Training Industry Quarterly - Summer 2013 - (Page 46)

TRACKING TRENDS | KEN TAYLOR TRAINING FOR SOFT SKILLS IS MORE EFFECTIVE WHEN DELIVERED LIVE LIVE FACE-TO-FACE TRAINING STILL LEADS THE WAY One question I am often asked these days: “Is there any research available on the most effective modality for training programs – like the one our company is planning to launch?” from traditional leadership development programs. The answer is, yes. Looking at both studies, the responses were resoundingly similar, highlighting two dominant modalities for delivering leadership training. There are two studies recently conducted by Training Industry, Inc. that focus on leadership training, which often addresses a range of soft skills considered essential for success. The first study discusses the attributes of effective first-time manager training – more specifically the delivery methods deemed most effective by learning leaders. The second study focuses on training for leaders of technical professionals and how it differs Selecting a program’s modality is probably one of the most challenging aspects when developing a performance improvement initiative. We have to weigh the cost profiles of different options, and then select one that will deliver the results we need, all while keeping the program within budget. Additionally, costs can be incurred at different stages in program development, which varies depending on the modality selected. For example, e-learning costs are significantly higher up front, while ongoing costs are substantially less than other delivery methods (i.e., because less travel and fewer facilities are needed). Interestingly, even with the countless advances in tools and enabling technologies, learning leaders showed a continued preference for traditional delivery methods for management training. Furthermore, live face-to-face instructor-led training was deemed most effective for leaders of technical professionals – an audience less likely to prefer interaction during training programs. The majority of leaders of technical professionals prefer to self-direct their FIGURE 1: DELIVERY METHODS FOR FIRST-TIME MANAGERS Live face-to-face instructor-led workshop or course 82% 74% Coaching (face-to-face or online) 68% Live practice such as role plays 43% Mentor networks Self-paced online with rich multimedia 43% Live virtual instructor-led training 35% Company-generated knowledge management/reference 31% Immersive learning (e.g., simulations, games and virtual) 30% Blended 29% Online communities of practice 18% “Ask the expert” support 16% Video (e.g., like YouTube) 8% Social, user-generated tools Percent Rating Each Delivery Method as Most Important, N=208 46 6% Mobile devices 6% Podcasting 2% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% Training Industry Quarterly, Summer 2013 / A Training Industry, Inc. magazine /

Table of Contents for the Digital Edition of Training Industry Quarterly - Summer 2013

Training Industry Quarterly - Summer 2013
From Where I Sit: Talent Management: An Emerging Business Strategy
Table of Contents
Ad Index
Guest Editor: Lessons from Shakespeare
Beyond Training
Dealing with Trust Issues
Younger Boss, Older Worker
Four Skills Needed in the Future Workplace
Survive & Thrive with Performance Support
How to Optimize Behavior Change for Business Impact
Addressing the Skilled Trade Crisis
Cultural Differences in Training
Gender Communication in the Workplace
Meeting the Needs of Gen Y Learners
A Leaders 'Crashless' Course: Helping Employees Drive Career Development
DeVry: Growing Talent with Blended Learning Solutions
Live Face-to-Face Training Still Leads the Way
Tweet Suite
Company News

Training Industry Quarterly - Summer 2013