Think back to that one person who worked with you in the past — the one who seems to have mastered their job. You know the one: It’s that team member who seems to know all the partners, gets along with every team, and can easily connect with coworkers and clients in a meaningful way. […]
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An online format for connecting with your staff is now the new norm. Agencies have spent the past year adapting traditional professional development and in-person meetings to online training and meetings when plans can still be uncertain. [Read more: How to Create an Annual Training Plan for Your Program] True, face-to-face training can make it
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When it comes to training your healthcare team, the meaning of “success” isn’t always the same. Budget cuts, changes in workforce and differing work environments can mean that a format that worked in the past may not work now.
That’s why a regular evaluation of a community health worker training program is a smart move. Scheduled assessments mean your organization stands to earn the highest return on investment. Plus, paying attention to how well people are learning will boost your staff’s involvement in the overall educational program. For many health departments and health systems, the biggest question when it comes to evaluating a professional development program is when does it make sense to move to online training.
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The term “online course” is a slippery one. What one person defines as an online course might be vastly different from the way the distance learning industry defines it. In this time of virtual meetings and remote training, and if you’re looking to start an elearning program, it’s easy to see where the confusion happens.
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By Eliana Ifill Crazy schedules, distracted staff, uninterested stakeholders—these are the enemies of a robust training program. You might be like one of the many managers who have juggled factors like these and are worried about meeting your team’s training needs. Agencies that power through the barriers to bring next-level training to their staff will
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Gear up your remote training program with this toolkit from Talance. It’s a plain-talking, easy-to-follow guide designed to provide you with a basic introduction to remote professional development and give you a fundamental understanding of how to choose plan for, set up, and run a successful online training program.
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An online training program has many phases, activities, and tasks. You probably learned this when you were building your e-learning course. Ongoing online course projects need tending like a garden. As you move from the launch phase to the maintenance phase, you’ll still need to keep managing time. In practice, program managers, facilitators, and administrators
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A successful online training program begins with your team. Bringing onboard the right brainpower is key in leading successful training for your participants. Unlike traditional learning programs, your remote learning staff should be well trained in working with an online student base. Online training is an entirely different experience from in-person learning. As such, instructors
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Training is communicating, at its most basic. So, if you’re not delivering your agency’s educational material in a language that makes sense, your learners will have trouble understanding. You need to offer multilingual training if you want to address cultural competency, safety, productivity, and compliance. Many public health programs have employees who don’t speak English
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Organizations that are moving their online training program into an online space are faced with a difficult decision that will endure for the life of the program. Does it make sense to hire a new facilitator who is skilled in online work, or train an existing employee to do the work?
Both decisions have pros and cons, and ultimately organizations must make a decision based on their individual needs. However, there are some clear benefits and drawbacks.
One top pro is that you know your employees and what they do. You have a history with them that indicates how adept they are at change or if they have untapped skills that can be used. It can make the transition much smoother. Internal employees also know you and what you do. It takes less time for these kinds of hires to understand the details of your organization and your mission. An existing trainer also has in-depth knowledge of your material and audience.
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