Imagine: You're swamped at work. Meetings, emails, endless tasks – it's all juggling and spinning plates.
Suddenly, a training pop-up appears: "Do your cybersecurity course!" But honestly, can you really stop everything, switch gears, and learn effectively then and there? Doubtful.
Time and focus are gold for today's workers. So, if you want your team to actually learn, ditch the boring lectures and presentations. Instead, focus on "doing" – learning by practicing and applying what they learn.
This means upgrading your training methods. Learn how people learn best and use interactive tools like online simulations and games. Give your team something they can do, not just something they have to sit through.
So, skip the circus act and focus on learning that fits the fast pace of real work. That's how you'll get your team truly engaged and skilled up.
Employees want to learn by doing, not just listening!
Most workers (64%) prefer training that lets them try things out, like simulations or hands-on activities.
- They want to talk (discussions),
- Check their understanding (quizzes),
- Chat with others
- Play a game (gamification) while learning.
Why? Busy employees get easily distracted with boring lessons. They might text, answer emails, or even jump on another call while just listening to a lecture.
Remember, the key is to create a culture of action and learning, where trying new things and taking risks is encouraged. By providing support, resources, and opportunities for growth, you can turn your learners into action-oriented problem solvers who drive real results for your business.
So, to keep them hooked, make learning more active! Think of it like real work, where you have to make choices, take action, and talk with colleagues. Just sitting and absorbing information isn't as good for learning.
The answer? Interactive training that lets you "do" things, not just listen. It's called "action-based learning."
Action-based learning:
Do it, don't just listen: Instead of sitting and listening to lectures, you get to take action! You'll do things like solve problems, play games, and act out real-life situations.
Make choices, not just notes: You're not just a sponge for information. You get to think, choose, and make decisions about what's happening.
Learn by doing, not by remembering: Forget about memorizing boring facts. This way of learning is like playing a game, so you remember it better!
No more boring classes: This is no ordinary classroom. It's more fun and exciting, so you actually want to learn!
Measure success by tracking relevant metrics before, during, and after the training. This could be anything from customer satisfaction surveys to sales figures. Seeing the impact of your program will keep you motivated and show your learners the value of their actions.
Action-based learning Vs. Old school learning
Old school learning: Think boring lectures and endless textbook reading. It's like learning how to ride a bike by just reading a book, not very exciting!
Action-based learning: Get your hands dirty and jump right in! Solve problems, make choices, and feel the thrill of learning by doing. It's like actually getting on the bike and zooming down the street, way more fun!
Online learning can be amazing: Imagine training that's like a video game, drawing you in and making you want to learn more. But just dumping stuff on a screen isn't enough. We need to make online training feel like a real adventure!
Basically, ditch the old stuff and get active! Online learning can be the perfect tool to make training exciting and engaging. Let's get those learners zooming!
Why Action-based learning is better?
When you ask people to do stuff in training, it makes them feel good and learn more. Here's how:
- Grab learner's attention: Doing things makes you think more than just listening. Even something small gets people hooked and keeps them focused. For example, instead of telling them what the best sales technique is, ask them to guess! This makes them think about it using their own experience.
- Make it relevant: When you ask people to use what they're learning in their own lives, it makes sense to them. You can do this by asking them about problems they face at work and using those as examples. This makes learning more interesting because it's about their real lives.
- Safe space to practice: In real life, making mistakes can be bad. But in training, it's okay to try things and get it wrong. By practicing in a safe way, people learn from their mistakes and feel more confident using their new skills later.
So, next time you're training someone, ask them to do things. It'll make them feel good, learn more, and be more confident using what they learned!
Learning by Doing: Fun Ways to Train!
Instead of just reading and listening, how about learning by doing? Here are some cool ways to make training more active and engaging:
Quizzes and Games: Take breaks from lectures with fun quizzes and discussions. Talking and playing helps everyone remember better!
Pretend Play: Just like kids, we learn best by doing. Try simulations where you practice real-life situations, like fixing a computer problem or talking to a customer.
Choose Your Own Adventure: Imagine learning where you decide the story! Branching simulations let you see how different choices lead to different outcomes.
Brain Busters: Get your thinking caps on! Problem-solving challenges are like puzzles that make you use your brain and teamwork to win.
Escape Room Challenge: Feel the pressure (but in a good way!) in a virtual escape room. You and your team have to work together to solve problems and finish a task before time runs out. It's like training for real life, but way more exciting!
7 Easy Ways to Make Learning Actionable in Online Courses
Want to make sure your online courses are more than just lectures? Here are 5 tips to get your learners up and doing:
- Set clear goals and track progress:
Know what you want your learners to achieve, and measure it! For example, if you're teaching leadership, track changes in employee satisfaction after the course.Don't just throw a bunch of activities at your learners and hope for the best. Define specific goals for your training program, aligned with your business objectives. Want to improve customer service? Great! Then your action-based learning should focus on practicing customer interaction skills and implementing new strategies.
Measure success by tracking relevant metrics before, during, and after the training. This could be anything from customer satisfaction surveys to sales figures. Seeing the impact of your program will keep you motivated and show your learners the value of their actions.
- Add some fun with games:
Competition can make learning exciting! Use games like quizzes, challenges, or even role-playing to keep learners engaged. Try different types of games to avoid getting stuck in a rut.
Think points, badges, leaderboards, and even prizes for exceptional performance. You can even create team challenges to foster collaboration and problem-solving skills. Just remember, the game should be relevant to the learning objectives and not just a distraction.
- Make it real-world relevant:
Don't just teach theory, show your learners how it applies to their jobs. Use case studies and scenarios they might encounter, so they see the value of what they're learning. Action-based learning thrives on real-world scenarios and simulations. Immerse your learners in situations they might encounter on the job, and challenge them to apply the new skills they're learning.
Think case studies, role-playing exercises, and even shadowing experienced colleagues. The closer the learning experience is to their actual work, the more likely they are to put their new knowledge into action.
- Give them time to think:
After each activity, ask learners to reflect on what they learned, how they can use it, and what worked best. This helps them connect the dots and apply their knowledge in the real world.
- Mix things up:
Use videos, infographics, case studies, and other resources to cater to different learning styles and keep things interesting. This way, everyone can find their way to learn and remember what you're teaching. -
Embrace Continuous Improvement:
Action-based learning isn't a one-time event; it's an ongoing process. Encourage your learners to continuously seek opportunities to apply their new skills. This could involve implementing pilot projects, testing new ideas, and sharing their learnings with others.
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Unleash the Power of Technology:
Today's Learning Management Systems (LMS platforms) offer a treasure trove of tools to fuel action-based learning. Look for platforms that offer features like interactive simulations, collaborative workspace, real-time feedback tools, and gamified learning modules. An advanced LMS Solution can be your secret weapon, transforming static training into a dynamic, action-oriented experience.
Ready to put your learning into action? Don't just sit there – visit our website and explore how our cutting-edge LMS Monks can be your partner in unleashing the power of action-based learning in your organization. With our intuitive features, engaging tools, and data-driven insights, we'll help you turn training into performance and results, faster than ever.
By following these tips, you can create online courses that are not only informative but also actionable, helping your learners put their new knowledge to work right away!
Action-based learning is not just a trend; it's a revolution. By setting clear goals, gamifying the experience, making it relevant, encouraging reflection, and catering to diverse learning styles, you can transform your training programs into powerful vehicles for boosting performance and achieving impactful results. So, ditch the dusty textbooks and get ready to ignite your team's potential with action-packed learning!
