.
Who is helping you right now? Do you have a professional learning network (PLN)? Look on LinkedIn for people in your industry, reach out to them.
Just you in the L&D team? Who do you have within the business that understands learning and champions it internally?
Trust in data available to you also and get advice from your peers with the impact of COVID-19 on L&D survey.
Contact us and we’ll help you connect to like-minded people too.
Trust in your supply chain
If you are looking for additional skills and support from external suppliers, what’s on your tick list to help you choose suppliers that best fit your company’s L&D needs and values?
Do you need help navigating the current training marketplace? To reduce any overwhelm when it comes to digital learning and it’s many products and mass of communication right now.
Think about what support you need at different stages, whether it’s strategy development, employee learning analysis, understanding the digital training marketplace or actual support to deal with the many employee learning requests – trust in what you need and you will be able to brief those suppliers more effectively.
Focus on what you can control
The wider impact of COVID-19 is beyond our control, so focus on what you control right now. Your habits, health, your social interaction, exercise etc. Build trust but most importantly trust in yourself – what you are doing right now is good enough.
Now, week 4 into the UK Coronavirus lockdown we’ve been taking some time to reflect on this unparalleled situation – how we’ve adapted as individuals, with our families and as a business. They say that it takes 3 weeks to create new habits/routines so how are things settling for you and your role at this everchanging and emotional time?
Reflective practice takes your learning and development even further. It’s a huge part of success, wellbeing and continuous development so it’s important right now to take time out to reflect on the day, the week and consider how you’ll act and respond to future events.
Last week we talked about starting to engage with your employees about their wellbeing and learning needs to weather the storm right now and help them to come out stronger on the other side.
You may well be reflecting on your employees more pressing learning needs in their new working environment or your overall learning and development strategy and how this will need to adapt now and in the future. Possibly you may be thinking about your company culture as a whole, who has supported you through this turbulent time and most importantly what do you need right now to be at your best for you, your family, friends and colleagues.
But first some honesty. I don’t do this enough. However, when I do it – then I find myself focusing on the positive and recognising what changes are still needed to improve situations. So, its one of my challenges, a goal even, during this time to keep myself in a healthy frame of mind, to manage stress, remain calm and build resilience, all helping to allow creative thoughts to flow.
Here are some of my thoughts:
Keep it simple – if you don’t practice self-reflection start with easy wins, e.g. two minutes a day when eating breakfast. As you begin to develop your reflective skills you can add more time, questions and develop your own process/
Maintain a rhythm – New habits take a while to form so in the early stages you need to do regularly so it becomes part of your routine, with agreed time periods when you do it. Use a self-reflection app such as
Keep a journal – have a small notebook or digital journal with you all the time. Allows you to note down thoughts and to go back through and see how your comments have changed over long periods of time. Use a self-reflection app such as Five-minute journal to get you into the habit.
Be creative – if you are more creative you might choose to illustrate your thoughts, or free write your thoughts without a fixed set of questions.
Get comfortable – what environment works best for you. You don’t have to be sitting crossed leg on a yoga mate.
Try whilst exercising – I find it easier to reflect when doing a repetitive activity such as walking, running or cycling over things like yoga but choose what feels best for you. You can always record voice notes / keep an audio diary.
Don’t overthink – you aren’t solving complex questions, just giving more thought to what is happening in your life. If you don’t like the answers then you know something has to change.
Consider sharing them – Not all of them, but some of them, especially if you lead or are part of a team, or with family. I’ve been posting some of mine on LinkedIn recently – but will always keep some personal.
These are a good example of questions you can ask yourself as a leader of a team:
Take a moment to reflect on this article. How useful has it been, is reflective practice something you’ll start doing?
If this article has inspired you to begin do let me know as it would be good to hear how you get on and the impact it has on your life.
Good luck,
Blake
I understand It’s been a challenging few weeks for all us for many different reasons. Concern for loved ones, isolation from people and unimaginable changes to the way we are living in a very short space of time.
As we begin the third week of “lockdown” I’ve been reflecting on where we are in the change process. Using adaptions of the Kubler-Ross Change Curve, combined with conversations from the past fortnight, businesses and people are moving through the uncertainty stage, and are accepting the situation as a new normal.
It’s our job in L&D right now to support people at this stage, to stop people sliding backwards into doubt, and to get people to start embracing the changes and continue to rebuild their ways of working. Moving forward, with learning, we want these changes to become second nature. For people to embrace the different ways of working, to be innovative and creative, and accepting a new normal or status quo.
You’ll be going through this change process to, so consider where you are on it. Make sure that you embrace the concept of sharpening your saw. Invest time in the four areas of your life – physical, social/emotional, mental and spiritual.
