Comment pouvez-vous vous assurer que vos programmes de formation technique sont inclusifs et alignés sur les normes de l’industrie ?

Assessing your training needs and goals is a dynamic process that requires ongoing attention and adaptation. By following this strategic approach, you can lay a solid foundation for a successful and fulfilling journey of personal and professional growth 👍🏻

An effective approach to creating inclusive training is to be adaptable in your communication style with your team. People don't all respond the same way, so it's crucial to convey expectations and needs in various ways to capture everyone's attention and ensure their understanding of their roles and responsibilities. For instance, some individuals may respond better to direct communication, while others prefer a gentler approach. Leaders can foster inclusivity and effectively convey their message by communicating in multiple ways.

To ensure inclusive and industry-aligned technical training programs, conduct a comprehensive assessment of training needs and goals. Identify skills gaps, performance issues, and diverse learning preferences. Consider organizational objectives, outcomes, and indicators. Address diversity and inclusion by promoting respect, belonging, and minimizing bias in content and delivery. Regularly review and update programs to stay aligned with evolving industry standards, fostering a dynamic and inclusive learning environment.

A thorough training needs analysis is an outside-in approach as much as it an internal assessments. Stakeholders consulting and feedback both inside & outside the organizations and even the function makes the process inclusive and richer in outcome.

This review should include both assessing the identified outcomes and the technology needed to meet production and/ or outcome goals of the organization. The second step is to review the skills and training of current employees. Both considerations should consider the future tech needs required for growth.

Choosing the right format and platform is key. In our team, we've found success in blending learning styles - a mix of instructor-led sessions and bite-sized online modules. This way, everyone gets a chance to learn at their own pace. We've integrated those principles to ensure that our training caters to diverse learning needs. It's about building a solid foundation for everyone, irrespective of their background or learning style. We also have leaned towards interactive webinars and mobile apps. They provide the flexibility our team needs, especially considering our dynamic schedules. It's crucial to make learning accessible, right? It's about building an environment where every team member feels they have the tools to grow.

To ensure inclusivity and alignment with industry standards in technical training programs, selecting the right format and platform is crucial. Tailor the program based on needs, goals, and resource availability. Opt for formats like instructor-led, online, blended, or microlearning, considering content complexity and frequency. Platforms such as learning management systems, webinars, podcasts, or mobile apps offer varied functionalities. Ensure alignment with industry standards like universal design for learning principles, web content accessibility guidelines, and SCORM or xAPI specifications. This ensures accessibility, interactivity, and compliance, creating an inclusive and industry-relevant training experience for all participants.

I often tell my teams and clients to be learning/ learner-centric when it comes to deciding on the format ad platform for any intervention. We have found blended and drip-approach to training to be the most optimized for efficiency and effectiveness point of views. The whole dictum must address a couple of indicators satisfactorily, 1-Are the learners being engaged thoroughly & optimally? 2- Are we addressing varied learning preferences of different learners and cohorts? 3- Are you approaching training interventions from a holistic point of view (Pre-, during & post-) rather than episodic? 4- And above all, are the format and platform supporting business goals?

Training needs are tied to financial resources. Training is an expense. First consideration is to consider how/where current employees can train others. Another savings can occur when upgrading technology, with training included as a part of the upgrade. A range of platforms should be consider to make the best use of employee time, so that production can continue during training periods.

Sometimes, when programs aim for diversity, they end up just showing different faces without really including everyone. It's not just about having diverse people in the room; it's about making sure everyone's thoughts and experiences matter. Don't just check off a diversity box, create an atmosphere where everyone feels important and included. Tokenism might make it seem like your program is diverse, but it won't bring in a variety of ideas and experiences. For a second, just take a very basic example, like take a proper dish, anything, and you will understand that by taking different spices and mixing it accordingly will make the food tastier, likewise, diversifying the content matters to ensure it is relevant, hight quality, etc.

Several factors make training effective. 1) Accurate, effective content. Incomplete or inaccurate content makes training worthless. To ensure training quality, first define learning objectives. then specific knowledge, skills and aptitudes. After designing the training curriculum, verify the content. A little Quality Assurance cut expensive revisions. 2) Pick the right medium. Knowledge is easy to convey. Many methods can convey facts. Training skills is much harder. Text and still images cannot get the job done. Videos are better but not perfect. Nothing works like On The Job Training. 3) Effective training most stick. Motivation is key. Have you ever viewed flat training? Of course! Mix in humor or entertainment.

