Thursday 9 August 2018

3 Tips - The Future of how to design Trainings for Millennials



Dear HR, Training and L&D teams,


3 Tips - The Future of how to design Trainings for Millennials

I was early at TGV Movies over the weekend sitting with my kids and waiting for our cartoon movie to begin.  To my amazement, out of 10 advertisements, 9 of them was involving the mobile phone. Example HSBC was advertising their Master Card but involved the phone as a medium of the advertisement.  This had me thinking of what will be the future of training, if we HR, Training and L&D folks keep on doing the same ‘old’ traditional ways of training.  How can we make use of ‘THE SMART PHONE’ as a medium in our workshops?

Here are fundamental steps for you to take action with your expert internal trainers and external trainers.

  1. Make your training  mobile ready. Example if you are training on a subject titled Creativity, you can have your trainer to ‘google’ certain brain game apps that has creative playing .  During one of the modules, get your participant to take out their phone, download the ‘FREE App’ and play.  After that of course, ensure your trainer debriefs them on the learning outcome.
  2. Gamification is another way of engagement through phone, however this would require you to partner with gamification experts that can inculcate this playing together’ into the workshop. This is of course not FREE.
  3. Personalized Learning – You can ‘pull’ whatever you need from any videos online and download this on You Tube. Example, Ted Talks – have so many videos that can be relevant to research, brainstorming and jokes.  Download this videos, and place this on your drive.  Send the drive link to each of their email and ask them to view this videos from phone.  (of course make sure the file size is not too heavy’.

If you are still worried, if this can work, take a look at this table, a research we found online and see why learning strategies needs to be different.



TRADITIONALISTS
BABY BOOMERS
GENERATION X
MILLENNIALS
BIRTH YEARS
1900-1945
1946-1964
1965-1980
1981-1996
Assets
· Experience;
· Dedications;
· Loyalty;
· Emotional maturity
· Service oriented;
· Dedication;
· Team perspective;
· Experience
· Adaptability;
· Techno-literacy;
· Independence;
· Willing to buck the system
· Collective action;
· Optimism;
· Ability to multi-task;
· Techno-savvy
Liabilities
· Reluctant to buck the system;
· Uncomfortable with conflicts
· Not necessarily budget minded;
·  Uncomfortable with conflicts
· Sceptical;
· Distrustful of authority;
· Need for supervision and structure;
· Inexperience
Motivations
· Connecting their actions to the overall good of their organization
· Leaders who get them involved and show them how to make difference
· Permission to work on their own schedule
· Connecting their actions to their personal career goals
Preferred Methods of Communications
· Written
· Verbal;
· Personal interaction
· Voice mail;
· Email
· Instant messages;
· Text messages;
·  Email


Until our next reading article

TLMM Quote for August 2018:  Its’ Time To Do Something Different. Plug into the System & Make the Change for your Learners

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