VIRTUAL TRAINING
Cindy Huggett, CPTD
Is the virtual training strategy you’re using today built on decisions made during a crisis five years ago? Are you relying on choices made during the rapid pivots of 2020 instead of intentionally choosing the best learning solutions for your workforce?
As we start a new year, it’s a good time to consider what’s on the horizon for virtual training, and how these trends may affect your strategic planning. Virtual training is still a viable learning solution, and in many situations it’s the right option. At the same time, you can use this fresh opportunity to examine and evaluate what’s working, what’s not and what could be improved.
Here are four key virtual training trends, along with corresponding questions to consider.
Participant engagement continues to be the No. 1 challenge of virtual training. Remote learners are surrounded by distractions competing for their attention.
While there are many solutions to this problem, one obvious and often overlooked reason is holding virtual training when a different modality – elearning, microlearning or other selfdirected solutions will suffice. When you do bring people together for facilitated training, it should be for discussion, collaboration, dialogue and conversation.
The remote participants shouldn’t have time to multitask because they are immersed in learning. In other words, while they might spend less time in the virtual classroom, when they do it’s full of meaningful engagement. Your virtual training designs should be intentional and interactive.
Questions for your organization to consider:
When is virtual training the right learning solution?
Do you have the right mix of modalities in place?
Most organizations use all-in-one technology suites for communication, productivity and collaboration. If the suite has a web meeting tool, then it’s probably the one used for virtual training.
This creates a predictable tension. IT typically prioritizes standardization and security, while trainers need robust learning functionality. For example, the default platform may have a limited whiteboard, which leads to the trainers using a more robust add-on whiteboard tool. Or the platform may only have simple polling with limited response types, leading to the use of more feature-filled polling apps.
Do a quick check-in with your facilitators, asking them how much extra effort is required to use the standard virtual classroom tools to create a quality learning experience. Then, quantify these workarounds by discovering how much time they spend compensating for limited tools, and use this data to secure budget for specialized apps that integrate seamlessly. In other words, keep the enterprise platform for basic meetings while enhancing it with better tools for learning results.
Do you have the best tech stack for learning solutions in place?
What additional apps are needed to create better learning experiences?
Do trainers have access to these apps?
The use of artificial intelligence (AI) tools has exploded over the past few months and it’s showing no sign of slowing down. According to a recent ATD report, 80% of instructional designers are now using GenAI solutions to be more efficient.
For virtual training, AI can help trainers analyze their audience in advance to create a more customized learning program. It can draft lesson plans and design activities. Inside the virtual classroom, AI tools can quickly sort through collaborative data like whiteboard brainstorming or a chat dialogue to find common threads. AI can also automate tasks like tracking breakout group assignments and summarizing discussions and action items.
When used well, AI tools can make virtual training more efficient and effective, saving time for everyone. Most virtual classroom platforms are rapidly adding AI tools, and trainers need to keep up with their capabilities.
Which AI tools have been adopted in your organization that can be used in the virtual classroom?
Are your trainers up to speed in using them effectively?
With the explosion of AI avatars and video agents, some organizations are wondering if trainers are still necessary or if they can be replaced by an automated program.
The truth is that talking head presenters can easily be replaced by video-based avatars. There’s no need to have a human who reads an entire script or presents monologue-style in the virtual classroom.
However, there is a great need for human facilitators who can interpret nuance, enable reflection and help participants learn.
Modern virtual facilitators excel at reading digital body language through engagement patterns. They design activities that require active participation, making it nearly impossible for learners to disengage. They skillfully manage collaborative activities knowing when to intervene and when to let learners struggle productively. Most critically, they pivot in real time based on learner needs. No AI can replicate this.
If your virtual trainers are still presenting slide decks with occasional Q&A, they need upskilling urgently. Invest in training that develops questioning techniques, virtual engagement strategies and the ability to facilitate meaningful dialogue. This investment will pay dividends in learner outcomes and business impact.
What learning experiences can be delivered using AI-driven solutions?
Where do your human facilitators add value to learning experiences?
Do those facilitators have the skills needed to meet the needs of modern learners?
Virtual training isn’t going anywhere, but your approach shouldn’t remain static either. The organizations that will see the greatest return on their learning investments are those willing to critically examine their current practices against these emerging trends.
Take time to assess where you stand by asking these questions and committing to action. Your learners and your business results will thank you for it.
Cindy Huggett, CPTD, is a consultant and author whose books include The Facilitator’s Guide to Immersive, Blended and Hybrid Learning and Virtual Training Tools and Templates. Email her at Cindy@CindyHuggett.com or connect with her on LinkedIn at www.linkedin.com/in/cindyhuggett/.