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Training by action: opt for the Fifty Method

In the context of skills development or behavioural anchoring in companies, it is important to take into account the action learning method. The benefits of this learning system are not insignificant at both a technical and personal level. Fifty has developed an innovative e-learning method called AFEST.

Principles and functioning of the action learning method

The action learning method is also called action-learning, action-training or action-learning. The concept is "doing to learn", but can also be seen as "doing is learning". In other words, action is the main driving force behind learning and the student is an active participant in his or her training by studying or taking on concrete or fictional cases or problems. It is obvious that the training is mainly based on practice and requires a real involvement of the learner. But it also leads the learner to question his or her actions or behaviour in the face of the situations with which he or she is confronted.

This type of training is favoured by companies in their strategy for developing the skills of their employees, particularly executives, managers or workers. It revolves around several elements ranging from the acquisition of knowledge to real and/or virtual situations, including reflexivity and assistance to facilitate learning or the anchoring of skills and behaviours. This complex set of elements requires a careful design of the training process following a precise engineering. In this respect, the action learning method is similar to the Action de Formation En Situation de Travail (AFEST) and its principles.

Action learning has proven to be effective both in developing technical skills and in improving the human and interpersonal skills of individuals in their professional environment.

Fifty's action learning method

A successful combination of the principles of Nudge and artificial intelligence, the action learning method developed by Fifty is essentially aimed at companies looking for an easy-to-implement, but also reliable and effective way 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 primary objectives of Fifty is to remedy the lack of practice resulting from the rather too theoretical training offered by companies to their employees in the context of skills development or behavioural anchoring. The platform thus promotes action to enable individuals to use what they have learned, but also to discover their potential and use it in their daily work or personal lives.

A list of micro-actions to be carried out each day is presented on the platform. These micro-actions have been chosen according to the principles of Nudge, which consists of encouraging people to improve their behaviour or to make important choices without fear of reprisals. The artificial intelligence then takes charge of developing a complete and personalised pathway based on the actions taken and the objectives of each individual. It also monitors the learners' progress to propose actions adapted to each situation.