Are you wondering what can happen after training? So are we! Especially the phase after the personal meeting between the trainer and participants.
Corporate Learning Camp 2016 with blink.it
A great platform to address this was provided by the Corporate Learning Camp 2016 at the Frankfurt University of Applied Sciences. Every year, experts in professional development come together here to share exciting insights, their wishes, and needs – a mix ranging from independent trainers to department heads in the personnel development of large companies. In several sessions, we were able to exchange ideas on e-learning, the learning organization, and training transfer with trainers, personnel developers, and other learning professionals.
Overall, Konstantin Ristl and Michael Witzke attracted many participants for a total of four sessions. These were:
“Studio@home: Best Practice Filming with a Smartphone”
“Offline and Online in Training”
“Mr. Steinbeißer, the Nightmare of Every Personnel Developer”
“Training is Over – Now What?”
Session 4 - Training is Over - Now What?
In today's entry, I want to specifically recount what we experienced in the Friday session “Training is Over – Now What?”. We are constantly looking for new ways to support training transfer and to make face-to-face training even more valuable with digital content. The session addressed exactly these topics. The mind map below gives you an overview of our results. The proposed methods were developed together with all participants in the session.
The starting point was the question: “What do I do between the in-person appointment and a follow-up appointment?”
The selection of contributions also reflects the current trends in personnel development. The professional image of the trainer is changing. The advancing digitalization will further accelerate these changes. The Trainer 4.0 unites several roles. Trainers are increasingly expected to take on the role of a coach who accompanies long-term change processes. While the trainer is still considered an expert in their subject, the transmission of this expert knowledge is increasingly shifting to the digital space. The reasons speak for themselves. Participating employees can prepare for training independently at work or participate live in a webinar with the trainer. Information transfer does not necessarily have to be carried out by the trainer on-site.
The trainer is also becoming more of a mediator between different groups within the company. Participants receive support not only from the trainer but also from their direct supervisor. For this reason, session participants demanded that team leaders and managers should be more involved in further training. This has long been demanded in theory but is only limited in practice. Here, new concepts are needed.
A large number of contributions during the session revolved around the theme of training transfer. Training transfer remains the number one topic in further education. In addition to approaches like the transfer diary or the blog, there are also exciting new ideas like transfer knowledge interviews and reflection questions. Even if learning outcomes can be measured after the training, without applying knowledge in practice, nothing has actually changed in the workplace.
This also shows that video content continues to play a significant role in conveying training content. In my experience, the principle of
