(Editor’s Note: Douglas Dell is senior vice president of eLearning Services for Crawford & Company, managing the KMC on DemandSM learning platform and Crawford’s continuing education (CE) business serving the insurance industry.

Last year I visited a high school specializing in math and science. What stayed with me from that visit was the use of technology in the classroom. No matter the class—music, language, or engineering—there was a constant click of keyboard strokes. The students weren’t just looking at flat information on a screen; they were interacting with the curricula, using software to create melodies, translating words into meaningful messages, and writing code to direct the movement of a robot’s arm.

That experience exemplified what is in store for workplace training: Technology is a given and must be completely integrated into any learning program. It highlighted the fact that Millennials will experience learning on their own terms, with tools and technologies they have used since childhood.

Given Millennials’ active transmission of information, traditional learning methods are likely the least effective means for connecting with them. Based on current writings and research, this age group prefers hands-on, self-paced exploration that creates truly experiential learning. They also prefer open sharing through networked gaming and social interactions. These preferences should be a concern for all industries and a wake-up call to training and human resources (HR) departments. New designs and delivery mechanisms are required if we intend to reach, educate, advance, and retain new talent in our employee ranks. Learning professionals must translate these requirements into solutions that offer compelling games and advanced learning through social interactions.

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