In a volatile business environment, internal training is becoming increasingly important to improve team capacity and maintain competitiveness. However, traditional training methods with meeting rooms, presentation slides and dense documents are not always the most effective approach.
Especially for experienced personnel, aged 30-40, flexible, practical and accessible training methods will bring higher efficiency. This is the reason why businesses today, typically Mind Connector, are applying new training methods that are more flexible and suitable to actual needs.
Why is it necessary to change the internal training method?
In the past, when mentioning internal training, many people immediately imagined long meetings with a series of theoretical presentations. This method may be suitable for intensive, highly academic training programs. However, for soft skills, sales, marketing or communication skills, this approach can easily create a dry feeling and be difficult to absorb. In particular, the target students in internal training programs are no longer fresh graduates but mostly senior staff with practical experience. In order for these people to acquire knowledge proactively and comfortably, flexibility in training methods is essential.
Flexible Training Methods: Optimizing the Learning Experience
- Learning through real-life situations (Case Study) Instead of focusing on dry theory, applying real-life situations helps learners easily relate and apply immediately to work. For example, in sales skills training, instead of just presenting sales steps, instructors can provide transaction scenarios with customers, allowing learners to discuss and come up with solutions.
- 1-1 or small group coaching: For soft skills or leadership skills, individual coaching or small group coaching will create an open space for exchange, focusing on the specific needs of each individual. This approach helps learners easily share difficulties, receive direct feedback and apply them quickly in practice.
- On-the-job Training:The “learning by doing” method through real-life situations in the work environment is an effective way to improve skills. For example, for the marketing team, instead of organizing a theoretical session on writing advertising content, businesses can ask employees to conduct a test campaign and receive immediate feedback.
- E-learning and Microlearning: In the digital age, applying online learning platforms helps employees be proactive about their time and learning speed. In particular, microlearning (learning through short content, from 5-10 minutes) helps learners easily access knowledge without time pressure.
Mind Connector: Pioneer in flexible internal training
Mind Connector is one of the pioneers in applying flexible training methods, combining theory and practice to create effective learning experiences. Instead of being confined to the meeting room, Mind Connector designs training programs that are closely linked to business reality, focusing on the ability to apply and solve problems right in the working environment.
Some training models successfully applied by Mind Connector include:
- Work-based Learning: Training right during the working process, helping students learn and practice at the same time.
- Experiential Learning: Learning through real-life experiences, helping to enhance the ability to remember and apply.
- Blended Learning: Combining direct and online training, flexible learning time and space.
Conclusion
Internal training is not only a mandatory task but also an opportunity for businesses to improve the quality of human resources. Flexibility in training methods, choosing the right approach for each trainee will help knowledge be absorbed more easily and applied more effectively. Mind Connector is a clear demonstration of the new training trend, where learning is no longer limited to the meeting room, but a journey of discovery and sustainable development.
