Measuring the Value of Training
Sue Garner
Learning and development are essential for business growth. When we invest in individuals, they gain new skills and the company reaps the rewards. However, training
Virtual training – tick, e-learning – tick, blended learning – tick.
Adapting to new ways of working is nothing new to those in training and development. In recent years, we’ve embraced technology, discovered new features and adapted content so it works with remote audiences. So, now we’ve mastered the technology, can we stick with it or is something else in store?
Over the last few years, virtual training and e-learning have been essential. With hybrid and remote working becoming commonplace, going digital has ensured skill development remains accessible to all. Research shared in a Digits article* states that the e-learning industry has grown 900% since 2020.
After the initial challenges of mute buttons, breakout rooms and maintaining engagement, we’ve become dab hands with training technology. However, change is a constant, so, before you get too comfortable, here’s some insight into what is in store.
The World Economic Forum predicts that 50% of the workforce will need reskilling by 2025** to remain relevant. Skills like critical thinking and problem solving, as well as personal resilience and flexibility are seen as the necessary skills for the future of work.
If you are training in these areas, promote your services with a strong marketing campaign and expect to be in demand! I’m already taking bookings for Leadership Essentials, Team Building and Communicating with Impact through to the summer.
People prefer to absorb information in bite-sized chunks. So, by condensing training into short hits of information, you make it more accessible and digestible.
You might still run a longer course, yet provide follow-up resources in formats that enable learners to dive in, find the information they are looking for and apply it. So think infographics, video clips, podcasts and flowcharts.
VR and AR provide experiences that aid understanding and bring learning to life. They provide an opportunity to get hands-on without risk. Learners can practice delivering a killer presentation, learn to install or operate equipment or even undertake surgical procedures without anyone else needing to be involved. I’ve not yet used them in my courses, but the time may come!
Flexibility is key for many learners. They want to work at their pace, skipping elements that are irrelevant and focusing on their priorities. The traditional training course, with fixed content, doesn’t satisfy this need, but subscription-based learning does. This training model provides those who sign up with access to a range of course materials. These can include recorded sessions and talks, activities, materials, resources and related content. The learner has the freedom to work through it at their own pace, tailoring it to their needs.
The subscription is typically monthly and offered on a rolling contract. Some may dip in for a few months only, others continue to subscribe for years. I’ve offered my Training Club and Premier Training Club as a subscription-based learning model and have found it beneficial to me and the members. Is this a style that you might adopt in the coming year?
The more relevant training is to an individual, the more they will benefit from it. For this reason, personalised training is effective. This is where the learner outlines their development goals and the trainer responds. I’ve used this approach in coaching and mentoring leaders. Each comes with skills and potential, yet also fears and challenges. I listen to what they want to achieve and tailor sessions to help them fulfil their agenda.
One way to discover and test out new training techniques is to sign ourselves up for a course. I’m fascinated by other trainers, the way they engage the audience and the tools they use. So, why not sign up for a training course and see if that sparks fresh ideas and approaches in your courses?
Learning and development are essential for business growth. When we invest in individuals, they gain new skills and the company reaps the rewards. However, training
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