Speakers Platform: Which Training Method Is Best?


			You are here: --> Meeting Planners --> Feature Articles Which Training Method Is Best? by Don Elkington There are so many ways to train, and most of us tend to rely on our favorite two or three. Author and consultant Jim Clemmer makes a good point: "One of the biggest causes of wasted training dollars is ineffective methods. Too often, companies rely on lectures (`spray and pray`), inspirational speeches or videos, discussion groups and simulation exercises. While these methods may get high marks from participants, research shows they rarely change behavior on the job." Test Yourself Look at the list of 51 training methods below and put a check mark next to the training method that you can define. Then circle every method that you have used as a trainer. Ad hoc projects Audio based Audioconferencing Book based discussion Case method Classroom Coaching Community invlvmnt Corporate sabbaticals Consultation Counseling Cross functional job assignments Demonstration Developmental job placement Discussion group E-mail based training EPSS Games Interactive classroom Internal internships Intranet based training Job aids Job restructuring Job rotation Laboratory method Learner`s oral report Lecture Mentoring from the inside Mentoring from the outside Mind mapping Multimedia CBT OJT Outside coaches Panel discussion Permissive discussion Pictographic Practice exercises Practice role playing Practicum Professional org. participation Programmed instruction Research Reverse role playing Self-study books Simulations Storytelling Symposium Text based CBT Video based Video-conferencing Web based By now you may be asking yourself, "What are some of these methods? I`ve never heard of them!" To give you an example, here is a definition of EPSS: EPSS (electronic performance support system) can be defined as "a computer application that can provide on-demand task-specific skills training, task-specific information access, and expert advice needed to solve job performance problems." Glad I cleared that up for you? Let`s score your knowledge of training methods by looking at the number of check marks you put on the list. 40-51 You are an honorary Ph.D in T&D 30-40 You are an honorary MBA in T&D 20-30 You are on your way to earning your T&D GED 0-20 You need to learn more about T&D PDQ! The point is that we have many more tools at our disposal than we think. Many of us have a nice big trainer`s tool box with only a hammer, utility pliers, and a turkey baster. A couple of months ago my FlipCHART article talked about the varying ways that people learn. Well, common sense tells us that we need to offer a wide variety of learning activities to satisfy the wide variety of learning styles we face. Sort It Out Trainer Led Audio-conferencing Book based discussion Case method Classroom Demonstration Games Interactive classroom Lecture Panel discussion Practicum Storytelling Symposium Video-conferencing Learner Led Ad hoc on-the-job projects Audio based Community involvement Corporate sabbaticals Discussion group E-mail based training EPSS Intranet based training Job aids Laboratory method Learner`s oral report Mind mapping Multimedia CBT Permissive discussion Pictographic Practice exercises Practice role playing Professional org. leadership Programmed instruction Research Reverse role playing Self-study books Simulations Text based CBT Video based Web based Somebody-Else Led Coaching Consultation Counseling Internal "internships" Cross functional job assignments Developmental job placement Job restructuring Job rotation Mentoring from the inside Mentoring from the outside OJT Outside coaches As you look at these categories, common sense tells you that there is much more to training than being good in the classroom or excelling at one-to-one instruction. Most of these methods require the trainer to develop learner-led experiences, or set up learning opportunities involving the learner and someone else. To be a truly professional trainer, one who can address the learning needs of every trainee, you need to be comfortable using a wide variety of training tools … tools that satisfy the unique learning needs of your trainees. Develop Yourself "A teacher can never really TEACH unless he is still learning himself. A lamp can never light another lamp unless it continues to burn its own flame." … Unknown In order to be an expert trainer you need to study and try out new things. Start by reading trade journals and magazines. Join ASTD and ISPI. Read books by our profession`s leaders. Make it your personal mission to acquire as many tools as you can. Once you`ve read up on training methods, try using ones that are new to you. Practice, refine, develop, and grow. Your learners deserve the best you can offer. If you`d like more information, feel free to contact me via e-mail (donelk@elkcon.com) or by phone (901-751-3553).