The amount of knowledge we’re expected to know to do our jobs well, is growing all the time. We’re constantly learning new things, embracing new technologies, and being asked to comply with new laws and regulations.
For training creators this can seem daunting. How is it possible to build learning content quickly and prolifically enough to help employees keep up-to-speed?
If you asked your colleague to prepare a quarterly report for you, would you then do it as well? Of course not – there would be no point doubling up efforts. Creating training is exactly the same.
Chances are, someone out there has already written an article, designed an infographic, or created a short video on the topic you’re discussing.
So before you start building a learning topic from scratch, why not have a look and see what’s out there that you can use?
Step 1: Identify key topics that need to be addressed. To find these, have a chat with employees, team-leaders and managers, who can help you work out which topics should be prioritised.
Step 2: Check third party sites for useful content, i.e. Forbes, Fast Company, Harvard Business Review, BBC News website etc. Don’t just search for articles – look for infographics, cartoons, video clips to keep it engaging. There is plenty of fantastic content out there – you just need to know where to look.
Step 3: Start creating your learning topics using the content you’ve found, mixing in images, text and video to keep it engaging. Then personalise it so that it’s relevant to your employees, and your business. Add in advice tailored towards your specific audience, and short video messages (these can easily be filmed on your smartphone) to explain ‘why’, ‘what’ and ‘how’ the information relates to them.
Step 4: Finally, assign one learning topic to a group. This is not the point to sign off. Instead, actively check their feedback and use it to quickly create other modules and improve the curation efforts you’ve already undertaken.
Curation is all about working smarter not harder. Find useful info to share, then put it into context for your team/department/company, and save yourself a lot of time.
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