Custom Training Insights Blog

Mapping Your Post-Pandemic Learning Needs

Post-Pandemic Learning Needs


As the world slowly turns to plan what life looks like post-pandemic, as should your assessment of your organization’s learning needs. Here are seven steps to consider as you map out what your post-pandemic learning needs may be.  


Assess Your Audience

Consider if your team is: Frustrated and anxious? Overworked and exhausted? Eager and excited? Perhaps they are stressed or distracted from the pandemic? Training programs should meet your team where they are, not where you want them to be.


Assess Their Work Environment

Think through where and how your team is working. Are they new to working from home or in the office less than they used to be? How comfortable are they in using technology, including web-based tools and mobile devices?


Determine What is Needed Now

What are your short-term priorities? Find out what your team needs to know to be successful now that business priorities or policies may have changed. Then, think through the fastest and most effective way to communicate this.


Look Back

What were your learning goals and projects before the pandemic? Many training needs likely still exist, but their priority may need to shift.


Explore Engagement Opportunities

The post-pandemic world is new for everyone. Learning experiences that may have resonated with your audience previously, may not anymore. Consider using fresh training approaches, such as animated video, virtual scenarios, or infographics, or alternate delivery methods, like mobile, to create memorable learning experiences. 


Analyze Budgets and Timelines

Funding for training programs may be tight or be pushed into the next fiscal year. Timelines for critical training programs may be urgent, while others are taking a back-seat. Understand the constraints to work within.  


Implement Your New Learning Plan

Whether training is to address a knowledge gap or application gap, use of unique instructional techniques, innovative visual design, and use of modern technology will help guide team members to the desired action or behavior change. Kickoff your next training project and adjust your learning plan as business, and team member, needs evolve.


Navigation Guidance

Consider connecting with an experienced learning consultant who can serve as a trusted learning advisor. They will be able to guide you through mapping out your learning needs and discuss how to ensure your training programs drive business impact.

By |2020-05-18T15:09:55-04:00May 18th, 2020|Uncategorized|

Free Custom Learning Recommendation

Need training but don’t know where to start? Answer three questions and receive a FREE custom learning recommendation within 24 hours. 

Organizations of all kinds use training to shape their employees and the way their business runs. The problem is that a lot of training programs feel dull or dated. Even worse, they often are not customized to the unique needs of your business. The training industry is wide-spread, and it can be difficult to know where to start. To help, we are offering a free, custom learning recommendation.

After reviewing your responses to three brief questions, our expert learning consultants will review your business goals and your audience to propose suggested training elements to help drive business results. 

In your complimentary, custom learning recommendation, we’ll propose training elements such as custom eLearning, blended or instructor-led training, learning strategy and consulting, performance support materials, practice simulations, or immersive reality training.

A variety of training techniques can be used to help your audience connect the information being provided to a specific action or behavior. Your custom learning recommendation will also provide learning enhancements for your consideration that may guide your team to make the right decisions in every situation. Potential learning enhancements may include real-world scenarios, microlearning, gamification, and much more.

As a bonus, we’ll target an initial timeline to work towards in order to effectively manage your training project within the timeframe your business needs it.

In less than five minutes, you can be on your way to a custom learning program that will help drive business results. Get started now.

This no-charge, custom learning recommendation is courtesy of LHT Learning.

By |2020-05-26T11:48:45-04:00May 6th, 2020|Uncategorized|

Don’t Eat on a Conference Call and Other Remote Work Best Practices

Think your coworkers don’t hear the seemingly subtle crunch of your afternoon snack? Or, perhaps they don’t notice in the webcam that the shirt you have on is the same one you slept in? Here’s a secret: they do notice, and it’s impacting how they perceive your work.

While our team at LHT has always worked remotely, many teams are new to remote work and could benefit from a few best practices.

Don’t eat on a conference call. Don’t prepare food, grab a quick bite, or clean up food during a meeting. Your colleagues will always hear it and will immediately be distracted from the discussion.

Look presentable. Just like great eLearning creates content connection when physical presence isn’t desired or possible, webcams create a personal and professional connection. Plan for webcams to be turned on during a meeting and look as if you were ready to have this conversation in person.

Stay focused on the meeting topic. Whether you are discussing your next sales training program or how to create a culture of compliance, stay on topic. It shows respect to all team members when you make the best use of your collective time together.

Be an expert with the mute button. Life happens. Kids shout, dogs bark, and laundry machines rumble. Be ready to promptly click the mute button, especially when you are not actively speaking or can anticipate background noise. If noises do happen, be kind and always give someone the benefit of the doubt.

Using these best practices, along with a few virtual work tools, remote work is an efficient way to connect and create.

By |2020-04-27T20:14:44-04:00April 27th, 2020|Uncategorized|

Drive-Thru eLearning

Just like fast food, employees should be able to access eLearning when they need it and be able to use it—right away.

Roadblocks to eLearning Access
Access to training has historically been a challenge for many employees. Roadblocks are created from the get-go: finding the link to the company learning management system (LMS), remembering the login information, and knowing where to click to open the training. These roadblocks to eLearning access breed frustration and create hostility towards the training content long before the employee ever sees the training title screen.

Think Outside the LMS Box
To remove these roadblocks, eLearning and other training tools—such as learning videos, interactive guides, and training web portals—can often be made available outside of a learning management system. Focus on providing training content when the employee is going to use it and in a way that takes a minimal number of clicks to access.

Use on-screen web analytics to have interactive training guides presented at the exact time the employee is about to perform an activity. The employee can refresh their memory of a procedure and then perform that procedure right away.

Schedule emails to be sent with one-click links to eLearning courses one hour before a key employee meeting. They are more likely to open it because of its relevancy and will arrive at the meeting prepared.

Place mobile devices in primary physical locations with a training video ready to play with one click. Curiosity encourages them to click play; relevancy encourages them to act.

Training Analytics
The ultimate goal of most training programs is to change behavior, but this often must be accompanied by some level of analytics—the volume or value—to quantify the impact. Tools such as xAPI or Google Analytics can be used to assess training traffic or usage. Virtual certificates can prove training completion.

Or, be bold and remove the “requirement” to track the volume of training altogether. Make your training content so valuable that employees need or want it—just like their French fries. Behavior measurement assessments—to the employee or their managers—can be used to determine true training applications.

What if the LMS is Truly Required?
In some situations, providing training outside of a learning management system is truly not possible due to government or company requirements. If this is the case, focus your attention on driving employees to your training with ease. Use visual cues and simple language to guide employees every step of the way as they access the LMS and the training.

Consider how consumers are pleasurably guided to and through drive-thru situations and how you can mimic that approach to completing your training.

By |2020-04-27T19:52:18-04:00April 27th, 2020|Uncategorized|