Plan for how you can equip your workforce. Seek advice to help you handle the current information overload.
The actions you take now and in the next few weeks will have longer-lasting effects.
L&D cannot sit back and ride out the storm. Or let the business deprioritise learning and people development. Even if they want to. Open their eyes to Virtual Training.
So now is the time, take those conversations a little further, work with the business and employees on what learning they need right now.
Listen to and challenge them.
Calm. Strong. A beacon of light. Of hope.
Be the lighthouse. Let your employees know you are here for them. To support and guide them, give them reassurance and listening to them.
Be the caring, empathetic part of the business. Let people know you are concerned about their welfare.
If your employees don’t need you right now that’s fine – just letting them know you are there for them could be all they want right now.
It’s not nice knowing that for many businesses, the short-term focus is survival. However, there will be a post COVID-19 world, with economic recovery.
You need to consider multiple scenarios for your company. McKinsey Consulting has put together great advice on getting ahead of the next stage of the coronavirus crisis.
What will be needed? What preparations do you need to make?
If you are looking at digital learning and want to learn more about virtual classroom training, we’ve put together this short guide to help you.
Virtual classroom training aka Virtual Instructor-led training (VILT for short) has been available for a while. It’s only over the past few years that appetite for it has increased.
Both terms refer to training that is delivered in virtual or simulated environments, with trainers delivering training to participants in separate locations.
The benefits of such an approach are often highlighted as saving time and money on travel. However, this undersells the approach and delivery method. There are other benefits.
Consistency – Virtual classroom training helps provide consistency of training to a wider audience. Allowing dispersed office employees can get the same access to training as those in the head office.
Connects remote employees – for remote and geographically dispersed teams this can be a wonderful experience to spend time with colleagues.
Convenience – can access virtual classroom training in the most suitable environment – be at home, at the office or hiring a quiet space to learn.
Part of a blended approach – Virtual classroom training can be mixed with face to face classroom . For example, attending classroom training for the first part of the course before attending remotely for the rest of the time.
Time-efficient – reducing time spent travelling to training centres.
Quality – you have the same access to expert trainers, labs, breakout rooms that you’d have on a face to face course.
Easy to use – popular platforms such as WebEx, Zoom, Adobe Connect for virtual classroom make it easy for attendees to access
Repeatable – sessions can be recorded allowing you to access the content after the initial session.
Better environmentally – reduced travels means a lower carbon footprint.
Overcomes a lack of quality alternatives – if you are a major city or business hub then chances are there will be quality training providers close by.
I need amazing internet – yes you need to have good bandwidth and thankfully the majority of home wifi speeds are more than sufficient.
I’ll be staring at the screen all day – whilst virtual classroom training is delivered via screen you will have activities to do away from the screen, in small teams as well as regular breaks. Most office based employees spend all day starting at screens anyway.
It’s hard learning alone – trainers will invest more time in engaging with everyone, creating breakout sessions and ensuring all attendees are involved.
It will be complicated – virtual classroom systems have improved significantly in the past few years, simplifying the process of logging in and accessing relevant information.
Not every subject suits this approach – absolutely. For practical hands on training e.g. working at heights, operating machinery virtual classroom training isn’t relevant. However for topics like IT, MS Office, Project Management, Business Analysis and more virtual classroom training is an excellent option.
“I was a bit nervous about my first Virtual Classroom training course, however, I needn’t have worried. The trainer handled the class extremely well. I have enjoyed the course and taken a large amount of information from it” Andrew, Payment Services
Will I need specialist equipment? The short answer is no; however, you will need Wi-Fi with good bandwidth, plus headphones and microphones. If you will be doing a lot of virtual classroom training, then we’d recommend investing in USB headphones.
How many screens will I need? It’s advisable (and in some courses, especially technical IT) to have an additional screen to allow you to do the remote labs, reference material open whilst you see the training on the main screen
Do I need IT permission? Maybe. Check the platform isn’t blocked by any firewalls as soon as possible – ideally once booked. You don’t want to find out 15 minutes before you start that IT doesn’t permit the platform.
Make sure you won’t be interrupted. Choose a suitable space, let your colleagues know and turn off all possible distractions.
We always recommend choosing the right learning method and approach to achieve development goals. This is rarely a single approach. Therefore, virtual classroom training should form part of your overall strategy.
Popular virtual classroom training topics have been more focused on IT subjects such as Amazon WebSphere (AWS), Azure, Cisco, Citrix, CompTIA, ITIL, Microsoft, Red Hat, VMware, MS Office and 365.
However, with his new normal we have seen more demand for virtual classroom subjects such as Time Management, Wellbeing, Working from home, Emotional Intelligence, Leading Virtual Teams, Resilience, Collaboration and Creative Thinking.
