Discover eLearning the Microlearning Way

A globally renowned consulting firm that drives strategic growth powered by innovation to help its clients navigate through constant change. With their core expertise in operational, digital, and cultural transformation, the client stands tall in the delivery of excellence for the future. Headquartered in Chicago, with 20 locations across the globe, they are widely known for their impact in the healthcare, life sciences, and energy and utilities industries.

The client organization was tasked with improving outcomes for patients and creating a more customer-centric healthcare experience. As part of this initiative, they wanted to help client hospitals implement the High-Reliability Organization (HRO) framework. They needed a structured change management process to help organizations adopt high-reliability principles.

An effective training plan to support the organization’s quest in the change management process was critical for its implementation and overall success. An integrated strategy that would complement the two full-day Instructor-led Training programs, and ensure knowledge retention and superior learning outcomes.  

However, this ambitious project was not free of some pressing challenges. These were identified as:

1. Any training session had to be short but highly effective with no disruptions to the flow of work at the hospitals. 
2. Hospital staff could not be pulled away for numerous and frequent all-day training sessions. A two-day window was available for training.
3. Tackle the “Forgetting Curve”, and ensure greater training recall for error-free application and implementation.
4. While learners are comfortable with an Instructor-led live training strategy, digital learning is unchartered territory for most.

ELB Learning proposed a three-step framework for the High-Reliability Organization (HRO) change management process. While the Instructor-led workshops will continue, the custom development team at ELB Learning proposed additional steps, in the form of pre-workshop material and post-workshop resources. 

The proposed structure will put the focus on spaced learning with clear objectives. Microlearning is a time-tested training strategy to effectively tackle “The Forgetting Curve.” 

A. Pre-workshop:
The Pre-workshop learning elements are designed to orient the participants to the goals and relevance of HRO and get them thinking. The engagement may start 1-2 weeks prior and contain 2-3 learning elements designed to prime the participants and introduce the learning goals and objectives. 

B. Workshop:
The two-day workshop is conducted as per the existing format. These sessions conducted by experienced instructors introduce the HRO concepts to the learners. At the end of the workshop, the participants answer a survey to gather information about the effectiveness of the workshop and identify areas where they need additional information.

C. Post-workshop:
The Post-workshop learning elements are designed to reinforce learning from the in-person workshop. By using microlearning as the learning modality, knowledge retention is further enhanced.

For each of the 25 HRO topics, 4 multiformat resources are rolled out:

1. High-Reliability Concept: An animation module of 1.5 to 3 minutes in length to recap the HRO concepts covered during the in-person workshop. The concepts are illustrated with examples or real-life scenarios. Based on the need, 3D environments, and characters were created to make the content engaging for the learner.
2. Expert Video: The client provided recorded videos from HRO experts. The videos will relate to the concept but will be in the form of life experiences and best practices. 
3. Check Your Understanding: These are simple, scenario-based questions, oriented towards application.
4. Retrospect: A weekend to retrospect the newly acquired concepts, and how they can potentially apply to participants’ current context/organization. This is achieved through a simple rating-based quiz or Q&A model.

The project was a huge success as the client was able to standardize their training plans. They reported savings in training costs and were able to onboard more hospitals with this new training paradigm. Hospitals also reported that end-users exhibit higher levels of knowledge recall helping in implementation. Learners who were initial skeptics enjoyed their transition to digital learning and showed promising signs for the future. The conducive learning environment helped improve course completion and ensured optimum utilization of course material.