What does a real life e-learning strategy look like?

September 17, 2009 at 6:50 pm | Posted in Uncategorized | 8 Comments

I was reading a post recently about e-learning strategies http://elearningtech.blogspot.com/2009/09/elearning-strategy.html and one of the things that I totally agreed with was the fact that there aren’t that many examples of e-learning strategies available on the internet ! Now as much as I like to take I also acknowledge I gotta give back too ! So here’s my 2 cents worth 🙂

I have created a few e-learning strategies in my past roles and I have learnt a lot about them along the way. I started off small..creating strategies for local learning program rollouts, for small L&D departments and then onto  national and global e-learning initiatives.

I am going to share here an e-learning strategy I developed about 12 months ago. I agree with Alisson Rossett’s view (http://www.clomedia.com/features/2009/April/2603/index.php) that a strategy  tells everybody who you are and what you intend to accomplish. The strategy I created here had a few aims :

  • Give my L&D team direction in terms of what we were going to do in re to e-learning
  • Give the wider HR department a roadmap of what we were going to do and how
  • Tie in with the organisation’s people goals and demonstrate how the my L&D department was going to contribute – essentially making the line of sight clearer.

One of the key considerations for me was to determine where we wanted to be but also take a close look at where we were in terms of e-learning and identify what we were doing well and what needed to change or improve. It was no use coming up with blue sky scenarios and ideas when we didn’t have our basics sorted out !

So the strategy outlines where we intended to go and how. The emphasis was on utilizing our existing resources (people, systems and materials) to their fullest capacity.

Here it is eL Strategy Blueprint 2008- 2009

Drop me a line if you have any questions or would like to discuss further !

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8 Comments »

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  1. Great to see this post.

    I’d be curious your reactions to some of the conversation on my blog post and Allison and Clark’s articles. Your strategy is very much in line with what I’ve seen done in other places. I really like the Wheel Diagram as a communication vehicle. But there’s not as much linkage to top level organizational goals or even major learning initiatives. For example, getting Skillsoft usage rates up – may or may not be an important goal.

    Any thoughts on that portion of it?

    Or was there a different presentation out to executives that bridged that gap?

    I’ve not had enough time to really sit and process this yet, but hoping we can keep the conversation rolling.

    Tony

  2. Hi Tony,
    Good pick up re the lack of linkage to the upper strategy and other learning initiatives – due to confidentiality issues I had to remove that part of the strategy. What was included was the organization’s medium term plan (overall organisational objectives for the next 3 years) and also the overall L&D strategy – this provided the clear line of sight between what we were doing in L&D and what the organisation specified as goals.

    In order to create our e-learning strategy we had to take into account what was happening at the top and what they were expecting of our people in the long term – our job was to figure out how we were going to help them make it happen. So you could say the strategy had a top down perspective in that there were directives coming from the top and also a bottom up approach where we looked at what we had done before and tried to incorporate our lessons learnt into this new strategy.

    The example of getting Skillsoft rates up had a few drivers behind it (that were omitted in the strategy itself but were well known to the business) some of the rationale behind this was :

    * the business had paid for these licenses and no one was using them
    * the business was paying to send staff out to face to face courses that they could be doing online (training that they have already paid for)
    * the business wanted high performing staff (very vague – it was our job to dig deeper here) – there were core systems that all staff had to be proficient in (training that they have already paid for)

    So we looked at what we had – thousands of courses online ready to be used – what was the big problem or barrier in usage? They were not contextualized or made relevant to our environment. So we had a closer look at our competency models and then at the skillsoft courses – there were links and cross overs – so the most obvious thing was to create ‘company’ branded certifications that used the resources we had to get staff closer to where they had to be in terms of skills and knowledge.
    So although getting skillsoft usage up was not seen as an important goal the drivers behind were part of important goals..and at the end of the day by getting the usage up we knew we would be achieving the other related goals..
    Hope this makes sense !

    Happy to keep discussing !

    Cheers,
    Deb

  3. Here is a free e-book published by The eLearning Guild – The eLearning Guild’s Handbook of e-Learning Strategy

    http://www.elearningguild.com/content.cfm?selection=doc.817

  4. Thanks Heidi

  5. Seems like you are a true specialist. Did ya study about the matter? hrhr

  6. […] What does a real life e-learning strategy look like? […]

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  8. […] What does a real life e-learning strategy look like? […]


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