- Digital learning demands
that everyone who impacts the learning solution
be on the same page.
And who's going to get them on the same page?
You.
Here's an example.
Recently, I digitized the onboarding
for a group of field-based technicians
in the solar industry.
Here was the basic plan.
When the new hire arrived at the branch on their first day,
they began a series of short e-learning modules
which oriented them to the role.
When they completed the modules,
they began a structured job shadow
with a senior technician.
The job shadow was designed around common tasks
of this role.
The senior technician gave the new hire opportunity
to demonstrate competency on those tasks in the field.
Using a smartphone,
the senior technician logged into the LMS
and marked off the tasks the new hire completed.
There's more to the program,
but I'll stop there to show you
the coordination just that much required.
I wanted the new hire taking the e-learning
pretty much when they walked in the door,
which meant I needed to know
on what day a new hire was starting.
Which group had that information?
That'd be HR,
so I had to coordinate with HR
to get the start days of the new hires.
I also had to meet with the managers of the new hires
to confirm the dates that HR gave me
and also to lay down the plan for the managers
of the new digitized onboarding.
For the structured job shadow piece
I had to sync up with the senior techs running it
to make sure they understood their role
and how to manage the checklists in the LMS.
Which is to say digital learning projects challenge you
to take a broader view of your training
and ask which groups in this company play a part
in this learning solution?
That's probably one or two more than you think
and what's the best way to communicate to each of them
so they know what they need to do?
For your digital learning project to be a success,
you've got to get everyone on the same page.
So communicate early and often.