How can you engage uninterested learners in training?

On a recent project, I designed the training for a new software app. I was aware that many employees had used a similar system in the past. I was also aware that many employees did not like the former system and were not excited to bring it back. As learners arrived to their training session, I asked them to write their thoughts and concerns about the training on a whiteboard. Many participants were eager to share their concerns. Having anticipated some of their responses, I assured them that we would address their concerns during the training. We agreed to place unanswered questions in the ‘parking lot’ for follow up. Employees are more receptive to learning, and engaged in the training, when they feel seen and heard.

Points of agreement: - It is important to know your audience well before designing or delivering training. - Conducting a needs analysis, learner profile, or pre-training survey can provide valuable information about learners' expectations, preferences, challenges, and motivations. - Adapting content, methods, and style to meet the needs and interests of learners is essential for ensuring the effectiveness of the training. Points of disagreement: - None.

Always know your customer. Know your customer journey. For training perspective, the customers could be internal or external. They are your trainees. They are your learners. Be strategic about this training plan. Find their "WIIFM" What's in it for me ( what's important for the learners) Know why are they attending the training, why is this learning important. Study their demographics. Their age group. Their workplace Culture. Maybe the company has some internal lingo or slangs. Connect with them. Try get as much as internal insights about the audience. That way the training would be relevant and connect with them. For external trainings, I would always connect with couple of customer's employees. Try to pick up any memes too.

On apprend pas aux adultes comme aux enfant, les principes d'angragogie doivent être appliqués. On apprend pas aux experts comme aux débutants non plus.

For Adult Learners, relevance is integral to their learning. Is the training useful for their knowledge? Does it enhance their work performance? Are their KPIs focused? Any skill improvement? For example: A training on time management would seem ordinary to them. However, a training on time management of implement new workplace cadence or new sales cadence, would directly impact them. Conflict Management & Negotiations would again mean something usual to them, maybe a cliche. But if it's "Conflict Management with Stakeholders during key projects" that could hit them in their scope. Relevance with demographics of the learners has to focussed upon. Maybe some people would still consider LOL as lots of love.

La force de l'exemple ! La théorie c'est bien intéressant, mais la force de l'exemple est considérable. L'exemple décalé du système de l'apprenant (metaphore) mais aussi les exemples qui le concernent dans sa propre activité : au formateur de se se cultiver sur les exemples. ?a demande plus de travail que de se cultiver sur la théorie.

If learning doesn't captivate your audience. If it doesn't touch some emotional buttons. If it doesn't lead them to think further. If it does not allow problem solving. If it does not involve examples or real life scenarios. It's safe to say, It will not be engaging. Incorporate Story Selling. Touch some emotions preferably work related (stress or accomplishment, satisfaction or saturation). Bring in some moments of truth or aha moments. You will see light bulbs blinking on their heads. Yes you'll see them. If you truly engage them, you'll see them captivated and mesmerized under a spell But the real magic happens, if they solve their problems through your training & learning imparted from you. Small puzzles, some Kahoot games maybe.

L'humilité du formateur rend le contenu plus engageant Quelques tips pour rendre la formation plus engageante : Encourager le participatif, laisser les apprenants partager leurs idées entre eux, éviter autant que possible de débiter du contenu, disrupter les modalités pédagogiques.

Interroger les apprenants les moins engagés, donner leur la parole, valoriser leur expertise. Accepter aussi que certains apprenants soient moins intéressés : on ne sait pas s'ils ont été correctement managés avant leur formation, si la formation est pertinente pour eux. Vous aurez aussi des personnes qui ont eu des bloquages scolaires et ?a remonte en surfemace quand ils sont en situation de formation, ou simplement des personnes qui ont d'autres préoccupations professionnelles ou personnelles à ce moment-la. Au formateur aussi d'accueillir avec bienveillance des niveaux d'intérêt différents.

Personalization is powerful not with machines or paper or software. But with People. Man is a social animal. Human beings are rational and emotional beings. Personalize Build rapport Develop relationships. One simple way is I always start with ice breakers I always focus on their introductions & build a common connection their People always talk about their hometown, school & work. Even if they despise these, but they love talking about them. Connect with them here I hear you're from this school. Which city youre from Sarah? And when you're training them refer to these three or any specific topics they focussed in their intros or icebreakers. Key is active listening. Building that connection. Use not just their names but more.

Une des clés pour personnaliser sont les mises en situation : écouter les apprenants sur leurs difficultés et faites-en des exercices : cas débriefés, simulations.

Apart from the mentioned tips above, my experience in a decade of training people has led me to understand the importance of 'microlearning' - divide the training into smaller, manageable sections with breaks in between. This helps prevent information overload. Also, another important aspect to look is to 'gamify' the content, as much as possible. However, the foundation has to have learning and not just fun with the games. Only fun without learning, and only learning without fun doesn't work. The trainer needs to deliver the right balance of fun and learning in the session.