At the intersection of Learning Solutions and Corporate Culture
24 February 2015
I am storyboarding for a software training topic that is relatively simple, and not affected by many government regulations. Guidance from my client, PharmaABC, indicates that the elearning should be “ungated”. That is, the learner is free to use the menu to move between pages of the elearning, out of order if they like, and without needing to review all content.
However, in order to mark the course complete for the LMS, the learners must select a checkbox to indicate that they have clicked through all of the content.
When brainstorming the flow of this topic with one of my colleagues, we thought of two options:
- A linear flow, where we guide the learners from start to finish.
- A non-linear flow, where the learners would be responsible for clicking on various parts of the software screen to learn the necessary information.
We both liked the non-linear flow because we felt it was more interactive, and allowed the learners more choice in how they completed the training. In the end, we chose the linear flow because we felt, in an elearning where they are not required to click through all of the content, learners may be more likely to sit through more of the content before skipping to the end.
But, it’s really about trust, isn’t it, and corporate culture? When you evaluate your employees, are they rewarded for continuous learning, for taking the initiative to learn what they need to succeed? Or have you structured training as something your employees have to take time out to complete, when it’s required?
Have you run into a similar situation? What did you do?
@SaraSWalters 