What are the most effective ways to keep distributed training engaging?

Utiliser une variété de formats pour les apprentissages est essentiel pour au moins deux raisons : - la pluralité des intelligences. Depuis Gardner et ceux qui ont continué ces recherches ont prouvé que nous avions tous une fa?on bien différente de comprendre et utiliser le monde réel. Se mettre à la place de nos apprenants implique donc de varier nos formes et supports. - La concentration des apprenants (l'aperception) n'est pas infinie. Elle est même assez limitée en ce moment avec la sursollicitation constante de nos sens. Varier nos outils permet de les réancrer sur la notion à comprendre.

Bite size learning that leads to achieving smaller tasks and these in turn build up towards a biggger objective gives a sense of achievement.

To maintain engagement in distributed training, prioritize clear communication channels using collaborative tools, fostering a sense of community through regular video meetings and team-building activities. Implementing a structured, goal-oriented approach with milestones helps maintain focus and motivation. Encourage knowledge sharing through documentation and peer-to-peer learning. Utilize interactive platforms for real-time feedback and discussions. Incorporate gamification elements, such as leaderboards or achievement badges, to add a competitive and fun aspect. Finally, ensure that the team has access to adequate resources and support, promoting a positive and inclusive virtual work environment.

Ah, I remember the days when the world locked down due to COVID, and learning professionals had to facilitate training using a distributed learning model —a lot of professionals struggled with this transition. Albeit, some weren’t engaging facilitators to start with! I like to integrate activities that cater to all learning styles: videos, case studies, scenario based exercises, social learning via breakout sessions and group exercises. Also, use the functions of your available technology. For example, in Zoom you can have participants use annotations, whiteboards, and polls. Lastly, as a facilitator, using effective questioning techniques like probing and open-ended questions will get them to contribute and share in a meaningful way.

Engaging distributed training involves diverse content, like videos and simulations, fostering self-paced microlearning, and linking concepts to real-world scenarios. Encourage social learning with forums and gamify the experience using leaderboards and badges. Include live Q&A sessions, interactive activities, and peer feedback for interactivity. Personalized feedback and a reliable learning management system are crucial. Ensure mobile accessibility and explore VR/AR for immersive experiences. Tailor the approach, track metrics, and make it enjoyable with humor and interactive elements for a successful training program.

De manière générale, quelque soit le format mis en place pour faire interagir les apprenants ensemble, je me base surtout sur leurs "soft skills". Se mettre à la place les uns des autres, devoir expliquer sa logique à quelqu'un qui pense, et donc comprend, différemment est très efficace pour augmenter leurs capacités à résoudre par la suite des problèmes seuls.

If by 'distrubted" you mean virtual then... 1. Group attendees by specific needs at a specific skill level so you can target the learning to them 2. Focus the learning on a tool/way of working that can be applied by the group right after the session 3. Support the learning with a flipped classroom model for theory 4. In the session focus on the tool and how it's used, then give the group a chance to practice 5. Set a time for when you'll get back together to look at how successful people have been at applying the tool 6. Offer 1:1 coaching for those that need/request it

I like allowing some time in the breakout rooms for casual chatting, I would give the participants a task that is not very structured to discuss. For example, share your best tip about …. Or explain your application project and get ideas from the group This allows learners to get to know each other on much deeper levels and give a space for everyone to talk without judgement

Concordo plenamente, o aprendizado é poderoso, abre portas e transforma histórias, nesse aspecto a troca de experiências se torna fundamental para constru??o do conhecimento. é fato que em qualquer modalidade de aprendizado, seja presencial ou virtual, o ponto máximo é o compartilhamento entre os participantes, um ponto de vista diferente, opini?o e críticas fazem parte dessa constru??o, cabe a lideran?a estimular e desenvolver meios para que esse processo ocorra da forma mais saudável possível.

Quand on apprend une langue, on apprend une culture avec. L'aspect socio-culturel est fondamental dans l'apprentissage des langues. L'aspect humain est de fa?on générale à prendre en considération dans un contexte d'apprentissage

Dans mon cadre de travail, on fournit des badges récompensant certaines actions. Certains sont très génériques, d'autres demandent de sacrées compétences. Ce système marche très bien pour un type d'apprenant, pas forcément pour un autre. Il est donc important de ne pas tout miser dessus. D'autres modalités existent mais il faut garder à l'esprit que s'il est pertinent de valoriser parfois la performance individuelle, les progrès les plus utiles pour le travail se font en groupe.

One of the things I love about virtual trainings is that facts that names are always written and I don’t have to keep testing my memory. Using names when thanking participants for their insights has a magical effect is helping them feeling recognised. Also when reading comments off chat or whiteboards , facilitators need to make sure they read EVERYTHING and acknowledge people equally or just read none and summarise all the points in their own language. Reading some and summarising others could lead participants to feel like their comments are not as valuable.

Dar feedback é essencial em diversos contextos. Ele oferece orienta??o para melhoria contínua, alinha expectativas, motiva através de reconhecimento, facilita a comunica??o efetiva, fortalece relacionamentos, contribui para decis?es informadas e cria uma cultura de aprendizado. Quando feito de maneira construtiva e positiva, o feedback pode ter um impacto significativo no desenvolvimento pessoal e profissional, no sucesso de equipes e organiza??es.

