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Training by doing for skills development: build on the Fifty Method

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

What is meant by training through practice?

To learn a trade, to acquire new knowledge, to reinforce acquired skills... knowing the principles and sticking to the theory is far from enough. Without exercises, case studies (concrete or fictitious), or real-life situations, students or training participants cannot be sure that they have really assimilated their lessons and can apply what they have learned.

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

The benefits of training by doing

As part of the acquisition or reinforcement of skills, in addition to the possibility of training, this pedagogical approach allows for immersion in the future work environment. Thus, in addition to the application of what they have learned, learners can also discover the technical specificities, but also the conditions and constraints that they may have to face once they are in post. They will be less "out of touch" and will be able to adapt quickly.

With regard to behavioural anchoring, the practice puts 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 behaviour.

In summary, training through practice helps to develop or support professional, relational and social skills. It also leads to a reflexive attitude leading the learner to question what goes wrong when it goes wrong and to rectify the situation.

Fifty's training through practice

Fifty is a start-up specialising in the action of training, with an emphasis on practice for the development of professional or personal skills and behavioural anchoring in companies. Its approach is a successful combination of Nudge and artificial intelligence and takes the form of an Action de Formation En Situation de Travail or AFEST. It is an innovative training through practice that puts the learner at the centre of his or her course. In other words, the scheme relies heavily on the active participation of students.

In detail, the Fifty platform provides learners with a list of micro-actions that they must carry out every day to better adapt to the conditions and work environments in which they live. One of the objectives of Nudge is to change behaviour to improve behaviour. Depending on the micro-actions selected, the artificial intelligence sets up a personalised course according to the goals to be achieved by each person. Of course, the impact of the programme is measured in real time to enable the AI to propose the right actions to be taken throughout the course.

In the context of behavioural anchoring, the training through practice of Fifty is based on the same system. The micro-actions are intended to become habits once the principles have been acquired. They will then contribute to improving the learners' human skills.