For more articles on training
View these articles and more at
“Pave the Way to Career Growth,”
“Online Learning Produces Winning Teams,”
“Next-Generation Training Is Only an App Away,”
“Create a Culture of Learning,”
train this group is to put them in the driver’s seat
so they are in control and can experience learning
firsthand. Learning also should provide them with
an opportunity to increase their ability to market
themselves as experts.
n Generation Y/Millennials (born between 1981 –
1996): Similar to Generation X, this group prefers to
learn while doing and values regular coaching and
feedback. To reach this group, incorporate a variety
of training mediums, such as e-books, podcasts and
videos. Millennials are aware of and motivated by
the fact that increasing their knowledge and skills
can increase their earnings.
n Generation Z (born after 1996): This age group
has never known a time without the internet or
portable devices and, therefore, never shuts off or
disconnects. Growing up with technology has made
them natural information seekers. This is a group of
realists who want to work for success. Generation Z
tends to have a brief attention span, which is why
their learning should not only incorporate multiple
devices, but should also be heavily image-based,
short and to the point. Training will resonate better
with them if the trainer can demonstrate how learners can have an impact with their newly acquired
Appealing to so many diverse needs is a tall order.
If trainers value the importance of each generation,
however, and the roles they can play in a mortgage organization, it is imperative to create training resources that resonate well with each age group and their
unique natural preferences.
Variety does matter
It’s also important to plan a training session that in-cludes a balance of styles. Use a mix of learning methods and mediums. Incorporate exercises that allow the
participants to do just that, participate.
If the trainer can get people up and moving, let
them work in teams, cast a vote, and/or share their
thoughts. It will help to keep people engaged, even if
it is a virtual classroom.
During training, it is easy for attendees to become
distracted by an e-mail or text message. If during the
session, however, it is made clear that there will be
teamwork opportunities or that the trainer will be calling on participants for feedback, this will help to encourage the attendees to pay closer attention.
Suggestion: Create video trainings, but also include
notes and/or PowerPoint slides. Offer an interactive
Q&A session afterward. Also, consider trying something more active and collaborative, like a scavenger
hunt that requires teamwork to accomplish a goal.
Technology is essential
Capabilities with technology differ among the generations. With the right technology, however, the trainer
can provide scalable, flexible training that meets the
needs of every learner.
Webinars are one of the most widely utilized platforms as they are a quick, cost-effective and interactive
way of delivering training. Session times should be between 11 a.m. to 2 p.m. because that is statistically the
sweet spot for optimal learning, plus it covers Hawaii
to the East Coast. Interest dwindles when the webinar
is longer than one hour.
PowerPoint is one of the most popular formats for
delivering content. Millennials and Generation Z prefer
images and short bulleted points. Attendees don’t want
to listen to a presenter read slides verbatim. Add comments and examples that are not written on the slides.
Baby boomers and Generation X participants will
appreciate it if you send the slides in advance so they
can print them out and add their own notes during the
Suggestion: Pair those who may be less comfortable
with technology (baby boomers), with those who were
born into it (millennials). The benefits are twofold:
Baby boomers gain additional insight on technology,
social media, etc., and millennials can benefit from
the baby boomers’ experience and learn about the
industry’s tried-and-true best practices.
Collaboration builds bridges
A common trait across all generations is the desire to
collaborate and share knowledge for the good of the
organization. Encourage interaction during as many
training sessions as possible. Group-based projects
that emulate the work environment are ideal for all
Trainers need to sometimes take a step back and become facilitators. Employees have a wealth of knowledge and are willing to share it. During a training session, ask the group to share their experiences. These
can prove to be more impactful than examples the
trainer may have.
Most of these groups are driven by feedback. In an
era of reviews and ratings, it is important as a trainer to
also encourage feedback on the training itself. Participants are not shy about giving their feedback on how
training could be improved — i.e., what they liked, disliked and would like to see in the future.
Suggestion: Ask baby boomers and Gen Xers to
share their experience and knowledge, and ask millennials and Generation Z attendees to talk about new
trends they are seeing that have or could have an impact on the industry.
n n n
Keep in mind that the particular generation a person belongs to is just one aspect of that individual’s
identity and experience. Individuals also have their
own personal values, life experiences and personality, all of which contribute to their preferred modes
The key is to have a variety of learning methods
available and be prepared to adapt. This will ensure
delivery of the most valuable training that will assist
all employees in their personal development and help
them achieve success in pursuing their career goals. n
<< Gantlet continued from Page 66 “Keep in mind that the particular
generation a person belongs to is
just one aspect of that individual’s
identity and experience.”