Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Virtual Learning Programs

Companies are finding more and more compelling reasons to go virtual for their Learning Programs

Related Books

Free with a 30 day trial from Scribd

See all
  • Be the first to comment

  • Be the first to like this

Virtual Learning Programs

  1. 1. Virtual Learning Programs Our Approach
  2. 2. We believe that in today’s constantly changing business environment, the speed and process of learning has become equally or more important than the content "Well, in our country," said Alice, still panting a little, "you'd generally get to somewhere else — if you run very fast for a long time, as we've been doing.“ "A slow sort of country!" said the Queen. "Now, here, you see, it takes all the running you can do, to keep in the same place. If you want to get somewhere else, you must run at least twice as fast as that!“* THE current business environment resembles the Red Queen’s Race – where one must keep running faster to stay at the same place THE RED QUEEN’S RACE PARADIGM * Lewis Carrol “Through the Looking-Glass, and What Alice Found There” “It’s not what you know that counts anymore. It’s what you can learn” Dan Topscott Think Talent Services Confidential 2
  3. 3. Think Talent Services Confidential 3 New generation workers are bringing with them their own mental models and values. They are also displaying dichotomies that new learning and leadership models need to deal with.
  4. 4. Why Virtual Learning Program? Faster changing business landscape and changing workforce demographics are challenging the existing organizational capability building paradigm New Drivers of Capability Building Business Landscape Faster pace of change - new products, pricing models everyday Need to accelerate learning inputs to teams Changing Learner Profile Gen Y workforce – greater comfort with technology & social media Need to ensure greater relevance, personalization and flexibility to ensure interest from younger learners Winning on the ground  In a crowded market, a prepared customer facing team is a competitive advantage Need to reach and deliver constant learning inputs to teams on-the-ground Changing Learning Behavior Changing from passively receiving info to participating – connect, share & create Need to adapt methodology to ensure more relevance, enable group learning and closer connect to the learner’s job Learning vs. Cost Taking learning to the last mile is critical but so is cost management Travel & venue cost and ops. effort hinder scaling up of learning inputs
  5. 5. Approach to Intervention design Our approach to Intervention design acknowledges that in our connected world, learning is also transforming - from passively receiving knowledge to participating – to connecting, sharing and collaborating through shared experiences. Think Talent Services Confidential 5 I do + I learn + I share I do + I learn I do Research conducted by MIT in 2008 shows that 40% of the productivity is directly explained by the amount of communication team members have with others to discover, gather & internalize information & other learning inputs. 5
  6. 6. Think Talent Services Confidential 6 Development Process: Overview More effective skills Learning Sessions Group Learning Project Structured Assessment In the context of the current discussion, we recommend a comprehensive three-pronged approach using a mix of Virtually delivered Learning Sessions, Group Learning Project supported by Project-based coaching and structured assessments - delivered over a period of 3 months 1.5 hour virtual learning session once every 2-3 weeks for 4 months covering conceptual & skill-based inputs. Design contextualized to company’s business environment Learning Projects to be completed in virtual groups on a related business issue/process with regular guidance from a Coach for deeper assimilation of learning Regular quizzes and self-assessment to provide further development inputs to participants
  7. 7. 7 How will the Program flow? Mr X, a member of the sales team, is nominated to participate in the Program. He then receives a welcome note from a senior leader mentioning the expected learning outcomes and their importance. Mr X goes through a virtual orientation session where the entire intervention design is explained and discussed and learning groups introduced to each other After the Orientation Workshop, Mr X attends a Webinar every 15- 21 days which cover practical issues related to the topic He also works with a virtual group on a business project to apply learnings from learning sessions on-the-job In between sessions, he receives regular learning material and quizzes to engage him with the learning topic Upon completion, Mr X emerges with greater knowledge and application skills This is an illustration of a typical participant’s experience of the Program from nomination to completion Think Talent Services Confidential
  8. 8. Think Talent Services Confidential How will virtual learning be facilitated? Online Platform to conduct virtual learning sessions and group meetings Proprietary platform to create Program-specific portal and manage program-specific activities like sharing content, managing group work etc. Participants can create detailed profiles on the Portal Access Learning Material shared by the facilitator Track and manage group learning activities Our technology backbone will enable the group to come together to work closely and learn effectively in a virtual manner 8
  9. 9. Think Talent Services Confidential Phase I Diagnosis Phase II Intervention Design Phase III Development/ Learning Phase Align & finalize solution design with client team Finalization of Learning Group Formal go-ahead for LAUNCH Interview with Senior Leaders to capture organization context and expectations regarding outcomes from Intervention; Participant interview to capture job environment and contexts 1 week 16 weeks How do we go about it? 16 weeks to complete the Learning Session series, Group Project including group Coaching Sessions and structured assessments 2-3 weeks Intervention Design – session plans, methodology and content customization; Set up Online Forums & Tools We work closely with the client HR and leadership team to customize Program design to the client business and participant role contexts through deep diagnosis 9
  10. 10. Think Talent Services Confidential 10 What will be required? a shift in learning mindset from events to environment from knowledge to adaptability from general to personalized from individuals to networks & Access to the internet
  11. 11. Think Talent Services Confidential Benefits of the Approach We believe this new methodology will help make the Program more relevant, effective and engaging for the Participants Engage participants effectively through shorter learning sessions and more practical learning through projects Enable participants to network to enable them to learn from each other and share their experiences Manage your L & D budget more effectively by focusing investments on learning rather than travel & venue management Enable deeper assimilation by allowing participants to learn over a longer period of time at their pace and time 11
  12. 12. Think Talent Services Confidential 12 Mumbai 1006, Atrium 2, Courtyard Marriott Compound, Andheri Kurla Road, Chakala, Andheri East, Mumbai – 400093 Phone: +91 90400 84006 Bangalore 1568, 1st Sector, Outer Ring Road, HSR Layout, Bangalore – 560102 Phone: +91 80 64006888 Hyderabad 301, 2nd Floor, Vaishno Kuteer, Puppalguda, Manikonda Hyderabad Phone: +91 90400 84006 Pune 102, Quartz, Niyati Empire, Kharadi, Pune Phone: +91 77740 09961 Our Coordinates Our Website : www.thinktalentindia.com E-mail : info@thinktalentindia.com Corporate Office Think Talent Services Private Limited 501, 5th Floor, Tower A Spaze I-Tech Park Sector 49, Sohna Road, Gurgaon – 122018 Phone: +91-124-4201824

    Be the first to comment

    Login to see the comments

Companies are finding more and more compelling reasons to go virtual for their Learning Programs

Views

Total views

404

On Slideshare

0

From embeds

0

Number of embeds

116

Actions

Downloads

0

Shares

0

Comments

0

Likes

0

×