The end of training...as we know it

Sunday March 17, 2013

By Robyn Viljoen

Sometimes we plan when we want to learn, it is a conscious decision. We have a gap in our knowledge or skills and we look for a source to fulfil this need. This source of information can come from books, training courses, coaching sessions, webinars, online learning or a new source that is being added as you read this article.

Our challenge for trainers and educators is with these new sources of information we need to rethink teaching and learning. In a world where everything is fast, 24/7, instant and on demand, our students are no different in their expectations as customers. Learning now means, having constant access to information that is dynamic on devices that are potable and convenient. Everything is becoming more interconnected. Cars come with GPS systems that can tell you where the next petrol station is. The microchip in your running shoe shows your friends how far you are in your race and then updates it to your Facebook page. Profile pictures from social media sites update onto your friends Smartphones. It is instant and happening without you even knowing it.

Learning is constant and for most of us unplanned, it just happens as a practical integration of our daily lives. I learnt how to wrap text around a picture and format a brochure. I attended no class, I had no help, a read a couple of points on some website that I don’t even remember and then I just did it. The saying, “when the student is ready… the teacher will appear.” is more pertinent today than ever before.

Scheduled training and education is going to be challenging in the future. As we take more control of our time by using devices that allow us to record, pause, rewind and fast forward live TV. We are working from home and working flexible hours. Students will want to “step in” and “step out” of a learning experience. This means there is real opportunity for “lifelong learning” as learning is no longer restricted to a certain, age, stage or institution.

Training and HR departments used to be the hub in organisations that brought together and co-ordinated and selected relevant learning experiences for employees. In a world with variety and interconnectedness of people across geographic boundaries, roles, industries and demographics we are going to have to let go of some of our paradigms. One of these paradigms is we cannot control someone’s learning experience we can only guide it. As the internet expands we need to guide students to useful and usable resources, everyone can now be a journalist, writer and publisher. How do we vet sources and distinguish fact from fiction?

The computer age means convenience over accuracy. We rely on a Google algorithm to find our information but it cannot validate that information. The more we click on something the more we make it a common source, it is like an information voting contest. There are low barriers to entry and we can all contribute but are the right people making a contribution? Online learning forums mean students can share and contribute in a form of shared learning. We can teach each other and cite good examples to create context to learning. It is going to be interesting to see how we reference sources of information in the future.

So what is this future? We need to understand the next generation and adapt to them. We need training rooms that are WIFI enable allow students to access real time information. These environments need to be inspirational and engaging. Students should want to be in this environment and simulated by the shared knowledge of their trainers and fellow employees. This environment should break the rules and ask …What if? It should be the most sophisticated and updated hub in the organisation. Employees should be allowed to “drop in” on a learning experience. The next generations “www” is wherever, whenever and whatever. We need to connect with students in a way that is authentic, creative and transferable.

We need to engage with students and let everyone learn using technologies without a fear of failure. Our examples and experiences should be current realities faced by the business and we should use technology as a means to discover solutions or question the validity of current practices. We need to move to inquiry based learning. We need to be agents of change and leap frog our own professional development by increasing our technical skills and understanding of this information age. We need to provide our students not only with the tools and environment to thrive and grow but also the belief that their ideas can inspire innovation and change in our organisations.