We’re Going Virtual!
2020, the year we finally went Virtual! Well, it took a global Pandemic to do it, but we have all been thrown into the “Digital Deep End” of the pool for almost everything. Consider the last 15 years when we threw around the idea of Avatars joining Virtual Conferences; or people working virtually from home, or even attending a Virtual Instructor Led Training. Yes Sir, we have moved from fringe outlier to full on dependence for survival through Virtual alternatives. All sarcasm aside, the majority of “Virtual” tools being leveraged today are not new, or new concepts. They’ve just had a massive reconsideration from the C-Suite.
There’s some cool stuff happening in the Virtual World this week. SkillSoft/SumTotal is holding the Annual Perspectives Conference entirely online. Even better, it’s open to anyone interested in learning & development. There are some amazing speakers lined up and here’s the coolest thing about being Virtual, it’s a Global Event. The conference will kick-off first thing in the morning for Australia and follow the sun around the globe till it’s conclusion that evening in San Francisco! Amazing! There’s still time to register for FREE to see some amazing speakers and learn great insights into the latest in Learning and Development: https://www2.skillsoft.com/perspectives/#register
Last week I had the privilege of joining a panel discussion virtually for PeopleMatters in the APAC region. Again, this was a virtual Global Event with panelists from three different countries sharing the latest insights relative to how Human Resource departments are dealing with the Pandemic around the globe. In brief summary, the challenge facing everyone is there is no playbook to refer to as this event is truly unprecedented. HR Leaders are re-inventing the way their organizations operate while ensuring everyone’s health and safety. The one thing everyone could agree upon is the role the skills will play through and after the Pandemic subsides. If you would like to see more of the session, you can access it for free here: https://www.peoplematters.digital/webcast/watch-hr-as-a-pillar-for-re-mapping-skills
Keeping with our theme of Virtual for this week, there’s also been a lot of talk lately about Virtual Instructor Led Training. I find it interesting to hear people discussing VILT like it’s some sort of “NEW” capability. Truth is, it’s been around for over a decade, just been done poorly for the most part. There are few examples of what “good” VILT looks like and I find it hard to know why those haven’t gained more traction. The problem with VILT is not a technology problem, but an application program. Those who know how to make the technology melt away and leave an attendee with a similar experience or better from a live in-person event are few, and will be in high demand.
I was fortunate to help start a Virtual Instructor Led Training program several years ago. Predicated on the premise of a cost-saving alternative to a traveling instructor, I made my case for VILT based on a compliance initiative. The company had just spent a ton of time and capital ensuring every employee in every location was compliant with the latest HR policies. But what inevitably happens, a new employee arrives or one that was out missed the training. There was our opportunity. With an HR representative and Corporate Legal representative observing from Corporate, we seized on the chance to demonstrate how VILT could provide the same experience as an in-person event to attendees in the Field.
That program has grown over the years and I believe is still leading the way for good VILT. Which begs the question, what makes up “Good VILT.” I’ll lay out the secret and explain why. It’s all in the delivery. If you’re not considering all the aspects of what a learner must endure from a registration, to attendance, to subject transference, you’re probably not going to be successful. The reason VILT has not taken off is due to the higher level of production costs it requires to ensure a positive experience versus ILT.
“Good VILT” is first and foremost attributed to content. If the content is not specifically designed for synchronous delivery, to keep attendees engaged, then there’s already a problem. Second, there must be a Presenter that understands what it means to present virtually, how to engage a faceless audience and ensure that their attention on the content and not their e-mail or “second screen.” Third and most important, there needs to be a Producer who is focusing on all the aspects of the event from technical issues that may prevent an attendee joining to posting the polls, reviewing chats and most importantly, allowing the Presenter to focus solely on the content.
I honestly believe that what is in the above paragraph has not been considered by a large segment of people that have attempted a VILT initiative. There are literally organizations that specialize in the training and certification of synchronous (live) delivery of training. When done right, VILT CAN be a real alternative to live Instructor Led Training, perhaps even better. However, when done as just a WebEx with consequences, it won’t stand as an interim solution, let alone viable alternative.
Going Virtual has shown a significant level of flexibility for organizations during the Pandemic, but it’s also a transformation moment for a generation. Many of the reasons Virtual had not gained traction in the past was the physical, in-person alternatives were not so prohibitive. Airline and Hotel alternatives we’re acceptable and often preferred for those who don’t mind travel. This prevented many Execs from fully appreciating the Virtual alternatives. In all truth, most Executive experiences with “Virtual” probably occurred in a Conference Room where it could take up to 15 minutes to get all the tech working on both ends of a WebEx.
As a Techie at heart, and a promotor of Virtual, I’m torn lately. I really enjoy my global travel, but at the same time appreciate the recognition that Virtual alternatives are finally receiving. I’d be lying if I said I didn’t miss my travel. But I truly believe we are seeing a change in appreciation and understanding from the C-Suite that would not have happened otherwise, or until a generational shift. C-Suite Executives now see the viable and productive use of operating in a Virtual way that is allowing their organizations to survive this massive disruption. Of course they’re also doing what all Executives do, looking at the ROI. I do believe we are in a time of transformational change in the understanding and application of Virtual solutions. Hopefully it won’t take something this drastic to change minds going forward.