Making learning digital is high on the agenda of many companies. And digital learning has indeed many advantages, especially allowing the learner to be more self-directed and empowered. But I doubt that providing only digital learning solutions is enough to result in any real transfer to the workplace. A combination of more in-depth face-to-face learning with technology based learning is much more likely to affect the three core aspects of learning: knowledge, behaviour and attitude.
Here some tips based on my experience as a training consultant on how to best integrate digital options in your training sessions:
A carefully designed training programme has clear objectives (which skills need to be developed in what time) and a solid strategy behind. Only with defined goals you can ensure that the different training delivery formats work in sync with each other and that your efforts are not duplicated needlessly.
At what time are your participants most likely to use digital tools? During their lunch break? On the train back home? A group of front line employees who drive to work and have only few breaks during the day would be a challenging case. Factors like size of the training population, age, knowledge of the subject, previous experiences are also to be taken into consideration when choosing your digital tools. Consider the following:
One of my recommendations is not to overload your programme with digital elements. As explained before, always base your decisions on your training objectives and your audience’s features.
Another important point is to balance control with trust: Adult learners in general like to have control over what they learn, how fast and with whom they interact with. Combine non- supervised with supervised completion of tasks and trust people will go for their best.
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