Training Industry Magazine - Fall 2015 - (Page 21)
let's get
SERIOUS about
LIVE TRAINING
instructor-led
BY DALE LUDWIG
WITH SO MANY MODES OF TRAINING DELIVERY AVAILABLE
TO LEARNING AND DEVELOPMENT (L&D) PROFESSIONALS -
ONLINE, BLENDED, SYNCHRONOUS, ASYNCHRONOUS, MOBILE
- IT'S COMMON TO ASK WHETHER A TRADITIONAL FACE-TOFACE WORKSHOP IS NECESSARY TO MEET THE NEEDS OF THE
BUSINESS. IN MANY CASES, IT'S NOT. WHEN IT IS, THOUGH, WE
HAVE A RESPONSIBILITY TO MAKE THIS MODE OF DELIVERY
WORTH THE INVESTMENT IN TIME AND RESOURCES.
To that end, training professionals spend
a lot of time thinking about the needs of
adult learners. What some of them do not
fully take into account, though, is that the
adults with whom they work are not merely
"adults." They are Busy People at Work.
These learners have unique perspectives
and specific needs. Unlike adults in nonbusiness learning environments, they
view training as a job responsibility,
important for their work and their
advancement, and are very busy. Time
spent in training is time away from their
regular responsibilities. Understanding
and empathy for this type of learner must
be the driving forces behind training
design and delivery. When they are,
trainers earn the trust and good will of
their learners. Without trust and good
will, learners check out of the process.
Here are five key concepts to keep in
mind when designing and delivering
training for Busy People at Work.
1
MAKE IT A
CONVERSATION
To determine what the live, instructorled training environment needs to
be, let's turn to Stephen Brookfield. In
"Understanding and Facilitating Adult
Learning," Brookfield says face-to-face
learning is a "transactional dialogue," an
exchange of information between trainer
and learner, not simply the delivery of
information. As Brookfield describes it,
this dialogue is one in which "comments
and contributions of the participants
build organically on each other's views
and in which alternative viewpoints,
differing interpretations, and criticism are
elements essential to the encounter."
In other words, what happens between
trainer and learner in the classroom
shares many characteristics with regular,
everyday conversation. It is spontaneous,
sometimes non-linear and includes
everyone's perspective on what is
being learned. Trainers need to prepare
for a dialogue in which fundamental
questions, pertinent examples and crucial
clarifications can be aired and addressed.
This conversation is a primary benefit of
face-to-face learning.
2
PLAN TO SUCCEED
ON TWO LEVELS
Every training conversation (as well as
every business meeting, presentation or
discussion) works on two levels: There
is a business goal and a process goal.
In training, the business goal is about
reaching learning objectives. For Busy
People at Work, this goal is met when the
T R A I N I N G I N DUSTR Y MA GAZ INE - FALL201 5 I WWW.TRAININGINDU S T RY . C OM/ MAGAZ I NE
21
http://www.trainingindustry.com
Table of Contents for the Digital Edition of Training Industry Magazine - Fall 2015
Delivery: Is This Where Technology Changes the Game?
Table of Contents
Guest Editor: The Pendulums Swing
Access Trumps Knowledge: Changes for Training Delivery
Hardwired to Learn
Using a Blended Approach When Crafting a Training Delivery Strategy
Planning, Developing and Implementing Serious Games
Let's Get Serious about Live, Instructor-led Training
Just What Employees Ordered: Personalized Adaptive Learning
Training with Pictures, Not Bullet Points
Anti-Social Learning?
Using Microlearning and Information Design to Elevate Soft Skills Training
How Improvisation Can Drive Employee Engagement
Accelerating Expertise with Simulations
Technology and Trends Driving the China Training Market
Helping Buyers of Training Services Become More Savvy
Are Bad Communication Habits Holding You Back?
Measuring the ROI of Social Media within Your Organization
Closing Deals
Company News
What's Online
Training Talk
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