Training is intended to help learners achieve an objective however, this does not always lead to success. Let’s share our analysis of the key success factors stemming from 10 years of experience in the development of a platform for digital strategic change training in companies.
1. What’s an effective training?
A thought through format
Fully or partially digital, interactive, personalized…
The configurations of training can be of various and varied forms. Moreover, they do not all integrate the concept of Sharing and often neglect to encourage Action.
If one refers to the proportions of the model 70 – 20 – 10, the acquisition of knowledge mainly involves putting learning into practice, then, a smaller and not insignificant part involves sharing. And finally, a minor part is acquired through formal training. We are here deliberately talking about proportions so as not to start a debate on the numbers, which can vary from one topic to another.
At Qigu, we believe in this model, which not only enables knowledge to be transmitted more efficiently, but also to sustain it, to generate a higher level of engagement among learners.
Not to mention, that if all of this learning process is managed within a single ecosystem, it is easier to measure its effectiveness.
The benefits of e-learning
Over time, training has undergone a major evolution thanks to digital technology:
- Available: Training is available to learners on different digital media
- Interactive: Training incorporates tools for learners to interact with content, no more frozen PDFs
- Evolutionary: Training organizations can now concentrate on the evolution of their trainings because digital technology allows them to reuse the latter.
To be aware about e-learning
Some of these benefits may also have negative impacts.
Let’s take the example of fully dematerialized trainings. They generate much less engagement with learners, and they make it very difficult to materialize the benefit that emerges from them.
It is therefore necessary to maintain the winning behaviours of non-digital training:
- Consider participants individually,
- Creating the relationship between what is learned and practiced
- Carry out post-training follow-up and sometimes even pre-training preparation
- Create group workshops
Digital technology, a response to the health crisis
This digitalization of training provides an effective solution to the global health crisis of 2020, which is preventing hundreds of thousands of organizations from providing face-to-face training.
While formal learning is still necessary in the acquisition of new knowledge/competence, it is essential to combine it with daily practice.
3. Learning through Action
Action, the best way to learn
Action Learning is a method by which learners learn by working on concrete issues to integrate theory into practice.
At Qigu, we decided to materialize this passage to action through a tool we have called Action. Much more than a simple means of learning, Action Learning also makes it possible to evaluate the real impact of a training on a business.
Alone we go faster, together we go further
Although initiated by the participant, the transition from theory to practice requires guidance from the knowers. The objective is to analyze the learner’s problem and guide him/her to solve it through practice.
However, the trainer is not always aware of the real problems of the learner, and in this case, who better than their direct collaborators? This is where Knowledge Sharing and Experience Sharing takes on its full meaning.
4. Social learning
Sharing in all its forms
Better known as “Social Learning”, the Sharing can take many forms – knowledge sharing, sharing of experiences, recommendations, feedback, … importance in the learning process is not negligible and must be integrated.
Learn more about Social Learning
Today, many digital training tools integrate sharing via social functions, allowing learners to interact. However, this comes along with shortcomings related to social networks – creating a lot of noise and dilution of information.
Qigu allows to share around learning and its implementation, thus, a context is placed around each exchange. Thus positioned, sharing has only one vocation: the achievement of common objectives.
5. The right knowledge, at the right time, of the right way
Imagine yourself on a roof, on the run, and your only way out: a helicopter. But you don’t know how to fly, not yet.
You pull out your phone, and Qigu gives you instant knowledge necessary to jump into the helicopter and take action. This is exactly what we believe in in Qigu: Good knowledge, at the right time, in the right way!
If you want to see our conviction staged, it happens here: Matrix
The importance of digital
That is exactly why we think it is essential that training becomes digital. It is impossible to be so attuned to the needs of an individual if the system used is not an integral part of his daily life.
Commitment, our major challenge
How can we generate engagement with participants if not by providing them with a tool that allows them to achieve their goals above all else?
We believe it is essential to align learnings with objectives and individual and professional behaviors. Thus, we allow the distribution of consistent and necessary content in the appropriate format (video, pdf, interactive content), the right way (on phone or computer) and timely.
6. Why not getting to Action too?
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Contact us to understand how Qigu Drive can help you create digital training, without sacrificing the quality of your training.