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5 golden rules to start the digital transition of your training courses

By Caroline Lefevre on juillet, 22 2020

It’s decided, you want to take advantage of lockdown to spend time focusing on your various projects underway.  And why not start the digital transformation of your training courses? Before taking action, do you know these 5 golden rules?


Rule 1: Found out the WHY behind digitisation


We don’t decide to make a digital transition without knowing why we’re doing it, what objectives we’re going to meet or what digitisation will bring us practically speaking.  If you don’t know how to answer these questions accurately, our advice is as follows: sit down with your project team to determine whether digital technology really is an answer to one of your internal or teaching problems.  


Rule 2: Prioritise digitisation actions and experiment as much as possible.

You won’t be able to successfully digitise if you stray all over the place.  Now that you know and have proven that digital technology will have real added value for your training centre, you need to establish priorities.  This involves choosing how you will first go about the digitisation process, firstly opting for small training projects to be digitised.  By proceeding in this way, you will avoid rushing into a digital transition that is beyond your abilities.  

Be reassured on one thing: you won’t master everything at once.   You will (perhaps) make mistakes during your first digital steps, but this is completely normal. You may fail, not because of digital technology, but because the project has been mishandled or started too quickly without taking the time to experiment. On the contrary, by performing tests on a small part of your ecosystem, the impacts will be much less obvious than if you’d done it on a large scale.  Use these micro failures to readapt the system and gradually identify “quick-wins” or KPIs.  

As the stage is set, the time will come to deploy your digital transformation to your entire learning ecosystem, and even beyond.  


Rule 3: Don’t question everything

Digital technology may seem revolutionary, but it would be a mistake to think that it should take precedence over what you did best before.  If your face-to-face training was your greatest asset or if the training provided directly in the workplace was your strength, then keep it all. Do you want to talk about how digital technology could improve them?  How do you take the next step to engage your employees even more? If there’s one adage that we at myskillcamp remember, it’s this: digital learning doesn’t replace traditional training; on the contrary, it complements it.

The best example is the use of “blended learning”.  This system makes it possible to alternate face-to-face phases with remote phases to provide comprehensive and sometimes uninterrupted learning.  Beware, blended learning is by no means an absolute standard to be implemented, as you must first of all know what YOUR learners need (formats, content, frequency, etc.) and what they expect from you in terms of training.  


Rule 4: Keep the human element at the heart of your training system  

Opting for a digital platform responsible for the creation, management or dissemination of training courses does not necessarily mean automating the process or, even worse, removing all responsibility.

The opposite actually applies: from writing to design to storyboarding, your (non-)digital training must remain human while toeing a precise editorial line.  This means trainers or business experts must be involved to ensure the effectiveness and sustainability of your content. A digital transformation project is above all a co-constructive or even co-creative endeavour between people and digital tools.

Nor should you think that the digital sphere is self-managing and still less that your employees will be trained, as if by a miracle, more than they used to. You’ll have to put human resources behind it all to organise, encourage or even sometimes challenge learners to consume the content made available to them.  Finally, while the monitoring of statistics and learner feedback can be automated, a project manager is essential to interpret the results and focus on learners’ feedback,  in order to continuously improve the training system put in place.  


Rule 5: A guided digital transformation 

Thanks to the previous rules, you now know that we always keep in mind why we digitise a training session (or several) and then once we take the plunge, we focus on a first sample to digitise, we test it, we evaluate it and we adapt step by step.

A small warning, though: not all training sessions can be digitised, so choose your samples carefully and above all don’t be too greedy as you continue your digital transition.  An online learning community is built over time, so respect each person’s pace and don’t ask too much of your learners. You can only consider doing online tutorials, adding VR, etc. with a certain degree of stability, thereby offering a fully digital experience.

How are you managing this period?  Myskillcamp provides you with free content to help your team get through this unprecedented period!  Are you interested? Click here

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