How to start an interactive training course
“Training is everything. The peach was once a bitter almond; cauliflower is nothing but cabbage with a college education” – Mark Twain.
Whether an entry-level position or an employee with experience, job training should not be overlooked. However, training course could easily be dry, tedious and impractical. In other words, the lack of interactivity in training leads to that training isn’t as effective as expected. Therefore, how to make an engaging training course in the right way? Not sure where to start? Here are some tips that help you come up with an interactive training by yourself.
What is interactive training?
Simply, interactive training can be defined as a course that helps students interact with each other and with the material. Specifically, interactive training puts learners actively participate in the training process.
In the old concept, “interactivity” only means turning page, clicking around and watch multiple videos. But, nowadays, interactive training requires learners to be involved in a real-life decision, problem-solving and intent. As a result, learners are not only gaining knowledge from the course but also increasing their ability to think and be critical in different situations.
Why should training be interactive?
Undeniably, interactive brings lots of advantages for the training program. However, what is exactly the benefit of interactive? Let find out.
One of the most important factors in the training course is exploration. From that, placing interactivity elements in the program can provoke the curiosity of learners to find a new thing and the knowledge around the learning topic. Thus, learners could feel more interested and engaging.
Transfer knowledge into action
Next, an interactive training course could allow learners to put knowledge into action. Apart from learning theory, learners need to solve problems which stimulated based on reality in an interactive training course. Indeed, it is a better opportunity for learners to absorb the knowledge, instead of watching lectures, statistic text or regular video.
Easily assess learners’ performance
Another reason that training should be interactive is allowing the technology to assess learners performance naturally. Instead of punishing or showing the low result, instructors could provide the reason why one answer is wrong or right for learners. So that, learners won’t feel being forced to learn and do the test.
Provoke learners’ emotion
Finally, with interactivity, creators could tap into learners’ emotion. Specifically, learners do not learn only by their intuitive but also by feeling and emotion, especially training courses about soft skills as management skills. As a result, they can understand the situation better and remember the knowledge longer.
Tips to make an interactive training course
1. Speak learners’ language
Firstly, setting learning objectives from the learners’ perspective is very important. Normally, managers set out the targets and goals to increase the productivity of the company. However, it could put a lot of pressure on employees. Instead of doing that, you can show learners how finishing one specific task can benefit them in the future. As a result, they are willing to achieve the target more than being forced.
Next, you also need to keep an eye on the language you use in the interactive training course. In some situations, the language can be changed. For example, when you purely explain the concept, you use friendly words for this context. Or, the language should be more serious when you mention rules and mistakes.
To speak learners’ language, you need to have a deep understanding of your target audiences. Specifically, one of the best ways is having a learners’ profile for your training program. Here, we have a specific guide to help you create learners’ persona.
2. Put interactive elements into the lesson
When you introduce a new concept or theory for learners, think about how to make learners participate in the lesson realistically and compellingly. In other words, you give your learners a choice, situation or concept to practice a new theory.
So, how to do that?
Our suggestion: Apply branching scenarios
To explain, branching scenarios are interactions where you show your learners a situation and prompt them to make a choice. And then, you provide the result of that choice for learners. As learners make decisions, the story opens out in unpredicted ways, thereby making learning interaction engaging and fun.
Need other interactive activities? Let’s try small quizzes and multiple choice questions!
For example, to test learners’ knowledge naturally, you can arrange some small quizzes or multiple questions between each session. Especially, quizzes can work as a checkpoint for not only learners but also instructors. Then based on the result of quizzes, you can find out how effective your course is.
3. Apply digital storytelling in training
Digital storytelling is a new term for a training course. To explain, it is a new method which characterizes a purposive story through digital means. Specifically, you can choose animation, VR or AR to tell a training story. In other words, its aim is to evoke learners’ emotions to create a positive learning environment and boost training’s effectiveness.
For example, QBE – one of the biggest insurers and reinsurers in the world – used digital storytelling for their internal training. Particularly, they create animated video as an effective material for their program to train employees in 37 countries all over the world. Through the animation, they illustrate the working environment and tell the story about QBE. Thus, take a look and see how storytelling works!
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4. Generate a simulated environment
To have the best result in training, providing an environment for learners to practice is very necessary. Importantly, learners need a space where they can freely practice without fear of judgment and afraid of making mistakes. Therefore, it is better to create an interactive online training program that simulates a controlled working environment.
To be more specific, you can provide a personal place or an anonymous community for learners to practice. Without showing identity, learners can freely explore and expose themselves. Furthermore, the training environment should be available for learners to revisit and review until they can master their learning objective. As a result, the effectiveness of the training course will be higher.
An interactive training course is an effective tool for many businesses to increase productivity and the result of employees. Not only provide a good learning structure for learners, but interactivity also give them a place to practice. To make an interactive training course, you need to:
- Speak learners’ language to enhance learners understanding
- Put more interactive elements to involve learners into training
- Apply digital storytelling to make training more interesting
- Generate a simulated environment to engage learners to learn
So, that is, we hope you can be able to start an interactive training course through our suggestions. Please share your experience in creating an interactive training course with us. We love to hear from you!
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