asking questions when they don't understand or disagree.
The trainer can see the participants' body language and respond to unspoken questions, confusion, or disagreement and pull these issues to the surface for conversation.
Training delivery is dynamic, fluid, appropriately nonlinear, and interactive.
Learning is accomplished through breakout sessions, role-plays, interaction, conversation, laughter, and debate.
Designing our new Virtual Learning Experience (VLX) required us to rethink almost everything about how virtual training had been traditionally produced and delivered. Our goal was to bring the most important and engaging aspects of the in-person classroom experience to VLX.
We reimagined the on-screen video experience including: production software, hardware, and processes; video and audio equipment stacks and configuration; virtual training studio design (both professional setups and VLX-certified home studios for our trainers), video conferencing platform integration and mastery, and smoothing out the process of screen sharing, presenting on-screen visuals, and shifting from the main classroom into breakout sessions.
We also focused on the little things, such as getting trainers' faces on-screen and standing up (you would never sit at a desk and deliver training in the classroom); improving trainer eye contact and awareness; getting learners on-screen; creating safe, interactive virtual classroom engagement; running collaborative breakout sessions; and pre-, post-, and inter-class communication.
Finally, we tackled course design, focusing on rethinking visuals and media for on-screen consumption; the chunking, layering, and sequencing of course content; curriculum structure and flexibility; session length consideration; in-class exercises, role-plays, and breakout sessions; inter-class assignments; assessments, trainer-participant communication, and coaching outside the formal classroom; supplemental blended e-learning elements; and leveraging the learning management system (LMS) to enhance and complete the virtual instructor-led training (VILT) experience.
As we experimented, learned, and iterated our process, we landed on the five elements that contribute to a legendary virtual learning experience:
1 Mission and mindset
2 Production
3 Virtual communication skills
4 Design
5 Delivery
We integrated these five elements into our trademarked VLX approach. We redesigned our classroom courses for virtual instruction and honed our virtual training delivery competencies.
Our overriding objective was to create an experience that was so different from the low expectations that most people had for virtual training that it would immediately change perceptions. We wanted people to say “Wow!” the moment they entered our virtual classroom and be excited about coming back for more instruction.
Our mission was to create an experience that engaged learners and helped them grow and develop. We succeeded.
VLX Certification
Once we perfected our virtual training processes, the next step was ensuring that the VLX was consistent across all of our deliveries and with all of our trainers.
Consistency matters. The learning experience falls apart if the trainers within an organization are all delivering virtual training at different levels of proficiency and quality.
Therefore, we developed and implemented a standard VLX Studio Equipment and Technology stack, called a Training Tree, and a VLX Trainer Certification. Each of our trainers was required to go through the rigorous certification process in order to continue delivering virtual training. We also added a pay increase incentive once the trainer was certified.
Consistency further improved the quality of our virtual learning deliveries and allowed us to quickly scale up as our clients demanded more and more virtual training. Our clients and their learners loved it. This fresh and innovative approach to virtual training was incredibly close to the in-person experience, and it removed the cost and friction of classroom training (e.g., travel expenses, costs of taking people out of the field, etc.). As a result, many of our clients decided not to go back to the physical classroom.
Let's Get Started
Now that you understand the potential of VILT, you're ready to learn specific techniques for delivering a legendary virtual learning experience. In Parts 2 through 5, I will walk you step-by-step through each of the five elements: mission and mindset, production, virtual communication skills, design, and delivery. My objective is to teach you techniques that turn the virtual classroom into a powerful learning experience, no matter what you teach.
Virtual Training is the most comprehensive and practical resource ever written on virtual training delivery. It will help you master virtual training techniques, engage, and connect with learners in the virtual classroom, and ultimately make virtual training more human. With each new chapter, you’ll gain powerful insights and greater confidence in your ability to deliver successful virtual training.
Before diving in, I suggest taking time to reflect on your past experience with virtual training, the state of your current situation, and your goals and aspirations for delivering virtual training in the future.
Notes and Reflections
1 What past experiences with virtual training—good and bad—stand out in your mind?
2 What do you feel will be the biggest challenges to getting your leaders, learners, customers, or organization to adopt and accept virtual instructor-led training?
3 What are the best opportunities to add VILTs/which courses in your catalog will be easiest to convert to VILT?
4 How do you feel the overall learning experience of the current VILTs you or your organization deliver measure up?
5 What goals do you have for virtual training in the future (for yourself and your organization)?
Notes:
1
PART II Mission and Mindset
The way to get through anything mentally painful is to take it a little at a time. The mind can't handle dealing with a massive iceberg of pain in front of it, but it can deal with short nuggets that will come to an end.
—Joe De Sena, founder and CEO of Spartan obstacle races
6 Mission and Mindset for a Legendary Virtual Learning Experience
Let's keep this real. As trainers, we may be stars in the classroom, but the limelight stops there. When the economy dips, we are the first to go. When organizations separate essential and nonessential workers, trainers are almost always on the nonessential list.
Despite our high profile, trainers rarely win trophies or receive accolades for our part in an organization's success. On corporate org charts, we're often invisible. This is our lot in life. Trainers know that our work matters, but to most executives and leaders, we are expendable.
It is also true that our jobs can be repetitive and, at times, boring. We teach the same material, the same way, week in and week out. The only things that change are the participants, and perhaps the city and training room.
Outside of the classroom, we deal with office politics and internal bureaucracy. It can be exhausting. Your passion is practicing your craft and making an impact on earners, instead your time is often consumed with getting over roadblocks and hurdles planted