Personnel development has been shaken to its foundations in recent months. Suddenly, due to the Corona crisis, no more face-to-face training sessions were allowed. Personnel development measures were cancelled, and since then many personnel development departments have been on “hold”. Whether and how it would start again was long unclear. In the meantime, face-to-face events for up to 10 people are again permitted if 10 m² of space is available per person. This means that the usual group sizes of approx. 12 people are illusory, at least for the near future.
For personnel development departments, this means deciding on how to proceed. In my article today, I will look at digital learning formats and what users can expect from them.
We differentiate between monologue and dialogue formats for digital learning formats.
- Monological means that learners consume information from an electronic platform and thereby expand their knowledge without a second person (colleagues or coaches) being involved.
- Dialogical means that the learners work with others. Dialogical elements can be handled with peers, i.e. colleagues, or between learner and coach.
Another differentiating criterion is the time when learners and coaches are present.
- Asychrone formats mean that the learners or coaches are not present at the same time.
- Synchronous formats mean that learners and coaches are present simultaneously.
On our Moodle learning platform, we provide knowledge modules that the participants work on independently. Besides pure knowledge elements, e-learnings also contain quizzes.
Blended Learning – Programs are either purely virtual or virtual and in presence format. These formats offer the same content as classroom training, such as our Collaboration Labs. However, the learner decides on the learning speed between the respective contact points with the coach. These then take place synchronously.
Webinars are short formats of 1 – 2 hours. The presenter gives input on a specific question. The participants are listeners. Usually, the speaker is visible, and the audience is preferably in a passive role. Questions or comments are either asked at the end of the presentation or in between.
If questions are allowed in between, they are usually asked via the chat, the presenter keeps an eye on the problems and either lets the answers flow in or answers the questions that are not covered by the presentation afterwards. If the group of listeners is larger, a co-moderator often takes over the answering of the chat.
Deep Dive Workshop:
Short workshops last about 0.5 days. During this time, the trainer and the group work together on a specific question. On the one hand, the participants receive information from the trainer, discuss it in small groups and put it into their concrete, practical context through practical exercises.
Intensive workshops last at least 2 – 4 x 0.5 days. We usually work in the following rhythm: 90 minutes work – 30 minutes break – 90 minutes work. The units each have their topic, similar to the short workshop. The superordinate case forms the content bracket.
With our Collaboration Labs, we translate our classic skill-building training into virtual space. The training takes place on two or three consecutive days. Usually, we also work here in 90-minute sessions with a 30-minute break in between. We work with the method of experiential learning and transform the assignments so that they work in virtual space.
We have developed many new digital formats in recent months, as we believe that digital arrangements will probably be necessary for human resources development throughout 2020. You can find further information on this at www.coverdale.at.
Is your subject not included? Please feel free to contact us. We expand our offer weekly.
For all those who would like to try out a virtual Collaboration Lab, there is a special offer for bookings until 30.6.
Each participant place costs only € 250,- (inkl. VAT)