It’s been 20 years since Google.com first made an appearance. 20 years!
In our lifetime alone we have experienced so many things moving from offline to online. We’ve witnessed this done successfully with ease, while some transitions come with more hesitation and resistance.
When Steph first started recruiting, she used paper phone books. What a joy it was when people freely started putting their resume online for anyone to access — thank you LinkedIn.
When I first got into leadership development theory, I had to buy books upon books in order to study from the greats. Now they have audiobooks, podcasts, and YouTube channels that help remove some barriers to access.
Grocery shopping can now be done online and delivered to your door.
Buying a ticket to a movie is done on your phone on the way to the theatre.
Haircuts and massage appointments are scheduled online without needing to talk to anyone to see what time could work.
There are literally thousands of videos on YouTube teaching you everything from how to insert a picture into a powerpoint presentation, how to ask out your crush, or how to fold a fitted sheet. (You’re welcome.)
In our most recent DisruptHR YVR event, our student speaker Reanna Sidhu shared that “most students now prefer online classes because they feel more comfortable to participate. They feel less shy when they’re behind a screen. That’s something to consider as we enter the workforce.”
If that’s the case, then why are so many companies slow to make the transition from offline to online learning for their staff?
It’s not because these companies don’t know that online learning is an option or the future, and it’s not because there isn’t the desire or the interest.
What we commonly see is that senior leaders, or people within HR, create more of what is comfortable — which is what they already know how to do. And what they know how to do is to create another in-person workshop even though their employees and managers prefer to learn online.
“How we’ve always done it” overrides “how our people want to learn,” and the safer (and more expensive) option of in-person training wins.
One of the biggest hurdles for new-to-e-learning companies is the investment required to create the content and ensure it’s delivered in a meaningful and engaging way. Often the creation of an online training program is put on the side of someone’s desk, and therefore never reaches its full potential to create a training that actually works.
We know this firsthand, both working within organizations that wanted to create online learning, and having created an online management training program — we can tell you it doesn’t happen overnight, and it doesn’t happen on the side of your desk.
So the choice to train your people online is yours. You can either let them google “how do I manage a team” and see what comes up, or you can offer a program for them that is credible, curated, and designed for high-performing managers.
We’d recommend the latter 😉
Meet Matt. He is bold. He is always up for the adventure. He is your biggest fan.