According to Flaubert, it is the modality that directs the content. In the field of training and its developments, can the same be said? How are the new learning methods changing the role of the trainer today?

1. NEW TRAINING MODALITIES

Indeed, what changes above all in the digital age are the methods: in blended, distance, e-learning, virtual classes, …

For the learners, this represents above all advantages. More facilities to reconcile busy schedules and professional development issues, less travel and a better balance between private and professional life.

But these are also new challenges because the shorter formats, often online, without the dynamics of the group will require more concentration, motivation, commitment and attendance, personal discipline (1).

2. THE ROLE OF THE REDESIGNED TRAINER

Trainers too have to rethink their place. Online course platforms are growing. It is not complicated today to train and learn “alone”. But the resources are endless and the first role of the trainer is to guide his learners to the right resources.

The trainer faced with this multitude of sources will support the learners so that they can be able to create connections between their different knowledge (2). It revisits and enriches the theoretical content studied by learners to link them more to their contexts and their professional news.

In doing so, the trainers are led to design and use new methods of appropriation of content and creativity techniques to encourage the anchoring of knowledge in the working groups.

3. A SKILL TO PROMOTE

For companies, the risk is to believe that they can do without a trainer thanks to the abundance of online training content and pathways. However, the trainer has a central role to play as mentioned above for:

  • Anchor learning outcomes
  • Facilitate ownership
  • Map the connections between the different content to energize them
  • Offer creativity sessions to materialize the contributions
  • Complete the information, answer the questions, refine the theories and place them in their context.

4. ACQUISITION OF DIGITAL PRACTICES

For trainers, it is also a challenge to adopt new practices and new uses and tools. The trainers have to animate remotely, navigate from one tool to another and it is not easy!

Among the remote animation techniques, there are skills specific to radio presenters who must work their voice, tone, flow, etc. to capture their audience. It is also necessary to be able to support learners in the face of digital technology, help them to become independent on the tools and in their remote work practices (3). It is still a new and vast field to explore!

5. THE POSITIVE EFFECTS OF DIGITAL ON LEARNING

Faced with these new methods, finally what about the quality of learning?

It seems that the digital environment promotes collaboration. Indeed, in the absence of face-to-face perceptions and projections, it tends to erase the dynamics of competition and influence visible in a face-to-face group (4). In remote modalities, in fact, we are less parasitized by the impressions we have of each other (including the trainer!) Than when we are in the same room.

Each one finds a place there appropriate to its operation. The complementarity between the asynchronous and the synchronous contributes strongly to this. Also communication, the fair distribution of roles and speech, are more fluid and promote exchange and co-construction.

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