On to the digital age! – This prospect still intimidates many people. Many companies are increasingly focusing on digital training, but how can you convince trainers and employees of this? Learn in the article what digital competence actually means and how to enthuse tech skeptics for e-learning!
What “Digital Competence” actually means
Competencies are important, especially in the context of education and training. And in light of the “digital age” we currently find ourselves in, there is frequent talk of digital competence. Special skills that we supposedly need in order to switch from traditional in-person seminars to digital training in a company.
In the Wirtschaftswoche article from February 2019, digital competence is divided into the following individual competencies according to a report from the New Media Consortium:
Communicating in digital work environments communicate
Handling digital tools handle
Thinking critically think
Creating digital content create
Knowing, utilizing, and respecting copyright systems as well as one’s own digital footprint know, use, and respect
What stands out: Some points are technical competencies (1+2+4). Others are more didactic – almost (media-)ethical in nature.
The five competencies together can dissolve the widespread fear of the "monster of digital competence": Most points are actually quite easy to learn or can be implemented quite simply with a few 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 be afraid of technical hurdles!
Here’s how: Technical competencies for trainers
Especially in-house trainers may initially be concerned about whether they can transition from the flip chart to the online course. The responsibility seems high – and what if the technology doesn’t work? Additionally, the older the trainers are, the more critical they tend to be towards technological innovations.
Suddenly digital? Some trainers wonder if they have sufficient technical competencies for this.
But what technical competencies does a trainer actually need in order to provide digital training?
Handling digital tools: E.g., inviting participants to an online course or sending reminders for 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 tech skeptics and those completely inexperienced can send digital messages with clear, simple instructions.
Regarding point 2: When it comes to creating digital content, one thing especially is needed: Practice! It’s best for trainers to try out which content is possible with the chosen platform – without pressure and in a "free play area". This way, the first hurdle is overcome, and many trainers notice while experimenting that creating short learning units can be really fun. And the first feeling of success encourages them even further!
This helps trainers learn digital competencies:
Provide clear, simple instructions.
Do not learn all functions at once but start with the basics.
Show how to create content, for example, with a personal introduction or short screencasts.
Here’s how: Technical competencies for employees
There is also often skepticism among employees regarding technological innovations: What do I need to be able to do? How much do I have to do – and what exactly? Especially older employees, who have always enjoyed attending 1- or 2-day seminars (“something different,” “exchange with others,” “good food”), find it difficult to switch to e-learning or blended learning.
The computer, the alien being? Even participants in training find it difficult sometimes to transition from traditional seminars to e-learning.
These technical competencies are typically 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 responding in existing question fields.
Regarding point 1: Just like with trainers, the same applies to merely handling digital tools: If the tool is easy to use, even tech skeptics can quickly learn the most basic functions.
Regarding point 2: In communication, support from the trainer helps, who ideally provides a precise call to action for each learning unit: What should the participant do next? Where/How 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 lacking.
Provide online instructions and guidance.
The simplest way: Choose a simple tool!
With all the tips, one thing is clear: The simpler the chosen tool is to operate, the easier it will be for trainers and participants to use it. Then it’s only a matter of taking the first step to give the new method a chance. Because only those who allow themselves to 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 tech 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, which is why we fully support companies in getting started with digital training:
Technology: The blink.it tool is easy to use – this is our core competence and the focus of our ongoing software development. Because: Only when the operation is simple does digital learning become enjoyable for everyone!
Didactics: Our blink.it editorial team is engaged with current trends and didactic challenges. With the help of guides and other learning materials, starting digital learning becomes even easier for you.
Service: As additional support, we offer new customers to evaluate their first online course both didactically and technically and to provide very personalized tips.
