The 3 Trends in Training in the 21st century

Today I want to reflect with all of you on how we can improve the profitability of our training.

And I am not referring exclusively to the economic issue but to the tangible results. To check that what we have learned is being applied to increase the productivity and well-being of our teams.


1. Focus on people. The participant is the protagonist. We must prioritize LEARNING VERSUS TEACHING.
How can we provide value to our participants? We should have previously investigated your specific needs at a collective level and, ideally, at an individual level (where possible).
I always like to explain in my classes that I have a FLEXIBLE SCRIPT, very FLEXIBLE. Because it will be the students who will tell me where to put the emphasis, what practices to enhance and what content to refresh.

2. Interaction and applicability. Everything must be useful!!! The theory is on the Internet and on social networks, which inform us up-to-date about the latest advances in each topic. What is the point of a master class based on objective knowledge? None!
The contents of our training must adapt the theory to the reality of the participant and, above all, work on the applicability and demonstrate that its implementation will guarantee better professional and personal results. For this, once again, the participant and his reality are the protagonists.
The dialogue must be constant. The interaction must be in line with current digital technology. Numerous applications such as Kahoot, Mentimeter, Feedbalia, Trello, Mindmeister, Slack... will allow us to energize and gamify learning.
The 21st century trainer enhances the memorability of shared knowledge through practice. Edgard Dale already said it with his well-known and increasingly current Learning Theory: we remember 75% of what we do/practice (active learning) and only 5% of what we hear (passive learning). The new generations listen more selectively, are more active and more impatient. And we are all generally more demanding, we are surrounded by a multitude of stimuli and we will only remember what has impacted us emotionally.
Personal experience, the practice of what has been learned is emotional, therefore, it is more effective, more productive and more profitable.

3. Continuous evaluation during training and individual follow-up afterwards.

The face-to-face and online courses help us to:
a) Be aware of what we are already doing well, in order to continue enhancing our strengths.
b) Define our improvement objectives. Personalized objectives, different for each person because their work reality is different.
In my training I always encourage participants to carry out their Improvement Action Plan. And this plan must be reinforced with the trainer's Feedback after 3 weeks of practice.
We all know that we need to practice at least 21 days to generate a habit, to unlearn and relearn. In a word, to improve. It is at this moment, once the knowledge has been internalized and its effectiveness demonstrated, that we can verify the profitability of the training. It is at this moment when we feel satisfied and when the effort made makes sense. Bravo!

Of course, we must continue to evaluate the results of the training periodically and preferably within the company.

Welcome to the world of applied and interactive training of the 21st century!

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