Today, we are bombarded by a variety of e-learning and training solutions. It’s difficult to know which resources are valuable, however, if we are not experts. It’s a bit like trying to self-diagnose a medical condition via the internet.
It’s very easy to get it totally wrong and waste time and energy going down the wrong path and really changing nothing in terms of the real challenges you’re facing.
In certain situations, expert advice from professionals with a great track record is simply invaluable.
We know we should pursue high-quality insights, not generic, readily available content. This is particularly relevant when it comes to understanding complex, interrelated psychological, emotional and behavioural aspects in our day-to-day lives.
Initiating and sustaining human evolution and progression with meaningful development cannot be left to chance. We require sophistication and deep insights.
Review Your Learning Programmes For Quality And Relevance
For diversity and inclusion e-learning as well as equality and diversity e-learning, we need to identify high-quality content from global service providers.
This is vital as learning is structured to incorporate learning from extremely diverse companies, industries and locations with very different challenges.
Technical experts that design e-learning programmes have honed their expertise to create content substantiated by sound research, analysis and real-life experience.
We also require end-to-end solutions and support. If we are serious about avoiding ad-hoc programmes, which are out of the question when it comes to DEI learning, it is not only the e-learning itself that is critical.
We also need the right platforms, advice and ongoing support that is tailored to your organisation’s unique requirements. Consistency is important.
To optimise your potential for transformation, service providers must take care not to disrupt the value that already exists. Extreme sensitivity needs to be exercised towards the organisation’s existing business goals, learning systems and training ethos.
Typically, a SWOT analysis also needs to be done in advance, which is useful in identifying what solutions should be offered.
Blending And Bending For Greater Relevance And Value
Online equality and diversity training blends well with e-learning, enriching the entire learning experience.
Exposure to a variety of alternative tools and forums extends the learning over a protracted period of time allowing for natural maturation by participants in the subject matter.
A key acknowledgement to make before embarking on e-learning and training is that there are, in fact, no perfect solutions.
Excellent service providers are upfront about this. They are there to join hands with organisational leadership to weather the storms inherent to this journey. There is likely to be a need to avoid blanket programmes across all e-learning and online interventions. Customisation in accordance with organisational culture and employee characteristics may be warranted to navigate the unexpected.
All diversity and inclusion e-learning and equality and diversity e-learning have the ability to make a real difference. But we never want this to be short term.
Service providers worth their salt will proactively spot pitfalls and unexpected setbacks through proper project management and remedial intervention. Projects plans need to be detailed and synchronised including milestone mapping, comprehensive feedback mechanisms and monitoring systems in accordance with selected performance indicators.
Online learning for diversity speaks the language of the benefits of creativity. This is, in fact, the hallmark of the net effects of greater diversity, equity, equality and inclusion. Their commitment to joint creativity across leadership is unparalleled in terms of helping organisations create their desired future. This is because the real potential flows from this orientation and ensures that there are no limits.
We know we’ve made a good decision when service providers are upfront that the journey will not be easy, only worthwhile.