Training through action: opt for the Fifty method

As part of the development of skills or behavioral anchoring in business, it is important to take into account the Action training method. The advantages of this apprenticeship system are not negligible both technically and personally. Fifty has developed an innovative online training medium, called AFEST.

Principles and operation of the action-based training method

La Action training method is also called action-learning, action-training or action-based learning. The concept is “doing in order to learn”, but can also be considered as “doing is learning.” In other words, action is the main driver of learning and the student is an active player in his training through studies or the management of cases or problems, concrete or fictional. It is obvious that training is mainly based on practice and requires real involvement of the learner. But also, it leads to questions about his actions or his behavior in the face of the situations he is confronted with.

This type of training is preferred by companies in their strategy for developing the skills of their employees, in particular that of managers, managers or executives. It revolves around several elements ranging from the acquisition of knowledge to real and/or virtual situations, including reflexivity and help to facilitate learning or the anchoring of acquired skills and behaviors. This complex set requires a careful design of the training process following precise engineering. Through this aspect, the Action training method is thus similar to the Action de Formation En Situation de Travail (AFEST) and its principles.

Action-learning has proven its effectiveness both for the development of technical skills and for the improvement of human capacities and the interpersonal skills of individuals in their professional environment.

Fifty's action-based training method

A successful combination of Nudge principles and artificial intelligence, the Action training method developed by Fifty is mainly aimed at companies looking for a way that is easy to implement, but also reliable and effective, to develop the technical know-how and interpersonal skills of their employees. Based on specific and precise engineering, the system is practically similar to an AFEST.

One of the first goals of Fifty is to remedy the lack of practice resulting from the slightly too theoretical training offered by companies to their employees as part of skills development or behavioral anchoring. The platform thus promotes action to allow individuals to use their assets, but also to discover their potential and to take advantage of them on a daily basis in their workplace or in their personal lives.

A list of micro-actions to be performed each day is thus presented on the platform. These micro-actions were chosen according to the principles of Nudge, which consists in encouraging people to improve their behavior or to make important choices without fear of reprisals. Artificial intelligence is then responsible for developing a complete and personalized journey based on the actions carried out and the objectives of each person. She also monitors the evolution of learners to offer them actions adapted to each situation.