Introduction
In the vibrant and ever-changing sphere of corporate training, the importance of effective facilitation cannot be overstated. As we transition from traditional face-to-face training to dynamic hybrid models, a strategic reassessment of our facilitation techniques is essential. Here we look at some of the vital adjustments necessary for facilitation success in hybrid learning environments, highlighting its impact on the overall efficacy of training programs.
Recent studies on the Promote platform reveal a significant link between managerial and facilitator support and improved completion rates in training programs. These findings are not only quantifiable but also enriched by qualitative insights, showing enhanced engagement levels and practical application of learned skills. Enhanced manager involvement, achieved through structured check-ins during the learning journey, plays a crucial role, although it demands a paradigm shift in how Learning and Development (L&D) is perceived and valued within the business.
Active facilitation emerges as a key element that directly influences the outcomes of training initiatives. What remains the same is that the facilitator needs to understand the content, it’s specific application into a given company environment, and the actual challenges that exist. However, to achieve superior results, active and continuous facilitation throughout the training process is crucial, rather than a more limited approach largely limited to the classroom.
The Essence of Effective Facilitation
Facilitation today builds upon traditional practices but extends significantly to meet the demands of contemporary training programs. My experience collaborating with L&D organizations and training providers has shown that despite the critical need for ongoing, high-quality facilitation, there are recurring challenges and often a disconnect in facilitator performance leading to subpar learner engagement.
This indicates a prevalent misunderstanding among facilitators regarding their role in the new training paradigm. More than just a change in facilitation techniques is necessary; a simultaneous transformation in training design, implementation, and understanding of how training supports organizational goals is imperative.
Understanding Facilitation in Hybrid Settings
Facilitation in hybrid training environments is not just an old concept wearing new clothes; it requires novel, tailored approaches. The growing prevalence of hybrid training models, incorporating learning journeys, mandates a re-evaluation of the facilitator’s role. In these settings, facilitators must adeptly engage both remote and in-person participants, necessitating a blend of traditional skills and new technological competencies. This shift not only changes the nature of facilitation but also significantly enhances the reach and effectiveness of training programs by integrating innovative techniques and interactive technologies.
Ongoing Presence
Hybrid training, especially when bolstered by a Learning Experience Platform, redefines facilitation by providing continuous support throughout the duration of a training initiative. This approach ensures that learners receive help precisely when they need it most—when they’re back at their desks, applying new strategies in real-world scenarios.
This doesn’t mean facilitators must be on call around the clock; rather, it emphasizes the need for more frequent and timely interactions. By promptly responding to learners’ queries and inputs, we create a supportive atmosphere that not only fosters a sense of being cared for but also allows us to address their questions early and effectively.
Traditionally, queries might wait until the next scheduled session, causing delays and diminishing the relevance of the help provided. Learners, understanding this delay, often felt their real-world application of skills wasn’t a priority. Now, we’re shifting this dynamic. Instead of periodic check-ins, our approach ensures that facilitation is an ongoing conversation, enhancing the relevance and impact of the support provided.
Active facilitation transforms the role of both facilitator and participant. For participants, the expectation to demonstrate what they’ve learned becomes a tangible part of their training experience. Positive peer pressure and group dynamics encourage this sharing, but more importantly, once learners see that facilitators are genuinely there to support them, their engagement levels soar. This transition from mere attendance to active engagement is crucial for demonstrating the effectiveness and results of the training.
Ultimately, our goal is to establish a facilitation process where learners understand they have continuous access to thoughtful and relevant support. Engagement is not a one-way street; it’s about creating a reciprocal relationship where facilitators are as invested in the learners’ real-world application of skills as they are in the training sessions themselves
Training Facilitators for Hybrid Environments
To thrive in this evolved training landscape, we must equip our facilitators with more than just their prior classroom experience. They need to understand the distinct differences between traditional and hybrid training environments and embrace new methods and mindsets.
Unfortunately, many seasoned facilitators, despite years of expertise in conventional settings, struggle to adapt to this shift. The belief that their role remains unchanged—that the same old techniques will suffice—has led to underwhelming results. Today’s training demands a fresh approach, one that aligns with the dynamic needs of modern organizations and their employees. By retraining our facilitators with these principles, we ensure that they are not just transferring knowledge but are catalysts for genuine, measurable change in workplace performance.
Adapting Skills for Online Facilitation
Facilitators who have traditionally excelled in the classroom may find the shift to online facilitation to be a unique challenge. This transition involves several key changes:
For many seasoned professionals, this shift from a classroom-centric focus to a balanced approach that values digital interaction just as highly can be daunting. The old way of thinking—that real teaching happens face-to-face—no longer holds. Today, digital facilitation is not just a nice-to-have; it’s crucial for effective training and requires just as much effort and skill as traditional methods.
Commitment Across the Learning Journey
Successful facilitation demands consistent dedication throughout the training program, particularly in structured learning journeys where real transformation happens. This commitment shifts the facilitation from a “nice-to-have” extra to a vital part of the training effectiveness.
Several factors need alignment for this transition to succeed:
Experience shows that once participants realize facilitators are genuinely there to support their growth, engagement levels rise significantly. However, this change does not happen overnight and may initially cause some anxiety as it takes root.
While dedicated ongoing facilitation significantly boosts engagement and performance, it’s important to recognize that it is just one element of successful program management. When integrated with a broader strategic approach to training, this focused facilitation can truly transform outcomes and bring immense value to an organization.
The Importance of Program Factors
Successful facilitation is more than just the act itself; it’s profoundly shaped by the structure and elements of the program. Consider these critical aspects:
Changing Organizational Acceptance of Facilitation
Integrating facilitation with organizational goals requires a shift in perspective:
Enhancing Engagement and Completion Rates
By scaling back on in-person components and enhancing online facilitation, training programs can not only cut costs but also improve engagement and completion rates. We have examples of programs that demonstrate that the absence of face-to-face meetings did not hinder engagement—thanks to the strategic use of an LXP that supported active, ongoing interactions.
Conclusion
The role of facilitation in corporate training is evolving significantly, especially in hybrid learning environments. Today, effective facilitation merges traditional skills with new digital competencies. Organizations and facilitators must embrace these changes to amplify the impact of their training efforts, ensuring they align closely with workplace demands and organizational objectives. This strategic alignment, coupled with adept use of technology and a redefined role for facilitators, is crucial for fostering a culture where continuous learning and practical application propel organizational performance.
