The document discusses preparing staff for online learning and identifies several challenges organizations face based on survey data. It provides feedback on six questions: how to increase skills and confidence; improve access; encourage collaboration; help leaders understand online learning's benefits; prepare trainers; and overcome past negative experiences. Suggestions include guiding, empowering and involving staff; improving technology access; fostering reflection and information sharing; communicating regularly; and addressing issues proactively. The goal is to build an open culture where online learning is embraced.

1. TowardsMaturity www.towardsmaturity.org/benchmark
CLC Seminar
5th March 2015

2. REPORT THAT
LEARNERS AND
MANAGERS ARE
RELUCTANT TO
THE TRUTH ABOUT ONLINE LEARNING…
THREE
FIVE
OUT OF
ENGAGE
Should we be asking if our staff are
really ready for online learning?

3. MORE MATURE ORGANISATIONS
ARE ENGAGING STAFF

4. READINESS CHECKLIST:
6 QUESTIONS TO ASK YOURSELF
1.
2.
3.
4.
5.
6.

5. DO OUR STAFF HAVE THE SKILLS
AND CONFIDENCE TO LEARN ONLINE?
ONLY 18%
OF L&D LEADERS SAY
LEARNERS ARE CONFIDENT
TO MANAGE THEIR OWN
DEVELOPMENT
58%
OF L&D SAY
LEARNERS ARE
CONFIDENT USING
COMPUTERS

6. CAN THEY GET TO WHAT
THEY NEED EASILY?
ONLY 46%
OF L&D AGREE THEY HAVE GOOD
LINKS WITH THE IT DEPARTMENT

7. DO YOU HAVE A CULTURE
OF COLLABORATION?
ONLY 20%
L&D AGREE THEIR STAFF KNOW
HOW TO WORK TOGETHER TO
PRODUCTIVELY CONNECT AND SHARE

8. 55% L&D SAY
PAST E-LEARNING EXPERIENCES
FELL SHORT OF EXPECTATIONS
ARE THEY WEIGHED DOWN
BY POOR PAST EXPERIENCE?
30% LEARNERS
POOR CONTENT IS A BARRIER

9. DO YOUR LEADERS GET IT?
58% L&D SAY MANAGERS ARE RELUCTANT TO ENGAGE WITH ONLINE LEARNING
ONLY 26% TOP MANAGERS ARE SEEN TO USE LEARNING TECHNOLOGIES

10. ARE YOUR TRAINERS READY?
ONLY 26%
OF L&D STAFF HAVE THE SKILLS TO USE
LEARNING TECH FOR BUSINESS ADV.

11. HOW DO WE GET READY?
How can we increase
skills and confidence?
How can we
improve access?
How can we encourage a
culture of collaboration?
How do we help
our leaders get it?
How do we help our
trainers get ready?
How do we overcome
past experiences?

12. 25 MEMBERS OF THE CHARITY LEARNING CONSORTIUM
PROVIDE PRACTICAL IDEAS ON HOW TO GET READY

13. FEEDBACK
How can we increase
skills and confidence?
Are our staff aware of
how to learn online?
Do they have permission
to do this?
• Create guides to prepare people for learning online
• Work with media that are familiar to most users
(e.g. video, podcasts, how-to’s)
• Encourage learners to seek their own learning content
(e.g. via You-tube, TED talks)
• Make the most of induction training: model what good
looks like
• Reduce internet access restrictions – allow staff to work
at home (where they might also have more support)
• Consider how to help your staff get online (check out
this How-to Guide from Towards Maturity)
• Introduce online learning in a safe environment
(e.g. classroom)
• Meet them where there are: ask how they are currently
using technology to learn how to do their jobs
effectively

14. How can we encourage a
culture of collaboration?
A learning culture is
about staff actively
learning from their
experiences.
FEEDBACK
• Provide time to reflect
• Provide time for teams to get together to talk about
developments for the week
• Encourage managers to engage their teams in
reflecting on how they are doing their job differently.
• Signpost staff to resources and people who will help
them do their job better
• Go to where people are already meeting
• Model the benefits of collaboration with senior
managers
• Model the benefits of collaboration with trainers
• Recognise or reward staff who share
• Make it easy for staff to share
• Communicate clearly about the benefits of
collaboration

15. How can we
improve access?
Being able to access
learning and being clear
about what is available to
access is critical.
FEEDBACK
• Make friends with your IT department: understand
what technologies they are implementing that could
be leveraged in the learning process
• Collaborate with providers to address technical issues
around access
• Encourage providers to connect directly with IT
departments
• Be clear about signposting staff to learning
• Be proactive and increase goodwill with learners
• Provide positive motivation to engage rather
emphasise the mandated approach
• Communicate constantly
• Remove programmes that are no longer relevant
• Keep staff updated
• Make sure you implement a communications
programme with all stakeholders

16. How do we overcome
past experiences?
FEEDBACK
• Create guides to help people prepare for learning online
• Listen to learners: what are the issues? Fix them!
• Identify FAQs: to help with common problems
• Design content that is easy to follow and use
• Empower managers: help them help staff to apply
learning to ensure programmes are applied (and useful)
• Run an online learning champions group: support the
people who are supporting the learners at a local level
• Involve staff in the design stage: ensure programmes are
relevant and the right length
• Build in technologies that people are already familiar
with (e.g. video stories)
• Communicate new design features well to show that new
programmes are different
• Encourage peer to peer feedback on success stories
• Understand skills gaps and tailor learning to need, rather
than ‘sheep dipping’
• Deal with issues positively and in a timely manner

17. How do we help
our leaders get it?
Leaders are essential in
building a culture that is
open to online learning.
FEEDBACK
• Leaders are often interested but for the wrong reasons
(cost savings) – use external evidence to show the
positive impact of learning online (increased staff
engagement, productivity etc.)
• Regularly communicate positive benefits of programmes
• Use external evidence/case studies to show the need to
do things differently to stay at the forefront of the market
• Expect leaders to engage in learning, apply learning and
encourage their teams to do the same
• Involve senior managers in designing learning and
identifying what success needs to look like ‘back at work’
• Talk in terms of OUTCOMES, not learning inputs and costs
• Model good online learning practices (reflection, on the
job support, and collaboration) in learning programmes

18. How do we help our
trainers get ready?
Classroom trainers are
often the first port of call
for learners yet they are
intimidated by change
FEEDBACK
• Trainers touch the organisation in many ways: leverage
their broad knowledge and connections
• Involve trainers in the design of blended learning solutions
• Build their skills and confidence in applying technology
• Encourage trainers to incorporate online resources in the
class that can be used by staff back at work to support
performance
• Invest in the skills of trainers: their role will shift and they
need to be prepared
• Give trainers the space to build their offerings and
experiment
• Use evidence to encourage change

19. BONUS Q:
HAVE YOU ASKED THEM?
Find out more about the Towards
Maturity Learning Landscape Audit:
www.towardsmaturity.org/learner

20. www.towardsmaturity.org/learnervoice1 www.towardsmaturity.org/2014benchmark

21. How have you prepared YOUR
staff for online learning?
Add your comments!

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