Posts Tagged live virtual training
REMOVING THE BARRIERS TO EFFECTIVE LIVE VIRTUAL TRAINING
Joint Webcast with Adobe
Thursday, March 7, 2013
10:00-11:00 a.m. PT / 1:00-2:00pm ET
Unfortunately, but for good reason, individuals often associate live virtual training with technological complexity and less than compelling content. This need not be the case – in fact live virtual can provide not only an effective learning experience but can provide many other benefits to the user.
In this new world of learning, training is only one click away and does not require hours of travel and time away from the office. Among the additional benefits, over the traditional physical classroom, for these learners has been:
- To reduce the amount of time dedicated to formal training by at least 40%
- To move from having to be away for several days to integrating the training with your actual job in a series of short and focused live virtual classroom sessions
- The ability to easily and continually network with peers
To provide this level of experience to your users it does take more than simply presenting PowerPoint over the web. We have to remove the barriers to effective live virtual training and provide the learner with an easy to use interface, compelling content and active engagement.
In the webinar, Martyn Lewis, Principal and Founder of 3GS and virtual learning thought leader, will share:
- Bold new strategies for delivering the live virtual classroom
- Delivery approaches gleaned from broadcast media
- The integration of video, dialogue, and teamwork
- How an ongoing learning community can augment the live virtual classroom
WORKSHOP OFFER: 3 STEPS TO EFFECTIVE CONTINUOUS LEARNING: CREATING THE ENABLING ARCHITECTURE
We are excited to offer webinar participants a chance to win a free, 1 day, onsite workshop valued at over $8,000. The 3 Steps workshop is for L&D professionals and offers a facilitated approach that examines of number of aspects of a learning program that results in the design of a blended and continuous learning architecture. This approach can be applied across multiple learning requirements and functional areas.
On May 15, 2012, Martyn Lewis, principal and founder of 3GS and a recognized pioneer in live virtual training, will follow up his May 7 presentation at the ASTD 2012 International Conference & Exposition with a live webcast exploring a case study on live virtual sales training at Oracle. The webcast will be open to the public.
Transformational Training: A Case Study on Non-Traditional and Blended Learning Approaches at Oracle
Tuesday, May 15, 2012
10:00-11:00 a.m. PT / 1:00-2:00 p.m. ET
In this live webcast, Martyn will discuss how 3GS developed and delivered a live virtual sales training program that enabled a vice president of sales at Oracle to transform his sales management team in a short period of time while keeping staff in the field and completely eliminating travel-related costs.
In this webcast, participants will learn more about:
- Specific training strategies and technologies, as well as a highly innovative model for creating live virtual classrooms
- Maximizing the engagement and significantly increasing the ROI of training programs
- Strategies for handling obstacles to creating effective live virtual learning experiences
Be sure to register today for the webcast!
Having just returned from presenting at the Training 2012 Conference, it’s a good time to reflect on the emerging trends for the year, using this major event as a litmus test for the industry. Hours spent walking the expo floor, talking to numerous delegates, listening to the keynotes and participating in many break out sessions, I’m left with the impression that our world has changed in the last year or two. My own observations would lead me to believe that we have shifted from being caught up in many futuristic technologies to the more pragmatic development and delivery of effective training.
Here’s my top 3 “What’s In and What’s Out” list.
#1 A Results Orientation
This top trend was not just apparent in the conversations regarding measurement and business impact, but there was also a prevailing theme of the importance of how we deliver training. There was a much stronger emphasis on the training method as being vital to achieving the desired impact upon the learner and the organization.
#2 Blended Learning
There is a continual and understandable focus on delivering training, or better still enabling training, in multiple and different ways. I was at the conference to deliver a session on best practices for live virtual training as part of the very extensive and well-attended conference stream on the live virtual classroom. Although I haven’t counted, I would estimate that at least 30% of all the breakout sessions focused on what we could call a non-traditional way of delivering training. There is clearly a plethora of ways to enable training other than putting people into a physical classroom and yet there is some sort of notable fear of change that leads people to cling to the tradition of the physical classroom setting where learners are held hostage for several days while information is fire-hosed at them. Seriously, is that the best we can do? Wake up and look around you, that isn’t the way we work, play or learn anymore! Let’s step up as learning leaders and focus on the new methods that translate into more effective ways in which to develop and deliver training experiences.
