AP Learning

“We should probably start converting our training to e-learning…”

Even though you think that, you hesitate when it comes time to act. Or you face fierce resistance from advocates of in-person (analog) training, who argue things like “It’s meaningless without real social interaction” or “You can’t convey the passion through a screen.” Sound familiar?

In the previous article, we discussed the importance of structuring and organizing training from an ID (Instructional Design) perspective. This time, let’s explore the reasons behind that reluctance when transitioning from face-to-face to digital.

Why “Digitalization? Nah.”?

Why do we immediately bristle at the mere mention of digitalization, treating it like something entirely different? Lack of IT skills? No need to change since the old ways work fine? No precedent?

One reason may be the anxiety of losing what many see as their strongest assets: the “human interaction” and “on-site atmosphere” of face-to-face training. It’s natural when people think things like, “We’ve managed to get by on the instructor’s passion,” “We’ve adjusted content on the fly by reading the participants’ reactions” – it feels like these kinds of “on-site craftsmanship” skills are being taken away… Digital is confusing… I understand the anxiety.

However, “face-to-face” and “digital” are merely the ‘means’ of delivery. The “purpose” – training or learning – remains the same.

We’re simply worried about the unknown change in the “means” (the vessel). But it doesn’t mean our “skills as education professionals” (our design capabilities) are being negated.

So, let’s pause and reorganize the “content” we deliver.

The Means May Change, but the Principles Remain

The most important point here to remember is that whether it’s face-to-face (analog) or digital, the “Instructional Principles” in instructional design remain the same.

For example, why is training or learning needed in the first place? Returning to that fundamental question brings up points like these:

• Problem Identification: What is currently happening in the field?
• Goal Setting: What should participants be able to do to solve it?
• Achievement Support: How do we guide learning toward that goal?

These are the unchanging core elements, whether in person or digital. Many people shy away from digitalization because they mistake this change in “means” for a change in “purpose.”

Digitalization isn’t about learning new magic tricks. It’s simply about transferring the skills you’ve honed in face-to-face training—the skills to solve problems and achieve goals—into a different vessel (medium).

No More “Because It’s Digital” Excuses

When training sessions fail to deliver the desired results, don’t we often find ourselves searching for excuses like these?

• “Well, online sessions just can’t hold participants’ attention, can they?”
• “Since it wasn’t in-person, the instructor’s passion didn’t come through.”

But to be blunt, this might just be scapegoating the “method” and distracting us from the real issue.

The real reason for lack of results rarely lies in the digital “format” itself. More often, it stems from flaws in the “design (approach)”, such as:

• The problem definition was fundamentally off-target
• Goals were ambiguous
• The steps for learners to achieve them were insufficient

Going digital didn’t cause the failure; rather, the online environment simply exposed the existing flaws in the design. Properly identifying the cause and honestly acknowledging it is the crucial first step toward updating training.

Summary: Focus on “Design,” Not “Method”

Whether in-person or digital, these are merely “means” to support learners in achieving their goals.

By shifting focus from blaming the “means” to emphasizing “fundamental principles,” training evolves into something “authentic” that delivers results regardless of location or format.

Technology evolves, but the mechanisms of human learning (the fundamental principles) don’t change so easily. That’s precisely why what we should learn isn’t “how to use tools,” but “how to apply the fundamental principles.”

As long as we remember this, whether it’s face-to-face or digital, we should absolutely be able to deliver great programs (^^).

And this is where instructional design comes in: to organize these “hesitations” and “concerns,” and help reframe training in the language of design.

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