Corporate Training Trends 2020 – What’s Really Worth Your Investment?

As the end of 2019 approaches, budgets are being finalized and sales quotas are being established for the new year. Have you accounted for the cost of employee training in your 2020 budget? Some employers may be tempted to push employee training to the side of their business-centric priorities, but you may want to think again…

At Unboxed Training & Technology, our goal is to provide you with any recent corporate training trends with actionable ways to apply these new industry insights to your company or team. A diverse client base gives us a well-rounded view of the L&D space to share what we expect to see as corporate training trends in 2020.

Based on what we’re seeing with our clients, and in the L&D industry overall, we have compiled the top four future trends in training and development that you need to know for the upcoming year. But before we jump into the trends, let’s take a look at the corporate training landscape as a whole.

The Future of Corporate Learning

According to SHRM’s Skills Gap 2019 research, 75% of HR professionals say there is a shortage of skills in candidates for job openings. One of the “most effective remedies” mentioned in the report for this growing skills gap is to improve employee retention rates

Research has shown that employee training and development actually reduces employee turnover. The question is, do you believe it?

Take notes from Amazon. Earlier this year, Amazon announced a $700 million investment in employee training programsWe think it’s important to invest in our employees, and to help them gain new skills and create more professional options for themselves,” said Beth Galetti, senior vice president of HR.

Every year, corporate training trends evolve–but the value of employee training never changes. Use these corporate training trends to guide your training process whether you are onboarding new hires or upskilling current employees. The future of L&D starts inside your organization, today.

 

Top 4 Learning and Development Trends in 2020

Companies like Amazon understand the necessity of employee training and development–not only for new employees–but as an ongoing investment in current employees. Whether you invest $7,000 or $700 million, effective training is always advantageous to the business. A recent study, noted by Spotio, concluded that “every dollar invested in sales training returned $29 in incremental revenues.

Now it’s time to talk about what you don’t know (but should) about workplace learning and employee development.

 

Trend #1: Actionable Coaching

Research has shown that coaching is the number one competency that distinguishes average managers from highly effective managers. Actionable coaching is more than giving advice; it provides employees with constructive feedback, sets actionable goals, and develops a more efficient workforce.

As a manager, it’s not enough to say, “You didn’t do that right. Try again.” Managers must actively engage with employees to identify strong competencies and development gaps. For example, actionable coaching can turn a sales pitch tragedy into a training opportunity by creating a plan of action:

  1. Identify what part of the sales pitch or goal an employee missed.
  2. Explain the correct behavior or action expected and resource them with specific training material.
  3. Form a plan of action moving forward to train in weak areas and fill in knowledge gaps:
    • Brush up on product or service knowledge.
    • Review the messaging strategy.
    • Practice the pitch by role-playing with a colleague or mentor.
    • Set a completion date.

Coaches, how do you currently track your coaching engagements and employee observations?

In response to the need for better coaching tools to make actionable coaching more intuitive and effective, we’ve developed an easy-to-use mobile app that walks coaches through an observation flow and captures key data points. Here’s how it works:

  • Observe behaviors by taking coaches through a guided observation flow.
  • Capture information in the moment to keep coaches focused on the person in front of them.
  • Easily track and record detailed notes.
  • Provide feedback on strengths and opportunities.
  • Assist in creating SMART goals for tangible results.
  • Save documentation time.

If you aren’t observing, you can’t coach. Start tracking performance, skill progression, and providing constructive feedback to empower employees to make actionable changes.

 

Trend #2: 360 Certification

How do you know when your new hires are ready to be customer-facing?

At what point does your onboarding process transition new employees to executing responsibilities on their own?

How do you certify that your sales reps are ready to pitch prospects?

What guardrails can you put in place to ensure the best results?

We’re long past the point of a certification exam or a series of inconsistent classes being enough to guarantee readiness, let alone success. The future of corporate learning lends itself toward a 360 degree view of certification.

360 degree certification is holistic in nature. Begin by identifying a threshold that learners must meet before they are considered “certified.” Be sure to choose inputs that train and test on knowledge, skills, and behavior.