#3 Sales Training
It has been a few years since I saw the emphasis on training sales teams that there was at this event. A number of the breakout sessions were focused purely on training sales people. Connecting this observation with my #1 above, I also saw that just about every session or conversation on sales training revolved around how to deliver sales training that directly impacts sales results.
The focus we saw just a few years ago that would have led us to believe that the future of training would see us all immersed in virtual reality and learning through the use of an avatar has all but disappeared. Not to say I didn’t see some very effective ways in which to learn using the online word and simulation, but the total simulated “second life” style of learning seems to have lost its gloss. Perhaps this is a direct result of the undeniable trend of cost cutting. To create effective immersive virtual reality is anything but cheap.
#2 Technology for Technology’s Sake
No doubt many participants had iPads and various tablets with them, and many of the exhibitors may have been using these devices too, but the focus we saw a year ago on mobility and technology seems to have diminished. Once again, I would suggest that this is the result of tightening budgets and a focus on what we can do today to impact results. It is no longer about the technology itself–it’s about how we enable effective learning.
#3 Motivation Masquerading as Learning
For far too many years we have seen what I would call motivational events, games or speakers being used in the training landscape. While there is nothing wrong with a good motivational event to “pump up” the crowd, these can’t be mistaken for training that delivers new learning. Perhaps as a result of my #1 observation of What’s In, I see the focus moving away from motivation masquerading as learning. Don’t get me wrong, I love the motivational speaker at an event as much as anyone else, but as was noted at several times throughout the conference, enabling effective learning and delivering results does not come down to a motivational event.
As ever, I enjoyed the ability to mix and mingle with so many leaders in the world of training, and perhaps pick up on a few of the trends that will drive us and the industry during the course of 2012.
It’s easy to get lost these days in all of the choices that exist around learning options and technology. This can be especially true at a conference like the one we just attended, ASTD’s Techknowledge 2012, where the choices were abundant and almost overwhelming. Mobile learning, just-in-time, social media, blogging and micro blogging just to name a few. Furthermore, as learning and development professionals we have to ensure that we are embracing the different learning styles and expectations of the new workforce. It is clear we can’t stand still or continue to do things the way we have always done them.
Today’s learning leaders are increasingly tasked to find new, better and less expensive ways to train and to accommodate the growing number of new, mobile and remote workforce learners. Given our experiences with customers around the globe, we have seen that for many organizations the move to virtual has been overwhelmingly driven by the obvious cost and time savings of this modality. At the same time virtual training is often viewed as inferior or not being able to offer the type of results associated with more traditional training approaches. This is not because web-based training is an inferior training modality; it is because it has not been widely-used in an effective and compelling manner. As leaders responsible for the results of their training initiatives, is this the ROI that we are willing to live with OR is there a better way?
Top concerns that emerged during the recent were:
- What does it take to deliver a virtual classroom experience so that it is more than a traditional webinar?
- How can we create engagement in virtual classroom experiences?
- How to create a blended experience and leverage assets that companies have already invested in?
- Change management: what is needed in terms of an overall program to gain adoption, apply learning and change behavior?
To gain the true impact of any training program the answer to a strong ROI lies in the overall organizational learning strategy and in the architectural footprint of the learning environment and NOT in tactical implementation, training technology or clever instructional design. Of course, these elements do matter but they are secondary to strategy and architectural design. The strategy must consider the business impact that is required and then map the change management, skills, and behavior requirements necessary to enable the organization to deliver those results. The architectural design must then accommodate who needs training and the most effective modes in which to deliver, or enable, the requisite learning to occur.
