How to Transition to Virtual Training

Now, more than ever, government agencies must find new ways of communication and collaboration.

We have seen an increased demand for virtual alternatives to a wide variety of trainings, including:

  • Onboarding and orientation processes and programs
  • Retreats and all-staff trainings
  • Leadership and professional development academies
  • Workshops, seminars and symposiums
  • Self-directed topical trainings
  • Constituent education and outreach

We are experts in using technology and working with our clients to develop creative approaches that meet their needs and provide a personal experience even when we cannot be there in person. We know that online training does not need to be an inferior option. With the right processes, tools, and approaches, the flexibility and functionality of virtual training can save time and money, foster collaboration and inclusivity, enhance technical skills, and improve retention.

Whether we are creating engaging and effective online learning experiences for our clients or teaching them to develop and deliver their own trainings, we follow these basic steps:

Document the Training Requirements

  • Begin by identifying the requirements and desired outcomes of the training. Who are the participants and what are their needs and challenges? What is the main topic of the training, and what are the most important take-aways? When transitioning from in-person to virtual training, you must also ask yourself, what are the hands-on aspects of this training that must be replicated virtually?

Develop a Training Plan

  • The next step is to create a plan that includes logistics, tools, and strategies. Will there be one or multiple sessions? Will the training be self-directed (asynchronous) or a real-time facilitated workshop? One of the most important considerations in a virtual training plan is technology. Which platform, software, and apps will best meet your training requirements and provides the same value as those provided in person?

Create the Content

  • Once the framework of a training plan is in place, develop the content of the training. This includes activities to reinforce the information and test participants’ understanding and retention. The information you are presenting might be the same in a virtual setting, but how will you adapt the instructional resources and activities? For example, instead of distributing physical materials for hands-on activities, is it possible to create digital versions? When digital materials are not possible, provide a shopping list for participants to obtain them in advance. 

Deliver the Training

  • Even with the most advanced technology and compelling content, trainings can fall flat if not delivered effectively. Creating an engaging and participative environment is crucial, but this can be particularly challenging when presenting information online. How do you hold participants’ attention? How do you encourage participation and collaboration? Know the interactive features of your training technology, demonstrate them to your participants, and use them frequently.

Assess the Training

  • After the training, evaluate the results. Did participants learn what they needed to learn? Did they enjoy the experience? What additional training is needed? You can use virtual quizzes and surveys to gather this information—if your training platform does not include these tools, you can find dozens of options online. Use what you learn to continuously improve your plan, content, and delivery for future trainings.

Need help? We’re here for you! We have three decades of experience as a virtual firm, and our consultants bring a combination of expertise in education, technology, business management, and facilitation. We can help you find and procure the right technology, develop a training plan and curriculum, and deliver and assess your trainings. Feel free to check out our calendar and schedule time with us in the coming weeks or give us a call. Call 800-776-4229 or Schedule a Meeting.