Add Value To Leadership Training With eLearning
Leadership training is preparation for a complex transitioning process. Ideally, when a new manager or leader is being developed, they will have access to mentors. Otherwise, they can feel isolated and overwhelmed as they acquire the skills they need to successfully manage teams. That sense of isolation can be heightened if the training is all virtual, without much in-person support.
Luckily, there are methods Instructional Designers use to support successful leadership training development during custom eLearning development. Always (whether you use custom eLearning or another method), the focus should be on the learner experience. There must be a development of both competencies and capabilities in all skill-building activities. Learning content should build in the support necessary for both virtual learning and aid materials to use post-training as an on-the-job resource.
What are the methods Instructional Designers use to build custom eLearning that meets these criteria? Here is a list of the functionalities we recommend building into any custom eLearning leadership training course.
Essentials For Leadership Training Custom eLearning Courses
The list below contains recommended content for building both competency and capability in new managers and leadership.
1. Search Criteria Capability
This is less about specific content and more a means of navigation and learning. We included this functionality on the list because it’s a vital means to aid self-directed learning, allow for learning review, quick reference, and as a memory aid post-training. Make your courses and modules easy to navigate and well organized to improve the learning process and allow for use as a resource later.
2. Learners Can Choose And Customize Their Own Learning Queues
Again, this one is about functionality. Blended learning and asynchronous learning work best when learners can choose the modules they need to cover based on their role, previous on-the-job experience, need for development, and as a review to support memory. This ability to choose also increases motivation and learner buy-in, because they have the power to select the most useful learning options to meet their goals.
3. Progress Tracker
This functionality used in content allows learners to see a map of their development, know where and how far they are on their learning journey, and anticipate next steps and goals.
4. Downloadable Growth Planner
More than just an organizer, a downloadable growth planner serves as a major motivational tool. Learners can know what to expect, set goals, and record their achievements. It’s well known that reviewing personal progress can be rewarding for learners.
5. Create Personalized Resources
Learners want to know that content is meaningful for them, useful for reaching goals, and helpful in providing support resources when they need it. Content should be personalized to provide their options to learners. Ideally, there would be experienced-based customized scenarios to learn from in a decision tree, for example. This option aids learning and provides practice that builds confidence.
6. Customized Videos From Leadership
Ideally, leadership training would include mentorship and coaching. Adding videos from leadership within your organization can help to fill that gap and bridge the distance between content and lived experience. Your leadership team can speak on what to expect, give thoughts on how to overcome common challenges, share thoughts about pivotal moments in their own journey to become the leaders they are now, and simply provide words of encouragement. These are all useful to give context and provide new leaders with a sense of community and belonging.
7. Assessment Activities
Assessments are more than just an opportunity to test new skills. Assessment activities can give learners the feedback they would normally get from a coach or in-person trainer. They can help to identify areas of needed practice or additional study and also help give learners confidence that they are improving and acquiring new skills.
Conclusion
Use of custom eLearning in leadership training can allow for self-directed learning, which is beneficial for busy achievers in the workplace. However, it is best to add features that enhance your custom eLearning offering as a best practice, and especially so in the absence of additional opportunities for in-person coaching and mentorship. You can enhance your custom eLearning offering with both functionality options and specialized content designed to personalize the learning experience, make it useful and navigable, and provide self-assessment and follow-up resources.
