There must be intentional knowledge transfer and sustainment activities.
A few weeks ago, a few of our change management and training experts got together on Parker Avery’s podcast, “Talk Retail to Me,” and discussed the quick evolution of training over 2020. Kathi Toll, Carrie Habel, Heidi Csencsits, and LouAnn Villasor also emphasized the need for companies to adopt a mindset of “virtual learning.” Here, we explore their key points.
In today’s remote environment, following a traditional shadowing or “on the job” (OTJ) training model is challenging, if not impossible. As a result, many companies are focusing on technology investments to allow users to become more accustomed to virtual learning. In addition to Zoom, Teams, and other remote meeting platforms, we’ve seen increasing interest in using other technologies for training. As an example, Walmart uses virtual reality (VR) to teach employees to handle Black Friday crowd control and confrontations during peak sale periods.
Even with new technologies, traditional training approaches often fail to teach users how to interpret results and absorb the content to perform their jobs. This is where the distinction between training and learning begins.