Then, use your Learning Management System (LMS) to create a unique formula of weighted inputs to automate the employee certification process. Inputs might include some or all of the following activities:

  • In-person training event
  • Video roleplay
  • Coaching session or observation
  • Mini knowledge checks
  • Action learning projects

The list could go on, but each input is used in combination with the others to collectively “certify” your rep.

Don’t stop at a one-time certification. Employee training is an ongoing process that continues well after onboarding has completed. Track employee training and recertify reps with refresher courses at various checkpoints in their careers to ensure knowledge retention over time. Reimagine how this will transform what “customer readiness” means for new hires and veteran employees.

The goal is to have employees cross-trained in everything from hard skills to soft skills throughout their career. This full-circle method of certification gives managers and employees a 360 degree view of what they are proficient in and where they need to improve.

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The start of every new year is a chance to revisit training goals and aspirations for the coming 12 months. How do you know what’s worth your investment?

Trend #3: More Innovative Event Management

Are you using your LMS to its full potential by engaging, training, and assessing learners? Stop using your LMS as a repository for training and resources that aren’t being used anymore. An LMS that is being used effectively is an integral part of an employee’s work day.

Leverage your learning platform to pulse engaging pre-work, drive community traffic, and gamify training events with ongoing opportunities to earn points and rewards. Integrate your LMS across the organization to support business objectives and scale up your workforce.

 

Engage with Pre-Work

Pre-work should make a meeting, virtual instructor-led employee training (VILT), or webinar more valuable for both the attendees and the presenter. Take advantage of an LMS, like Spoke® LMS, to manage and engage attendees at your event. Reimagine pre-work as fun, engaging, and effective rather than just busywork:

  • Send out learning expectations and resource guides early to prepare learners.
  • Build assessments for learners to take beforehand to help gauge the audience.
  • Make pre-work visually stimulating with images, graphs, and multimedia.
  • Have some fun by using games to award points or prizes to those who complete pre-work.
  • Schedule email reminders to send out right before the session for optimal attendance.

Encourage learners to come with answers, questions, and comments so they participate in the conversation. Use engaging content that builds interest and promotes interaction among attendees.

Gamify Training Events

Games in training is one of those learning trends that will only get more influential every year. Use games and gamification at events to educate, improve the experience, fight disengagement, as well as create an environment of collaboration and healthy competition.

For example, a pharmaceutical national sales meeting is a great opportunity to implement games and gamification into an event. Use an LMS to award points or badges for various activities in order for participants to win a grand prize:

  • Attending different sessions.
  • Tweeting what they learned using an event branded hashtag.
  • Sharing photos on social media and tagging the company.
  • Networking with other attendees by exchanging business cards.
  • Collecting items from various booths.

Have games and gamification made it into your 2020 event plans?

Disengaged attendees are the bane of any event’s existence, in-person or virtual. Craft a learning culture that motivates and engages employees with the help of an LMS. Think Outside™ the box for your next corporate event!

 

Trend #4: Personalized Learning through AI

Artificial Intelligence (AI) is no stranger to L&D or the world at this point. We talked about AI last year in our 2019 training trends blog, and it’s not going anywhere.

We interact with AI every day to make our lives easier. Google, Facebook, and Instagram all use AI-based algorithms to provide us with relevant information and ads to deliver a better user experience. Yet, in the workplace, AI is still severely underutilized.

AI At Work, a study conducted by Oracle and Future Workplace, discovered only 6% of HR professionals are currently using AI at work. Although, HR leaders believe AI will positively impact both L&D (27%) and performance management (26%) over the next two years. Both HR leaders and employees agree that the biggest impact AI will have on organizations is increased productivity.

AI caters to the individual who is handling it, fitting exclusively to the needs of each user. When AI is implemented into an LMS, it creates a personalized learning environment that becomes more intelligent over time. AI can improve employees’ learning experiences in many ways, but here are a few to consider:

  • Identify knowledge gaps in training then recommend the program(s) needed to strengthen that particular area.
  • Create a personalized course path using a blended learning approach and selecting the right modality for training content.
  • Measure training effectiveness through facial recognition to track what is being practically applied on the field as mentioned in our #4 trend for 2019.

