While elearning has revolutionised many aspects of training in the modern times, there are certain challenges that L&D professionals and organisations have been struggling with since before these tools came into being.
One such challenge is making training more impactful. From corporations providing training to employees to educational institutions, everyone wants to maximise the impact of their training.
Granted, thanks to the dramatically different learning environment, new challenges, overload of information, making training impactful today is a lot different from what it was a couple of decades ago.
However, modern training administrators also have new tools and technologies to aid them in overcoming this challenge.
While it is true that microlearning, gamification, and artificial intelligence enabled LMS can enable you to deliver a more engaging learning experience, these technologies won’t be able to make a significant difference unless your training approach, like these technologies, is user centric.
So how does one make their entire training experience centered around their learners? It’s easier than you think.
Try these tips:
Make Training Flexible
As mentioned earlier, we now have tools that enable us to do incredible things with our training initiatives. One of these things is making training more accessible.
Many modern learning management systems have introduced mobile applications. Similarly, many authoring tools also offer the ability to produce mobile friendly training content.
Providing training on mobile devices will give your learners the freedom to consume training content whenever they want and however they want.
Even if your discipline of training doesn’t allow for training on a mobile device, you can provide your learners with access to a computer based training software that works on the cloud.
This way, they can access the training content whenever they want. Not to forget, such a software has kind of become a necessity if you want to train distributed resources or remotely working employees.
Collect More Data
Modern training platforms have provided L&D professionals with a wealth of data that enables them to make informed decisions.
Think about how much better your decisions can be if you knew what your learners thought about the training experience they are going through.
That’s why, it is important to take feedback from the learners if you want to be able to create a learning experience that they will enjoy.
When your learners get everything (or most of what) they want in a learning experience, you will find them more motivated and as a result, more engaged.
Dedicate Custom Training For Different Roles
The lack of relevance of training material to a learners’ day to day life or professional responsibilities is one of the most common reasons behind their disengagement from the training.
However, when you start creating custom training programs for specific roles at your organisation, communicating this relevance becomes much easier.
Besides boosting the learners’ interest in the training, a more focused approach to training will also bring about better results when it comes to comprehension and retention of information.
Employ Self Paced Learning
Gone are the days when the only way to deliver learning was with an instructor or teacher screaming in front of a classroom full of students.
These days, especially in the case of employee training where adults are being trained, it is important to give some control to your learners.
Remember, when it comes to professional development, it is the employee’s responsibility to upskill themselves. All your organisation needs to do is support this growth.
Conclusion
As mentioned earlier, designing a learner-first training experience is not a challenging task. Have you tried this training approach? How has it worked out for you?
Share with us in the comment section below.
