Remote Learning as Training
Remote Learning is when learner and information source cannot meet in person. The training uses technology to connect learner to content. Information is usually transmitted electronically via email, discussion boards and video conference. Otherwise, it would be Hybrid learning or Blended learning. Remote learning can be done simultaneously or asynchronously. Also known as Distance Education, Virtual Instruction, and Remote Training.
It’s quite simple, but there are more. Remote learning can be done synchronously, asynchronously, or as part a blended learning package.
Remote learning synchronous
Synchronous learning can be described as a form of training in which all participants are simultaneously participating. It can take place online or offline. Synchronous learning is a time-dependent process. This means that it is limited to a specific time frame, such as a 2-hour time slot in a virtual classroom software. It is more like real-time learning. There will be an instructor or tutor leading the discussion.
Remote learning asynchronously
Asynchronous remote learning allows learners to access content and assess their progress at their own pace and take part in activities. This method allows trainees to access the content and take part in activities from anywhere they choose, online or offline. It is also often an instructor-free option.
Asynchronous learning can be delivered by eLearning. This means that teaching is usually done via online courses, microlearning and quizzes.
Blended learning combines elements from both the synchronous model and the asynchronous model to create a customised solution. Blended learning is flexible and can be used when an Asynchronous solution is needed. However, some instructor contact or group contact are required.
Remote learning is a great way to empower your team and make them more productive. This video will show you how to offer online training within your company.
How to create a successful remote learning program for training
1. Blended learning is possible
Remote learning lacks interaction. Face-to-face training sessions are facilitated by other instructors and employees. It’s a group activity. Blended learning is a way to overcome this disconnect. It combines traditional training methods with online, modern techniques. Online webinars can replace or adapt face-to-face learning. Your business can reach remote learners while still providing an interactive learning experience.
2. Consider accessibility
As a trainer, you lose some control when learners are away from the office. For example, your employee’s preferred device for training. Their preferred method of training may be via their mobile depending on where they are located. This is why it’s important to keep this in mind when you create your remote learning strategy.
- Two aspects of mobile-friendly learning are important to consider. The first is the learning management system used by your company. When you invest in a solution make sure it is responsive. An LMS that can be used on mobile devices or tablets or its own iOS app is ideal.
- Your content must be mobile-friendly. You can either design it using an authoring tool or keep your courses concise and easy to understand. This makes training more user-friendly and accessible.
3. Engage learners
Training remotely can lead to this problem. The instructor may not be there to support the learner in person, so it is often up to them to decide when and where to train. Notifications are one of the best ways to encourage remote learning. These notifications are easy to set up. When a learner enrolls in a course they receive an email notification that says “Hey, It’s Time to Train.” You can also send reminder emails to remind them of upcoming due dates and encourage them to complete their courses.
4. Flip your classroom remotely
Although a flipped classroom may not be something you immediately think of when talking about remote learning, it is a powerful concept that can be applied to remote training sessions. Flipping the classroom is a method that allows trainees to explore new course content outside of class.
5. Offer consistent training schedules
Your learners will be more likely to prioritise training and schedule it accordingly if they are given a clear and consistent schedule. Remote learning is particularly important because scheduling can also require ensuring a suitable environment and an Internet connection.
6. Establish a relationship with remote trainees
It doesn’t matter if your trainees don’t live with you. However, it does not diminish the importance of getting to know them.
- Pre-plan your course requirements: Make sure that all learners are ready for the training you will be providing.
- Notifications: Send reminders, invitations and emails to remind participants and help them remember the training.
- Get to know your audience. This will help you spark discussion. Introduce yourself to the class. You might consider setting up a board or social learning page where trainees can interact prior to the course begins.
7. Use presentation best practices
You can use a variety of tools. PowerPoint is the most popular tool for delivering presentations. However, you don’t have to show just one slide with text. Consider using knowledge checks during breaks. For example: push out a quiz or poll using your remote training platform.
8. Microlearning is the foundation
You can take a cue from the microlearning guidebook and send learners a drip feed containing short content, such as infographics, videos or articles, that is relevant to them. You should not send anything that feels like homework and it shouldn’t take too much time. Ideally, each item should be less than two minutes long.
No matter what type of content you send, make sure to focus on the big picture and learn principles. Also, be clear that the content will serve as the foundation for the training. To encourage participation, you can add an option to reply or give feedback at the end each snippet.
9. Remote training is possible
Make sure you are aware of your trainees’ technology needs. Before any session begins, make sure they have all the necessary equipment. Include a list in your earliest communications to ensure that there is time to plan for workarounds.
10. Post-training is important!
Pre-training is just as important as post-training. This provides remote employees the ability to learn on their own terms. Sometimes remote training can be rushed and not prioritised.
Employees should be provided with useful resources after training. You should send materials that reflect the success of implementing the concepts you have just learned. Consider using screen sharing and recording during the session to create an archive with training videos that can be made available to future trainees or those who cannot attend.
Your trainees will expect you to know the basics of remote learning and any technology you use. Do at least one dry run to get familiar with the commands and shortcuts. Also, confirm that you know how to control the volume and post questions. It’s possible that you will not be able to see problems such as network or technology incompatibility issues again.