The future of AI in the L&D space is limitless. If you don’t start adopting AI technology into your corporate training now, you’ll be limiting the potential of your business and employees later. Don’t get left behind.

 

2020 Training Trends Recap

L&D is constantly evolving with new technology and research used to improve the modern learner’s experience. Let’s recap our 2020 training trends:

  • Actionable coaching for actionable results. Don’t just manage employees. Use tech tools to coach employees with a plan of action that assesses their progress and improves performance.
  • 360 degree certification. Give your sales reps a full-circle onboarding experience using multiple methods of input so they are truly customer ready.
  • Use LMS for more innovative events. Engage employees at events with value-added pre-work and use both games and gamification to encourage participation, as well as collaboration.
  • Adopt AI for personalized learning. Use smart technology to support your training efforts. Start embracing AI in 2020; 93% of employees already say they would trust orders from a robot.

Need help implementing these new corporate training trends? Let our L&D professionals help you prepare for the future of work. Schedule your free training consultation today!

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How to Track Employee Training

Human capital is by far the most valuable asset to most any business. Although an intangible asset, people are a critical component to a business functioning at optimum capacity. People are part of the profit equation, and to make money, you have to spend money. Employees impact customer satisfaction, sales goals, ongoing innovation, company culture, etc. But, in most cases, employees are only as good as they are trained to be. Employee training is an opportunity for businesses to increase the value of their human capital. An employee training tracker is a key component to the training equation because it helps you identify if your employee training is directly increasing employee performance.

Furthermore, investing in employee training is important for the long term growth and success of a healthy business. So you’re probably thinking, “I agree, but how do I know if what I’m investing in is paying off?” We see where you’re coming from. Implementing an employee training plan usually starts with a learning management system (LMS).

Let’s talk about how an LMS transforms and tracks employee training today…

Employee Training Tracking Software

Training employees and tracking their progress is essential to properly evaluate what’s working, what information is not being retained, and what may need to change. To put things in perspective, up to 40% of employees who don’t receive adequate job training quit within the first year. Onboarding is no cheap investment, so when a new hire is made, that employee needs to be set up for success with well-defined job training.

Spoke® LMS

 

Spoke logo

Time for practical advice: The best way to track employee training is with an LMS.  Employee training tracking software, provided by an LMS, helps you collect, deliver, and track your company’s training content. Spoke® LMS is an award-winning, social LMS for the mobile workforce utilizing gamification to engage employees in training.

 

Assessment Builder

To understand the ROI of training, it needs to be accurately tracked. Tests, quizzes, and assessments are all ways for administrators and employees to identify areas for improvement. Spoke’s Assessment Builder is a useful, employee training tracker for both learners and admins to evaluate knowledge retention. 

Easily create assessments, track progress, and note trends to refine your training over time. Additionally, employees have the ability to test out of courses they have mastered to spend more time training on topics they don’t know as well. Gain insights on how effective your training is by retrieving granular data on specific questions or administer surveys for a broader view.

spoke assessment example questions

Assessments are fully customizable and can be required before or after a training. A pre-assessment is a good way to draw a baseline for comparing employees’ results, post-training. Using a tool like Assessment Builder as an employee training tracker is a great way to start evaluating your internal training efforts. The more you measure, the more you know.

Spoke® Reports

Keep track of your team’s overall results or review individual learner data with Spoke® Reports. Robust reporting helps you identify coaching opportunities for learners who have skill gaps and empower teams that need additional training resources. Filter reports by team, region, job code, and organizational hierarchy.

Spoke LMS reporting features

Dial in on course completions, user activity, and course activities. Practical, performance evaluations have never been so easy. Measure ROI with visual, interactive reports and go beyond the basics to discover metrics like social participation and learner engagement.

To grow your business you have to know your business. Access real-time, interactive dashboards, stunning user transcripts, and optional, business intelligence reports. Spoke is completely customizable to fit your business’ branding too, so you get all the credit for employee training satisfaction (don’t worry, we won’t Unbox your secret).

