We are all looking for ways to train more cost-effectively and time-efficiently. We’re using every tool at our disposal to that end: the Internet, Intranets, computer-based training computer-assisted instruction, video-based training, just in time training, and possibly hundreds of other delivery methods.
As we get caught up in all the cost-cutting and timesaving strategies, let’s not forget that it’s results that count. What does it matter if we reduce the time it takes to deliver information or teach skills if it not delivered in a way that works for the learner?
At one training conference awhile ago, I conducted a pre-conference seminar for more than 150 trainers from more than a dozen countries. At the end of the first day, I had them respond to a learning preference instrument based on a learning model developed in England. It helps people understand learning on three scales:
- Do I prefer learning in groups or learning alone?
- Do I prefer learning that is structured by others or structured by myself?
- Do I prefer learning that is informative or learning that is practical?
While I have simplified the descriptions for the purposes of this article, I think you’ll find them accurate.
The next morning I had people line up according to their range on the first scale, as determined by the previous day’s survey. Then I had them switch to reflect their positions on each of the two scales. Rarely did they find themselves standing near someone who had been in their group before.
All the scales had fairly good representation along the entire continuum, although there was a skew toward learning in a group rather than alone, which might be expected from trainers, especially at a conference.
One thing came across loud and clear: people learn best when learning is made available in a mode that suits them, provides a variety of methods, and allows for interaction. Even people who enjoy learning by themselves (as in computer training) still enjoy some interaction with an instructor or other participants. Often they want someone telling them they’ve done a good job, or that they’re right.
When Marshall McCluhan said, “The medium is the message” in the 1960’s, he was right. Today, however, I think it is the medium that supports the message – at least when it comes to training.
Let’s think about that, as we do needs assessments for new programs. Let’s start asking people, “How do you like to get information?” And let’s put that information to use to create learning that is, by its nature, more informative to those receiving it.
This article was re-uploaded from our internal archive.
