Array (  => WP_Post Object ( [ID] => 12592 [post_author] => 38 [post_date] => 2020-03-23 16:23:38 [post_date_gmt] => 2020-03-23 16:23:38 [post_content] =>
The ChallengeIn the current crisis, traditional classroom-based learning has virtually stopped overnight, so the challenge for those who need to keep continuous improvement training going is to find an alternative online delivery method so they can maintain activity. If you do not have access to a learning management system, you will need to quickly identify a platform to use that can be implemented rapidly. Fortunately, there is now a large and established industry providing a range of online options, including sophisticated eLearning Platforms and Learning Management Systems (LMS), offering varying levels of sophistication and, of course, cost of set up.
Responding QuicklyHowever, developing a ‘professional’ bespoke online course takes time and resources, while the pressing need is to get something up and running fast, at least as a short term to a medium solution that will keep the training momentum going and deliver benefits to learners and organisations. The obvious solution is to use one of the existing web/video conferencing or communications platforms and make some quick adaptations to material originally designed for face to face delivery. It may not have the professional polish of the specialist bespoke offerings, but with a little work, it can be very acceptable and effective.
Article contentsThis article provides information and advice that will enable you to set up an online course relatively quickly, largely using the material developed for a face to face environment. It covers:
“The most important principle for designing lively eLearning is to see eLearning design not as information design but as designing an experience.” Cathy Moore
“Think about what your learners need to do with that information after the course is finished and design around that.” Matthew GuyanIt will be necessary to adapt your existing material, such as presentation slides, to make it online friendly if you want to avoid developing sophisticated bespoke online training materials.
According to a Microsoft study, the average person’s attention span is eight seconds, so bear this in mind!
"Where my reason, imagination and interest were not engaged, I would not, or I could not learn". Winston Churchill
|Microsoft Teams. (Includes Skype for Business)||
||Only available to Office 365 Business users, though there is a free account with some limitations Review What is Microsoft Teams?|
|Skype for Business (formerly Lync)||
||Users will eventually upgrade from Skype for Business to Teams. What is Skype for Business? Review|
|Google Hangouts Meet||
Google Hangouts Chat is the associated business messaging app in G Suite, with team messaging space, virtual rooms for each team project, threaded conversations, so your team can chat and track the progress of the discussion. It has deep integration with G Suite, so you can share content from Drive and Docs, or you can view things like photos and videos directly from the conversation. Review
|Hangouts Meet is part of the G Suite package Review What is Hangouts Meet?|
||Free plan available - host up to 50 participants, 1 GB of cloud storage, 40-minute cap on. What is Webex? Review Review|
||Zoom Free: unlimited number of meetings, capped at 40 minutes What is Zoom? Review|
|GoToMeeting GoToWebinar GoToTraining||
||GoToMeeting starts at £12.00/month. GoToMeeting does not have a free version but does offer a free trial. Review What is GoToMeeting?|
||Trial available What is Bluejeans? Review 1 Review 2|
||Free trial available Review 1 Review 2 What is AnyMeeting?|
||What is Cisco Jabber? Review 1|
An LMS is an online learning platform providing an integrated set of interactive online services that provides the teachers, learners, parents and others involved in education with information, tools and resources to support and enhance educational delivery and management - http://www.timelesslearntech.com/
When your employees pursue an activity for its own sake and not because external forces compel them, they gain motivation. They feel in charge. If your employees are given the opportunity to select a course of action based on their own opinions, they will tend to stick to their goals for a longer period of time.
Your employees are more motivated when something of value to them is at stake. If they think it’s important, they’ll work harder on it. Staying true to their beliefs makes them more invested in their job.
As your employees invest more time into an activity, they will become more competent in it. Believing that effort fosters competence can inspire your employees to work harder on their goals.
<p><strong>Please include attribution to leancompetency.org with this graphic.</strong></p> <p><a href='https://www.leancompetency.org/lcs-articles/peer-peer-learning/'><img src='https://www.leancompetency.org/wp-content/uploads/Lean-Peer-to-Peer-Learning.jpg' alt='peer to peer learning' width='1000px' border='0' /></a></p>
“For the things we have to learn before we can do them, we learn by doing them.” ― Aristotle, The Nicomachean EthicsLinking lean training to the application of knowledge in the workplace is critical if it is to be considered effective in generating an acceptable return on investment, engendering real business benefits and playing a positive role in the development of a continuous improvement culture. It is particularly important for those new to lean methods and continuous improvement in general, though should be a feature of lean oriented education at any level. Most lean practitioners realise that while training should provide a strong technical foundation and structure for competence development, more extensive learning and mastery of lean tools and techniques can only take place through ongoing application, utilising scientific thinking and the classic PDCA approach. Hence learning by doing, or experiential learning, is seen as central to lean competency development. This is a key reason why the LCS defines lean ‘competency’ as having bothknowing and practice elements.