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 Frog Fact... Each Frog has a unique croak

There are many studies available on different types of learners but essentially we all take on information in different ways. From the visual learner who can recall details from images or video to the reader type who will happily disseminate information from text, there is no doubt that a single approach to training will never work.

For organisational trainers it certainly presents a challenge to focus on individuals when there is time pressure on training schedules and a reliance on online training for remote and field workers.
Yet online training can support personalisation in a way that face to face sessions may not be able to replicate. 
 

Here are three ways to make online training much more effective for a variety of learners:
 

1. Flipped Learning 

An immediate advantage with the provision of online training is that the introverted personality types can breathe a sigh of relief that they don’t have to ‘introduce themselves to the group’ or be randomly picked for a spoken contribution. On the flip side the extroverts may find themselves struggling for motivation without a room full of people to bounce off. However, the advantage of people learning in their own space and time is that you can mix up the style of training delivery so everyone can get involved, without peer pressure alongside.

For example, whilst you wouldn’t identify your introverts and extroverts you can more easily define a personality type by team. The Sales team is an obvious place to start because we already know they are likely to prefer face to face interaction and would probably appreciate a faster pace of training delivery - because their time is literally their money!

If face-to-face training cannot be made available – due to costs, logistics or a pandemic! – it is possible to design training that includes interactive elements and requires them to act on something rather than sit through lots of questions.

This ProTip highlights just how training content can be designed to work for these personality types.

This technique is known as Flipped Learning and means that the learner is leading their own knowledge intake. Disseminating information from the content provided and relaying it back to the trainer. This is a great way to demonstrate an individual’s understanding of a topic, removing the temptation to disengage or coast along in a crowd.
 

2. Testing learning styles 

Another great advantage to online training is the ease with which different styles and techniques can be tested. You should gain insights from your training software that will provide data on how learners are responding to different styles. For example, if you include quiz questions at the end of a module that need to be answered correctly to move on, did people struggle to answer them? How many times did your learners have to repeat the module to answer the question?

If you can gather this data at a group or individual level, you have a great personalisation tool at your disposal. Your analysis should determine whether the content needs addressing (if a common blocker was identified) or if the learning style just doesn’t suit some individuals.

3. Creative content 

Everyone has sat through their fair share of soulless training content, going through the motions in order to complete mandatory training. Which is fine as a means to an end but what if training could be delivered in a more engaging way?

Empowering trainers to create and curate content is a great way to personalise the learning experience.

Trainers can still be the face of online learning using video content to communicate information. This gives remote and field workers a chance to see colleagues and feel part of the organisation.

Video content can be delivered in a variety of styles, such as Talk the Walk and The Look of the Draw examples.
 

Video Content

Such attention to detail with organisational training not only helps engage more people but also creates a healthy team culture that can attract and retain talent.