Why Make the Change from Training to Learning Campaigns?

Posted by Katelind Hays on May 28, 2019 12:25:01 PM
Katelind Hays

20896874_sLearning is a process.

As workplaces rapidly evolve to adapt to changing market dynamics, skill building must change too. Trainers work to support technical and soft-skill improvement within the same program.

How can we balance both? By using learning campaigns.

Campaign Basics

Traditional training usually includes:

  • Pre-work
  • A live event (either face-to-face or in the virtual classroom)
  • Homework

This model may not thoroughly engage learners, but they understand the flow. It mirrors how they learned in school. Usually, learners skip the pre-work, attend the live session, and may or may not complete the homework depending on if they have to complete it in order to fulfill program requirements.

Comparatively, blended learning campaigns take a more adaptive, supportive approach to training by thoughtfully creating cohesive programs by combining:

  • Sessions
  • Lessons
  • Activities
  • Resources

The flow of content depends on learning objectives, not a pre-determined model. The category of each element reinforces the importance of it to the blend, because everything becomes equivalent.

Learners may not have an extensive background in this kind of integrated experience. Trainers have the added responsibility of communicating expectations and clarifying the process for learners.

Why Transition Training to Campaigns?

As you can see, learning campaigns offer greater flexibility of design, but they do require some extra upfront effort. A number of core benefits help explain why campaigns add value to both learners and to the business:

  • Campaigns create perpetual learning. By building formal training using microlearning and tools learners can use on-the-job, and supporting social collaboration, the skill building never ends. Every time we update these resources with up-to-date information and learners access them to tackle their responsibilities, they learn something new and build on existing skills. Plus, we can add onto and grow established campaigns as needed without having to roll out a time-consuming new event.
  • Campaigns go beyond resources. In most cases, communities form within campaigns. Designers build in space and time for collaboration, feedback, and personal accountability in the learning process. Participants learn not only from the content provided, but from one another. Often, participants grow their existing Personal Learning Networks, and then turn to them for insight and guidance during and after their campaign enrollment.
  • Campaigns address all 5 moments of learner need. L&D knows how to host a formal learning event. Teams can design a 2-day classroom program to teach new skills practically in their sleep. But what happens when learners need to apply new skills? Where do employees turn when something goes wrong on the job? Campaigns provide opportunities for application, access to trusted resources on demand, and for additional content when learners need it.
  • Campaigns provide personal learning pathways. Personalization is a big deal in training. We know retention and engagement increase when learners believe a program addresses their specific needs. Beyond “choose your own story” eLearning modules, traditional courses struggle to provide truly personalized learning. Campaigns present a solution. Because we provide a campaign map that highlights all resources, activities, and events (plus estimated completion times) learners know up front what to expect. While some components may require completion, others won’t. Learners have the autonomy to pick and choose their engagement depending on their personal learning goals.

Obviously, the InSync team loves learning campaigns. In both theory and practice, we recognize the advantages of this modular design model.

One last bit of advice – redesigning your new hire training into a campaign makes for a great starting point. This allows your organization to introduce the concept at the beginning of employees’ time with your corporation. Plus, designers can leverage each of the content categories and see how the campaign flows and where the elements connect.

Looking to learn more? Our popular Create Better Blended Learning Using Campaign Design workshop includes practical application of this design model.

Topics: Modern Blended Learning, Blended Learning Campaigns, Blended Learning Instructional Design