 

The Kirkpatrick Model

Dig a bit deeper into tracking employee training with the Kirkpatrick Model, which identifies four levels of learning evaluation:

kirkpatrick model four levels learning

At Unboxed Training & Technology, we use the Kirkpatrick Model to evaluate the effectiveness of employee training. Tracking employee training can be an elusive topic, but the four levels of learning can be used as guidelines to evaluate employees with some help from Spoke® LMS.

Reaction: Spoke® Surveys

The first level, “Reaction,” is meant to measure the learner’s experience with the training after they have completed a course. Practically speaking, this would look like administering a survey at the end of a training to gauge the employee’s experience. Some example questions could be:

  • How did you like the training? 
  • What did you like about it?
  • Did you enjoy the learning experience?
  • How do you feel post-training?
  • Were you satisfied with the virtual instructor?

Learning: Spoke® Assessments

The second level, “Learning,” tests the employee’s new knowledge to determine the retention of what was learned. A pre-assessment and post-assessment should be administered to properly gauge the level of comprehension.

  • Pre-assessment: ask questions related to the training topic.
  • Post-assessment: ask topical or scenario-based questions directly after the training to test knowledge retention.
    • What new topics did they learn?
    • How well did they acquire this new knowledge?
    • Are they confident in their abilities to execute the job’s task.
  • Compare results.

Behavior: Practical Application

The third level, “Behavior,” is where the post-training application is played out. Interviews and scenario-based assessments are helpful tools when analyzing the effectiveness of training 3-6 months later. Tests and quizzes are not as effective at this level because behavior changes don’t play out on paper. Changes in behavior occur at different times for everyone and typically require a personal follow up at a later date. 

Results: Key Performance Indicators

Positive results are the goal of any employee training initiative. The success of training is seen over time by measuring company sales goals, team efficiency, individual task completion, customer satisfaction, product quality, faster turnaround times, etc. Identify specific, key performance indicators (KPI) to track, measure, and evaluate. Use those KPI’s to determine how successful the training proved to be over a particular time frame. Review the results at an appointed time or during the employee’s end-of-year evaluation.

 

Tell Me More About Spoke® LMS

Every business is unique, but so is every employee. Training should be custom fit to meet the needs of your business and the learning needs of employees. Do you have an employee training tracker to measure results? Is your training doing the job? Are you ready to start making employee training trackable and more impactful? Request a demo of Spoke® or attend an upcoming Spoke® webinar. Our Spokes-people are on standby to show you how Spoke® can help you train better teams today.

Sources: Kurt, S. “Kirkpatrick Model: Four Levels of Learning Evaluation,” in Educational Technology, October 24, 2016. Retrieved from https://educationaltechnology.net/kirkpatrick-model-four-levels-learning-evaluation/

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5 Ways to Utilize E-Learning Games in Employee Training

In the ever-changing world of technology, the race to stay up to date is an exhausting feat. Modern learners are bombarded with texts, emails, phone calls, push notifications, and all kinds of digital distractions throughout the day. Simplifying the training experience is pinnacle to both effective learning and knowledge retention. Integrating eLearning games into your training increases training interactions by 3x, improves knowledge from beginning to end by 64%, and boosts employee engagement (who doesn’t love a good competition?).

Gamification in Business

Gamification is a buzzword these days as one of the most popular learning styles for both learners and educators. Gamification is the application of game mechanics in non-gaming contexts, such as employee training, to increase engagement. Examples of game mechanics include badges, points, levels, and leaderboards. 

corporate university meister learning retention triangle data

Statistically speaking, people only retain about 10% of what they read and 20% of what they hear/see. Corporate Universities author, Jeanne Meister, notes compelling evidence for incorporating gamification in business today:

“Interactive learning games can increase long-term retention rates by up to 10 times.”

5 eLearning Games

In a previous blog, we talked about some questions to consider before introducing games in training. The question isn’t if your organization should introduce games, but how. To understand how you can start utilizing eLearning games in employee training, consider the following.

