5 major benefits of using e-learning

I remember the sales person from a company called ‘Applied Learning’ showing up in the office and explaining how video learning would revolutionise the way my staff would learn. He had a car boot full of videos and workbooks. That I suppose, was one of the first indications of the impending growth of non-classroom / self motivated learning.

I won’t say how long ago that meeting was, but shortly afterwards the transfer from video tapes and workbooks started, and e-learning became the vehicle. For a while it was heralded as the new flexible future. In the swings and roundabouts of the training industry then we all know that e-learning does indeed have an important place but it isn’t the solution for all woes. We now seem to be in a place where the appropriate balance has been reached.

Covid of course forced us into further digital communication, and since Covid has receded the appropriate place of face to face, digital workshops and e-learning seems to have been realised. I think now we have got it largely right.

My personal view is that e-learning benefits are only really realised within an approach that utilises a variety of learning mediums. In isolation, I sense that e-learning has more downsides than benefits. None of us would commit to training our staff by giving them account with online learning then believing the job is now done. Humans are more complex and can’t adapt appropriate skills and behaviours by simply reading about them or watching online videos, albeit with interactive exercises. However, when combined with a programme of learning, e-learning contributes absolutely massive benefits. Here are just a few:

Knowledge and understanding pre-empts behaviour change. E-learning is a great base to build basic knowledge, learning in a way appropriate to the learner. They can then come to discussions about practice and feedback of behaviour with an agreed knowledge base.
Learning is about skills and behaviour development. One key behaviour in learning is ownership and responsibility for outcomes. Self-study via e-learning gives a great opportunity to learn ownership of development direction. In fact, I would argue that this spin off of developing ownership is often better than the e-learning of the actual job skills.
E-learning works well in 2 extreme areas. On the one extreme it is excellent for broad base introduction of general concepts. This can then be followed up interactive training for application. On the other extreme it is great for intense and in depth technical knowledge where the learner wishes to be left alone to dig into something deeply. In my opinion the benefits are often missed when e-learning doesn’t focus on one of those two extremes, and either gives too much depth on a topic (for the generalist learner) or too little depth (for the specialist). The moral of the tale of course is, “who is the e-learning for?”.
With the advent of smartphones, e-learning is brilliant at permeating the timetable of the learner at time points appropriate to them. Hitherto unused times (eg on the train doing an e-learning module, or in the car listening to a podcast) are now available. A massive plus is gained when the learner doesn’t just force in more time for e-learning, but uses those times convenient and motivational to them.
E-learning is superb at building collaboration. This may seem a strange benefit to suggest, but the best e-learning packages offer a community of learners that the individual learner can collaborate with. The chat room idea is extended from social media to learning media, and questions and ideas can be exchanged safely, enabling explorative thinking.

So here is what I would say now to a staff member about to embark on an e-learning journey:

“We have designed this for you to enhance your career. Firstly, the learning will give you a knowledge base from which our organisation wants you to work. We will develop that into skills and behaviour through interactive sessions. Secondly, you own this. Manage your own e-learning schedule and we can see you have the capacity for management. Thirdly focus on having a broad understanding of concepts and principles, we will deal with depth in the classroom sessions and coaching sessions later. Fourthly use the times of your day which best work for you, start to understand how you best operate. And finally, we would like you to liaise with others, and let us know what relationships have developed for you via the collaboration aspect of e-learning.”

A bit lengthy and wordy I grant you. But I think much more in tune with developing great skills and behaviour than many years back when we said “Watch that video and fill in the workbook”.

Mark Miller – Director Goodfoot