So where does live virtual training fit in? With the learning strategy and architecture serving as the foundation, learning and development leaders can ensure that the most effective modalities are employed to support the organizational learning needs by providing the right training to the right people at the right time. With an emphasis on supporting the workforce in the way in which we now live and work, live virtual is worth a strong hard look for how this modality can truly transform the modern-day learning experience.
Come join us at Training 2012 and hear more about a Best-In-Practice Design to Live Virtual Training. Find out more about the event on our website.
The Art and Science of Virtual Training
In a world where attention rarely extends to more than 30 seconds, where multitasking has become a survival skill, and where the plethora of distractions compete for personal attention, it’s a challenge to engage the minds of distant participants in an online training program. Many think this is an impossible task because of the nature of the Internet: people can easily wander away from a training session to surf the web, chat with friends, or conduct email.
Against this backdrop, however, there is one communication medium that has succeeded in capturing our hearts and minds for more than half a century: television. We are “glued” to our televisions as we sit and watch sit-coms, reality shows, movies, or even cooking shows, with limited, if any interaction. But behind each program are teams of highly skilled writers, editors, animators, videographers, sound engineers, graphic artists, editors, presenters, directors, hosts, and producers. These kinds of professionals have been focusing their skills on how to communicate and engage with a remote audience for over 100 years! You could even say that they have raised their skills to a high art form; it is our goal to do the same for training.
To achieve this goal, 3g Selling brought together a team of over 40 experts from the broadcast media, and then invested in months of research and testing. We engineered a totally new model for the design, development and delivery of live virtual learning experiences that merges a variety of talent from diverse fields – including television newscasters and radio talk show hosts, web producers, and award-winning graphic artists.
During the past year, we’ve used this model to conduct over 600 live virtual training programs for our clients in a variety of topics. From this experience, we have drawn upon the science and the art of our team of 40 experts in these fields:
- Program architects to determine learning objectives and to design the most creative and expedient delivery methods
- Writers and editors to shape communication
- Graphic artists to develop meaningful and relevant supporting materials
- Producers who can manage the technology and keep the program flawlessly flowing
- Subject matter experts to bring the knowledge required for the training programs
- Video and audio experts to develop supporting audio and video materials
- Broadcast media hosts who are comfortable with managing a live spontaneous flow of conversation but also with meeting time lines and hitting on major objectives
- Communication experts to train, support, and coach the delivery teams
3g Selling Expands Virtual Training Program Offerings to Business Management, Marketing and Communication
New Modular Approach Allows Clients To Create Custom, Live Virtual Training Programs
3g Selling, pioneer in live virtual training solutions, continues to move leading business training programs from the traditional classroom, where they have been primarily offered, into the virtual world. By incorporating the same highly engaging and effective techniques, such as integrating on-the-job application with learning, 3g Selling further extends its offerings to courses in business management and leadership, marketing, and communications. In addition, most of the new training programs will include Learning Elements™, which can stand alone or be combined to create a custom course to meet the client’s specific needs.
3g Selling founding partner Beverly Lock explains the reason for this expansion: “Our clients found our approach to live virtual training so effective, they asked if we could extend our offerings to topic areas other than sales training. Over the past several years, we have designed and delivered programs in business management and leadership, marketing, and communications so we were able to take this proven content and design it into our unique live virtual format.”
“These programs also incorporate a variety of Learning Elements, which our clients can use as custom program building blocks to save themselves the time and money of creating a program from scratch,” Lock adds.
These new live virtual training programs include training in topics ranging from performance coaching to designing, managing, and measuring effective marketing campaigns. For a list of offerings, visit our new website and explore the new 3g Selling training programs.
Employing its unique approach to the design, development and delivery of live virtual training, 3g Selling helps clients not only save time and money but also achieve better training results than with more traditional classroom training methods.
This week, 3g Selling principal and founder Martyn Lewis guest authored a short article on the Training magazine blog: “7 Signs Your Live Virtual Training Didn’t Take—and Solutions to Try.”
In the article, Martyn offers some tongue-in-cheek signs your live virtual training isn’t as effective as it should be, followed by more serious strategies learning and development leaders should be employing to maximize the ROI of virtual training.