1. Jeopardy!®

Documenting all of the ins and outs of company products, policies, and best practices could quickly fill a 50-page manual; thankfully, those are long gone! Use the traditional Jeopardy!® format to train employees and reinforce specific topics, relevant to various job descriptions. Assess both hard skills and soft skills with customizable categories to fit your company’s needs.

Jeopardy!® for training includes all of the same rules as the top-rated quiz show on TV with wagers, Double Jeopardy!®, Final Jeopardy!®, and “Daily Doubles.” For cybersecurity training, the categories might be “Passwords,” “Don’t Do This,” and “Crack The Code.” The possibilities are endless and employees will most likely be familiar with the game rules making adoption easy.

2. Recall

Everyone learns differently, so using a mix of training games supports a range of employee learning styles. Recall uses visual learning to test employees’ ability to memorize using videos and images. 

For instance, the game will display a picture, such as a work environment, without giving the player any hint as to what they need to remember. The player is then challenged to recall specific details about what they just saw during a series of questions testing memorization and retention.

3. Trivia

Not a good test taker? No problem. Trivia transforms the negative sentiments around assessments into an exciting, competitive game using points, timers, and leaderboards. Employees are more engaged when tests are gamified into trivia questions. 

Trivia helps learners make the right decisions, faster. Use Trivia to test product knowledge, terminology, encourage asymmetrical thinking (i.e. Think Outside™ the box) and improve retention.

4. Scenarios

Product knowledge and negotiations can be difficult to practice when there is no application for on-the-job instances. Virtual scenarios provide employees the opportunity to learn in a fail-safe setting before being in the “real world.” 

Scenarios are a great training type for customer service representatives, salespeople, and management. Gamified scenarios allow employees to step into the shoes of a virtual character and engage in different conversation paths to test soft skills. Realistic, contextual simulations also help to assess cause and effect decision making.

5. Scramble

New job, new everything. A new employee can feel like they just walked into a foreign country as they begin integrating into the workplace. Colleagues may seem to be speaking another language if new hires are not well prepared with training. Onboarding is an important process to effectively equip new hires, but it doesn’t have to be all mundane.

Scramble is a great resource for terminology and can be played in two ways: Word Scramble and Sentence Scramble. Sentences are either written with a word missing or laid out in a word bank where players are challenged to correctly reorganize them. Learners are tested on knowledge retention whether they are new or seasoned employees.

Game On

Gamified learning management systems (LMS) motivate learners to excel, progress, and achieve final outcomes with anticipation. Each game is easily tracked for robust reporting on an individual or team data. Identify knowledge gaps, improve retention, and empower employees with more effective training experiences. 

When gamification is implemented into eLearning, companies increase employee engagement by 60% and improve productivity by 50% (eLearning Learning). Who’s ready for a performance review now? At Unboxed Training & Technology, we offer a full list of customizable employee training games. Learn more about how to level up your training with eLearning games by watching our Beyond Gamification webinar!

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Humanizing the Virtual Classroom: Using Tools to Drive Real-Time Connection

Every day more companies make the switch to virtual classrooms to save time and money on things like airfare, lodging, and meals. While the shift to virtual eliminates these expenses, some worry it comes at the cost of face-to-face, real-time human connection, but it doesn’t have to.

You can have a similar level of interaction in a virtual classroom using software like Adobe Connect or WebEx Training Center, but you have to use them wisely for your training to be effective. According to ATD, 80 percent of online presenters use fewer than 25% of the interactive features available in these type of platforms. This somewhat disconcerting statistic is how virtual classrooms got the reputation of being less human. Because let’s face it, learners don’t like to be talked at, they like to be engaged.

 

Tools to Use in a Virtual Classroom

Here are the tools you can use to create a sense of human connection and boost engagement in your virtual classroom.

Foster Personal Connections with Webcams

To help boost that face-to-face connection, have the facilitator use their webcam to introduce themselves at the beginning of the session. To boost credibility, start out with who they are, an explanation of their role, and how long they’ve been with the company. Then, dive into something more fun. Have them share a joke, their greatest success, or an anecdote about the training topic.

