More On Learning Formats
Introduction
Technology, like digitalisation, etc plus the Covid pandemic is requiring organisations to adapt and change quicker than ever. In particular, a learning and development focus is changing to an increased digital learning focus. This is creating a challenge
"... Not only do they have to close skill gaps and future-proof organisations more efficiently than ever, but they also have to do so while offering more engaging training and instructional material.......for the most part, they have to do it digitally..."
Anthony Santa Maria, 2022
NB
"... Employees learn better when they learn in a wide variety of different ways. Companies that use fewer than 4 learning formats cite a 50% success rate; companies that use 8 or more report a 70% success rate..."
McKinsley as quoted by Anthony Santa Maria, 2022
It is best to mix and match model formats in training.
Thus to-day's learning experience needs to be personalised, interactive, accessible, inclusive, social, enjoyable, etc.
Three learning formats
1. Instructor-led Training (ILT) (instructor guides participants through a lesson plan; becoming more available digitally)
2. Virtual Live Training (VLT) (recreates the actual classroom experience remotely, by featuring an instructor who goes through the subject matter via a live-video conference call)
3. Blended Learning (BL) (combination of ILT and VLT, ie pre-recorded, teacher-led video walk-through with a live Q&A or training sessions)
Table below showing pluses, minuses and best uses of 3 learning formats
|
Formats
|
Instructor-led Training (ILT)
|
Virtual Live Training (VLT)
|
Blended Learning (BL)
|
| Pluses (good points) |
self-directed learning (can revisit when convenient) standardised learning (ideal for skills that can be standardised, measured & tested) |
critical company updates highly technical subject matter |
learning checking-ins multi-stage learning |
| Minuses (bad points) |
immediate feedback (skills requiring immediate guidance or correction are better suited to live learning environments) interaction learning (less effective at facilitating learning based on live, in-person interactions) |
multi--stage (long) material (the longer the session, the lower the retention rate) large groups (attendees not able to ask questions & get personalised assistance in real time) |
scheduled or urgent learning (this needs more logistical management & can have coordination problems) drill-based learning (learning is to be reinforced buyer repeated, consistent reapplication |
| Best uses |
learning in the flow of work (allows time to learn) interpersonal skills (best when subject matter is relatively broad & highly engaging) |
brief, mandatory training (good for communicating something quickly) introducing new tools to a small team (small group allows questioning & interaction) |
large groups (that are able to be broken into smaller learning workgroups) check-pointing (pre-schedule live-sessions offers better understanding of non-live lessons) |