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The onset of Covid-19 has triggered a much-needed push to delve deeper into the design and development of remote learning systems across a range of industries. For many, this is a big change, and one that had not been fully considered previously. As with home working, some reference to remote learning might have been found in an organisation’s contingency procedures, but not always with a fully developed plan. At ILS, we work in partnership with individuals and organisations to enhance their resilience, and we have taken our mission, ‘to empower those who are building a better world; placing humanity at the heart of our solutions,’ into the digital realm.A key question to address is whether digital learning is to be considered as only for the immediate / emergency short-term, or built-up in a sustainable and strategic manner. At ILS, we have chosen the latter. This post aims to share our experience and expertise in using digital learning to enhance capacity in the safest, most secure, and most sustainable manner.The volume of resources on digital learning modalities that the Internet has to offer can be overwhelming, and it can be difficult to navigate the varying terms, jargon and (often) purely academic definitions - such as the difference between remote and distance learning. You want to know how to respond to potential learners’ needs, and how to enhance capacity through means other than face-to-face learning. So, here are the key points to consider:
Be clear on what the different types of learning mean, and, on this basis, start thinking about which is best suited to your needs. From our experience the following are the most common (and potentially useful):
Essentially a self-paced form of learning, where participants interact in a largely passive manner with content through their computers, tablets or smartphones (the plurality of devices will be another aspect to consider - see below!). It allows for the dissemination of key concepts and can contribute to creating a common set of knowledge or understanding over key issues.
A facilitator-led learning process wherein participants combine moments of self-paced research, reflection and individual assignments with online collective interaction and sharing with other participants and course facilitators. It benefits from hosting a number of “live” (or synchronous -we must thank the online learning community for resurrecting this term…- sessions with facilitators) to cement knowledge and sharing. Web learning will most commonly be structured around a digital learning platform(Moodle or other) and allows for greater depth into key issues.
Through the delivery of “live” sessions, online learning allows facilitators to come as close to face-to-face delivery as possible. Broken down into different sessions combining presentations, videos, audio, group work and other options, participant-learning is actively stimulated. Online learning can be flexibly delivered through any of the growing number of web-conferencing software (Microsoft Teams,Zoom, WebEx, Jitsi, Skype, etc.)
The most low-tech of all options. Training is delivered through WhatsApp or similar, so that participants can follow from their phones on relatively low-bandwidth 3G networks. Combining the key components of Web learning, it is facilitator-led, with regular live interactions, the possibility of communicating by chat (including emojis!) or audio message, sharing videos, resources and sound files.Mobile learning offers enormous potential to enhance core competencies across an organisation at all levels.
Each of type of digital learning comes with it’s own pros and cons:
eLearning can enable us to reach a larger (practically unlimited) audience in a consistent, systematic and homogenous manner. The ability for learners to log in at their convenience removes the need for scheduling or time-zone considerations. Although development costs might be higher initially, eLearning can be very efficient once rolled-out in large numbers.Translations and updates may be regularly required, however.
Web learning is best suited for longer training experiences, where the interaction with peers and facilitators becomes an integral part of the learning process. A flexible and relatively quick system to put in place, it can also be rolled out in multiple languages with ease. Through a process of “mentoring”, web learning can enhance the development of more practical competencies. Compared to the other options, a higher level of engagement from participants, who will be called upon to carry out research and assignments offline, will be required. Which digital learning platform to use for web learning can also be quite an odyssey.
Online learning is easily customisable, interactive, and relatively inexpensive to get going.Participants must be consistently “present” and have a relatively good connection. The flexibility of live facilitation makes online learning extremely adaptable to participants’ needs and expectations. Both Online and Web learning options allow for the building of more significant relationships with facilitators, which can also permit some level of meaningful appraisals and feedback.
Mobile learning can allow us to reach staff without access to reliable IT equipment and who may be less computer literate. This type of digital learning can be quite cheap to run but will require careful planning and preparation around desired learning objectives and necessary inputs. Moving on from the specific positives and constraints of each modality, digital learning as a whole can have some drawbacks. These are discussed below, along with how to get around the potential problems.
In general, the lack of physical presence - not being able to see each other’s faces - has to be the main restrictive issue of digital learning. However, even this can be mitigated to some extent through live sessions (providing everyone puts their camera on!). Interaction is the related challenge, but remember that group interaction is possible both in live sessions (through breakaway groups) and in Web learning and Mobile Learning (through group assignments for example). This allows opportunities for sharing, peer learning, and enhanced motivation. The scope for participants to raise particular issues, questions, doubts, comments can also be catered for in all learning modalities (except for eLearning).
Ultimately, many constraints are analogous to those of face-to-face training. Crucially, much will depend on the motivation of the individual participants. Perhaps slightly more in certain digital learning modalities as the number of distractions might be greater and the capacity of a facilitator to follow individuals’ learning can be limited.
Ensuring participants’ attention is stimulated and that distractions are minimised is a key consideration. Having said this… engaging facilitators, relevant topics and a combination of facilitation styles and techniques (including different media) will enhance the learning experience. The same is true in face-to-face training but with slightly different tools, techniques and resources.
The sustainability of digital learning is undoubtedly its best asset. Travel costs, accommodation, per diems are all wiped out. The possibility of training large groups of staff across countries and time-zones becomes a real possibility, also allowing for the cost effective establishment of networks within organisations. Think also of all those members of staff who are rarely given the opportunity to receive training or capacity-building; particularly national staff and even drivers!
The following questions are worth reflecting upon when embarking on the journey towards digital learning:
Keep in mind that, ultimately, the participants’ learning experience is what it’s all about -technology is just the medium we will be moulding. Participants’ needs, expectations and overall learning will guide how we develop and design the digital learning, as it would in face-to-face training!The ILS Training Team has extensive expertise in developing standardised and bespoke safety and security training content, for both online and digital training. We have developed a suite of personal safety and security as well as risk management digital training courses in eLearning, Web learning, Online learning and Mobile learning formats. We have researched and employed a variety of different learning platforms and designed numerous high-quality audiovisual supports. We are therefore ideally placed and will be happy to support you and your organisation to find the existing or bespoke option that is best suited to your organisation and your potential learners’ needs.
Keep in mind that, ultimately, the participants’ learning experience is what it’s all about -technology is just the medium we will be moulding. Participants’ needs, expectations and overall learning will guide how we develop and design the digital learning, as it would in face-to-face training!The ILS Training Team has extensive expertise in developing standardised and bespoke safety and security training content, for both online and digital training. We have developed a suite of personal safety and security as well as risk management digital training courses in eLearning, Web learning, Online learning and Mobile learning formats. We have researched and employed a variety of different learning platforms and designed numerous high-quality audiovisual supports. We are therefore ideally placed and will be happy to support you and your organisation to find the existing or bespoke option that is best suited to your organisation and your potential learners’ needs.