If you are now having to turn your attention to digital learning (aka online learning) but don’t know where to look or to begin, you can relax as we can give you independent advice on the digital learning marketplace.
The world of digital learning has progressed beyond just “elearning” and encompasses a range of approaches including webinars, mobile learning, ebooks, podcasts, virtual classrooms and the use of augmented and virtual reality simulations.
For the past 10 years, we’ve invested time in keeping current of digital learning and learning technologies, understanding the provider marketplace and helping our clients make the best choices. During this time we’ve built up a trusted network of providers, freelancers and consultants, all specialising in digital learning.
There are some many benefits of digital learning such as flexibility, easy to access, reach more people easily and quicker, less time spent travelling, less cost, bitesize pieces of learning, can be viewed multiple times and easy to create. However, don’t rely purely on digital learning, make it an important part of your learning strategy, along with relevant human interaction and face to face workshops when you can again. Do what works best for your business in the environment you are working in to retain that competitive edge.
We can help your employees with their digital learning, comparing the market and recommending the best way forward for your company:
Virtual delivery
Bespoke elearning Content design
Digital learning providers (existing off the shelf learning content)
Knowledge Access
Collaborative
Cognitive and Advanced
Learning simulations
Learning evaluations
Learning consultants
Remember – when looking at digital learning there is a lot to consider. We always recommend getting the fundamentals and culture right first before adding anything new on top. Consider the engagement and these questions:
We offer digital learning in the following training areas and are also offering digital masterclasses right now to help your employees with their immediate learning needs, helping them to cope better with working from home and wellbeing whilst remote working at this time.
If you’d like to chat for some advice on where to start then contact us – info@optimuslearningservices.com or call on 0845 519 7408
Virtual classroom training refers to the delivery of training via a video training or learning platform. All participants “login” remotely, in real-time, with an instructor delivering virtually. It’s a great way of overcoming geographic barriers, reducing travel time and costs whilst still getting access to experts.
For many companies, L&D professionals and trainers, the COVID19 situation means that Virtual Classroom training is going to be used for the first time. So, if you now need to create and run a virtual classroom training session use the following tips to begin.
Running virtual classroom training for the first time
There are endless blogs and resources on running virtual classroom training (which are listed below) so we’ve looked to condense the list to the following:
Know your audience – what do they need from the session? What do they want? What are their expectations? Knowledge level? Understanding of topics? Are they all willing content?
Know the technology – if you are using new technology then spend time learning what it can or cannot do. Learn the short cuts so you are comfortable with it. Know basic troubleshooting or resources where to point people to. You don’t want to be the one saying “I’m not sure why that’s happened” in the middle of a session.
Revise your content – you can’t just replicate the classroom content. You need to organise your content different, making sure whatever you share is relevant, organised, clear and to the point. You won’t be able “page flip” , topic-jumping is hard and you have to keep people’s attention.
Structure – A full day of training isn’t going to work, so break it into chunks. Think of additional online resources people can access before and after the training begins. What content needs to be “in” the session, what format and delivery method. And make sure its not just powerpoint slides (but if you are going to use them then remember the rule of 3)
Rehearse – almost too obvious but always good to do. But with actual people – colleagues, friends, family. It doesn’t need to be the full session but runs through what you want to cover. Build confidence with the tool.
Engage people often – with no visual clues you need to make sure everyone is engaged and ideally participating.
A great piece of advice from Phil Willcox ( @PhilWillcox
), for things he does behind the scenes, when running virtual classrooms, is:
I have my session plan printed – a second set of the slides on a separate computer (so I know where I am and what is next) – lights behind the webcam (to see my bootiful visage) – two glasses of water.
I prepare a spreadsheet of all the participants’ names and the key activities in the session. As I work through the session I put a tick next to the people that contribute at each point or section. Sometimes I want everyone to contribute so this makes sure I don’t forget/miss anyone. Other times I leave the floor open and so I want to keep track of who is or isn’t contributing. This might result in me bringing them in or a quick DM to see if they are ok and engaged.
Make the content enjoyable – people learn more when they enjoy the experience of learning. Some people will dismiss the idea of “fun” in learning but it has its place in learning and virtual classrooms. BUT make sure it helps what you and your audience want to achieve, isn’t gimmicky and if it takes too long to explain then it’s wasted.
Create breakout rooms – put people into small groups if group work/interaction is needed. On a 20 minute “webinar” this might not be needed, however for a 2-hour session this is a must – we are a social species.
So make sure you have easy to understand instructions, manage their expectations, tell them how to begin (i.e. with or without your supervision), give time deadlines and make sure you are contactable. Whilst this can be a good time for a comfort break you need to be available to guide and advise.