To ensure inclusive and industry-aligned technical training programs, adhere to instructional design frameworks like ADDIE, Bloom's taxonomy, and the Kirkpatrick model. These guides facilitate the development, implementation, and evaluation of high-quality content. Prioritize diversity and inclusivity by using language that reflects varied perspectives, avoiding stereotypes, and offering multiple learning supports. Aligning with industry standards, this approach ensures learners acquire relevant skills and knowledge while promoting a training environment that respects diverse experiences.

Technical training is a bit different ball game where a learning professional often works closely with a subject-matter expert (SME) and in some cases even the end users. I have successfully blended my functional expertise with my global team's SMEs and delivered high quality and fidelity solutions that have sustained over the years.

Another area of diversity to consider are the needs of senior and or handicapped or special needs employees who may need accommodations to acquire new skills related to technical training. Various planning models provide frameworks that support inclusive designs that support structured training programs to allow diverse employees to acquire the skills needed for change.

For effective & engaging learning experiences, connect with your learners, establish credibility, challenge them and create a safe space to learn together. Make the training interesting by using different methods to cater to the learners needs. Build fun using gamification tools. Create a pen profile for every learner so that the learning plan can be customized. Byte sized modules help keep the learner focused and engaged and are usually preferred. Right at the onset explain the learning path, key milestones and expected outcomes. Foster a culture of ongoing coaching and feedback. Celebrate success and enjoy the learning journey.

In my experience, incorporating diverse teaching methods such as visual aids, interactive discussions, and hands-on activities supports an inclusive training experience. Tailor content delivery to accommodate diverse learning styles. For example, visual learners prefer graphs, charts, and visual aids. Auditory learners learn through listening, benefit from discussions and lectures. Kinesthetic learners learn by doing, so incorporate hands-on activities and practical applications. Adapting training to accommodate these styles enhances overall engagement and understanding. Regularly gather feedback to refine the training program based on participants' experiences and preferences.

To ensure inclusive and industry-aligned technical training programs, it's crucial to create a positive learning environment. This involves setting clear expectations, offering constructive feedback, and incorporating engaging elements like gamification and storytelling. Fostering diversity and inclusion is key—ensuring a safe, respectful space, promoting cross-cultural communication, and celebrating diversity. Aligning with industry standards requires continuous evaluation and adjustment of content. By prioritizing learner motivation, engagement, and diversity, technical training programs can successfully prepare individuals while staying relevant in the ever-evolving industry landscape.

Technical training can very easily turn into dry and drab intellection and deep-technical exchanges. Many learner feel threatened and can be disengaged. To overcome these challenges, I suggest 1- Use deep facilitation instead of pure didactic mode 2- Address learning preferences- VAK cues of learners 3- Gamify certain elements to breed competitiveness 4-Bring in 'demonstration' segments at regular intervals 5- Leverage practical insights of end-users by inviting them to talk to your learners in the training programs (Drs coming to talk about their use-cases of certain equipment during new product launch training)

I agree that measuring the results of the technical training is important and is the only sure way to measure ROI for the training. These measurements should be considered on realistic expectations based on who is being trained and their initial proficiency level. What constitutes success for the training program? This is key. Setting clear goals and ensuring that employees are on board will be crucial to the success of any technical training program. Without a baseline it’s difficult to fully measure effectiveness.

Most often this stage is so blatantly ignored. Always begin with the end in mind. Build a coalition with all stakeholders for evaluation standards and metrics. By approaching a rigorous approach to measurement & evaluation you can be true business partner. Remember, not all training program should be evaluated for commercial impacts, you can choose other levels too.

To ensure the inclusivity and alignment of technical training programs with industry standards, continuous monitoring and measurement are essential. Collecting data and feedback from learners, stakeholders, and customers through surveys, quizzes, interviews, and analytics helps evaluate effectiveness, relevance, and diversity outcomes. Assessing changes in attitudes, behaviors, and organizational culture, along with satisfaction and retention of diverse talent, ensures the program's impact. This systematic approach allows for the identification of areas for improvement, fostering an environment where training remains dynamic, responsive to industry standards, and inclusive of diverse perspectives.

In my experience, something that's often overlooked and undervalued is collaboration with industry experts. This benefit is two-fold. Firstly, it ensures you have the most up-to-date subject matter for your training, which in ever-changing fields is an absolute must. Secondly, having an external viewpoint can help to shape training in ways that internal considerations hadn't conceived or prepared for.

Specific to measurement, the real proof of an inclusive program, is whether all participants demonstrate the intended outcomes of the learning in a an equal way. When assessing the outcome data, there should be no ability to predict any aspects of participant identity using the performance outcomes. If there has been a history of weaker training you might hope to see some groups outperform others. Seek support from experts with diversity and inclusion specific expertise to assist in the data model and interpretation to reduce bias in the design, collection and interpretation.