"eLearning's Shortfall: A Case for Supplemental Coaching"
Written by: Joanne Lemmex
IN THE BEGINNING
I was raised by a family of trainers.
My mother started one of North America’s first training company in the 1970s. She and my father were pioneers in an industry that didn’t exist.
My brothers, sisters-in-laws and even cousins joined the family business and learned the trade.
But, I was afraid of public speaking. (a story for another blog)
To compensate, I developed a niche: building custom case studies and simulation exercises.
As time went on, I overcame my fear and got in front of the classroom - first to debrief the cases/simulations and then to facilitate whole courses designed around these realistic exercises.
I essentially forced learners to solve real problems using new skills or knowledge that they worked through themselves.
Why is this important to know?
Because I learned first hand that people grow when they are pushed out of their comfort zone and forced to take the lead in solving their own problems. It’s a painful process and many hate it. But it works.
THE RISE OF ELEARNING
When more training started to go “online” in the early 2000’s I advocated against it. Clearly I lost.
I sucked it up and tried to build interactive eLearning that mimicked what I did in the classroom.
Unfortunately, the technology wasn’t ready. While progress is being made, it' still isn’t advancing quick enough to meet the surge in online learning caused by the pandemic.
Today, companies are using elearning like never before. They praise the cost savings of utilizing recorded "slide-decks" or virtual "information dump" sessions.
Just to clarify, these companies do not argue the "value" of eLearning, as few are able to demonstrate its tangible benefits convincingly.
How do I know this? Let's face it, to pay my bills, I've developed numerous eLearning courses and presented virtual classes. Before I do this however, I always make sure my clients know that e-tools are akin to modernized textbooks, and virtual classes are just new-age lecture halls. And, while they can be effective in disseminating information and raising awareness of issues, they won’t change people’s behaviour - the most tangible and valuable benefit of any training activity.
HOW DOES A COACH ADD VALUE TO ELEARNING:
Behavioral change is a fundamental aspect of corporate and human evolution, and to be successful, I believe this change demands one-on-one support - a person who can empathize, comprehend individual motivations, and offer personalized guidance.
This is precisely where a coach comes in, providing the much-needed human connection and expertise to empower individuals to grow.
A coach adds value to an eLearning experience in several ways:
Personalized Support: Coaches can provide one-on-one personalized support to learners, addressing their specific needs, challenges, and goals. They can offer guidance tailored to individual learning styles and preferences.
Accountability and Motivation: A coach can serve as an accountability partner, keeping learners motivated and on track with their learning journey. Regular check-ins and progress assessments help learners stay committed to their goals.
Feedback and Reflection: Coaches offer constructive feedback on learners' progress, assignments, and performance, encouraging self-reflection and identifying areas for improvement.
Goal Alignment: Coaches ensure that learners' goals align with their organization's objectives or personal aspirations, enhancing the relevance and application of the eLearning content.
Application and Practice: Coaches help learners apply the knowledge gained through eLearning to real-world situations, facilitating practical implementation and skill development.
Overcoming Challenges: In case learners face difficulties or obstacles during the eLearning journey, coaches can provide support and strategies to overcome challenges effectively.
Social and Emotional Learning: Coaches focus on learners' social and emotional well-being, promoting a positive and supportive learning environment, which fosters confidence and engagement.
Continuous Improvement: Coaches assist learners in setting and achieving progressive learning goals, ensuring that the eLearning experience becomes a continuous process of growth and development.
WAIT! ISN’T THIS THE ROLE OF A LEADER?
Yes. It should be. For years my mother and I have advocated that leaders need to know how to coach. Both she and I have found this to be a huge ask - and one that may not be possible - because organizations still view leadership as a promotion exercise vs an actual change in professional mindset and approach.
For now, let’s leave it at this: Regardless of who is responsible for coaching elearners, someone needs to be!
By supplementing eLearning with coaching support, organizations can enhance the learning experience and ensure that learners maximize their potential, making the most of the eLearning resources companies have spent millions making available to them.
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