Using the webcam functionality builds trust, drives connection, and humanizes the facilitator.

Then, take it to the next level by asking any guest presenters, or even learners, to use their webcams too. If it’s a smaller training session, you could use the webcams for the duration. If it’s a larger group, use it strategically when someone needs to share something with everyone in attendance.

 

Encourage Groupwork in Breakout Rooms

Breakout rooms allow you to divide participants into smaller groups and give them their own private virtual space to collaborate on an assigned activity. The word private here is key. Think about an in-person session where there are multiple groups in a classroom. Each group can hear the chatter from the others and may be inclined to copy their answers rather than come up with their own.

The independent thinking that virtual group work requires boosts participation, engagement, and retention.

In a virtual classroom, the option to copy other groups disappears, pushing your learners to come up with their own unique answers. Once the activity’s time is up, just pull everyone back in the main room and have each group share what they discussed. You’ll be surprised by what each group is able to come up with.

 

Garner Participation with Polls

Polls are a great way to build human connection. Just send out a question, set a timer, and wait for the responses to start pouring in. As you close a poll, it’ll generate group-wide results you can share with your learners. From there, invite the group to discuss their reaction to the results. This open conversation helps learners forge connections with each other, but also form a sense of belonging in the larger group.

You can ask all sorts of questions with this functionality. One of our favorites is using the polls to gauge comfort level with some of the training topics. Use the poll to check comprehension of a topic you just taught or start the session by sending out a poll to gauge how much learners know about a topic upfront. That way you know what content to review and what you can skim over if everyone’s already got it down.

 

Gauge Emotion with Emojis

We use emojis on our phones every day to show people how we feel. Maybe we’re sending the cry-laughing face in response to a joke or a heart to someone we love. The same principle applies here, but it has powerful learning implications.

At the beginning of a session, give a few emojis a designated purpose. For example, in WebEx you can use the green check and the red “X” for a variety of purposes. It could be how they respond when you pose a True/False question (check for “true”, “x” for “false”), based on comprehension (check means they understand, “x” means they don’t), and so much more. Emojis provide powerful, yet fun, visual cues for how people are feeling.

 

Facilitate Conversation Through Chat

Use the chat functionality to send a message to individuals, all participants, or just the session leader. Again, this comes in handy when someone has a question or needs help, but learners can also use it to submit responses.

Say you want your sales leaders in attendance to share the greatest opportunity for their respective sales teams – why not ask them to send in their responses via chat? If a response comes in and you want to hear more about it, just call on that learner, unmute their line, and ask them to tell you more. By engaging with the responses you see, you’re bridging the gap and forming a human connection by acknowledging someone’s point of view.

When you’re building out instruction for a virtual classroom, keep all of these tools in mind and do your best to use as many of these interactions as possible. Whether it’s chat, webcams, polls, or emojis, these little touch points go a long way to making your virtual classroom feel more authentic, and most importantly, more human.

 

Need help?

If you need a hand with the writing or strategy piece of your virtual training, reach out to us. We geek out over this sort of stuff and would love to partner with you.

 

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Training Delivery Methods: Choosing the Right Modality for Your Content

Content is a huge focus in the training world, though it’s really only one part of the learning equation. The magic happens, though, when strong content is shared through the most effective training delivery methods, enabling the message to be absorbed, retained, and implemented by learners.

Whether your aim is to impart knowledge, sharpen skills, or adjust behaviors, there are a lot of different methods of training delivery to choose from. But there’s no silver bullet. In fact, data continues to prove a blended approach, incorporating more than one modality to deliver your content, increases retention by up to 60%.

So, how do you determine the most effective training delivery methods for your needs? Start by considering the options available and how they align with your goals, audience, and content.

Below is a list of our recommendations.

    Featured Resource

    Choosing the Right Modality for Your Content

    Training Delivery Methods for Building Knowledge

    When we speak about training for knowledge, we’re referring to helping learners understand the what and the why of a concept. To tackle these topics, the training delivery methods we recommend hinge greatly on well-organized information and storytelling. These include:

    •  Podcasts
    Borrowing from the popular media format, Podcasts are an excellent way to educate team members, allowing them to absorb information at their own pace in a familiar style.

