Onward to the digital age! - This prospect still scares many people. Many companies are increasingly focusing on digital training, but how can you convince trainers and employees? Learn in the article what digital competence actually means and how you can inspire technology skeptics for e-learning!
What "Digital Competence" Actually Means
Competence is important, especially in the context of education and training. And in the face of the "digital age" we are currently in, there is always talk of digital competence. Special skills that we supposedly need to switch from traditional in-person seminars to digital training in a company.
In the Wirtschaftswoche current from February 2019, digital competence is divided into the following individual competencies according to a report by the New Media Consortium:
Communicating in digital work environments communicate
Handling digital tools handle
Thinking critically think
Creating digital content create
Knowing, using, and respecting copyright systems as well as your own digital footprint know, use and respect
What stands out: Some points are technical competencies (1+2+4). Others are more didactical - almost (media-)ethical in nature.
The five competencies together can dissolve the widespread fear of the "monster of digital competence": Most points are relatively easy to learn or can be easily implemented with some tips.
In this article, I want to shed light on the technical competencies and show why both (in-house) trainers and employees or participants in digital training do not need to fear technical hurdles!
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Here’s How: Technical Competencies for Trainers
In-house trainers may initially have concerns about whether they can switch from flipcharts to online courses. The responsibility seems high - and what if the technology doesn't work? Additionally, the older the trainers, the more critical they tend to be towards technical innovations.
Suddenly digital? Some trainers wonder whether they possess sufficient technical competencies for it.
But what technical competencies must a trainer actually have to be able to provide digital training?
Handling digital tools: E.g., inviting participants to an online course or sending reminders about new learning content.
Creating digital content: E.g., creating a quiz or filming learning videos.
Regarding Point 1: Anyone who can operate the basic functions of a smartphone can handle digital tools! Even digital skeptics and complete novices can send digital messages with clear, simple instructions.
Regarding Point 2: When creating digital content, practice is essential! Trainers should experiment with which content is possible with the chosen platform—without pressure and in a "free play area". This way, the first hurdle is cleared, and many trainers realize during experimentation that creating short learning units can be really fun. And the first success experience motivates further!
Specifically for creating their own learning videos, we offer plenty of didactic and technical tips based on years of experience:
This Helps Trainers Learn Digital Competencies:
Provide clear, simple instructions.
Do not try to learn all functions at once, but start with the basics.
Demonstrate how, for example, content is created with a personal introduction or short screencasts.
Here’s How: Technical Competencies for Employees
On the employee side, there is often skepticism about technical innovations: What do I need to be able to do? How much do I need to do – and what exactly? Particularly older employees, who have always enjoyed attending 1- or 2-day seminars (“Something different,” “Interaction with others,” “Good food”), often struggle with a change to e-learning or blended learning.
The computer, the foreign entity? Participants in training sometimes find it difficult to switch from traditional seminars to e-learning.
These technical competencies are generally required by participants of digital training:
Handling digital tools: E.g., signing up for a course or uploading a document.
Digital communication: E.g., writing a comment under a learning unit or answering in available question fields.
Regarding Point 1: Just like with trainers, the same applies to the basic handling of digital tools: If the tool is easy to use, even technology skeptics can quickly learn the most basic functions.
Regarding Point 2: For communication, support from the trainer helps, who ideally formulates a clear call to action for each learning unit: What should the participant do next? Where should they submit their solution?
This Helps Employees Learn Digital Competencies:
Inform early about the introduction of a new tool inform.
Gamification elements, so that fun and motivation are not overlooked.
Provide instructions and assistance collected online.
The Easiest Way: Choose a Simple Tool!
One thing is clear with all the tips: The easier the chosen tool is to use, the easier it is for trainers and participants to handle it. Then it's just a matter of taking the first step to give the new method a chance. Because: Only those who try a new tool - even if it’s just for 15 minutes - can discover how much fun digital training can be.
Just try it once – then even technology skeptics will realize that digital training can be fun with simple software.
The mentioned technical challenges in companies are well known to us at blink.it; therefore, we support companies fully in starting digital training:
Technology: The blink.it tool is easy to use – this is our core competence and the focus of our further software development. Because: Only if the operation is simple does digital learning also appeal to everyone!
Didactics: Our blink.it editorial team deals with current trends and didactic challenges. With guides and other learning materials, starting your digital learning becomes even easier.
Service: As an additional support, we offer new customers the opportunity to have their first online course checked didactically and technically and to receive completely individual tips.
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