Today, training new employees or keeping existing employees’ skills up to date in a quickly changing world can be a daunting task.

Due to rapid advancements in technology, it’s challenging for employees to learn new skills, techniques or processes in short time frames. Application training can require practice on equipment or software not readily available, yet the learners are expected to know their way around the application, regardless. Early computer based training involved converting people’s classroom training into eLearning. But this misses the real potential computer training has to offer.

A simulation can best address this gap in learning. Simulations have been used for years with aviation and healthcare, but now they are gaining momentum as a game changer for other application training. They have proven effective for sales, safety and any high-risk environment.

Simulations for application training prepare the learner more thoroughly, allowing proficiency before working on the actual equipment or process, while building learner confidence. They can develop a level of experience in thought processes, habits, decisions making, etc. that would previously take much longer; sometimes through costly trial and error.

They can also vary greatly based on need, timelines and budget.  Simulations can be high tech, or as a simple role play or game. They can be comprised of realistic 2D and 3D images, redesigned video or simple graphics.

While simulations are not ideal for every situation, they are recommended when the training is hands-on and skill based. Whenever you have to train on a new or changing technique or process, the simulation is your perfect tool!

First let’s establish a few definitions. Interactivity means doing, while engagement means connecting. Just because a course is interactive, doesn’t necessarily mean it’s engaging. Interactivity is fine, but providing learner value through connection is more important than providing them with a certificate. Trying to embed unnecessary interactivity can also drive up learner seat time as well as investment in your resources and your budget.

So what makes an interactivity engaging? It should-

• Allow learners to understand how the interaction leads to relevant outcomes.
• Come at the moment of need.
• Cause learners to think about solving an authentic, relevant challenge that applies to their reality.
• Motivate learners to act once the course is completed.

Put it all together and an engaging eLearning program can be a highly relevant, motivating and actionable experience, with minimal observable interactivity. And remember, engagement doesn’t need to be overt (think about your favorite book or movie).

So instead of worrying about whether the learner has enough to do during the course, perhaps you should change your focus to helping learners want to change because they were engaged by the course!

Hopefully you found this short article engaging and are motivated to contact me and “engage” in this topic further.