Learning by doing: learning digital differently

Introduction

The Covid-19 pandemic has profoundly accelerated the digital transformation of companies. The situation has encouraged the development of new trends in the training sector, such as e-Learning. According to a study published by the ISTF, over 31% of training courses are now delivered online. Practical, accessible and focused on operational objectives, Learning By Doing is one of the key trends enabling companies in all sectors to embrace their digital transition. How can you seize the opportunities offered by Learning by Doing?

Learning by doing: a new approach to active teaching

History of learning by doing

It was in the 20th century that "learning by doing" was formally conceptualized as a pedagogy. John Dewey, an American philosopher and educator, was instrumental in popularizing this approach. According to Dewey, education should be designed to engage students in practical, reflective activities. This thinking was the cornerstone of progressive pedagogy and continues to influence modern teaching methods, including in the field of digital learning.

New pedagogical principles at the service of the learner. 

Learning by doing focuses on the learner's practical experience. This method emphasizes active participation, enabling learners to acquire skills and knowledge by engaging in hands-on activities. According to a study published by Harvard University, Learning by Doing increases the effectiveness of a training course by +23%. In concrete terms, this pedagogical approach can be implemented by providing participants with interactive exercises, case studies and practical projects. These activities enable them to quickly apply the theoretical concepts they have learnt, thus promoting better assimilation of knowledge. Learning by doing offers an engaging and active learning experience, encouraging autonomy and increasing the ability to solve real-life problems.

The benefits of Learning by doing

Learning by doing has a number of advantages. First of all, this approach encourages the development of soft skills, those non-technical yet essential competencies that have become particularly valued in recent years. By engaging in practical activities, learners have the opportunity to improve not only their problem-solving skills, but also their creativity and communication skills. These are all essential cross-disciplinary skills. What's more, Learning by Doing fits perfectly into the context of today's digital transformations. By encouraging learners to use digital tools and technologies, this approach prepares them to adapt to a constantly changing environment. It also promotes a smooth transition to a digital workplace.

The challenges of Learning by doing. 

Implementing Learning by doing can present certain logistical and organizational challenges. In particular, this approach requires the creation and delivery of hands-on activities for learners. Appropriate infrastructures, specific equipment and technological tools may be required to guarantee a quality immersive learning experience. What's more, organizing hands-on activities as part of Learning by Doing can require careful planning and coordination. It is therefore important to clearly define learning objectives, design relevant and appropriate activities, and provide adequate supervision for learners throughout the process.

How do you learn by doing?

DAP (Digital Adoption Platform): the essential tool 

A Digital Application Platform (DAP) is an essential tool for facilitating this active learning mode. This integrated software platform acts as an overlay to other applications, offering users interactive, context-sensitive support to guide them through the use of digital tools. DAPs offer a variety of functionalities to support users in learning by doing. This can include interactive step-by-step guides, contextual notifications, push messages, explanatory videos, practical exercises, quizzes and many other interactive resources. This interactive content is designed to help users understand and use the specific functionalities of these digital tools, providing them with relevant information at the right time. The strength of DAPs lies in their ability to personalize learning to the needs of each individual user. Thanks to algorithms and data analysis, these platforms can offer recommendations and content tailored to each user's skill level, preferences and learning objectives. DAPs also offer functionalities for tracking and measuring user progress, enabling learners and educational managers to monitor progress and identify areas for improvement. This data can be used to adjust learning programs, offer additional support and evaluate the effectiveness of the Learning by Doing approach.

The role of management in integrating Learning by Doing

Management plays a key role in promoting, supporting and successfully integrating the Learning by Doing approach. The approach must be actively supported by creating a culture of active learning within the organization, encouraging experimentation, risk-taking and learning. This means fostering a relationship of trust and transparency with teams. In addition, management has a crucial role to play in providing the necessary resources, from investment to the implementation of mechanisms for assessing and recognizing the skills acquired through this approach.

Deploy Learning by Doing in your company

The different stages in integrating this active teaching method

Successfully integrating Learning by Doing into a company involves several key steps. Firstly, it is essential to identify the pedagogical objectives and areas of application relevant to this approach. This can be done by carrying out a training needs analysis and identifying the specific skills to be developed. Next, it is important to involve or train trainers and educational managers in the Learning by Doing methodology. This will enable them to design and facilitate practical, interactive activities, guide learners and provide adequate support throughout the process. Finally, it is crucial to align the deployment of Learning by Doing with the company's strategic and operational objectives, in order to guarantee the coherence of this integration and its support by management and top management.

Tailor-made training to maximize the effectiveness of Learning by Doing

The creation of tailor-made training programs plays an essential role in maximizing the effectiveness of the Learning by Doing approach. By developing training programs specific to the needs of learners and the company, it is possible to make the most of this pedagogical method. Tailor-made training begins with an in-depth analysis of the needs and skills required, to identify existing gaps and the specific learning objectives to be met. Based on this analysis, courses can be designed to provide targeted practical experience.

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