Why formal online learning always counts
When you take an online course or attend a virtual training session, do you feel inspired and ready to apply what you have learned, or are you boring? For most people, it's the latter. Although formal online learning, such as courses, certifications and training programs, is precious, it is often not enough for the commitment and retention of knowledge. This is why the 70-20-10 model de L&D suggests that formal learning should only take 10% of the learning path. Instead of being the main objective, it should only act as a base. Consider it as the theory which is absolutely necessary to know before jumping in practice.
The challenge, however, is to make formal online learning significant, efficient, engaging and applicable. This is particularly delicate in distant environments where distractions are everywhere and people may have trouble being motivated. For formal training to be really effective, it must be linked to real work experiences. This means that employees should be able to apply their knowledge immediately, whether through practical projects or solve real problems. When companies cease to offer passive training and make it more interactive and practical, the process will turn into a useful tool for professional growth. In this article, we will explore how you can make formal online learning more significant and make it better in remote settings.
How to make formal online learning significant
Add interactive elements
Most online courses are without interest and follow the format of traditional learning, thus leaving little room for learners to interact with content. Why is it a problem? Because the key for formal online learning works really is commitment. If people are not actively involved, they don't really learn. So continue to add interactive elements to your lessons. The first thing you want to try is gamification. When the lessons are more like a game, people are more likely to participate. You can add progression bars, success badges and even rankings. Also remember to add quiz. They are a quick way for learners to interact with their knowledge, which helps them to keep information.
Encourage participation
Speaking of participation, learning in distant environments tends to miss it. Learners generally get involved easily, multitasking or even forget what they have just learned. So, how do you go to online courses, certifications and really engaging training sessions? Encourage them to participate. To start, use the escape rooms in your Web conference software. For example, divide participants into small groups so that they can discuss, collaborate and solve problems. From the analysis of case studies to brainstorming, the escape rooms make learning more personal. If you want to make things more interesting, instead of just talking, start to practice. Your employees can play customer complaints or negotiate offers, allowing them to test their skills in a realistic environment before managing the real thing. This is perfect for sales training or any skill that requires communication and decision -making.
Shorten the lessons
Long training sessions can be difficult, especially in remote contexts. Looking at a screen for hours, trying to understand and remember things, is rather tiring and not as effective. Short lessons, however, are preferable. Microlearning, in particular, offers videos or five -minute quizs that just provide the necessary knowledge. Modular learning has the same philosophy behind him, where the courses are divided into small independent sections, allowing learners to do things at their own pace. They can complete a module at a time, revisit lessons when they wish, and even jump those they already know. This makes learning more flexible and personalized, which brings them back for more.
Keep the contents of relevant
Formal online learning often seems boring because employees believe that what they learn is not relevant. But once done, online courses and training can be useful. How will you make them relevant? Well, most people learn better when they do something, not just when they hear or read about it. So going for case studies or practical projects can make training much more effective. Case studies allow learners to analyze real or imaginary situations, which makes information more relatable. Practical projects go further and allow you to work on things, like new software, instead of looking at tutorials on this subject. In this way, learners immediately apply what they learned.
Progress of the way
One of the biggest challenges in formal online learning is that it is easy to start but difficult to finish. This generally happens because people do not follow their progress and do not lack clear goals. Before starting a course or certification, define clear expectations. What do you want your team to realize? The more you create them specific, the easier it will be to measure them. In addition, encourage your team to set goals on the hours they intend to spend in training. For example, if they make 20 hours of lessons, reward them to motivate them to continue and reach even more milestones. Finally, regular recordings will keep everyone on the right track and encourage them to work on their goals.
Choose the right platform
How are you going to find the right one Online learning platform When are there so many options available? At the end of the day, you will listen to the needs of your team and try to meet their learning preferences. The first thing you should look for is user friendliness. A clean interface makes learning more pleasant because it saves people time trying to understand how to navigate it and rather keep them on what really matters. Then you want a platform accessible from mobile devices so that employees can take courses from anywhere and at any time, even if they have a busy schedule. And let's not forget the integration. The best platforms are integrated into other tools, which allows staff to communicate, share documents and easily meet transparently.
Conclusion
Formal training is still counting, but it should not be the main objective. Learning is more effective when employees put what they hear and read in action. This is why companies must change the way they approach formal online learning and make it more attractive, interactive and, above all, relevant. When the training is significant and can really be applied, regardless of its format, it can be really effective. Even if it occupies such a low percentage of the 70-20-10 model of L&D, formal learning can be as interactive and practical as the other two types. Therefore, if you are really determined to make it work, let this article be your guide.
