In today’s environment of economic volatility, increasing calamities (natural and man-made) and changing global dynamics, the Insurance sector needs to adopt training approaches that will help them equip their employees to manage these variables successfully. While the Insurance sector continues to grow, the Learning and Development professionals in this sector have challenges of addressing the external variables as well challenges that are intrinsic to the industry. In this article I will outline 5 of our innovative training strategies that have helped our customers in Insurance meet these challenges.
The industry can broadly be divided into two areas:
What are the typical training areas? Broadly, the training needs of the Insurance sector fall into the following categories:
As mentioned earlier, while the Insurance needs continue to grow with increase in population, infrastructure, and wealth, the Learning and Development teams in this sector have several challenges that need to be addressed. I am outlining the key Industry-specific challenges here:
I believe that going beyond the traditional approach to training is essential to successfully offset the challenges and create a workforce that is agile and can respond effectively to the ever changing industry dynamics.
I am listing 3 such aspects that I have seen work well in Insurance sector training:
Certainly, here are the 5 Innovative training strategies that we have used in the Insurance sector:
2. Adopt mLearning.
You will see mLearning‘s impact in improving your course completion rates. Also, learners will spend more time on learning in contrast to traditional eLearning on laptops/desktops.
3. Opt for sticky learning approaches.
Use gamification, stories, and decision-making tools (branching scenarios and simulations) instead of boring and predictable instructor-led training or traditional eLearning.
4. Use Performance Support Tools.
Supplement or complement your formal training like interactive PDFs, eBooks, and mobile apps as “just-in-time” learning aids that are available to the learners precisely when they need them. This would push them to use these Performance Support Tools to apply the knowledge at work.
5. Add zing to standard instructor-led training programs.
Blend it with eLearning/mLearning or interesting Performance Support Tools that engage learners and more specifically push the knowledge acquisition to knowledge application.
I hope this article is useful in re-energizing your learning strategy. While I have dipped into my experience in handling approaches for the Insurance sector, most of these innovative training strategies can be applied successfully to other industries as well. Do reach out to me if you have any questions.
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