How to structure distance learning

March 23, 2021

Structuring a training session is essential to optimize impact and retention. In itself it requires minimum instructional design notions so that the training is not simply a “presentation”. The current situation adds a challenge: distance. Let’s see how to structure distance learning.

Before the training

1. Content

Before the training session, you need to answer one crucial question: who is your audience? You need to know a bit about their background (title, experience, location) and, most important, you have to be clear with the skills your learners are supposed to master. You list all their tasks and evaluate the corresponding skills (their ability to perform these tasks). You identify the gaps your training is supposed to fill.

You now have all key elements to write down your 3 main pedagogical goals, and subsequent secondary goals. In terms of practical aspects, you need to invite them to the training session. A distance learning session should not be longer than a half-day, as it requires more concentration from participants who cannot look at the trainer directly in the eyes, and experience reduced interactions with their peers.

2. Tools

Audience background information and skills level: you can send a questionnaire by email or, much better, ask participants to register to a dedicated online platform (LMS-type) where they fill in a complete self-evaluation. The advantage of this solution is the easy tracking and data analysis it offers.
Planning-wise, an Outlook invitation with confirmation request and a link to the video-training is in order. Send the agenda as well as the pedagogical goals to make sure your trainees are well aware of what to expect.

During the training

1. Mixing activities

Mixing activity types has several benefits:

Trainees are more involved and committed
You get a greater attention from trainees, whose cognitive abilities are well stimulated
The retention is higher

2. The mix

The mix of activities must include:

A heuristic activity, to let participants express themselves and become aware of what they know and do not know: no less than 30 minutes
A traditional presentation to share theoretical elements: not more than 45 minutes
A practical activity (role plays/workshops) to practice and put the knowledge into situation: no less than 60 minutes
A restitution at the end of the session, where learners can express where they situate themselves in relation to the training topic

Additionally and if time allows, formative and summative evaluations can be incorporated as well to the schedule. At the end of the session, share the digital participant booklet in the chat.

French author Sophie Courau has described in detail why it is so important to mix different types of activities in her books. Visit her website here.

Note: encourage participants to talk, it is less natural than in a standard face-to-face session. Plan a 15 minute-break before the practical activity.

3. Tools

You definitely need a video conferencing software! I have tried several of them and I have chosen Zoom for several reasons:

Breakout rooms: this is the main advantage of Zoom, you can create several rooms (up to 50) where learners work in groups, perform role plays, etc., You can easily switch from one room to the other.
Virtual background: you can personalize your background to your brand colors and logo. A green screen is necessary to really give a professional touch to your background though.
Overall image quality is superior to most other softwares.
The whiteboard, that favors live interactions
Great integration in Outlook and Google Agenda

After the training

1. Training evaluation

When the training is over, you need to measure 4 dimensions (Kirkpatrick model) to make sure it was a success:

Right after the training, you measure:
- The trainees’ perception of the training: organization, content, dynamics, support documents, etc.
- The trainees’ gained knowledge, with a focus on the 3 main pedagogical goals
3 months after the session, you measure:
- The trainees’ implementation of concepts covered during the training
- Concrete impact on KPI’s. In the case of a retail store sales staff, it would be turnover, customer loyalty, high ticket sales for example.

2.Tools

Similarly to the pre-training phase, you can either send the questionnaires via email or use a dedicated platform to which learners connect and benefit from each others’ experiences within a shared environment.