Virtual training has been the way of the future for a long time — until the coronavirus pandemic hit, and it very much became the way of the present. Suddenly, people from all around the world had to adapt their in-person training sessions to the virtual space — and the transition has been anything but smooth. Remote workers believe training is important to their career development. So how can traditional trainers help?
Luckily, there are plenty of ways to make sure your online training gives value to your clients, even in a virtual environment. Facilitators and trainers are a creative bunch, and adapting to the new normal has been productive and exciting, as well as challenging!
So whether you’re a trainer that’s looking to better adjust to a virtual environment or a more experienced virtual trainer who’s constantly looking for ways to up their game — we’re here to help.
Our in-depth guide will give you all the information you need to properly manage virtual training and retain the attention of your attendees! Let’s take a look!
- What is virtual training?
- What are the benefits of virtual training?
- What skills do virtual trainers need to be successful?
Before we get into the weeds of engaging virtual training, some of you may rightfully be asking — what is this in the first place?
Basically, it’s a form of training that takes place in a virtual environment. And no, unfortunately, current technology doesn’t allow for a Matrix-esque experience! When we say virtual training, we mean training that is delivered over the Internet and using platforms like Zoom or Microsoft Teams to imitate the experience of in-person training.
In most cases, these virtual trainings are live — the trainer and their attendees log into the agreed-upon platform simultaneously and interact with one another. And make no mistake — an adequately managed virtual training session is far more than a glorified Zoom call.
Great virtual training allows participants to partake in lively discussions, practice their skills, ask questions, and share their own experiences with the subject matter.
There are plenty of benefits that come with organizing training in a virtual space — whether you’re leading, taking part, or hiring a virtual trainer. Let’s take a look!
In terms of cost-effectiveness, virtual training is vastly superior to in-person training. And that’s true for both money and time.
The vast expenses tied up in a staff member going away for training and their airfare, meals, car rentals, and hotels are all gone when the sessions move to a virtual space — not to mention the lowered costs of the actual training itself. Instead, all those funds can be put to better use — like improving the quality of the training.
Online employee training also means hugely decreased training expenses per individual employee — with virtual training, you may extend the training to as many staff members as you’d like without raising the training budget.
It’s not all about the money either — physical workshops simply take longer than virtual training sessions. Online training gives us the ability to compress days’ worth of training into shorter, more easily “consumable” sessions in a virtual classroom. And no meaningful content is sacrificed in the process — it all comes from eliminating the “noise” and bringing the focus back on the actually relevant stuff.
Once we shift content from physically present training to a virtual environment, cracks may appear in the original learning design — some things that were perfectly acceptable for an in-person delivery just aren’t a great fit now.
This is inevitable with such a considerable modality shift, and it’s no reason to feel frustrated — it’s simply an obstacle to overcome.
For instance, you may find that virtual environments lend themselves to more inductive teaching methods — like providing challenges that lead learners towards conclusions rather than a traditional didactic approach.
In a virtual “classroom,” more interactivity is required to keep attendees engaged because of the physical distance — and your instructional design has to reflect that.
As we’ve mentioned, your training design will have to change for the online format — and that likely means your 5-hour training will change from its original in-person form. Again, these are two entirely different mediums, and adapting training from one to another will require adjustments.
The transition from radio to television is a good analogy here. When radio broadcasters began appearing on TV, they just went through their scripts and spoke into their microphones as if the camera wasn’t there.
Obviously, we’ve made significant strides since then — and a similar kind of switch has to happen between in-person and virtual meetings as well.
Virtual instruction requires more interactive activities, more visuals, and a more dynamic presentation compared to the static slides of in-person training.
Realistically, most learners would rather spend their time productively than traveling to venues for in-person training — and that time is completely freed up with this learning medium.
Plus, preparation before and after training sessions allows instructors and learners to spend their time more productively during the class time itself — evaluation, analysis, discussion, example review; this is all stuff you would have far less time for in a physical venue.
For companies that can afford it, providing instructors with a technical assistant is an excellent way to free up their time and increase the overall efficiency of their virtual training. This would lift the stress that comes with managing the technical aspects and logistics of virtual platforms.
