Training Industry Magazine - Leadership 2015 Special Edition - (Page 24)

Agile learning design is slightly different than the traditional approach of working in project teams. Usually, projects are built around specific milestones, deliverables and due dates. While agile design still requires an overarching project plan, there's an acceptance that details in the plan may need to change as the teams involved respond to what's needed in the business and to changing circumstances. The big advantage of this is that the business gets the learning it needs, when it needs it because all levels have been involved in creating and testing the component parts. While the process for agile design may appear chaotic to an outside observer, it actually requires adherence to an agreed upon architecture to ensure that everyone moves forward with the same understanding of the overall objective. The need for effective project management and communication is crucial at all times. HOW TECHNOLOGY HELPS Technology can help facilitate agile design, making creative design meetings a more engaging experience. For example, subject matter experts may use a large, touchenabled, interactive display screen to create, hone and agree on designs with clients, whether they want to create a high-end customized solution or simply to breathe new life into an existing learning program. This is achieved by discussing options, previewing them on the screen, scrolling through sample architectures and adding content, knowledge assets and digital files to visually create a prototype. The client can pick from a range of options that meet their needs and budget. A key advantage to this is that you get absolute clarity and a shared understanding of the expectations, plus you can reach a consensus in as little as one meeting. What's more, the client could either be sitting in front of you throughout this process or they could be sharing a screen thousands of miles away. A MORE SOPHISTICATED APPROACH IS NEEDED TO PLAN AND DESIGN TODAY'S BEHAVIORAL SKILLS PROGRAMS. simply went undone. Today's workforce is just as busy (perhaps even busier), so training designers need to consider prework not only as a way of helping individuals to prepare for the learning experience but also as a way of exciting them about the prospect of showing up. In fact, the term pre-work should be scrapped or perhaps changed to "initial engagement." Teaser campaigns can be used to intrigue delegates about a forthcoming learning intervention. The options can range from a simple email asking each delegate to bring a certain item with them to the training room that relates to some aspect of the training right up to a game or animated video that's designed to provoke a response or reaction. Training designers can also include e-books, blogs, articles, video content, activity sheets, self-reflection exercises or e-learning to ensure each delegate has a shared level of knowledge before they participate in any face-to-face learning event. Additionally, training designers need to consider how they are going to engage participants in the face-to-face event and how they will embed the learning afterward. Let's start with the second consideration. POST-TRAINING FOLLOW-UP Engaging people to learn is a key requirement in training. Today, there is greater recognition for the need to kick off this process before people turn up to a training room. It is well-known that training is more effective when follow-up sessions are used after the training program. This is particularly true when it comes to behavioral skills development. Learners need to test out their new skills in their own environment and reflect on their behavior and outcomes. This can create a new sense of awareness and provoke additional questions or raise aspects that require clarification. Encouraging this process of practice and reflection helps to anchor the learned skills and behaviors back to reality. The concept of pre-work isn't new. However, in the past, delegates were often too busy to complete activities beforehand, so the tasks Another anchor stems from one of the often unstated benefits of face-to-face training - the conversations between delegates that ENGAGING LEARNERS 24 help them break down barriers and build their own informal networks. Technology enables these interactions to continue after the event and reap the benefits. Essentially, it provides a structured way to help the delegates bump into each other informally and share their experiences. Just as there is with pre-work, a comprehensive menu of options is available when it comes to follow-up activities. Virtual seminars and hosted web calls make it easier for people to discuss and share their experiences. Internal social networks such as Yammer, enable organizations to create communities of practice, gather evidence of success and share anecdotes and stories. All of these developments are now options for training designers. More traditional follow-up options are also available such as coaching and action-learning sets, where people meet in small groups to challenge and support each other. But even this can be touched by the hand of technology. Certainly, there's no shortage of choice when considering different ways to help people practice, review and embed their learning. Valerie Nichols is an executive consultant with Hemsley Fraser. Valerie helps companies improve profitability and cope with change by engaging employees, improving organizational and individual focus, and sharing knowledge through learning experiences. Email Valerie.

Training Industry Magazine - Leadership 2015 Special Edition

Table of Contents for the Digital Edition of Training Industry Magazine - Leadership 2015 Special Edition