In the age of infobesity, how can we succeed in training effectively?

Most of us live in dominated professional environments hyperconnection and infobesity. Each company creates and distributes an enormous amount of information internally if you count slides, emails, notes, and documents, each capturing a fragment of its collective expertise. Naturally, this observation also extends to the world of training. You just have to look at the average number of courses available on the LMS catalog to be convinced of this: counting its regular renewal, you could train full-time for years. It's easy to get lost and recent advances in generative AI are sometimes presented as the compass to guide your training. Some even say that soon, we will only be training through interactions with ChatGPT. What is the situation really?

Information overload: a barrier to learning and business transformation

In the mass of scattered information that makes up business knowledge, designers and learners have difficulty finding their way around.

Instructional designers first of all to transform it into training that really increases the skills of employees. They spend hours navigating corporate documentation to extract relevant elements, then days transposing them into e-learning, adapting them so that they are digestible and accessible to learners of various levels. These steps are already extremely time-consuming: it is estimated that one hour of “basic” e-learning requires 20 man-days of design. There is little left of time to make refinements that would improve pedagogical effectiveness and their impact on learners' practices.

Learners, then. Employees who want to train go either through their LMS, or through “informal” training with peers or independently on their workstation, with the help of various documents gleaned from different places. To do this, they will have to identify their training needs, see which approach seems to them to have the best time/usefulness, browse the catalog of their LMS or do some archeology in their corporate messaging to find relevant content... a long process that requires time and good self-knowledge.

It is for these 2 reasons that commitment is a key issue for those looking to equip themselves or upgrade their LMS: between the lack of time for designers to create truly transformative training courses, and employees drowned in the pharaonic catalog of their LMS, the obstacles to increasing skills are numerous!

ChatGPT to the rescue

The arrival of ChatGPT and other generative AIs could change the situation. Now, employees can directly query the AI to get what they need directly. Through a question-and-answer game, the employee can gradually better understand where he is and what he needs, by exploring the directions that seem most promising to him.

This innovation seems to be profoundly changing the world of training: what if e-learning courses lasting several hours were replaced by interactions between the learner at his workstation and the AI? Let's imagine a learner who has just become a manager and would like to develop his ability to listen. Before, he would have gone to his LMS, typed in the necessary keywords, and had undertaken the arduous journey described at the beginning of the article to find the right training.
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Now he can do this:

Collaborator : What are the 3 techniques to develop as a manager to have a good sense of listening?

GPT chat:

1. Active listening: Active listening is one of the most important techniques that a manager should develop to improve their ability to listen. This involves fully engaging in the conversation, giving the interlocutor their undivided attention, and giving signs that they are listening and understanding what is being said. Active listening also involves asking follow-up questions to clarify any misunderstood points.
2. Empathy: A good manager should be able to empathize and understand the feelings and perspectives of their team. This requires understanding and respecting individual, cultural, and personality differences. It is through empathy and understanding that the manager will be able to gain the trust of his team.
3. Patience and lack of judgment: Managers need to be patient and attentive. It's important to let people finish sentences and thoughts without interrupting them or making hasty judgments. This gives the person plenty of time to fully express their ideas and feelings without the pressure of being judged.

Collaborator : How to work on active listening as a manager? Give me an example of a conflict in the team.

GPT chat:

Working on active listening as a manager involves several steps. Here is an example of how a manager could use active listening when there is a conflict within their team:

1. Pay total attention: The manager must show his team that their words are important to him. That means turning off distractions, like the phone or computer, and focusing only on the conversation. When a conflict arises, for example, between two team members, the manager must allow them to express themselves fully without interrupting.
2. Reformulation: After listening to each part, the manager should rephrase what he understood to ensure that he understood the problem correctly. For example, the manager could say, “If I understood you correctly, you are frustrated because you think that your colleague is not meeting the deadlines that have been set, which has an impact on your own work. Is that okay?”
3. Clarification: The manager should ask questions to clarify certain points if necessary. For example, “Can you give a specific example of where this happened?”
4. Empathy: The manager should empathize with each party, letting them know that they understand their feelings. A typical sentence might be, “I understand that this can be frustrating for you. Let's work together to solve this problem.”
5. Suggest solutions: Finally, once the manager has a clear understanding of the problem, they can work with the people involved to find a solution. This could mean designating clear responsibilities, changing certain work processes, or offering training sessions.

The main objective through these steps is not only to resolve the conflict, but also to foster a work environment where the team feels listened to and respected.

And the learner can continue by offering concrete examples that have happened to him:”This collaborator behaved in this way, how can active listening be applied at that moment?” and so on.

This is undeniably a profound change in the way we learn and a real step forward in helping learners better identify their needs and solutions. But... do these interactions alone allow for a rise in competence that results in a change of practice on the learner's workstation?

Here the learner is content to read information, but information is not training! Receiving the answers from ChatGPT, however personalized they may be, does not allow for a lasting change in practice. The learner's brain is content To encode a first trace of memory, which will not be very robust. To transform his practice, this trace must be consolidated, a consolidation that takes place when the learner trains in situations of increasing complexity, adapted to the cognitive challenges that he specifically needs to work on.

It is to accomplish this last step that we have developed our educational artificial intelligence.

Educational artificial intelligence to move from theory to practice

Taking advantage of the most recent advances in Machine learning and cognitive sciences, our educational artificial intelligence transforms your raw content into courses that effectively advance your learners. Our technology first sorts the information in your content, however rich it may be, and identifies which is the most important. She then makes them correspond precisely to each cognitive challenge of your learners, and then generates an entire first version of your training, containing educational formats: simulation, exercise, personalized revisions, challenges to be applied in their daily lives... All formats that will allow the learner to move from theory to practice.

Today, our educational artificial intelligence is used by our educational engineers and customers. They observed that they need an average of 10x less time to develop their courses, an even greater advantage for those whose digital training is not their main field. With such effects, it is certain that this technology will propel your transformation plans to a whole new scale. Ready to sustainably transform the practices of your employees?
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