Take the Mobile Learning Plunge

The sales training team was poised and ready to show off its new mobile learning app at the national sales meeting. Trainers were convinced that the new technology would change the face of training within the company. Sales representatives had received their iPads six months prior, and after a major investment in the development of apps and digital assets, the eager training professionals were excited to (finally) enter the mobile learning arena.

The trainers' dreams dissolved quickly when Jim arrived with a frustrated look on his face and his iPad still in its case. "Can you make this thing work?" he demanded. This was just the first of many deflating conversations.

Barriers to mobile learning

Perhaps this scenario sounds all-too familiar to you. Although mobile learning is becoming the popular trend in many businesses—and especially in sales, where just-in-time training allows sales representatives to remain in the field selling more products—the transition to mobile learning is not an easy one for most companies to make.

Prior instructional design was developed for the PC, not iOS or Android devices, so animations and interactions that work well on a desktop computer do not carry the same functionality on a mobile platform. Additionally, learning management systems exist behind layers of security firewalls that make it difficult for users to access courses on their mobile devices.

Even if you overcome some of these barriers, the greatest problem remains: Many people do not understand how to leverage mobile devices for learning and development.

Steps for a successful transition

If you are considering taking the mobile learning plunge, it's time to think through the transition. Effective mobile learning requires a well-crafted strategy to manage the migration. Sales trainers can follow a few basic steps to move existing training programs to a mobile platform.

Assess the mobile device market. Before developing a mobile device strategy, it is essential that you first understand which devices your employees are using. Some companies issue a specific device, while others allow employees to choose their own.

The type of mobile device used can limit the design of your training course. If possible, work with your IT department to develop a plan for the purchase of future phones and tablets. Understand how each device operates, how to add accounts, and how to connect to the cloud.

Train sales professionals to use the device. How can you expect someone to take a course on her phone or tablet if she doesn't understand how the device works? Although most people are proficient at surfing the web or playing games, many don't have a clue how to use a mobile device for business purposes.

Applications for workplace learning often are different from those used for personal reasons. For example, annotating a PDF requires a specific set of device skills different from those required to watch a YouTube video.

People want to learn how to use their devices in the most effective ways possible, but they don't have the time to experiment with settings, apps, and shortcuts. Look for every opportunity to train employees on the effective use of their devices.

As the mobile learning developer, it is important that you become an expert on how the devices work—the person whom the salesforce can call for tips and tricks.

Create mobile dependence. People will be eager to make a change if that change makes their lives easier. Show sales professionals how accessing mobile courses is more exciting than reading pages from a workbook. Develop your best material in digital formats and slowly replace formal training materials. Engage learners by teaching them how to take notes on their devices and use creative apps.

Set aside a day to record your mobile device use at work. If you expect others to grab their tablets to take notes or view emails, then you must model the same behavior. Plus, as you force yourself to become more dependent on your mobile device, you will discover what works and doesn't, and those lessons will inform your mobile learning strategy.

Discover mobile champions. Adult learners enjoy sharing what they know. One ideal way for employees to display their skills is by training their peers on the latest mobile apps. These apps are fun, and "super users" will be eager to show them to their colleagues.

As you train sales representatives to use their mobile devices effectively, be on the lookout for those who seem distracted because they're playing with their tablet, for example. Those people can be your greatest advocates for a mobile learning transition. Determine what apps they use to enhance their business practices. Organize peer-to-peer sessions and pair a super user with a novice.

With more than 650,000 apps in the Apple App Store alone, it is impossible for any trainer to know everything about every app. Create a database that aligns users with their favorite apps so you can delegate questions and concerns to the experts.

Develop a mobile methodology. Mobile learning takes place in various formats depending on your desired learning objectives. It is no longer sufficient to design all courses for use on one platform. Some objectives are best accomplished through mobile training courses while others are more effective via a live virtual classroom or chat room.

Develop course objectives and then determine which goals are best achieved by which mode of technology. Assign objectives to three general categories: know, analyze, and synthesize.

Knowledge-based objectives involve information recall—the learner is asked to define, describe, or reproduce the content. Analysis requires discussion about the information—participants are expected to interact, interpret, or explain. Synthesis describes how the learner evaluates the material to demonstrate, simulate, or create new ideas.

Knowledge-based objectives work well with mobile learning. They are self-based and can be assessed when the participant is willing to learn. Virtual classrooms are perfect for analyzing material. Here the facilitator directs the learning often in conjunction with subject matter experts. Finally, experience-based synthesis is effectively accomplished with game-based learning.

Summary of key elements

Before you ever create a mobile training course, it is vital to develop a mobile learning strategy. This strategy must include key elements to make the transition from formal to mobile learning a positive experience for sales professionals.

First, become an expert on the mobile devices that your audience will access. In your strategy, include training for effective mobile device use. Identify people in the organization who can support you throughout the transition. And create a methodology that defines what types of objectives are best achieved through which devices.

Remember: You are not merely a training facilitator or mobile learning developer—you are a model mobile device user. Carry the torch, and implement a plan that will make it simple for others to follow.

How to Gain Support From Leadership

One of the most important factors for a successful mobile learning transition is to gain support from leadership. Leaders must believe that this new technology will make such a significant difference in the organization that it is worth the transition efforts. Here are four steps to acquire buy-in from your leaders.

• Pull, don’t push. Engage your key leaders in conversations about their frustrations with training. Don’t get defensive; listen and ask questions. Uncover leaders’ opinions about and satisfaction with the present system. Ask questions such as: What’s the impact from sales representatives’ spending time out of the field to complete e-learning modules on their PCs? How does this loss of time affect the bottom line? Is our present training program good enough or fast enough to meet the needs of the salesforce?
• See it to believe it. Once you have created the need, be ready to demonstrate the new mobile platform. Ensure that everything works perfectly in advance. Give leaders your mobile device and allow them to play with the program. Ask more questions: Do you think this technology would be helpful? If the salesforce could use this tool, what value would it add?
• Slow drip. Socialize leaders into a comfort level where they can own mobile learning as the best solution to meet their needs. This process is a marathon, not a sprint. Select a pilot group of key stakeholders and develop courses solely for them. Design your courses to show off the features that will get them excited and hold their interest. At this stage you can begin to build leadership dependence on the mobile platform.
• Plan a budget in advance. You know you have “arrived” when your leaders ask you to introduce the training to sales managers and representatives. When that moment occurs, ensure financial resources are available to support technology needs and staff are well trained on how to use and support the use of the technology.