VIRTUAL TRAINING
Cindy Huggett, CPTD
The best virtual facilitators recognize that their work isn’t finished when participants sign out of the online classroom. They pause to reflect on the experience, asking what went well and what could be improved for next time. They review participant evaluation feedback, talk with co-facilitators and/or producers and consider their own performance.
Like a project manager’s “after action review,” this intentional reflection time can lead to continual improvement. It can be the difference between a good virtual training program and a great one that achieves successful learning results.
When reviewing a virtual class, facilitators should start with broad questions about the program’s overall effectiveness and then dig deeper into specific aspects of the learning experience. Here are the 12 questions across four categories that I recommend asking after every virtual class, gathering the response data from everyone involved.
First, start with some general questions to help establish a baseline understanding of the program’s success. The results from these questions will help identify places where the class may have gone off track from the original program design. They will also indicate which topics resonated most with learners, which can guide your decisions on which items to emphasize in future classes.
1. Did the program achieve its stated learning objectives? Did participants grasp the concepts? Will they be able to apply the learning?
2. Which examples or activities generated the most meaningful discussions? Should there be modifications to make the content more relevant to their daily work?
3. Did the program timing go as planned? If not, which topics took more or less time? Was the pacing on target, too fast, or too slow?
Second, reflect on the remote participants’ experience. Since they are likely surrounded by distractions in their dispersed locations, it’s essential to collect data from their perspective.
Your goal in this category is to determine if the virtual program was conducive to learning, and if it met or even exceeded their expectations. Specifically, ask yourself:
4. Did the participants show up eager to learn and ready to participate? (If not, reconsider what expectations were set in advance.)
5. Were participants given the opportunity for dialogue, discussion and collaboration? Where could this increase next time?
6. At what points, if any, did participants seem disconnected or unengaged? In hindsight, what reasons led to this feeling?
Next, consider the technology components of the virtual program. Are adjustments needed to keep the focus on learning instead of the tech?
7. Were the participants easily able to connect to the virtual classroom, and stay connected throughout the program?
8. Did the technology enhance or hinder the learning experience? Were there any unexpected tech issues or challenges?
9. What tools, if any, could have been used more effectively? For example, were the accessibility features enabled? Were the collaboration tools used? And did everyone feel comfortable fully using the platform? If not, what adjustments could be made in the future?
Finally, review the facilitator’s delivery skills. Whether it was a solo engagement, a cofacilitated class or supported by a tech producer, the facilitator has the potential to make or break the learning experience. Reflect on this important role by asking yourself:
10. Did I clearly communicate the benefits of active engagement, learning and on-the-job application of the new knowledge and skills? Are there places in the program this could be emphasized next time?
11. How successfully did I address any unexpected issues or challenges?
12. What skills do I need to develop to better serve future participants?
Great virtual training programs are built through careful reflection and continuous refinement. By incorporating these 12 questions into your post-session review process, you can create a foundation for ongoing improvement.
Take time to document your findings, implement targeted changes and track your progress over time. This systematic approach to program enhancement not only elevates the quality of your virtual training but also demonstrates your commitment to delivering exceptional learning experiences.
Cindy Huggett, CPTD, is a consultant and author whose books include The Facilitator’s Guide to Immersive, Blended and Hybrid Learning and Virtual Training Tools and Templates. Email her at Cindy@CindyHuggett.com or connect with her on LinkedIn at www.linkedin.com/in/cindyhuggett/.
