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 / www.trainingindustry.com/TIQ
http://www.trainingindustry.com/TIQ
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
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