Virtual Instructor-led Training (vILT) is an effective modality when learners could benefit from engaging with one another during the training, with a facilitator in place to present information live, answer questions, and help guide the learning.

Process: This vILT began by conducting one-on-one conversations with leaders to analyze their understanding of how to approach large-scale change, and the key action steps to take to ensure successful change implementation. Gaps in knowledge revealed the need for a training about how to assess the organization's readiness for change and address possible barriers to successful implementation. The training modality of vILT was selected to accommodate varying work locations, while allowing learners to interact and brainstorm ideas together as they work towards the shared goal of changing to a new CRM, with the guidance of a facilitator to deliver content, provide interactive learning, and answer any questions. Design began with the creation of a detailed design document, to give SMEs an outline of the course learning outcomes, training modality, engaging content, and overall flow of the training. Next, development of the training was done in Microsoft PowerPoint, with additional assets from Canva and Adobe. A facilitator guide was created to help the facilitator deliver the training, enhancing its effectiveness. A participant guide was created to allow learners to easily follow along during the training, record their thoughts and reflections, and have a reference tool for future use afterwards. The course content was chunked to help reduce cognitive load, and engagement was provided using Mentimeter polls, Padlet collaborative tool, group discussions, and reflections. Final assessment includes a scenario-based assessment question during the training, allowing learners to demonstrate behavior change based on learning, and additional follow-up assessment after the training concludes.

Evaluation: Following Kirkpatrick's Model of Evaluation, results of the training are assessed using:

Level 2: This consists of a scenario-based assessment question during the training to demonstrate behavior change based on information learned, using Mentimeter.

Level 3: Four to six weeks after the training, participants submit a form that asks them to notate how they have used one or more aspects of the strategy taught in the training when preparing to implement the change to the new CRM. Conversations with each participant’s  direct reports, who would be most impacted by the change, about how the leader has engaged with them in preparing for the change will also give insight into how knowledge gained from the training is or is not being applied on the job.