Online Training and e-Coaching Tips

Super Engaging Online Icebreaker, Created in under 10 Minutes

September 3, 2014 8:15 by

Learn how to create your own, highly engaging online icebreaker in under 10 minutes with this easy to follow step-by-step video.

Create the online icebreaker to better prepare and motivate your trainees for your training. Find out how to include a YouTube video on your own Google Sites webpage, add a discussion forum and invite trainees to leave their comments. This works especially well as an icebreaker because trainees get to know each other a little bit through the discussion forum before the training actually starts.

If you have to squint to make out the details, please use the Full Screen option in the video viewer. Also, make sure that you have selected 720p under the quality settings, because this is a HD video!

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How to Nail Compliance Training

August 1, 2014 9:19 by

Picture by the_tahoe_guy, published under cc

Compliance training can be a real drag for employees. They’re expected to show up and sit through a course about stuff they already know. Or, if done online, it’s  a click fest of  hitting the “next” button.

But it doesn’t have to be this way. Here are a few to tips to nail compliance training in a way that is satisfactory for all parties involved: your trainees, the organization and the trainer.

What’s In It For Me?

First of all, answer the question “What’s in it for me?” for trainees. Show how the compliance training is relevant. Prepare by sending out news items, a few weeks in advance of the training session, about the topic of the training.

For instance, if the training is about compliance with food and health safety regulations, send out a news item where things went spectacularly wrong because regulations were ignored. Wrong as in, the whole place was puking. Sorry for being graphic, but this illustrates the power of examples. This particular example shows the relevancy of compliance with the food and health safety regulations. To the employee, it signals “your actions have consequences”.

Please note that the company ordering the compliance training has a responsibility too, here. If management does not enforce compliance or condones lax behavior, no amount of compliance training is going to change the work force’s behavior. Ultimately, management should make it clear that job security is at stake for any employee who doesn’t take compliance training seriously.

Test First


Picture by Carl Milner published under CC

Give your trainees the option to ‘test out’: if they pass the test, they don’t have to take the training. As a trainer, this strategy may seem to reduce the work you get from a specific organization. But your reputation as a money saver will get you hired more frequently and the word will spread to other organizations as well. If you’re an in-organization trainer (e.g. you’re employed there), you’ll be a hero, because you’ve saved the company a lot of money.

As an example, a large company makes employees take a whole training course before they get to the compliance testing part. So, even if they already know their stuff, they still have to take the entire course. Needless to say, this is not only demotivating, but it also means wasted hours. If every lost hour is calculated at a cost of $50, and 20,000 employees have to take the training needlessly, this represents a loss of $1,000,000!

Deliver It Piecemeal

Wet Glass

Picture by Jo Naylor published under CC

If you’re in an industry where regulations change frequently, why wait a year before training and certifying everybody according to the law? Whenever a new regulation passes, create an online mini training around it. Present a number of cases and scenarios, deliver the theory and have all employees take a test at the end of the mini training. Then, at the end of the year (or whenever their current certification ends), give everybody the option to “test out” of the entire compliance training, which now encompasses every piece of new regulation as well as the unchanged content.

This approach has two benefits:

  1. Your trainees don’t have to swallow everything at once. If you deliver it piecemeal, retention will be higher. For extra retention, follow up with email or texting reminders, pop quizzes, and news items.
  2. If you act as soon as the new regulation is passed, your trainees are immediately up-to-date which might give your organization a competitive advantage, especially if customers are affected by the regulation as well and start asking questions about it which your trainees are expected to answer.


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Will Online Training Destroy Face-to-Face Sessions?

March 4, 2014 9:10 by

Is online training poised to make face-to-face training sessions obsolete? To answer that question, let’s take a look at two types of online training first: synchronous and asynchronous online training.

Asynchronous Online Training

During an asynchronous online training, the trainee and the trainer are not necessarily present at the same time. How is that even possible? Simple: think correspondence studies. Of course, a training is usually more engaging. It’s hard to imagine a training taking place ‘by correspondence’.


However, modern technology is (much) more engaging than correspondence could ever be. As a trainer using asynchronous online training, you have the option to create:

  • Adaptive tests: if the trainee does really well, have them automatically skip to the end fast. If, on the other hand, the trainee scores pretty bad, provide additional explanations and test again.
  • Integrated videos: in between tests, show instructional videos. This works especially well for behavioral training.
  • Reinforcements of the training long after the fact: send out emails, text messages or even mini training videos, to improve transfer of training to the work floor. (more…)
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