How can you prepare for the future of training?

To prepare for the future of training in the digital age, assess both traditional and digital/AI skills. This foundational step addresses growing skills gaps and the impact of digitalization and AI on your role and industry. Use tools like ATD Competency Model for evaluation, seek 360-degree feedback, and create a holistic development plan for readiness.

If you are the lead on a conference call and are presenting facts, providing instruction or are directing the flow of the call, the one thing I found helpful is to follow up after the call with the people who attended and ask them them to critique the call. You can also develop a short questionnaire to email to those who attend and ask for a critique of the call. You might be surprised to find that people will usually provide some valuable insight which you can use for your next call. Just remember to not take their critiques personally and be open to constructive criticism.

ATD competency Model is a very informative tool to assess your trainingand talent development competencies. However, it could be led by unconsious bias. So, what I recommend to mix the model with 360° survey with a focus on what you get as strengths and gaps, with minimum 2 types of questions: - Open question: what are my 5 top competencies, that you consider as my strengths? - Likert scale: from 1-10 what do you rate my X competency ? It will gives you great insights as a start.

In today's rapid world changes, it's essential and very important to be up to date with what is happening in the training industry, maybe through learning more about AI and how to make the best of it in the training field, on the other hand, enrich your skills and knowledge through be open-minded towards any new theories and best practices in the training world.

The present and the near future tell us that the process of developing people needs to be a living organism, undergoing hyper-personalization, and not more tested techniques applicable to everyone. It is urgent to create performance measurement mechanisms for business results, combined with constant learning processes and no longer just hours/training.

If you stop learning, you lose the game. Even the best trainers set aside time to ensure their skills don't become stale. You do not want to become obsolete.

Continuous learning & adaptability are pivotal.Acquire new knowledge and skills to stay relevant and grow in your field. Be open to updating and refreshing your existing knowledge and skills as they evolve. Let go of outdated or irrelevant information and approaches that no longer serve you.This growth mindset promotes agility and the ability to thrive in a rapidly evolving training landscape.

Just like the customer experience process, 100% of employees are customers and 100% of customers are people, so there is no way to separate the two. Training must undergo hyper-personalization, with companies providing services in this market being increasingly capable of carrying out broad and precise diagnoses and, moreover, connecting people metrics in training to on-time business metrics.

Learning new things and upgrading oneself with new knowledge is an act self development. It is imperative that instructors learn, unlearn and re-learn in other to give out quality knowledge because knowledge is garbage in garbage out.

Learning agility is crucial for L&D professionals. Organizations are in a continous and massive dynamics that needs updated, proved, and research-based techniques to deal effectively with such changes. The role of L&D is also changed and will remain changing as per the market dynamics and trends. If you are not keep your learning engine running, you will end like a luxurious car without fuel !

Incorporating technology into training isn't just about adopting the latest tools; it's about fundamentally reshaping the way we approach training and skill development. Virtual reality, for example, can transport learners to immersive environments where they can practice skills in a safe, controlled setting. Gamification adds an element of fun and competition to make learning more engaging. AI plays a pivotal role in personalizing learning experiences. AI algorithms can analyze learners' data and tailor content and assessments to their unique needs and progress. Besides, AI-powered chatbots can provide instant assistance and support, enhancing the overall learning journey.

It is sacrosanct for one to leverage on technology to achieve all the achieviables by learning the 21 century skills. It makes life easier.

Embracing technology is crucial as it will become more and more affordable and feasible for organizations everywhere to implement. What I would caution people against is trying to use technology because it's there. Being able to decide what the best tool to use in any given situation can be a tool in itself. I've seen people try to use the newest technology simply because they could, this doesn't always lead to the best outcomes for participants. You may also run into the problem of getting used to a certain authoring tool or another technology, that is no longer available to you for whatever reason. Know how to be flexible.

Using technology help you be more productive, save you more time, and make your work more efficient. If we look at the facilitation for example, we have now many tools that help you deliver a very impactful learning experience like Menti, Kahoot, Padlet, and Wordwall. By using such tools in the classroom, you get the benefit of the available resources with participants (smart phones), and takes the advantage of people's connection to their mobile phones effectively.

One way I've found to do this is by getting as many points of view as possible. Having people point out different perspectives and provide me feedback has helped me to think about problems in new ways.

To adapt effectively with change, you should first have complete system for data analysis. Most of training managers only depends on the descriptive analytics (Satisfaction Rate, attendance rate, no. of training sessions, ... Etc.), which will only gives you an insight about what is happening? What if you have a strong data analysis system with a specialized algorithms to support optimization ! Prescriptive Analytics ! This type of analytics help you be proactive with change and have a clear vision and approach of how this change will impact your organization positively.

One of my favorite challenges (to myself) is to open myself up to any LinkedIn question in a public forum. I encourage professionals to approach me and ask the questions that have dogged them and I answer with "how" to do what they are asking. But I do not stop there. I also add ways to make the earlier answer a part of your personal LinkedIn branding, and why it's important. In my opinion, there is no better way to train than to ask what the trainees are confused about and explain with real-life examples. And no better way than to test you own ability to think on your feet and teach what you know well.

Networking becomes crucial for career success. Attending L&D conferences, and immerse myself in the L&D communities helped me a lot to keep updated with the new trends and how the other companies are applying the theories. It's very helpful to have open discussions with different people with the same passion like you.

The future of training is the future of work. We must understand how our industries and businesses are evolving - and how these changes impact how people do their jobs. Then, we must adjust our enablement strategies to properly support this new version of work. L&D cannot evolve in a vacuum. We must be lockstep with our operational partners. They will determine what we need to be.

Thinking of the future world, of the future ways of doing business (agility ++), thinking of the future generations As well, considering future challenges and future business operating models This altogether shall shape the future employee and as such an updated vision of the contemporary agile employee vs. the current product of the working market and the education system to shape a portrait of the training, learning and educational business needs This might need partnerships with fintech and tech. Labs, with universities and changing the learning way (whether on or off the Job)!

STEPS TO TAKE FOR FUTURE TRAINING For future training, one needs to do adequate planing, this includes but not limited to initiation of what to deliver- gathering of facts or literatures from other credible authors, libraries and online materials. Another step is to prepare your slides, gather the instructional materials, practice your future training, apply correction where is necessary, practice again, remember to vary your methods of teaching to suit your audience.