Here's how you can effectively handle remote training using new technology.

To ace remote training, harness cutting-edge tech like AI-driven platforms for interactive sessions, AR/VR simulations for immersive learning, and cloud-based tools for seamless collaboration. Blend live sessions with on-demand content, leveraging micro-learning modules for digestible chunks. Prioritize engagement through polls, quizzes, and breakout rooms, fostering interaction and knowledge retention. Employ data analytics to track progress, identify gaps, and tailor interventions. Cultivate a supportive virtual community with regular check-ins, feedback loops, and peer-to-peer learning. Remember, adaptability is key; stay agile, embrace feedback, and iterate for continuous improvement.

Choosing the right online training platform involves several steps. First, identify your goals and understand your audience's needs and tech skills. Then ensure the platform supports various content formats and offers features like course management, user engagement tools, and communication options. Also consider technical aspects such as scalability, integration, mobile accessibility, and security. A challenge may be aligning wishes with your budget and comparing pricing models. Of help are often user reviews, vendor reputation, and industry compliance in particular in matters of privacy and data protection. Finally, ensure the platform can adapt to future needs and offers robust support and resources.

Absolutely! Relying on text-heavy PowerPoint slides with lots of bullet points is the wrong approach. Instead, focus on creating visually appealing, interactive content tailored for online learning. Use multimedia elements like videos, infographics, and animations to engage learners. Break down complex information into bite-sized pieces, keeping content concise and to the point, with clear learning objectives to maintain attention and improve retention. And always have a story at hand that takes people away from the slides and let them play a movie in their brains.

As soon as we talk about this topic, the “Content problem” often comes up. Creating content for an LMS or LXP platform requires effort and time. Frequently, companies lack both, leading to a slowdown in the deployment of training solutions. Fortunately, there are solutions. If no internal subject matter expert has enough time to create this content, specialized agencies can handle it. Of course, it will take some time to brief them and review the content. But it will always take less time than doing it yourself. AI is also a solution to consider closely today. If internal knowledge sources are written and available, generative AI can produce high-quality content.

Here’s how you can do it: Quizzes: Integrate quizzes at various points in your training.Start your session with a pre-training quiz to gauge the learners' current understanding and end with a post-training quiz to measure their progress. Polls: Use live polls to make your sessions more interactive.You can ask for opinions, gather insights, or even do a quick knowledge check. When introducing a new topic, start with a poll asking learners what they know about it or their opinion on it. Interactive Videos: Use interactive videos for complex topics where learners can pause, reflect, and answer questions. Scenario-Based Simulations: Create scenario-based simulations where learners can make decisions and see the outcomes of those decisions.

The ability of training content to adapt to the learner is key to engagement. By taking into account the learner's strengths and weaknesses, learning preferences and work context, it's possible to personalize the content provided and considerably boost engagement. Some digital platforms position themselves solely on this notion of "Adaptive Learning". The term “Autonomous Corporate Learning Platforms” refers to the arrival of "AI by design" platforms that put learner preferences back at the heart of training.

Ideally, the monitoring of training progress should not focus solely on pedagogical aspects, but should also be linked to the employee's job. It is essential to show some form of ROI on the employee's day-to-day activities: better performance, better ramp-up to a new position, less non-compliant practices, etc. Progress monitoring must also be supported by the platforms, enabling fine segmentation of the groups of learners monitored (by country, team, skill level, etc.), and a system of alerts to spot points of attention.