Moving great face-to-face learning to the virtual classroom includes a multi-step process. The first step involves making an effort to understand the value of the learning environment. Next, facilitators and instructional designers have to adapt their approach to maximize engagement and effectiveness.

Underlying these positive attitudes, dazzling designs, and enthralling facilitation approaches lies an important question that requires an answer: who are our key players?

Those leading and managing the change to live online learning have to get to the bottom of this question, as well as the consequences of the resulting answer. Think about three main categories: Learners, Facilitators, and Designers.

We all know that organizations have had to quickly move face-to-face training to the virtual classroom. This seismic shift extends beyond instructional design, learner logistics, and technical considerations. It impacts facilitators, too.

Chances are you didn’t dream of being a virtual facilitator, but here you are quite by accident. You might’ve recently graduated and landed a sales position that is now training. Or you’re a traditional trainer and now you’re working online. You probably didn’t think “Wow! I can’t wait to work on the computer and not have learners in front of me.”

But here you are in this position and you find yourself in this unexpected training situation and you’re like, “What’s next?”

Picture this: your boss comes to you and says, “Hey! You know that training program you facilitate in the classroom next week? Guess what?! I need you to teach it live online.” You likely react with panic and surprise. Thoughts run through your head, like:

• You’re kidding, right?
• Will people be bored?
• What platform will we use?
• How do I get organized?

You may have heard the news that the InSync Training team will spend all of 2020 celebrating an important organizational milestone: 20 years of driving digital engagement in the virtual classroom.

Innovation and thought leadership from founder Jennifer Hofmann laid the foundation for the success of the business, but she argues our longevity reflects a team effort. Over the last two decades, our team has grown to over 80 practitioners, modeling learning best practices from their home offices all across the globe. 

And as we look forward to continuing to design, deliver, and manage impactful training programs long into the future, we asked the InSync team to look back. What have they learned about learning during their careers? What do they wish organizations and learners knew about blended virtual training? What story sticks out to them as particularly memorable? 

In 2020, we’ll be sharing the lessons we’ve learned about the virtual classroom over the last twenty years, and we’ll link back to our more detailed content around these topics, in case you want to learn more! 

When organizations started to adopt the virtual classroom in the 1990s, the focus was on the technology-driven benefits it could provide - Reduction in travel cost, less disruption to learner schedules, and the ability to share subject matter expertise in a much more immediate and relevant way.

We could train everyone, when they needed it, and save money at the same time.

On January 3, 2000, I created a company named InSync Training. To answer a commonly asked question, the name WASN’T a play on the name of a popular boy band of the time - back then, virtual classrooms were called ‘synchronous classrooms,’ so I felt the name would be compelling. 

At that time, the U.S. economy was coming out of the Dotcom era, and organizations were investing heavily in web-based technologies in all aspects of their operations (including learning and development) without any real understanding of what all this new tech would do for them. It was just assumed that the virtual classroom was the right choice for all modern training. I entered the marketplace with the vision of providing foundational, proven practices for training professionals to use and maximize virtual live instructional technologies in delivering training programs.

Virtually There session recap

At some point in your career, you will have to give a presentation or run a meeting.

If you work in the Learning & Development space, there’s a good chance you will have to facilitate training content.

Regardless of whether you assume a role frequently requiring live delivery or one that very rarely demands public speaking, you should know how to capture people’s attention.

A few weeks ago, I responded to a number of fundamental questions about virtual learning. And in the process of reviewing the inquiries my team frequently receives when working with modern learners, new clients, and in established programs, I realized that much confusion remains around this learning environment.

Like the answers I recently provided to three common blended training questions, these answers also focus on practitioner core competencies and technology basics.

Recently, we explored the theory behind how facilitators can quantify and qualify learner engagement in the virtual classroom. A theoretical foundation provides a jumping off point for practical application.

Our team relies on a number of tried-and-true facilitation methods to connect with live online learners more deeply and more meaningfully. For virtual facilitators, effectively “reading their audience” ensures learning actually happens.

These three techniques allow you, the facilitator, to move beyond basic presentation skills and towards more effective instruction that encourages learners to synthesize ideas and apply what they’ve learned in the protective classroom environment.

Good modern learning facilitators possess virtual classroom literacy, are technically savvy, and practice good time management skills.

All three of these characteristics contribute to a solid foundational skillset.

But taking your competencies from good to great involves an advanced approach to learner engagement, platform management, and content delivery.