These assistants could also bookend the sessions — establish class netiquette, welcome participants, give a brief platform tutorial, close the session, etc.
Any session delivered virtually can encounter technical issues. Having someone in the room whose job it is to fix those issues while the trainer focuses on leading the group can be very helpful! You might also benefit from having such an assistant handle some aspects of admin or group sign-up.
While paying enough attention to the design of your virtual training is important — keeping attendees participative and engaging in practice is just as crucial. And while a virtual setting is conducive to learning, it also comes with more distractions and less oversight. With that in mind, we’ll go over some of the tactics you can use in your training to ensure maximum participation.
Before you kick off your first session, the learners need to realize that this will be an interactive experience — one that will require their active attention. Set expectations and rules right away.
For instance, encouraging learners to close other browser tabs and switch off push notifications is great for keeping everyone focused on the content at hand. Remind them that your time together is limited and how you’d all do your best to make the most of it.
It may be a good idea to provide this information in a pre-event email and then repeat it during the first session to cement the tone and ensure focus.
If you were to take just one piece of advice from this guide, we’d encourage you to pick this one — always have your video camera on. And that goes for your attendees as well.
Even if they’re not fully invested in the beginning, the trainees will want to seem engaged and attentive — and if their cameras are on, there’s less chance they’ll succumb to other distractions from the training.
Of course, not everyone is prepared to switch their cameras on at a moment’s notice. That’s why you should notify everyone about this video requirement in advance; they’ll have no excuse not to be camera-ready then, and they’ll be able to prepare their setup.
This is equally important for the instructor as well — turning on your webcam will allow trainees to read your facial expressions and non-verbal clues for a deeper understanding of the subjects you’re covering.
In the first session, you should also explain why turning on everyone’s video is important for collaboration and engagement. After all, you have no real authority at the start of the lesson, and people need logical reasons to listen to you.
When you’re dealing with an unengaged audience, let them know you’re happy to wait for a couple of minutes for them to type out their responses. Also, ask if the question was clear and reframe it to clarify further. Finally, consider if you need to make the question simpler — sometimes, answering a vague or complex question via chat or a crowded call can be difficult.
Also, once people respond — you should acknowledge their responses to encourage further interaction. A common technique is using first names to reward participants with attention and show you care about what they have to say — “John is saying he’s a beginner,” etc.
As you can see, it’s essential to show learners that their responses are a crucial part of the training process. With that in mind, creating feedback loops that integrate these responses into the training is a great way to give them significance.
For example, you can ask learners to rate their knowledge on a given topic before you begin covering it. If a majority of people have little to no experience with the subject matter, you can say something like, “I’ve noticed many of you guys are starting — that’s awesome, and I’ve got some useful tips for you!”
You can find all kinds of logical places where similar feedback loops could increase learners’ engagement with your work and slowly shape how you go through the training.
In many cases, attendees feel less engaged with a virtual training session if they look at an endless array of slides. While it’s necessary to point to visuals you’ve prepared throughout the lesson — make sure you begin and end each training session with yourself in focus instead of other content. Doing this will help you establish a more personal connection with your trainees.
许多最好的虚拟培训课程都是以引人入胜的方式实时提供的，但并非所有的学习都是在课程期间完成的。许多培训师和促进者正在取得成功 使用异步学习 缓冲虚拟培训课程并支持进一步学习。
Try adding tasks that participants can complete ahead of the session to get them in the right mindset for learning. Ask a set of questions they should answer ahead of the virtual training or even set a practical task. Simply suggesting that your group take some time to reflect on a certain point
When using asynchronous tasks in your virtual training, try to include a virtual space where your group can share results and reflect together. A shared Google Doc or online whiteboard to work and collect results ahead of training can be a great way to supplement your training materials!
One ingredient of any learning experience is the cohort of people undertaking that learning together. Whether it’s at school, university, or in virtual training, people often gain value from their peers as well as from the sessions.
Create a community where your trainees or participants can hang out, discuss tasks and simply get to know each other better.
Sharing knowledge and talking about challenges as a cohort can massively increase the value of your virtual training. And remember, it doesn’t need to be a fully featured community platform to be useful. A private LinkedIn or Facebook Group can be just as effective as any other space!