    •  Infographics
    Visual tools help to reinforce concepts, and the Infographic remains a popular delivery method as it clearly outlines vital data and information in a memorable and engaging way.

    •   Animations
    Another popular visual option, Animations are a great way to educate learners. By imparting critical information in an entertaining way, you can increase both retention and engagement.

    •   Group Discussions
    Part team-building, part training, Guided Group Discussions are a great way to build relationships among team members while educating them on key concepts.

    •   Interactive Training Tools (Pitch)
    These interactive modules from Unboxed’s Training Technology team organize key concepts in an interactive, data-based tool, making it effective for knowledge acquisition and knowledge sustainment (refresher training).

    Training Delivery Methods for Improving Knowledge & Skills

    Building on those, there are several modalities that bridge both knowledge and skills, helping learners to understand the how behind the what and the why. This category of modalities includes:

    •   Instructor-Led Trainings (in-person or virtual)
    Instructor Led Training (ILT) or Virtual Instructor Led Training (vILT) allows you to build upon learned knowledge by giving learners a chance to put knowledge and skills into practice through classroom activities.The bonus of vILT is it allows you to reach learners near and far with training that’s as equally engaging, interactive, and effective as in-person training — without the pricey travel costs.

    •   Interactive Learning Guides
    Self-paced and fully interactive, our Interactive Learning Guides (ILG) keep learners engaged at every step. With a modern, web-like interface, video, animation, gamification, and interactive exercises, ILGs create an engaging experience for learners, making them effective for both knowledge and skills training.

    •   Videos
    Taking cues from what many learners engage in on their own time, training videos are an incredibly popular choice to help learners improve their skills in addition to reinforcing their knowledge.

     

    Training Delivery Methods for Sharpening Skills & Behaviors

    Moving further into training for skills, the delivery methods below allow you to focus more deeply on the tactical responsibilities of your team. These modalities also lend themselves to training for behaviors, educating learners on the action taken, and include:

    •   Group Participation, Hands-On Activities, Role Plays, On-the-Floor Training, Mentor Shadowing
    Each of these training delivery methods differs in their approach but share the same goal: to allow team members to improve their skills in settings and situations where they actually use them.

     

    Training Delivery Methods for Shaping Behaviors

    Behavior-specific training goes one step further, allowing you to work with team members to help them make changes in their interactions, approaches, and performance with direct feedback. There are two modalities that are ideal for this type of training, these are:

    •   Huddles
    Combining the benefits of group participation, hands-on activities, and role play along with direct coaching, Huddles are an excellent training method to help shape and improve behaviors.

    •   Video Simulations
    Offering the same advantages of a Huddle, Video Simulations allow geographically dispersed teams the opportunity to observe team member behavior and coach them to be more effective in their approach.

     

    Need Help?

    We recognize there are a lot of options out there, but choosing a training method doesn’t need to be a chore. We can help you analyze and understand both your goals and content to select the best option for your needs. Reach out to schedule some time with our Training Content Strategists to learn more.

    Want to know more about choosing a training method? Download our free guide!

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    How to Avoid Immersive Learning Pitfalls

    Immersive training (augmented and virtual reality) is changing fast. It wasn’t long ago that most people thought of these mediums as sparsely- and strictly-used by gamers and tech geeks. Times have changed. Video games, marketing, training, movies, TV shows… you name it and you can probably access some form of it in AR/VR.

    It may be the flashy new thing, but we’re starting to see real benefits from immersive learning. According to a recent study that compared mobile VR learning to reading a text document, when tested on learning objectives, learners who used VR scored an average of 94.5, while those who learned using the text document scored an 87.

    Still, as with all fairly new technologies, AR/VR are not without pitfalls. We’ve seen that plenty want to use this tech primarily because it’s trendy – and they move to incorporate it without proper planning.

    Let’s look at some of the most common immersive training pitfalls to ensure your use of this tech adds value from a learning perspective.

