Meeting L&D goals seems challenging! You are not alone. Lots of organizations often find achieving learning and development milestones a challenge. Although there are learning manangement solutions to make it less complicated, that is customized training.
Custom training eventually allows your learner to experience flexibility, which makes overcoming those obstacles possible and fuels your L&D a success. With the help of employee training tracking software, the whole process of custom training becomes more attainable.
Moreover, it is crucial to understand a few things related to custom training and why it is crucial to L&D?
Why does custom training help?
Organizations take a tools-first or technology-first approach. This seems sensible, at least on the surface. You need an infrastructure to deliver the course content.
But, the problem is the mode that ultimately overlooks the most vital factor for successful L&D – people. Training is, in the end, all about the people. The process’s motive is to guide, train, and develop the employee and team members, not the technology and tools.
Custom training gives the room to get creative with the content delivery, eventually gets learners out of the rut—the variety to engage with learners and ensure to put a word while learning content types. The focus of custom training on content and not on the technology is what keeps it apart from other training processes. It allows learners to chart a path, which leads towards the encouragement and progress of learners. Employees tend to take more initiative to complete training on their own.
How to implement custom training?
After considering the whys of custom training, let us take a look at the hows of it. The benefit of custom training is that it does not need huge time and money investment.
- Check on your Networks: Major aspects of learning and development includes networking. Identify existing networks already on board with you—like, having an employee who works towards advancing their knowledge and finding ways to implement them in their daily operational activities. You can start expanding and bring those potential individuals within the networks. Invest your efforts with employees who are keen learners and focus on development.
- Don’t be afraid to experiment with your content: A lot of organizations restrict the content for L&D, although, do not hesitate to step out of that box. Various types of content are value-driven, engaging for building learners, and assist in improvised outcomes. These include things like a-day-in-the-life videos, TED talks, podcasts, listicles, animated content, games, and audio discussion. Of course, creating different content variants needs time, money, and expert help, but it’s all worth the effort. Well, most of it you already have, like webcam and mics, and SMEs.
- Map out the path of L&D: Make it as flexible as possible! Let it loose and give the employees the chance to switch their learning paths freely. Restrictive environments can end up losing on top talent. Having an open structure facilitates learning. Activation stages followed by core learning could be very beneficial. Anything virtual, which drives the learner forward and seems engaging, relevant, and interesting, will work towards a successful L&D. However, you can always track your practices via employee training tracking software to know what’s best for the team members and organization.
Previously, training was widely focused on what the organization wanted. Today, learners have more expectations. Many organizations mainly find achieving learning and development success a challenge. Custom training offers the path to create an experience-driven, learner-centric marathon that leads to better outcomes, improved engagements, and deepened retention.