Optimizing Corporate Training in the New Workplace の全文書き起こし

WEBVTT 00:00:12.160 --> 00:00:14.400 Hello everyone, welcome to the collaboration space. 00:00:14.560 --> 00:00:20.640 I'm your host, Nancy Lucier, and joining me today is Giancarlo Brato from Smart Technologies. 00:00:20.879 --> 00:00:21.359 Good morning. 00:00:21.440 --> 00:00:22.079 How are you? 00:00:22.480 --> 00:00:23.600 Good morning, Nancy. 00:00:23.679 --> 00:00:24.320 I'm doing well. 00:00:24.399 --> 00:00:24.800 How are you? 00:00:25.120 --> 00:00:25.679 I'm all right. 00:00:25.760 --> 00:00:27.199 Thank you for joining me today. 00:00:28.000 --> 00:00:36.560 And uh we're gonna be talking about something interesting, something we haven't talked about yet on our podcast, which is optimizing corporate training in the new workplace. 00:00:36.960 --> 00:00:46.640 Um, we know that organizations today have to work really hard to attract and retain talent, you know, because the marketplace is so competitive when searching for that top talent. 00:00:46.799 --> 00:00:50.640 So we need to make sure we provide growth opportunities to everyone. 00:00:50.960 --> 00:00:59.920 So can you share with us, you know, what are some of the challenges or pain points that you're seeing or that we experience with legacy corporate training tools and techniques? 00:01:00.320 --> 00:01:05.359 Yeah, and I think, you know, if you ask that question to anybody who's listening right now, they will give you a list. 00:01:05.439 --> 00:01:09.680 And probably on the top of that list has all to do with uh engagement, right? 00:01:09.760 --> 00:01:18.079 You know, before the pandemic, you know, we go into these rooms, spend a whole day, maybe it was three to full days, you know, eight hours sitting and listening passively. 00:01:18.159 --> 00:01:22.000 And now that the you know pandemic happened, we realized, oh wow, we have to go like online. 00:01:22.079 --> 00:01:30.480 So they took all that content and threw it online and thought that we'd just sit through you know these eight hours of like pure content sitting passively, and that's just not working, right? 00:01:30.560 --> 00:01:31.920 So yeah, it was self-service. 00:01:32.079 --> 00:01:35.680 You have to trust, you have to trust me that I'm gonna go in there and do that, right? 00:01:36.239 --> 00:01:36.959 That's right. 00:01:38.400 --> 00:01:41.200 It's a very, it's a very different uh looking world. 00:01:41.920 --> 00:01:42.560 Yeah. 00:01:42.959 --> 00:01:53.760 Um, so when we want to upgrade our training programs, you know, for the new workplace where some of us are in the office, some of us are not, we move back and forth, you know, what should we focus on when we're looking to make those upgrades? 00:01:54.079 --> 00:02:01.680 Yeah, you know, it's a it's it's a great question, especially now when we look at our the nature of our work, which a lot of businesses, you know, are hybrid, right? 00:02:01.760 --> 00:02:04.640 And so some of our employees are in some days and not in others. 00:02:04.799 --> 00:02:12.479 We have to think about flexibility and and really the personalization of attending to our to our uh you know um our employees who are the learners. 00:02:12.639 --> 00:02:19.840 And what's interesting, if we go by the fundamental principles of like what are the processes, like three core processes we need for learning to happen, they're actually quite simple, right? 00:02:19.919 --> 00:02:21.520 It's perception, it's attention, and memory. 00:02:21.599 --> 00:02:27.680 And perception relates to we have to realize that every individual has different experiences and they bring different things with them. 00:02:27.759 --> 00:02:29.759 Um, so we have to get to know who they are. 00:02:29.840 --> 00:02:33.039 So your process of developing your training program should incorporate that. 00:02:33.199 --> 00:02:34.639 The second one is attention, right? 00:02:34.719 --> 00:02:38.560 And we we have very low attention and we can't remember lots of information at a time. 00:02:38.639 --> 00:02:40.319 And so we have to make it dynamic. 00:02:40.400 --> 00:02:50.639 And so I'll show an example here, a scenario, you know, showing your content, that program that you use every single day, and watching someone manipulate it or annotate over top of it. 00:02:50.800 --> 00:02:55.199 Like we can no longer have static, you know, visuals and presentations. 00:02:55.280 --> 00:02:59.439 We have to do dynamic things with those visuals and be able to pull things up on the fly. 00:02:59.599 --> 00:03:10.240 But probably most importantly is how do we get to the third part, which is memory, you know, helping people remember things so that it sticks in long-term memory so they can apply it a month from now, a year from now. 00:03:10.400 --> 00:03:12.719 And that means we have to make people active. 00:03:12.800 --> 00:03:22.639 And so what we have to consider is that no longer is this basic, you know, over Zoom image sharing and put your comment in the chat, that's way too passive, right? 00:03:22.719 --> 00:03:30.080 We have to tune to if I'm, you know, having a discussion around some application that you're familiar with and I'm helping you relook at how to work with it. 00:03:30.240 --> 00:03:35.759 I have to realize you might be at the park, right, on your cell phone digesting that content. 00:03:35.840 --> 00:03:37.039 And can you contribute to it? 00:03:37.120 --> 00:03:41.280 Or maybe you're on your iPad, right, in your home office, or maybe you're at the desk. 00:03:41.520 --> 00:03:49.199 We have to be flexible and cater to these different modalities, but we have to create opportunities where people can actually contribute in real time. 00:03:49.280 --> 00:03:58.240 And so we have to think differently about how we future-proof the tools and also the type of experience that we have so that's memorable, it's dynamic, it's interactive. 00:03:58.319 --> 00:03:59.840 Uh, we have a white paper that's coming out. 00:03:59.919 --> 00:04:04.240 So if you want to