- Introduces feedback and recognition as essential elements for maintaining engagement in distributed training. - Defines feedback as information about learners' performance, progress, and areas for improvement. - Describes recognition as acknowledgment and appreciation for learners' achievements, efforts, and contributions. - Advocates for utilizing diverse methods and channels like emails, messages, badges, certificates, leaderboards, or rewards. - Highlights the option to foster a positive learning environment by encouraging learners to provide feedback and recognition to each other. - Emphasizes the motivational benefits, confidence boost, and learning reinforcement achieved through feedback and recognition in distributed training.

Como profissional busco sempre fornecer feedback construtivo e reconhecimento pelo progresso individual e em grupo. Acredito que o reconhecimento público desempenha um papel fundamental na motiva??o e na participa??o contínua. Ao destacar as realiza??es e os esfor?os dos participantes de maneira pública, criamos um ambiente que valoriza o aprendizado e estimula o desejo de se envolver ativamente no treinamento.

I agree, practicality is important in facilitating effective learning, enabling learners to seamlessly absorb and apply information. Often, training sessions flood participants with overwhelming content, leaving little room for practical application. Our approach seeks to counter this by delivering easily implementable, hands-on strategies and engaging in meaningful conversations with learners, ensuring a seamless integration of the presented material.

Pourquoi les gens font des formations ? souvent, pour trouver des solutions à des problèmes qu'ils rencontrent. De ce point de vue, il est indispensable de penser à creuser un peu la motivation des élèves. Quelle plus-value ils veulent tirer de leur apprentissage ? Ensuite on prévoit la séquence d'apprentissage en répondant le plus simplement possible à leurs besoins. Il sera temps de creuser plus avant quand leur implication sera bien renforcée.

I prepare stories that I want to share beforehand, this allows me to be very intentional about sharing relevant and appropriate experiences without taking too much space. I also make sure I use the same language learners are using when they share examples, I take note of these and use relevant and similar examples whenever possible.

Asking learners to share their own experiences enriches the training and accomplishes both social learning and relevance. In response, you can provide feedback and recognition for the situation and for participating. If the design doesn't easily allow participant interaction or you anticipate having a quiet group, ask a learner in advance to share a scenario or request their permission for you to share it.

To make distributed training relevant and practical, here are some steps you can take: 1. Case Studies and Real-life Examples 2. Hands-on Exercises, Role-playing and Simulations 3. Problem-solving Sessions 4. Project-Based Learning 5. Interactive Workshops 6. Mentorship and Coaching 7. Reflective Practices 8. Learning Communities 9. Group Projects 10. Guest Speakers or Industry Experts 11. Feedback and Reflection 12. Follow-up sessions or Coaching 13. Measure Impact By integrating these strategies, you can create a distributed training program that is not only relevant but also highly practical, enabling participants to apply their new skills and knowledge in their professional contexts.

When I have implemented and managed self-directed learning, highly motivated employees will respond well and be engaged in the process. Others will need more encouragement. The learning paths can be presented in a fun way such as a game with rewards given at milestones in the process. In my experience, the rewards of a bonus, small pay rate increase, or their choice of a item/gift card generates interest and can be given along with a completion certificate.

Running little “hackathons” where participants look up a concept in the training and then summarise it or teach it back can be very engaging and it plants the idea of seeking answers when you are stuck

Quand on veut améliorer sa formation, il est utile de procéder à des enquêtes ou des analyses. Il convient tout de même de ne pas suivre aveuglément les retours d'un outil de mesure car d'une session sur l'autre, d'un groupe d'apprenants à un autre, les attentes peuvent ne pas être les mêmes. Il faut donc garder une cible claire à améliorer (par exemple, la clarté des explications) et travailler sur ce thème avec plusieurs métriques. Rappelons nous qu'on ne peut pas plaire à tout le monde et faisons au mieux :) .

A etapa de avalia??o se torna fundamental para análise dos próximos processos a estrutura e também a importancia de medir se cada participante conseguiu aprender com o treinamento. Gosto muito desta etapa para averiguar o que posso fazer de diferente no próximo.

Analytics should be part of every evaluation plan with the application of knowledge as the most important data point. Use before and after performance measurements to assess the effectiveness of training on specific behaviors and results. Not only will that provide valuable feedback to continuously evaluate and improve your design and delivery, you will have tangible results to show the importance and effectiveness of your learning programs.

One of the most effective ways to keep distributed training engaging is by creating a judgment-free zone that encourages team members to express innovative ideas and actively participate in the learning process. Additionally, fostering a culture where top management supports and believes in the value of ongoing learning and professional development can significantly boost motivation and engagement among distributed teams.

I am currently building a strategic training plan for my company which is still in Hybrid mode: Here are my 2cents: 1. Interactive Learning Methods: It includes using various interactive multimedia content, real-life examples, and diverse delivery methods to make the training more engaging and participative. 2. Participant Engagement and Interaction: It includes strategies like empowering self-paced learning, and employing engaging facilitation techniques to keep participants involved. 3. Relevance and Clarity: It involves setting clear objectives aligned with participants' needs, encouraging participation to enhance relevance, and incorporating feedback loops to refine the training for better clarity and understanding.

Give learners control over their learning experiences as much as possible. According to Knowles and the andragogy theory, adult learners like to steer their learning experiences. This means, allowing multiple means of representation and multiple means of expression. I never pick a person and force them to speak, never try and force them to turn on their cameras. Whenever we ask a question or ask for input, I give them the option to type in chat or unmute since people have different preferences when it comes to sharing. To keep them engaged and get a sense of what’s happening on the other side , I do quick pulse checks often. For example : On a scale 1-5 how confident are you that you can do this