How can you create a collaborative learning environment for trainees?

One way I’ve found very helpful is to assign trainees a “train the trainee” role. Ask them to prepare a presentation on a topic they’re all learning. Pick a section for them, give them time and see how each presentation complements the other.

Its always the teamwork that makes the dream work. I plan training with activities of collaboration of 2 or more. I believe 70% of learning is social learning. Put in pairs and groups. Give them research. Scavenger Hunt Team topic Presentations Roleplays Kahoots - team games. Jeopardy Shadowing and Reverse Shadowing with senior professionals. Collaborative learning if done well, not only makes learning fun, but may create memories and lead to better retention.

One of the modern theories in adult learning is the 70/20/10 I find this approach is one of the most effective learning and development approaches as it focuses on linking employees' learning with the work tasks through planning 70% of the learning and development activities based on engaging in work tasks and collaboration with colleagues to gain the knowledge and experience on the ground, receive 20% of the learning through direct coaching and orientation from the manager which strengthens the relationship, enhance communication and collaboration levels finally, the remaining 10% of the learning and development will be through external sources of knowledge such as courses, webinars.

team work, especially in both ways: - in front of the whole group - alone / in breakout rooms you get a good insight of how your trainees work best together, on their own and how you can improve afterwards getting to know their expressions, insights, etc. gives you a better picture to then better communicate and guide your people

I concur with Dr. Evi Prokopi's perspective on the "Train a Trainee" role in fostering collaborative learning. To implement this approach, I divide my trainees into smaller groups and designate a leader within each group. I provide them with relevant content or guidance and task them with conducting a mini-training session for their peers. This approach is particularly effective when learners have been interacting with each other longer than with the facilitator, as they often possess valuable insights into their peers' needs and learning styles. Even in groups with no prior history, assigned group leaders take the initiative to grasp the content and ensure their peers' success, promoting a collaborative and inclusive learning environment.

reflecting is one of the keys an idea: day 1 - day 2 ask for thoughts to key topics / messages give time and let them gather their notes and thoughts daily day 9 - day 10 recap and compare the progress / changes from the start encourage and guide why that makes sense and why it is important also seeing how they made notes is a good indicator on how they will absorb information and save it

As a trainer, fostering collaboration is essential. Start by promoting inclusivity and setting ground rules that emphasize the value of each trainee's contribution. Encourage learners to respect diversity and the input of their peers. Create an environment where trainees can respond to each other's questions, which helps build bonds and encourages seeking clarification from their more knowledgeable peers in the future. Additionally, design your content to facilitate collaboration and interaction, ensuring that your training sessions are conducive to cooperative learning and the exchange of ideas among participants.

By allowing them to participate and share their ideas and experiences in life or previous jobs / tasks. This can create a healthy and collaborative environment amongst trainees, and even become a learning experience for the trainers themselves.

create tasks with tools, such as polls, reactions (emoji) where calmer participants can still express without putting them in the spot light right away everyone learns differently, do not push too early as long as they can follow and learn something, being calm or passive is not always negative

Allow for Practice and Feedback: Incorporate practical exercises and simulations that allow your team members to practice what they have learned. Provide constructive feedback to help them improve and reinforce their learning

I agree. The activity that I use is a 1-2-4 which supports different types of learners and builds to group collaboration. How to create a 1-2-4: i) Share the topic you’d like the trainees to collaborate on and first allow the trainees to reflect by themselves (1 person) ii) Place the trainees in a breakout room in pairs to discuss their reflections (2 people) iii) Finally place two different pairs of trainees in a breakout room to allow a collaborative group conversation (4 people) I find this hits different learning styles and by respecting the uniqueness of each learner. Giving more quiet trainees a greater chance to collaborate.

Balancing individuality and collaboration in training is crucial to cater to diverse learning preferences. Recognize that some learners are naturally active, while others are more passive. Leverage adaptable technologies that accommodate both groups. Design your content flexibly, allowing various participation methods such as speaking, anonymous contributions to discussion boards during synchronous activities, or using chat features. In physical training settings, assign passive learners tasks that gradually prepare them for active participation, ensuring equity and inclusion. The key is to create an environment where every learner feels valued, regardless of their natural inclination toward collaboration or individuality.

It is crucial to establish a collaborative learning atmosphere that values individuality in order to provide efficient training. Maintaining a balance between collaboration and individuality is essential to promote inclusiveness and cater to diverse learning styles. By granting autonomy, accommodating various group dynamics, and recognizing uniqueness, we cultivate a dynamic, adaptable learning environment where all trainees can flourish.

Evaluating the success of collaborative learning requires trainers to be attentive not only to verbal but also non-verbal cues. They should keenly observe and understand the dynamics at play. Additionally, trainers should actively seek feedback from all trainees, utilizing various methods for input. It's essential to emphasize that feedback is aimed at improving the learning process and should be considered mandatory. This two-way communication, both through observation and feedback, ensures trainers can make timely adjustments, fostering a more effective and productive collaborative learning environment that meets the needs and preferences of all participants.

should be common sense but I think it is important to really check on the work / evaluation / role plays and tasks in general strictly control it and show and explain mistakes, always give positive feedback as well to not lose the participants be a role model and show it is done better or just different yourself

The component of Results is the toughest thing to measure. It is not a general measurement concept which can be applied to all types of industries. It is difficult to measure the impact of training on behaviour changes because whatever the tools which we use the response from the stakeholders will not be perfect. Many stakeholders do not like to respond and many of them give generalized feedback. In such cases it becomes difficult for a trainer to show the impact of training in the behavioural change. Additionallly in case of the businesses where the result/outcome is a group effort and where we do not have means for measuring individual efforts, then measuring training effectiveness is a tough task.

Someone said, "It should be common sense." but I would argue that it is only common if we grew up together in the same environment. I believe that to be a lazy attitude in attempting to learn your whole crew.

Many times I faced a problem of non collaborative trainees. It took me a lot of approaches to teaching to find the one that works the best. Well, the result isn't like that. For example, in my thoughts there are two similar groups, but I needed two different approaches. My general recipe was to find usefulness in private life of what they will learn. Maybe it can sound strange, but many trainees I had was repulsive to learn about fire equipment and duties. I would spend more time in explaining why it is important to know about it, and less to teach them details. After they found, and understood, importance collaboration immediately improved.