Five Steps to Convert a ‘Classroom’ Training Into an Effective E-Learning

Converting a classroom-based training programme to an online one is not just a matter of ‘cut and paste’. In a physical space, you can keep participants fresh and engaged for even a full day’s training. But very few will be capable of taking, for example, a 2-hour course alone at home. Why is that?

People absorb information and learn differently in different contexts. In a classroom, people can mentally ‘sit back,’ while others talk or ask questions, for example. When they are the only one there, sat behind a laptop, they have to focus more intensely, for longer periods of time. And while they can benefit from other participants’ questions in real-life, that’s not the same for someone taking an online course. This also helps explain why online courses can feel rather ‘dry,’ and harder to engage with.

There’s more, too, as you will find out in our five steps to help you convert your offline training into an effective e-learning.

If you’d like to know more, just get in touch. We’ll be happy to help!

Playing the GAME

In this approach, you may recognise the GAME framework, which we often use when designing learning journeys. Most likely, you will have defined your Goals and Audience for your class-room training. So the biggest adaptation for an e-learning will be in your Messaging (the key messages that will drive people through their learning journey) and Expression (the mix of content and learning methodologies) — so we’ll focus there.

Here’s our four pointers:

Step 1: Analyze the structure of your offline training

How is your current training is structured? Does it follow a logical order?  Which main topics are covered? Which sub-topics? Write this structure down in a bulleted (and sub-bulleted) list or in an Excel sheet.

Make a note in your list on how long each section takes in the classroom. And when designing your e-learning, stick to this rule of thumb: 

An e-learning should be 30 minutes maximum. This will make sure that people will stay fresh and engaged throughout!

Step 2: Define your topics by content types and learning methodologies

To do this, you should be familiar with the 70-20-10 model — a learning and development model that explains how people learn most effectively.

Learning by learning

10% of people learn most effectively through coursework. Content types that you can use for this include animation, video, e-book/content pages, infographics, webinars, etc.

Learning by sharing 

20% learn most effectively through (online) interaction. Examples of teaching methods include Q&A sessions, reflective discussions or Zoom breakout rooms.

Learning by doing

70% learn most effectively through hands-on assignments. Examples include practical assignments, cases, quizzes, puzzles, games, etc. 

So, looking at your list, define the most appropriate content types and learning methodologies for each topic. Remember that:

“Variety is the key to
effective learning journey design”

The right content type and methods not only makes sure that people learn effectively, it also makes for an interesting and fun learning experience.

Tip! Animations are particularly helpful in illustrating complicated topics, simply. For deep dives, e-books and content pages may be more suitable. A combination of both is always a winner!

Having identified the content types and learning methodologies, now write a brief description of the specific materials each section needs to contain.

By now you will have outlined the whole learning journey. You will know how many topics you need to cover, with which content type and learning method.

Importantly, you should also now have a better idea of how many 30-minute e-learnings you will need.

Step 3: Content refresh and design

Step 3 involves converting your existing classroom content to your new content types and teaching methods. This will involve:

Master text writing/editing:
the overarching framework and flow of your key messages drawn from your existing training — adapted to your new formats. Master text should cover the full journey, from beginning to end, across all e-learnings.

Copywriting:
the body text of your online training (the actual contents) for each topic and content type, for every section in all trainings. Typically done by several copywriters, sometimes specialists as well.

Design:
this could involve graphic design, animations, AV, motion graphics and more.

“Do not reinvent the wheel!”

You are not designing an e-learning from scratch. So you should be focusing on just enough to get the job done.

Step 4: Test, publish and communicate 

Once your e-learning is complete, you are ready to publish. Before you do, we recommend that you first do a trial, with a small group. Get their feedback. And make any final adjustments where needed. Use a test format for this to avoid any confusion. Once everything is okay, add the e-learning to the LMS in your company. 

In your communications announcing the e-learning, be sure to emphasise the ‘what’s in it for them,’ rather than your own objectives.

Also, don’t just communicate once and expect everyone to immediately take the e-learning. You will need to remind and encourage people frequently — and keep stressing those learning and development benefits!

Step 5: Evaluate and improve

Many people make the mistake of launching an e-learning and thinking the job is done. Don’t fall into the same trap.

Monitor the results, modify and make changes to the e-learning based on the participant data generated. Now you can really see where your training is strong and where it's not.
Disappointing results? Investigate what puts participants off or what questions generate poor responses. Adapt where necessary.
Fantastic results? Celebrate it with everyone involved — your creators and participants! Take what you have learned from this process and use it in your action plan for the next training. 

Good luck!

If anything isn’t clear, get in touch and let us know. We'd love to hear from you.