In a fast-paced business world where change is the norm, many organizations are thinking ahead to their next generation of leaders. Our Delegation Skills demo shows how to help new and potential leaders improve their performance with targeted, adaptive learning techniques that draw out where they might need to try something new. Find out how and why we think leadership training needs a personal touch.
Why personalization works
Let’s think about who these potential leaders are. You might have someone in mind who’s dedicated and a star performer, but they’re prone to micromanaging others, which can cause friction. Someone else might be juggling a heavy workload and getting loads done, but handing over tasks in a rush when it all gets to be too much. These two people don’t need the same leadership training; they need tips and techniques that are specific to their situations and their pressure points. The key is personalized learning.
Digital learning built in Elucidat meets this need perfectly, using data to adapt to individual learners and give them a tailored learning path.
Our Delegation Skills demo puts this into practice, showcasing 5 strategies for personalizing your Elucidat learning experience. Drum roll, please…
1. Use clips to talk directly to your learners
It’s a simple trick mastered by marketers: using someone’s name in an online interaction to increase engagement. We snuck in a name-entry field on the attention-grabbing video page – okay, it’s more “hidden in plain sight”! – then used the Clips feature to present their name later in their personalized action plan. If you’re hosting a course on an LMS, you can simplify the experience by pulling in names directly from the learner’s LMS profile. It’s personalization at its simplest, but sometimes the little things can make a big difference.
2. Understand each learner’s starting point with survey questions
Now for the important part: tailoring the content as well as the words. You need to understand what your learners need before you can provide it, so questions are the first step. To encourage honest responses, we used assessment questions (as these don’t show feedback), and made sure they weren’t recording a score. By bolting together a few questions on one page and holding off on feedback, we created an upfront diagnostic that triggers specific learning afterward.
It’s not just about the technology. What kind of question should you ask? Well, given that this question will determine which learning points you reinforce, make sure it’s focused on coaxing out the problems you’re trying to fix or the behaviors you’re trying to change. Look back at your needs analysis, write the question around your biggest issue, then sit back – safe in the knowledge that your learning is addressing your skills gap, whichever path someone takes.
3. Tailor learning pathways using Rules
So, you understand your learners and know where you want them to go – but how do you get them there? It all comes down to some smart branching, using Rules. Not the “Do as I say” type of rules, but the type with an “If X, then Y” formula. In Delegation Skills, it’s “If a learner picks option 1 on question 2, then take them to screen 3” vs. “If a learner picks option 2 on question 2, then take them to screen 4.”
Once your Rules are in place, learners go straight to the page they need, skipping over the versions aimed at colleagues who answered differently. The three routes in our demo recognize the different strengths and weaknesses learners displayed in their question response, and provide tailored techniques to try. See more about using Rules.
If creating three versions of the same page sounds like a lot of effort, remember that you can set up a page once and duplicate it, just changing the Rule and wording to save time.
4. Present learner’s data back to them in a personalized action plan
You don’t have to stop at tailored content. The Delegation Skills demo combines Clips and branching to create a personalized action plan that pulls in the learner’s name, the change they want to see and techniques tailored to their strengths and weaknesses. Because we’re a cloud-based authoring tool, Elucidate captures and holds live data. You can then choose what you want to play back to learners, when and how.
Wrapping up the actions you want people to take into a tangible plan that’s literally got their name on it makes it a useful tool to refer back to on the job. And it looks great, too – what’s not to love?!
5. Give feedback from both experts and peers in a scenario
Last but not least, Delegation Skills gives learners a chance to practice their new techniques straight away in a scenario. This is the right stage in the learning to give some corrective feedback where it’s needed, so we used knowledge check questions with tailored feedback from an expert.
It’s human nature to want to see the decisions other people are making, especially in grey areas like leadership. Elucidat kindly obliges with Social Polling – using graphs to show how other learners going through the same course have answered.
We added extra pages in-between the scenario questions, so learners could compare their answers with their peers’. Find out how to add social poll graphs like these.
Final thoughts: Think beyond leadership training
Personalized learning doesn’t just work for leadership and management training. Imagine how much learner time you could save on compliance training by using a pre-test, then only showing people the topics they need to brush up on. Or how much more relevant your onboarding could be if an initial role-selector took new employees down a path specific to the area of the business they’re joining.
If you’d like to discuss bringing personalization into your learning strategy or want to see for yourselves how we built Delegation Skills, get in touch with our expert learning consultants.