What is the burden of going from in-person to virtual?

In this COVID era, I bet a lot of you might be looking for an answer to this question. The truth is, we are, too.

So, in an effort to get to the bottom of this, we decided to allocate today’s Train Like A Champion post to a series of multiple choice poll questions to learn more about the burden you’re shouldering when moving from in-person to virtual training programs. If you have five minutes or so, we’d love your thoughts on the following questions.

In return, we’ll share the results in an upcoming post!

Which is generally easier:

Approximately how long does it take you to convert one hour of training from in-person to virtual?

Approximately how long does it take you to develop activities/lesson plan/slides for a 1-hour virtual session from scratch?

Which virtual delivery platform do you use most often?

Are you generally happy with the platform you use most often?

During this COVID-19 era, what percent of your live training is being delivered virtually?

Which virtual feature do you use most often for engagement and interaction?

How do you feel about designing and delivering virtual training?

How do you feel about the effectiveness of live, virtual training?

Are there some questions I haven’t asked through these poll questions that could offer additional insights into the burden you’ve faced going from in-person to virtual? I’d love to hear about it in the comment section.

5 thoughts on “What is the burden of going from in-person to virtual?

  1. leadership reinforcement will be a key component of how well we move forward with virtual learning. and, in order to gain leadership reinforcement, the value needs to be demonstrated. employing a tool which measures the impact and value of virtual training is necessary.

    • This is a great point, Keith, and not one that I’ve touched on with any of my questions. The level of supervisor support and leadership reinforcement – especially if it’s lacking in some way – can be a huge burden for training designers and facilitators.

    • Keith, do you think the challenge is that leadership can get stuck in the mentality that their people aren’t learning anything unless they see them sitting in a classroom for a day?

  2. I’ve been doing virtual for so long, the Covid shutdown didn’t make a huge impact on what I’m doing. My audience disappeared for a while thanks to furloughs, but we were still developing.
    I’m generally in WebEx and it’s a solid platform that’s been chugging along for a while. I wish we had the audio connected, but that’s on our IT dep’t not the platform.
    I don’t know if virtual is more or less effective than ILT by it’s nature. It seems that it’s really on the content and the presenter – not entirely on the delivery method. You have to adapt to different modalities, just like you adapt to different audience sizes.

    • That’s a good point – on the one hand it’s simply one more factor at play – like audience size or room set up – that you need to adjust to. My conversations with lots of people tend to point to the idea that while it’s one factor, not being physically present to read the room and feel the energy and see the body language of the participants, it’s a pretty major factor. Of course, while it’s a major factor, it can’t be a dealbreaker. It’s the situation we’ve been given and we need to embrace that. And that *is*, like you said, on the presenter and on the content, to adjust and make sure it’s a good experience for all!

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