While modern technology makes organizing virtual training sessions easier than ever that doesn’t mean anyone can be a virtual trainer. There are certain skills that any budding virtual trainer needs to master to make their online training sessions professional, polished, and above all else — engaging.
As you might have gathered from some of the tips we’ve shared above — a great virtual trainer needs to keep the reins on multiple things at once. It’s quite easy to focus too heavily on the presentation at hand and lose focus when it comes to the other aspects of online teaching.
As obvious as this may seem — you need to develop a rapport with all of your attendees. They need to be as comfortable as possible in every group interaction, something that can be especially tough in a corporate virtual training environment.
At the start of the training, you need to pay special attention to making everyone comfortable — recognize that they may be new to virtual learning and put any non-tech-savvy newcomers at ease.
If you’re someone who’s used to hosting in-person training events, you may need to adjust your rapport for an online environment.
It takes a specific kind of social intelligence to overcome the unique challenge of forging a bond with attendees in a virtual space. Make sure you can establish a human connection with them regardless of your physical distance; they need to feel like they’re talking to a real person and not just a virtual instructor.
If you’re having trouble with developing this skill, think of your job as something similar to a TV personality — someone engaging a remote audience but with more interaction.
This is where the importance of audience engagement really shines through. The more you encourage attendees to ask questions and discuss the subject matter, the more comfortable they’ll get with the virtual classroom.
Speaking of the classroom — you need to remember that there’s a reason why we call it a virtual classroom, and not just any virtual room. At the end of the day, the most important skill for virtual trainers is the same one you need for in-person training: teaching.
Especially in an online environment, it’s easy to get caught up in your own lecture — particularly when the attendees are unseen or quiet. You need to remember that you’re not a lecturer to a passive audience — you’re a teacher, someone who’s supposed to facilitate their learning process.
Helping your virtual trainees get to know each other and break the (digital) ice can help ensure they’re engaged and ready to go. Particularly with cohort-based training, it’s important to create space to get people interacting and comfortable with one another early on in your program.
Stand up if is an effective virtual icebreaker that is easy to play and needs no additional materials or resources. Start by asking a question of your participants such as, “Have you ever played a musical instrument?” If this is true for you, stand up. Run through a few questions yourself before encouraging participants to chime in with their own questions.
Checking in at the start of a virtual training session can be instrumental in helping everyone warm-up and be present. Getting a sense of where everyone is at can also help the virtual trainer make the session productive and comfortable for everyone involved.
In this virtual opening activity, start by placing various weather icons on an online whiteboard ranging from sunny to a raincloud with lightning. Next, have participants place their names next to the icon that best matches their mood. This simple, visual approach makes it easy for participants to indicate how they’re feeling without feeling exposed. It also means that the trainer can adjust their session appropriately and follow up with participants if necessary!
Zoom fatigue is real. Even in the most well-designed virtual training programs, lengthy sessions can leave participants low on energy. Using a remote-friendly energizer is a great way to give participants a jolt of energy and mix things up.
Touch Blue is a simple energizer that can be played by participants whether they’re at their desk, on the sofa, or attending from the kitchen! Start by calling out an attribute such as blue, warm, soft, or heavy. Everyone has to find an object with that attribute and present it to the room. Play quickly and encourage creative responses to get your virtual trainees moving around, energized, and engaged!
In online training sessions, it’s not uncommon for people to stay silent. Finding ways to engage participants and help them participate in a virtual setting can be tricky, but doing so can massively improve the outcomes of your training!
From Silence to Vibrance is a simple activity designed to help reframe silence and invite participation from a virtual group. By addressing the issue directly, encouraging positive behaviors, and helping those quieter participants contribute, you can help everyone engage in your virtual training and speak up when necessary.
Many virtual training courses require the transmission of material to participants. While this is a necessary part of the process, it isn’t always the most engaging part of the course. Finding ways to help your participants actively engage with the material can be a major part of ensuring learning sticks.
Anything to add? Did you find this guide useful or have any insights you’d like to share? We’d love to hear from you in the comments below!