Previous blog posts below
RIP: It is time to bury your classroom training?
“The King is dead, long live the King” was how the death of a French King was announced in 1422. It meant the end of an era and the beginning of new one, preventing an interregnum and an empty throne.
Is the traditional classroom, combining the delivery of information and short rounds of practice, dying. In truth, yes but it has been dying for years and only kept on life-support by those who see training as a single event or a sticking plaster.
At a time where information is readily available to anyone at any time, it is seriously short sighted to imagine that professionals of all types will take time out of the office and pay large amount of money to attend a course like it was in the 70s or 80s. Professionals are time-pressured and expect some form of work/life balance so many will choose an online solution simply because it is likely to be their only chance to have access to the professional development they need or want.
Does it now mean that all learning will take place in front of a computer? Hell no! Actually it has been demonstrated that 70% of all adult learning is made at the workplace through self-discovery, research and via colleagues (and managers) interacting and collaborating*.
In order to preserve its life, training needs to be more innovative to avoid not just an empty throne but, worse, an empty delegate list, but what does innovation look like? It is, on the one hand, taking learners through a journey of self-discovery and helping them to uncover the skills and competences needed through activities and challenges. Some innovative trainers create leadership courses using cooking or art environments, whilst others will enable better communications through role play, or coach a group in a real life environment.
What’s innovation look like to you? Let us know @SyncSkills #GoTheDistance Visit http://syncskills.net/prg/ today and start thinking about your online strategy
*@CharlesJennings, Author of 70:20:10 Towards 100% Performance. Charles-jennings.blogspot.co.uk
Think outside the box
In our previous blog we debated the need to inject life into training so we’re not mourning its passing – click here to read this post – and then discussed how innovation can be the life-blood in training.
In this second blog, we question what do all of those innovative, and often award winning training programmes, have in common?
They are driven to achieve specific and measurable results for specific learners in a specific environment. An award winning training is not about information which is readily available for the masses in free or affordable format: from social media, webinars, e-learning, MOOC or anything else produced for mass learning (even a good old book delivered to your door by Amazon!). And it works! So where are training organisations going to add value to their learners? What can they do to still be relevant in 21st learning century adult education?
Many training professionals believe that only a classroom course can achieve learning outcomes. They are wrong! It has been demonstrated many times that the format of delivery will have no relevant impact on the learning (See Ruth Colvin Clark presentation here https://www.youtube.com/watch?v=TuVakbMSPp4&gl=BE
So what is happening to trainers and training organisations who bury their heads in the sand and refuse change? It is likely that, eventually, large HR contracts for innovative-driven training will pass them by. They will be unable to satisfy clients’ curiosity to experiment and will be focusing on a forever shrinking market. Their offering will become less and less competitive and be forced to lower prices which could drive them out of business.
The Early Bird catches the worm…
It is not too late to start thinking outside the box. Many are talking about innovative learning but little are actually truly living it. Starting with online learning now gives you a head-start over many of your competitors. It is still time to experiment and make little mistakes which go unnoticed. Chances are 70% of your clients are likely to admire your innovative mind but stick to what they know. However you are going to retain the 30% who were about to switch to a more innovative competitors and you may even get some more clients. You are stepping into a virtuous circle - setting you up as a trainer able to manage a variety of delivery formats and today, in Europe, there are only very few of you …for now…...
So be up with the lark and get going!
Set yourself up on LinkedIn and Twitter or on any professional social media platform. Why? Because your learners want to be part of a learning communities. Your role as a 21st trainer is to facilitate learning over a long period of coach, to answer questions and coach your learners into identifying the best solutions for their organisation and their role. This can be done in a classroom, in a virtual classroom AND in a discussion group . Learn how to interact, introduce yourself and ask questions in this environment and you will be surprise how much energy you will inject in the discussion with your trainees.
To help you get started we have selected a few conversations likely to interest you and here are some of the #hashtag to follow on twitter: #Onlinetraining, #training, #management #learning
Linked in groups: HR.com, Learning, Education and Training Professionals Group, Human Resources (HR) & Talent Management Executive
So you may believe that none of your course will never be half as good online but what if there were a little chance that you were wrong and we were right? Join the conversation at #GoTheDistance
Visit http://syncskills.net/prg/ today and start thinking about your online strategy