     

    Lack of Measurement

    Pitfall:

    AR/VR by itself doesn’t typically contain a way to measure success or learning outcomes. Unless the software is built by a training company with analytics in mind, success and learning outcomes are probably an afterthought.

    The measurement of learning outcomes is critical for any training technology. Without that measurability, it’s extremely difficult to calculate ROI, determine where learners are struggling and succeeding, or provide constructive feedback.

    How to Avoid:

    Before opting-in to immersive learning, put a measurement strategy in place. Start with the end in mind. Before you can begin building an immersive training experience, how will you know if it’s successful? One way is by having a training technology company build the software from the ground up with the end-goal of outcome collection and measurement as a requirement.

    For example, we can measure if learners’ behavior changed and see if training had a measurable impact on performance by looking at qualitative data (like interviews) and quantitative data (customer satisfaction, sales metrics, etc.) With immersive learning, scenarios and environments can be built requiring specific behaviors to satisfy virtual customers, make virtual sales, or accomplish any other goal.

    Then, to measure ROI, simply compare upfront development cost to the training’s impact on behavior change and performance.

     

    It’s All the Rage!

    Pitfall:

    Make no mistake about it, AR/VR is cool and trendy. That’s reason enough for many to want to include it in their training repertoire. The fact that it just happens to be awesome technology isn’t the pitfall – the urge to use it solely because it’s cool.

    How to Avoid:

    If you want to build an AR/VR experience, ensure you have learning objectives that are best accomplished via immersive learning. Could you do the same thing in a video or eLearning? If you could, maybe immersive training isn’t your best option.

    How can you determine if your learning objectives are well-suited to AR/VR?

    Do you have something that needs to be seen or demonstrated without your learner being there?

    Maybe you’re training pilots while they’re spread across multiple cities without access to the same type of aircraft. Or perhaps you need to show workers in different parts of the country a process that’s used in a single factory so they can replicate it.

    These examples lend themselves well to immersive learning because your learners are spread out and it’s incredibly costly to bring them all together. Save time and money by having them learn together virtually instead.

    Need to learn something dangerous, risky, or particularly stressful?

    Performing surgery or mixing chemicals in the making of medicines are two examples that could be taught and practiced through AR/VR with all of the learning benefit and none of the physical risk.

    Immersive training allows for safe practice and exposure to situations that would be too dangerous otherwise.

    Perhaps your workforce is spread far and wide, yet they need to collaborate to learn best.

    How about a team that needs to work together to solve a problem? Maybe a team that needs to disassemble a jet engine and each have certain parts to dissect and fix.

    In the factory, a team has to work on an assembly line to improve efficiency. With immersive training, learners could experience the same environment, while physically in different places, and practice virtually.

    This is also applicable for a disperse sales team . Immersive learning can help these teams collaborate and learn from their counterparts in a real-world scenario, no matter where they are.

    The ability to learn and work collaboratively without having to be physically together or even having all of the requisite physical equipment is a training dream brought to life by AR/VR.

     

    Hardware?

    Pitfall:

    Though the cool software is what really makes immersive learning, this training modality requires some pretty particular hardware. Getting too excited and investing in software is all for nothing if you don’t figure out the hardware first.

    How to Avoid:

    Make sure you have a plan for equipment in place prior to launch. Much of that equipment is rapidly changing, so what do you need – and how much? In general, the price of AR/VR hardware is coming down, but did you factor that into the money you’ll have to spend? Where can you get it? Will it work right for what you want to accomplish? There is an ever-growing number of options in the industry.

    It’s okay if you don’t know where to begin. When designing an immersive experience partnering with an expert can help you consider which, and how much, hardware you’ll support. Plan first – buy second.

    Immersive learning can enhance your training by making it more efficient… if you can avoid the pitfalls. At the rate this technology is emerging, now’s the time to start exploring its potential. Depending on your needs, it could change the way your learners learn for the better.

     

    As with other newly emerging technologies, AR/VR may seem overwhelming at its face. Work with a trusted partner who can help you maximize the benefits of this modality and ease your mind.

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