The little things that make a big difference - a perspective of training online.
The training space continues to be a challenging one. We have been fortunate enough to pick up new clients during the pandemic but have been forced to shift much more to online support and away from the comfort of face-to-face delivery.
Don’t get me wrong – we have been using a blended approach (one that uses both traditional methods and technology to develop skills) for many years. Once the relationship has been established with the participants, the coaching that underpins our training can work very well when delivered remotely. It allows each person to reflect on the new concepts introduced during training and to explore how they might apply them to best effect in their personal circumstances.
However, when trying to instil a sense of unity or develop leadership qualities in management teams – I am much more comfortable in a training room. I enjoy the energy that is created in a group session and am better able to read those all-important non-verbal clues as to how the material is landing.
We recently started another programme developing a team of managers and have been forced into an a purely online space due to a second lockdown followed by Tier 3 restrictions. So, I thought I would share a few tips that I have picked up during the last few weeks:
Always start with the basics
It is easy to assume, as the majority of organisations have transitioned to remote working, that your learners will be comfortable using digital platforms such as Teams and Zoom. Unfortunately, many people have been expected to make the switch without formal training and are unaware of platform features such as Chat, raising hands, sharing screens, etc. Always allow time at the beginning of a session to ensure that everyone understands how the platform works and are familiar with all of the features that you will be using.
As with technical proficiency, the standard of online meeting etiquette varies. Many people do not consider their backgrounds or have consistent ways of engaging in discussions. Make sure you remind people not to talk over each other and agree a way of signalling when they have something to say. Asking questions in chat can work, but even that can be dauting for some people – I prefer to just have people raise their hands. Nice and visual.
Whilst this is written with training in mind, it would not be a bad idea to apply the same approach to online meetings.
Help people to manage their attention
When face-to-face training, it is not unusual to be in the training room for at least four hours, often for most of the day. The session may be planned around activities that are structured to maintain engagement and illicit learning, often building to deliver a pay-off or light bulb moment. We use breaks and energisers. We can control the environment.
But when we are online, time is against us. The focus is on a screen, and more effort is needed to concentrate. Eye strain is more of an issue and, without the opportunities to get people out of their chairs, discomfort from sitting and holding posture starts to interfere with focus. We do not have control of the environment, and so other distracting factors come into play.
So online training needs to be limited to an hour – two at the most. And to help maintain attention, I have found that breaking the session in distinct slices of time works well. For example, 15 minutes of me describing how to manage tasks followed by a 1-minute screen break; 15 minutes working in groups to consider their own tasks followed by a 3-minute break; 15 minutes together discussing insights and reflecting followed by a 1-minute screen break; and the last ten minutes are for summarising key points and wrap up.
During the breaks, I ask participants to switch off their cameras, giving them an opportunity to stand, move away and rest their eyes.
Keep it focused
My first online session did not go that well. It wasn’t a technology issue; it was my approach. I am used to planning sessions that deliver multiple concepts and tools, happy going off-plan when the group wants to explore a particular topic in more detail or discuss a related issue. That did not work online. As we segued into a related topic, I assumed that everyone knew what was happening, but it left some feeling confused and then frustrated.
Now when delivering training online, I stick to the plan. Stay on topic and only seek to deliver one new piece of content per 1-hour session. Tackle more complex subject matter by breaking it down and covering it over several sessions – summarising content covered previously each time to reinforce key learning points. This works well when the topic can also be explored independently via our Learning Zone (or a learning Management System) so that participants can engage with supporting content between sessions.
I am still looking forward to getting back into a real training room, but having picked up these tips, I am far more confident delivering in an online space. Please share your own tips and ideas for online training with me here.
Thanks for the tips Mark (hope all is well!). I have found that on-line learning & development works better for certain types of intervention. For example, my 'Leadership and Resilience Skills Gym' products, which involve a series of short practical exercises, are more successful on-line, mostly because the delegates can do the exercises in the security of their own home, without others peering judgementally at them!
A truthful and fab read, thank you Mark. I prefer the face to face world of training because, in my opinion, virtual training with cameras turned off, lacks the true warmth of magic you can generate via time spent gaining respect, banter and rapport. The time restrictions of virtual delivery removes the gift of relationship building, the best trainers I have had, have taken the time to build genuine rapport with the group through the means of meaningful ice breakers. The group also connects on a deeper level with F2F training. However, I respect and understand the need for the virtual world of development, I just think it's important to deviate away from a script and be a human being. Crack a joke, be vulnerable, find a way to bond with the group, make it memorable. Every session has to have a mandatory tea, coffee or soft drink requirement in the joining instructions. The first intro from the session leader should be a cheers to a new learning experience 😊
I really like the idea of short screen breaks to rest the eyes. I'm all about low tech activities at the moment - show and tell where people bring and show objects on screen e.g. an object linked to your leadership style etc. (thought something like this might be good for our coaching workshop Paul Dobson :) ), drawing and showing pictures, and lots of short starter activities to get people in the zoom room. Basically things that stop people feeling like they are watching the telly and doing some active engagement/bit of onscreen movement. Would love to know what everyone else is up to Bev Morris Kristina Priseker Julie Sinclair Beryl Pettitt