Training by doing for skills development: rely on the Fifty method

Whether for future workers or employers, the training by doing is a preferred solution if you want to optimize the acquisition or strengthening of your skills or those of your employees. Fifty has developed an innovative method that favors the active participation of learners, based on Nudge and artificial intelligence.

What do we mean by training by doing?

To learn a profession, acquire new knowledge, reinforce acquired skills... knowing the principles and sticking to theory is far from enough. Without exercises, or case management (concrete or fictional), or put into real situations, students or training participants will not be able to be sure that they have really assimilated their lessons and that they can apply what they have learned.

La training by doing is thus the most suitable option for allowing learners to practice. It is also wrong to think that it is opposed to purely theoretical training since in fact, they are complementary.

The benefits of training by doing

As part of the acquisition or strengthening of skills, in addition to the possibility of training, this pedagogical approach allows an immersion in the future work environment. As a result, in addition to applying what they have learned, learners can also discover technical specificities, but also the conditions and constraints they could face once they are in office. They will be less “out of place” and will be able to adapt quickly.

With regard to behavioral anchoring, the practice Put the students directly in the bath. They are thus obliged to put into practice the principles learned during the theoretical courses and to measure the impact on their interpersonal skills.

In summary, the training by doing helps develop or support professional, relational and social skills. It also leads to a reflexive attitude leading the learner to question what is wrong when what is wrong and to redress the situation.

Fifty's training by doing

Fifty is a start-up specialized in the action of training, giving priority to practice for the development of professional or personal skills and behavioral anchoring in companies. Its approach is a successful combination of Nudge and artificial intelligence and takes the form of a Workplace Training Action or AFEST. It is an innovative training through practice that puts the learner at the center of his career. In other words, the system focuses heavily on the active participation of students.

In detail, the platform Fifty provides learners with a list of micro-actions that they must perform every day to better adapt to the working conditions and environments in which they live on a daily basis. One of the goals of Nudge is to change behavior for better interpersonal skills. Depending on the micro-actions selected, artificial intelligence sets up a personalized journey according to the goals to be achieved by each one. Of course, the impacts of the program are measured in real time to allow the AI to propose the right actions to be carried out throughout the course.

As part of behavioral anchoring, the training by doing of Fifty is based on the same system. Micro-actions are destined to become habits once the principles have been acquired. They will then contribute to improving the human skills of learners.