Personalization Is Key
Clearly, we have lots of options to consider. What about the learner? I often get frustrated with my kids’ seemingly short attention spans; however, if I am introspective, my adult attention span isn’t much better. Between multitasking (which some will argue is not possible), all varieties of e-communications, a constant barrage of e-notifications, and any other personal and professional responsibilities that are pulling for our attention, I expect we are all quick to find ourselves distracted; our time and ability to focus spread thin.
Yet, in understanding our adult audience of learners, just as with our packaging, personalization is key to our learning experience. Collaboration is an essential component to realizing that goal. We need flexibility in how and when we access learning. We learn best when the experience allows us to receive feedback and engage with other participants. In a 2019 report based on responses from more than 235 global professionals, Cindy Huggett shared her findings with an informative infographic. She summarized that the three key success factors for a virtual training program should include an “interactive design, engaging facilitators and prepared participants.”
Graphic courtesy of Towards Maturity
A Blended Approach
So how do we get there? There is not a single learning platform that fits this mold. A blended approach is the only way. Ultimately the structure and platforms you choose will vary based on the training needs and the learners you are trying to reach. It is not as simple as flipping our ILT content to the new platform. Not everything translates to an online format. There is only so much you can cover in a 60-minute virtual window. Make it count and then use a blended approach to hit on those peripheral topics that didn’t make the cut.
Real talk: This is no simple task. My advice for the training architects out there—Become a student of your craft. Listen to what your learners are asking for and be open to explore.
The companies financing the training need to feel confident the learning is going to stick and make a difference. This starts at the top. They must be prepared to make the investment in the time and resources to understand the needs of their employees and then devote sufficient attention to assemble the proper training package. It is also critical that managers and supervisors are adequately supported to enable them to implement and facilitate an environment that encourages employees to seek new knowledge and skills.
To get started, do a little research internally to understand your needs. Then, connect with your vendors, schools and industry associations. All Printing Resources (APR) has had a long training history focused on ways to enrich our customers’ skills and knowledge. Naturally, we offer training related to the equipment, software and consumables we sell, but for APR training goes deeper than just those products we distribute. Though our roots are grounded in classroom and onsite programs addressing an assortment of topics, we continue to advocate a blended training approach that exposes participants to skills and knowledge in a variety of ways and incorporates practical application.
Graphic courtesy of Towards Maturity
What’s Your Next Step?
So, my question to you—What is your next step? In an August 2018 infographic by Kirstie Greany at Elucidat, she profiles the modern learner citing a LinkedIn 2018 Workplace Learning Report: “94 percent of employees would stay at a company if it invested in their career development.”
So that begs the question, what are you doing now? How might you do it better? If properly championed, this can be a pathway to boosting overall morale, elevating production efficiencies and improving the bottom line. How would this impact your company culture and corporate image if the word got out?
References
Gogos, Roberta. “A brief history of elearning (infographic).” Efront, 2013, http://www.efrontlearning.com/blog/2013/08/a-brief-history-of-elearning-infographic.html. Accessed 8 September 2020.
The Editors of Encyclopaedia Britannica. “Personal Computer.” Britannica, January 2020, www.britannica.com/technology/personal-computer. Accessed 8 September 2020.
Towards Maturity. “Bridging the divide.” emerald WORKS, May 2018, www.emeraldworks.com/research-and-reports/workplace-learning/bridging-the-divide
Xyleme. “Don’t Believe the Ghost Stories… ILT is Not Dead.” eLearning Learning, October 2019, www.elearninglearning.com/ilt/statistics/?open-article-id=11352099&article-title=ilt-is-not-dead&blog-domain=xyleme.com&blog-title=xyleme. Accessed 8 September 2020.
Greany, Kirstie. “Profile of a modern learner [infographic].” Elucidat, August 2018, www.elucidat.com/blog/modern-learner-profile-infographic/. Accessed 8 September 2020.
About the Author
At APR, she has conducted numerous flexography-related training programs, from basic to advanced and for prepress and the pressroom. She also works with customers on projects including implementation of color-managed workflows, Near Neutral Calibration and facilitating the exploration of in-house prepress capabilities, and the conversion to digital prepress and digital flexographic plate making workflows.
Catherine carries FIRST Implementation Specialist Certification and has been a certified G7 Expert for more than 11 years. She graduated with honors from Clemson University’s graphic communications program. She has been a regular speaker for Clemson, FTA and TLMI; a session chair at FORUM multiple times; a FORUM chair; a judge for the Excellence in Flexography Awards; and had articles published in FLEXO Magazine, packagePRINTING and FlexoGlobal Newsletter.
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