Steadying the ship of successful training courses
Employees often don’t have much time to dedicate to professional training. However, in our competitive and constantly changing VUCA world (Volatile, Uncertain, Complex and Ambiguous), ongoing skills development is decisive factor in career development and employee performance. Catch-22? Companies and L&D managers must take an agile and innovative approach to learning, to offer scalable training courses that work in synergy with learner needs and time constraints.
#1 The brain and short formats: microlearning
In our e-Book, we explain why microlearning is now the best format for employees. This training method is built around very short sessions that use a variety of learning materials, so they easily fit into typical work days.
#2 The human factor: key customization
We also explain why successful training courses have to be tailored to each learner’s personality. You can use a variety of tools to do this—one famous example is the Myers–Briggs Type Indicator (MBTI). These and similar tools help you tailor the content and pace of your courses to suit different personality types.
#3 Managers: an essential source of motivation
Managers are key to successful training courses. It’s their job to motivate their teams and make sure the right factors are in place to engage and encourage their team members.
#4 Making data work for you
Digital learning platforms are specifically designed to amass user experiences non-stop. Processing data in real time means you can create predictive programs and update them to continually improve performance.
The human factor, brain processes, engaged managers, and data management are the four pillars of all successful training courses. Harness all four to steer your company towards better performance. Your teams will be more motivated to learn, they’ll be committed to the learning process, and the skills they’ll acquire will be more useful. Download the full e-Book for our top tips on how to build successful digital learning courses.