Interviews
Agility: the key to develop successful e-learning processes

Recommendations to help organizations to take advantage of online learning technologies potential in the workplace. Major trends in blended learning, rapid e-learning, learning architecture, informal learning and collaborative online learning. What should be considered in a hiring process of e-learning services?

Interview with Clive Shepherd - Learning Technologist and Director at Onlignment Ltd

 

(@americalearning) For the past 30 years Clive Shepherd’s primary area of expertise has been technology-assisted learning and communications, but from three very different perspectives:

(1) as a manager within a large corporation and as such principally a buyer of e-learning services;

(2) as co-founder of an e-learning development company and an active practitioner in all aspects of design and development; and

(3) as a consultant looking to share my expertise with organisations interested in using learning technologies and with managers and learning practitioners looking to develop their own knowledge and skills in this area.

 

Clive Shepherd has worked in just about all aspects of workplace learning, but his current specialities are blended learning, rapid e-learning, effective business communications, learning architecture, informal learning and collaborative online learning. He also specialise in workshops and courses for learning and development professionals looking to develop their understanding of the opportunities afforded by technology.

 

What should be considered in a hiring process of e-learning services?

Clive Shepherd: I suppose this depends on the type of services you are looking for. I’ll be honest, if it is tools you are after (authoring, web conferencing, learning management),

I would look only at the most popular tools out there and select the one that best allows you to achieve your vision.

The reason for going for the most popular tools is simple - if you go for a niche tool it might just not be around long enough.

When it comes to content development, I’d look mainly at

(1) their portfolio of work, particularly with other organisations like yours, and

(2) whether you can work with them as people.

 

What are the keys to develop successful e-learning processes?

At the moment the key is agility. Things change so fast that you want to be able to get things done quickly, without unnecessary bureaucracy. Look to get a ‘good enough’ solution in place quickly, then continuously refine it.

 

Which are the learning technologies that you would recommend to implement on a training project?

As you can imagine, there is no simple answer to this. It all depends on the underlying need, the objectives, the audience characteristics and the constraints you are working under. There are so many exciting technologies, including scenarios, tutorials, games, quizzes, sims, virtual classrooms and all sorts of social media.

 

What recommendations can you give to managers and learning professionals who are looking to develop their own knowledge and skills in the area of learning technologies?

My recommendation would be to take this as a serious objective for the future, because there is no learning professional who will not be affected by technology. You will not learn everything you need to know in a couple of days so join groups, subscribe to blogs, do some reading, watch videos, go to conferences.

 

What are the major trends that are being experienced in the following areas: blended learning, rapid e-learning, learning architecture, informal learning and collaborative online learning?

A huge question, so where to start?

  • Blended learning is accepted as the way forward by most organisations, although the blends in most cases are still rather formal and restricted. I’m just completing a new book called More Than Blended Learning, which will provide some ideas.
  • Rapid e-learning has rather died as a buzzword, but I think everyone agrees that we need a Plan B - something quicker and more flexible that we can use when we do not have time or budget for the ‘Hollywood’ approach.
  • Learning architecture is still an unfamiliar term for most of us, but this is a role that is increasingly needed for those looking to support a population of learners over the long term. That’s why I wrote The New Learning Architect.
  • Informal learning forms a major part of most learning architectures, but receives scant attention. This is changing.
  • Collaborative online learning is not ideal for everyone or all subjects, but there are situations in which collaboration is important to the learning process. Just because you are online does not mean the need is not there.

 

What are the keys to help organizations to take advantage of the online learning technologies potential in the workplace?

First of all organisations need to realise that technology is just a tool to support your learning strategy - it does not constitute the strategy. The key is to use technology appropriately, where it adds value - normally in terms of speed, cost, flexibility and scalability. But don’t underestimate the size of the potential.

 

How can an organization design an effective learning strategy?

This is too big a topic for a quick answer - perhaps buy The New Learning Architect and follow the approach suggested in there?

 

Could you comment some outstanding e-learning projects developed by Onlignment?

Onlignment is not primarily a developer, although we do a little of this. Primarily we work on organisational learning strategy, on design of blended solutions, and on capability building for learning professionals. We’re consultants with a passion for learning.

 

September 2014