Long classroom training sessions are sooooo last century. Today’s learners have higher expectations, and the success of your training depends on connecting with them in new, fresh and personalised ways. Technology has been a part of the L&D strategy mix for more than a decade, but simply switching out classroom training for long Storyline sessions frankly won’t do the trick. Instead, give your training a little je ne sais quoi and help them fall back in love with training this year. Here are seven approaches to get you started.
1. Tell a story to suck them in
The tradition of telling stories goes back thousands of years. It has been the preferred method of passing information from generation to generation since people first learned to communicate. Consider creating training modules that tap into the power of storytelling to connect with learners, keep them interested in the material and ensure long-term knowledge retention.
2. Start small with microlearning
Now that mobile devices are in every hand, learners are accustomed to consuming bite-sized nuggets of information as they scroll through their social media feeds. Some of your training modules would hugely benefit from mimicking this technique. Microlearning delivers a single concept in a short period of time – often between 30 seconds and five minutes (or 60 seconds if you’re Litmos Heroes and like things to be a round minute).
Breaking content down gives learners an opportunity to absorb the information and apply it to their daily tasks before moving on to the next chunk. It also helps with memory retention due to maintaining attention spans more easily with shorter training interventions.
By the way – we aren’t suggesting that you take your 100 slide training module and break it down into 10 different “courses” to lighten the load. That’s not microlearning. Find out more about what microlearning is not with our free webinar on Feb 13th if you fancy it?
3. Make use of the most engaging medium: video
Marketers have known for some time that they are far more likely to catch the attention of consumers when they put together an informative and entertaining video to advertise their products. These short clips are watched and shared on social networks over and over again, while traditional marketing methods stay untouched.
There is absolutely no reason you can’t tap into the power of video for learning purposes. Using video in organisational training will get learners interested in learning in the workplace, make training real, visceral and fun and ultimately drive engagement.
Get creative when putting together training programs and include videos as part of blended experiences which make a strong impression. These will stick in learners’ minds long after written materials have been forgotten.
4. Wax lyrical (or maybe just use music?)
Admit it. Every time you have to alphabetise something, you find yourself humming the alphabet song to yourself. There is a compelling reason why early childhood education incorporates a lot of music: it works. Adding a musical element to your training program puts learners in the right frame of mind to absorb information and, in many cases, it aids in retention of new information.
You don’t have to rap though. For the love of all that is good and holy please don’t rap.
5. Play the game and have some fun
There is nothing wrong with having a little fun while you learn and the gamification of training combines the two beautifully. Instead of clicking through training modules, learners get a chance to take on training challenges, earn rewards and compare their progress with co-workers. It is much easier to generate excitement with a friendly competition than by giving workers a long checklist of online modules they must complete.
Our pals over at Litmos do an excellent job of adding a variety of gamification elements to their accelerated LMS. Check it out!
6. Make sure to show diversity
Nothing reduces a desire to learn faster than getting the sense you aren’t welcome.
Unfortunately, far too many training programs fail to ensure that materials show diversity. When giving examples that include names, choose from common options across a variety of cultures and select a diverse group of representatives to appear in training videos. This ensures all learners feel included and remain engaged in the material.
If you’re not sure what we’re talking about here you probably need to take our Equality and Diversity course.
7. Expose them to passion projects
Finally, use your training platform for more than just on-the-job skills. Just about everyone has a work-related passion, and you will increase engagement with learning when you permit individuals to access knowledge and development tools for the jobs they want in the future. Let aspiring managers participate in performance management training, and give future finance professionals a taste of life in the world of numbers.
There is no reason for training to be a chore, with so many options for spicing it up. Whether you choose to add video, create a story or condense modules into microlearning opportunities, you can be sure that your learners will love training this year.
And if those ideas weren’t enough – why not take one more step in saving your learners from boring learning by downloading this free ebook?