Do you worry about moving your instructor-led training (ILT) to e-learning? I frequently hear about the fears of this now more commonly occurring shift. Is the real value in the delivery, expertise, and voice of the facilitator? It’s easy to see, with that in mind, why so many of the first generation of e-learning training courses are entirely audio-driven; to attempt to replicate that in-person experience. Although this is a popular decision to go entirely audio, this is not what Obi-Wan would do to generate the greatest force, work-force that is.
In previous blogs, we have covered how ineffective entirely audio-driven and timed courses are for modern learners. In today’s world of information we think, process, and learn very differently. This is where I’d like to introduce you to one of the most powerful elements of e-learning; drum-roll please… guidance text! Guidance text is basically the wise Obi-Wan to your Skywalker learners, helping them discover their true potential (but with fewer daddy issues).
So what is guidance text in the context of e-learning? This is your transitions, introductions, conclusions…basically, anything that’s not content is your chance to set the stage and provide the narrative that guides your learner through the training. You can use a character if that speaks to you, or just script as if you were teaching a session. This gives the learner a frame of reference that ultimately guides their entire learning journey. Guidance text illustrates how the information presented will help them develop a skill or improve behavior. It’s the Morgan Freeman-style narration that brings clarity to the experience. Guidance text is the helping hand that gives the learner context on how this information helps them develop a skill or improve a behavior.
I know this is a bit hard to conceptualize, so let’s see it in action. I’ll show you two examples, one without well-structured guidance text, and one with a developed guidance text strategy. Then, you can be the judge.
1. EXAMPLE 1
Conducting a rapid needs analysis should have 4 steps. These steps are
- · Analyze the target audience
- · Determine the desired behavior for this target audience
- · Identify the skill, knowledge, and motivational gaps that are preventing this target audience from performing the desired behavior
- · Outline performance objectives based on the desired behavior and known gaps
2. EXAMPLE 2
When you first start a project with a new client to tackle a training challenge, you’ll need to conduct a rapid needs analysis. This will give you some immediate insight into the challenge, as well as an understanding of the audience and their unique needs.
There are 4 steps that will help shape your process in this rapid needs analysis. These steps are:
- · Analyze the target audience
- · Determine the desired behavior for this target audience
- · Identify the skill, knowledge, and motivational gaps that are preventing this target audience from performing the desired behavior
- · Outline performance objectives based on the desired behavior and known gaps
We’ll dive into each of these steps, and you’ll get a chance to practice each one with a sample client and challenge. Then, we’ll take what you’ve learned from each step to build a design strategy that aligns with exactly what the learner needs.
Notice how example 2 speaks directly to the learner? What other differences can you identify? This is really the “secret sauce” that takes your training from “meh” to “more please!”
