Training Industry Quarterly - Spring 2010 - (Page 32)

Delivering great training By Tracy HollisTer F o C A L p o I N t I n studies conducted year after year, more than 600 learning professionals have spotlighted delivery—along with strategic alignment and content development—as a top capability of a great training organization. But they also tell us that delivery is the area most in need of improvement. Whether it is led by instructors, by peers or by the learners themselves through on-demand materials, delivery is the multifaceted “front” of any training organization. It serves as a vital juncture where learners interact with the content, and it influences how well trainees learn, retain and ultimately apply the content. To help guide delivery improvement efforts, this article focuses on the two main areas that study respondents overwhelmingly value in delivery: expertise of instructors and multiple delivery methods. expertise of instructors Despite the emergence and growth of “instructorless” learning technologies, learning professionals still consider the quality of an instructor as the most important driver in delivering great training. After all, most training is still done through in-person instructor-led training (ILT), and virtual ILT (VILT), in which instructors deliver live training to dispersed 32 audiences through Web, video and/or teleconferencing, is rising in popularity. A 2010 study found that 92 percent of companies that trained their employees on continuous improvement initiatives used ILT, while 46 percent used VILT. Another 2010 study revealed that 87 percent of those who used VILT in 2008 saw the number of courses offered through VILT grow in 2009 and expect them to continue to grow in 2010. So what qualities are most important among instructors? Whether they train face-to-face or virtually, study participants believe instructors must have command over their subject matter and the ability to present and facilitate well. Respondents respect subject matter expertise that is not only current but is based on personal experience. Such real-world knowledge helps ensure that instructors connect the dots for trainees between what they are learning and how to apply it. Study participants also value proficiency with training trends, best practices and adult learning principles, as well as the ability to engage and maintain learner interest in ways such as role plays, simulations and case studies. To keep learners engaged during VILT sessions, respondents suggest using rapid presentation advancement, animated content, polls, chat, live conversation and quizzes, in that order. Training Industry Quarterly, Spring 2010 / A Training Industry, Inc. ezine / www.trainingindustry.com/TIQ http://www.trainingindustry.com/TIQ

Table of Contents for the Digital Edition of Training Industry Quarterly - Spring 2010

Training Industry Quarterly - Spring 2010
From Where I Sit
Contents
Ad Index
At the Editor’s Desk
Winning Organizations Through People
Learning Technologies
Performance & Productivity
The Business Case for Measuring Learning
Marketing the Benefits of Training
Making Sense of the New Blend
The Do’s and Don’ts of Pitching New Technology to Executive Management
Golden Corral: Training’s on the Menu
Delivering Great Training
Closing Arguments

Training Industry Quarterly - Spring 2010