Before we create yet more training, how can we give people space and time to develop their own capabilities? How might online tools and social media help us to devote time and resources and provide positive consequences for people, so they can find out for themselves how things work best within their organisation?
It may be easier to say what NOT to do. There is a risk that the old superstitions of trainers resurface online and so stop webinars, virtual meetings, remote action learning sets and so on from being effective.
We cannot afford to adopt the “Trust Me; I’m a Doctor” stance. Having learners sit back while we fill their heads with ideas, beliefs and concepts drawn from an expert is the Nurenberg Funnel approach, and it’s never been known to work! Nor does, ”Tell them what you’re going to tell them; tell them and then tell them what you’ve told them.” People do not learn online purely by listening passively. Nor can we just leave “electronic wallpaper” for people to find either. People do not move spontaneously from theory to practice. You cannot post your mission statement to a discussion board and expect people to internalise it and be guided in their actions.
Effective adult learners must:
-absorb information
-reflect on what it means for their life or work
-make it fit alongside their previous knowledge and experience
-plan how to use this information.
So we should be using online tools to facilitate. Let’s create an online environment that aligns with the practical activities of work – filled with stimulating sounds, images, challenges, games, simulations, toys, case studies, checklists, job aids or indeed anything that gets them trying things out in a practical way.
Trainers, drop your egos and your “expert” personae at the front desk as you enter the virtual building. Concentrate on helping learners to record, make sense of and share their experiences. Support them as they construct their thoughts, ideas and beliefs. Encourage line managers and colleagues to be present and help the learner to apply and generalise their learning to new contexts within a business setting so learning is ongoing and permanent.
So instead of behaving like a trainer, create and manage resources for learning, and then keep out of the way until you are needed.