Improve each time – we all start from the beginning and each time you run a session get feedback on the content and technology from attendees. Reflect on what you did well and what you’d improve.
And for anyone attending virtual classroom training we recommend these tips, courtesy of Global Knowledge, one of our virtual classroom providers.
Further reading
These were some of the blogs and resources that have stood out for us in the past. The internet is full of even more resources – read and then get going.
Webinars Pocketbook by Stella Collins and Andy Lancaster – https://www.pocketbook.co.uk/product/webinars-pocketbook/
The Rule of Three for Presentations – https://www.ethos3.com/2014/01/the-rule-of-three-for-presentations/
elearningindustry.com – https://elearningindustry.com/6-tips-design-interactive-virtual-classroom-training
LearningSolutionsmag.com https://learningsolutionsmag.com/articles/2219/five-best-practices-when-converting-classroom-content-for-the-virtual-classroom
Trainingzone – https://www.trainingzone.co.uk/deliver/training/learning-in-the-digital-age-the-flipped-classroom-method
We are pleased to say that as part of our Managed Learning Services we’ve been able to help our clients switch from planned face to face training to virtual delivery. Some training subjects don’t suit a virtual format – manual handling and working at heights are two that spring to mind.
Training subjects that we’ve organised during March 2020 include:
Remote working
Feeling organised and in control – 1 hour weekly webinars to “drip” feed knowledge and working behaviour
Managing remote teams – pilot virtual session for payments company as part of a European wide project (planned before COVID-19)
Mental health awareness – Zoom webinar sessions delivered to help company employees adjust to working from home.
IT Departments
ITIL Foundation v4 – Virtual Delivery for a logistics company
Scrum.org ScrumMaster – first Virtual Classroom delivery for a fintech company
Microsoft Azure Solutions – virtual classrooms for payments company
VMware vSphere Skills for Operators – face to face public scheduled courses
Systems Operations on AWS – in-house training for group of employees at financial services company.
Microsoft Office
Custom Excel training – 2 hour workshops – face to face initially and now converted into virtual classrooms for global insurance brokers
Microsoft Teams – free session for small company needing to deliver virtual training but with strict firewalls and restrictions
Personal Development
Spanish Business Language training for global insurance brokers
Creating win-win situations – negotiation and influencing skills for large manufacturing and research company
If you have any training subjects you need to organise, switch to virtual delivery or need to find suitable providers get in touch via email or call us 0845 519 7408
We know that budgets are only safe once they’ve been spent. Finance love to change the goalposts throughout the budget year. Are you confident yours won’t be cut?
Or do you have remaining training budgets that you haven’t been able to spend and are about to lose it?
This is like a gift card. You pre-pay and then allow your employees to use the credits against training and learning.
We’ll provide them and you with training options from Optimus approved partners, ensuring high-quality training.
Purchase your pre-paid credits
So if you want to guarantee all your L&D plans can come to fruition and avoid budget cuts then get in touch today. Our client care team will be delighted to answer any questions you have and help you to give your employees the learning they deserve.
Order yours today – call us on 0845 519 7408 or email info@optimuslearningservices.com
Everything and nothing.
The point of this blog is to remind you that you when planning learning and training, you always need to consider what the end goal is and use that to determine the best methods. Note, not “method” singular, but plural – recognising there is no singular, standalone approach that ticks all the boxes.
I was cooking a fancy chicken pie, following a recipe my wife had suggested.
Following the recipe, as it was the first time I cooked it, there wasn’t anything I hadn’t done before when cooking.
Next step. “Finely chop an onion” – I’ve done this many a time but wanted it to look like the above picture for once, not the usual mess of randomly sized onion bits. So I found a video of Gordon Ramsey on youtube showing how to do it. Instant, fingertips learning.
So that got me thinking. In that moment of need, I was able to watch a video from a professional, successful chef. It didn’t need more than 2 minutes to watch. I could practice in my own time (it was better than previous efforts but not as good as the picture – my end goal). I can go back to that video repeatedly, free of charge until I notice an improvement,
Perfect for what I needed. But imagine I was training as a chef. Video learning would get me so far, but it wouldn’t replace being taught in a professional kitchen. To get instant feedback, sharing ideas and challenges with others and replicating the possible pressures and scenarios I’d be in should I become a chef.
So, consider what you or your employees are looking to achieve and provide options that are relevant. Make sure it’s not overkill for something small, or too small when you need something more.
Don’t be reliant on just one method or solution – consider and offer all different types.
You know this already I’m sure but if you are unsure where to start or what to do get in touch and we’ll discuss what you could do. Email or call me on 0845 519 7408.
Blake Henegan – MD, Optimus Learning Services
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