Training NEW thought
It is therefore extremely important to encourage and support them individually.
But let us start from the beginning. A banal question: What is training actually?
Training is the imparting of knowledge of a state-recognised profession by an authorised institution, such as a company or a state (higher) school. The focus of the employment relationship is not first and foremost on earning money, but on learning the profession. Most training courses are dual - theoretical and practical. Trainees attend vocational school on a weekly or monthly basis as block courses to learn the theory. At the same time they practise what they have learned in a company. How can both - theoretical knowledge and practical implementation - be optimally combined? This article is about how we have dealt with this question. To this end, we sought an exchange with our trainees themselves.
We want to get to the root of the issue. A fundamental rethinking should take place. Therefore Full Moon dealt with the theory of didactics and learning motivation in advance.
Every person is a different learning type. How well what has been learned is remembered depends on how someone acquires knowledge. There is a difference between four main types
to differentiate between: auditory, visual, communicative and motor. Auditory learning types can best absorb information through hearing. This is the case, for example, when the learner reads the lesson content aloud to himself or is read aloud by someone else. By comparison, visual learners can best acquire content by visualising it using written materials, graphics or pictures. The communicative learner type, on the other hand, learns primarily by conducting conversations and discussions with others. They have to deal with the topic linguistically. The difference to the auditory learning type is that the communicative learner is not only interested in listening, but in discussing and understanding in dialogue. In order to understand content, he/she will have colleagues explain it to him/her, for example. The motor learner type grasps content best by experiencing it himself, so to speak. He or she must be directly involved in the learning process in order to be able to comprehend knowledge and gain experience himself or herself.
Added to this: Nobody learns only by means of a sense. People experience the world through several senses. Therefore it is more effective to integrate as many senses as possible into the learning process. According to German management trainer Vera Birkenbihl, it is ideal if different learning methods
different learning methods come together; for example, by bringing theory to life through concrete tasks in everyday working life The more diverse the teaching content, the higher the recall rate. Because if all four learning types or learning methods are combined - seeing, hearing, discussing and experiencing - the success rate is an amazing 90%. Other factors such as personality, motivation or interests also play a relevant role.
It is clear that learning is a very personal process. The more individual the learning process is, the easier it is for trainees to acquire learning content. Full Moon is looking into this and wants to develop a process with which we can do justice to every young star and their individual learning type.
For our communications agency, the topic "Training NEW thought" is also so important because it comprehensively affects our transformation of the working world, called NEW MOON. We are convinced that a dual system is the best way for trainees to learn, as it allows theoretical knowledge to be transferred directly into practice.
We want to give our young stars the opportunity to learn even better. The creation of a new working world begins with optimally promoting the next generation. It is one of the most important topics - both for us and for German companies in general. Trainees are the ones who help shape the future. So the closest thing to doing is to ask the trainees themselves when it comes to their education.
For the transition to a completely new world of work, young stars from all areas and different years of training were interviewed and exchanged ideas in workshops. What would be the ideal working model? How and what do they want to learn at Full Moon? What do they like about the training? What should be changed? The rough points were established relatively quickly. All trainees quickly agreed that a very high workload prevails and that there is also a feeling that they are not necessarily learning the content that corresponds to the training. In an agency with six different departments it is difficult to convey all relevant topics to all trainees in the same way. For example, someone who is employed by the Full Moon People in the area of personnel management does not learn the same training content as a young star who works in the Full Moon Event and experiences events at first hand. Nevertheless, our trainees at Full Moon want and should have the same opportunities. In addition, our young stars would like to be better supported by their employer, but at the same time they appreciate the independence they are given and the trust they are given.
How can we give the Youngstars the opportunity to gain more insight into other areas? What methods and work structures are there to give trainees more freedom and scope and to make the best use of their abilities? And above all: How can we tackle the task of redesigning such a large area in a running company? After all, we always have around 30 trainees who need to be given the best possible support.
A kind of "mentoring system" is planned! The trainees are no longer to receive input from just a few contact persons, but from all managers and all employees who contribute their experience and knowledge. Our youngstars should thus be supervised by all employees and supported in their learning processes. In addition, theory is to be integrated more into the training. Most of the trainees are trained as event managers through the Studieninstitut für Kommunikation. They attend seminars here but do not have a regular vocational school. Full Moon wants to enable them to deepen their theoretical knowledge with the help of learning material, videos or the like. Compared to young stars in office management, who rotate into different areas during their training, this is difficult for event managers. Due to the projects and the attachment to them, rotation is difficult to implement. For this reason, so-called "case studies" are to be developed. These deal with specific tasks or situations. The whole thing as an autonomous learning process. The resources are provided by Full Moon, but young stars should be motivated to learn independently. Above all, the trainees' skills are to be promoted more individually. Our Youngstars get the opportunity to participate in various projects, although it does not correspond to their actual field of activity.
In conclusion, it should be noted: Our young stars are an elementary part of the work transformation. This is precisely the reason why we are turning the subject of training upside down. It is not enough just to talk about it. We want to do it better. Everything more flexible, individual and tangible. There will be a lot of changes in the field of training and further education - together with the young stars. Because trainees are the future. Their drive is our mission!
Do you have any questions on this topic? Then simply write an e-mail to Alexandra Donath: alexandra(at)fullmoon.de