The eLearning development process has changed. No longer the pet project of the early innovators who first adopted training management software in our industry, fresh, fast and just when you need it,
has become the eLearning content development mantra for businesses keen to ensure knowledge management programmes are equipped to cope with todays accelerated business environment. So, for many training professionals today, creating really engaging custom eLearning solutions requires much more than simply choosing the right training management software. It also means acquiring the new skill sets that are critical for developing the knowledge sharing culture that best practice eLearning development is now founded on. In short, many of todays trainers may need to look inwards and identify their own skills shortfall, before really being able to maximise the positive effect that online learning systems can bring to the wider business.
For many trainers, the collaborative process means breaking out of an established departmental silo. eLearning content development is no longer a one man show and, effectively, learning leaders need to develop from people that do to people that coach. Many of them have become so used to setting learning objectives and defining outcomes that the process has become second nature for them. They need to recognise this skill and develop ways of transferring this ability over to the new breed of SMEs that are now becoming more involved in the eLearning content development.
Being a good coach requires a combination of good managerial skills, to make sure material is delivered on time and on budget, and good motivational skills, to maintain interest within the widening group of stakeholders involved in eLearning content development. If you have decent process its not too hard to do the right things at the right time.
Finally remember youre working with fresh produce. If eLearning content is to properly support the needs of todays dynamic business environment then the shelf life of any course created will become increasingly limited. Within this environment the coachs objective must be to get as much utility as possible out of the material before the learning requirement reaches its expiration date.