eLearning Training Help

My manager wants our department to advance our eLearning development skills. We currently use Articulate 09 as our primary rapid design tool. We have not received any formal training on how to use it and none of us have any formal eLearning training/education.  He would like us to attend classroom training or identify webinars we can view together. He's not wanting Articulate specific training just generic eLearning training. I've done some research and found some webinars at eLearning Guild we can use. I like Tom's blog but it doesn't fit what my manager has in mind from a delivery perspective. We've been designing courses for about three years so we aren't beginners. I would guess that our skills are between novice and expert levels. I'm looking at local colleges as well but thought this community could give me some much needed direction. 

2 Replies
Holly MacDonald

Marty, I'm not sure if this is what you are looking for, but here's one of the things I did with a team I managed a few years ago.

  • We hosted a boot camp and I hired an instructor from a local college to come and give us an abbreviated workshop on human-computer interaction and a few related topics (web design, writing for the web, etc). The cost for this was about $10k, but we had a team of 12, so for a 4 day workshop for that many it was way cheaper than sending everyone to a certificate program, plus we could customize it.
  • We then picked an existing course that we wanted to move from classroom to online and began designing it as a group. I led the process, but it was a collaborative effort. We used a wiki like approach to share insights and ask questions. 
  • Once we had the analysis and design pieces, we then met with our interactive marketing team to help us build a template and put some of the design into practice. This helped us with not only the development, but also built relationships across the organization and found an internal partner for content sharing (when they did marketing pieces, they now thought about how it might work for learning, too - vice versa).
  • After the initial bootcamp, we held quarterly Pro=D days where we planned topics (like synchronous learning, podcasting, video, etc), and one or two of the team members spearheaded that and used it as an opportunity to teach their co-workers. For example, when we did the synchronous one, a guest speaker from another organization held a synchronous session, so we could experience it from the learner's perspective as well. 
  • Boot camp became an annual event and infused the team with pro-d  thinking throughout the year.

It was a real action learning initiative, and we all learned together on the journey.

There are lots of free webinars out there - trainingmag, training industry both flood my inbox regularly!

We also used a social bookmarking service and someone who would review the emails/posts of the week and summarize it and share with others (we'd call it curation now). It rotated. 

I pushed the team to keep learning, because things are constantly changing. I hope this helps and let me know if you need any clarification/have other questions.

Good luck,