Canada Association of Tourism Employees

7 Ideas To Set Your On-line Coaching Course Tempo

Use these techniques to set the pace of your online training course

Self-guided online training sounds like an adult online learner’s dream. But without discipline and deliberate anti-deferral efforts, the course will soon gather dust. On the other hand, the pace of online digital training is risky. The only reason a lot of employees sign up is because of the lack of pressure. They can learn how and when they want. So giving them a schedule can put them off and hurt your participation rates. You are just too busy! So how do you set the pace safely and create the ideal online training pace?

7 top tips for setting the pace in online training

1. Set measurable expectations

At the beginning of the online training, give a rough estimate of how long the online training might take. You can also provide a time estimate for each module. This prompts online learners to plan in this time. Try to keep the class short, five to fifteen minutes. If you stick with one-hour blocks, online learners postpone it until they have a full hour free. And if they hesitate long enough, they will just let it slide. In fact, it is wise to create storyboards in advance that include an estimate of the timeframe. That way you can avoid the clutter and make sure every activity is streamlined and on a pace.

2. Link rewards to pace

Mature online learners do not respond to violence. If anything, they are getting stubborn and stubborn. So instead of punishing them for being too slow, reward them for working quickly but effectively. It should be easy, light-hearted, and completely voluntary. If they complete a module within a week, they can receive a “Quick Learner” badge in their profile. Additionally, assign a unique badge when they achieve a specific skill or accomplish a predetermined goal. Remember, it shouldn’t just be about the incentives. Speed ​​must not come at the expense of quality. So make sure goals / objectives keep flowing into the badge-based equation.

3. Include offline access

eLearning is by nature an online activity. But not everyone has WiFi at home or data packets on their cell phones. Therefore, they can postpone their training until they have longer, uninterrupted time on a connected computer. And between work duties and growing up in general, that may never happen. Activate offline access. You can download chapters on the office connection and study them at home, on the road, or in their children’s practice. You might even consider an LMS that offers offline mobile assistance and downloadable content.

4. Offer optional curricula

Another simple solution is to suggest a pace that they could follow. For example, assign a time period in days, weeks, or months. You can follow it strictly or use it as a template for your self-study. The key is to make it optional and specify a range; for example 2 to 3 weeks instead of 21 days. This gives them leeway and enables them to retain their sense of independence. You can even create a partner education curriculum and assign virtual study partners.

5. Integrate group sessions

Your online training course should include some “collaborative courses”. Even if a teacher is not required for digital training, you can still provide guidance. As part of this model, you have optional, live, real-time sessions. Online learners do not have to attend, but they will receive online training bonuses for doing so. This can be exclusive online training content or a single meal with the boss. This ensures that they learn the “right amount” between sessions just so that they don’t feel clueless during the “live class”.

6. Use the context for timing

Real life examples are helpful in any online training situation. Use this factor to set the pace. For example, let’s say you have an online product knowledge training course ahead of the big launch. Create ‘Build the Buzz’ activities in advance of the event. Such as scavenger hunts that tie in with related products. Or group projects where a presentation is made for the newest items and shared with colleagues. There is no specific deadline, so employees can set their own pace. However, they know that they need to complete the online training before the introduction to get the most benefit. Otherwise, they run the risk of slipping to the bottom of the sales leaderboard because their colleagues are better informed.

7. Get feedback on fine-tuning the flow

Rushing through activities can affect results. Too slow a process often bores employees and lowers participation rates. The key is to find a balance. What better way than asking for their input to help set the ideal pace for online training? Polls, focus groups, and social media polls can help you gather feedback. But reviews are also a great way to see if the pace is right or if small adjustments are needed. For example, high error rates indicate that you may need to adjust stimulation to improve retention. This gives you the opportunity to reevaluate online training / activities that tie in with frequently overlooked questions.


They say that people don’t value free things and that self-directed activities have high dropout rates. Without outside pressure or motivation, most people just fizzle out. Online learning has been praised for being self-directed, but how can you help your online learners stick with it? Offer them measurable goals and award badges for achieving them. Built-in offline access so they can study even when their internet is spotty. Provide a schedule they can decide on and schedule synchronized group activities. Link your material to offline events and check out your corporate learners every now and then. See if they can keep up and ask how you can help.

Does your LMS support self-directed learning paths? Are you able to provide downloadable content and offline mobile access? In our online directory you will find the top platforms for training and further education of employees. Search by feature, pricing model, and use case to select the best system for your online training program.


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