According to the 2017 Workplace Learning Report, the number one way that L&D professionals currently train their learners is through instructor-led classes, followed by peer-to-peer coaching and e-learning.
While this might be the way that learners are most commonly trained, is this how they prefer to be trained?
According to research
, the things that learners want most out of their training is: corporate support for their career development; motivational training; help reaching their personal development goals; lifelong workplace training, and training that aligns with their personal learning style.
However, as pointed out in the 2017 Workplace Learning Report, many training dollars are misspent by organisations because they do not address the right skills at the right time.
“We often apply off-the-shelf information instead of thoughtful knowledge. Transitioning to a learning consultant begins with mastering the art of listening,” said Professor Todd Dewett, educator and top LinkedIn Learning Author.
Kate Barker, vice president at Global Human Resources executive advisor at SAP SuccessFactors, believes that one effective way to do this is using the ‘flipped classroom’ model that has shown great success in the education sector.
“This is because it improves the learner engagement, ROI, and cost savings for enterprise Learning and Development,” she told L&D Professional
“For many years Learning and Development Managers have strived to attain the all too illusive “70:20:10” learning model with blended learning but now with significant advances in digital learning technology, these blended learning options are now more suited to the modern learner needs.”
Dr Britt Andreatta, who advises L&D professionals to master the art of identifying training needs, outlines some other ways in which organisations can do this.
“Establish a two-way relationship. Make it clear that the partnership is vital, and that both parties have valuable insight and information that will shape the success of the outcome,” she explained.
“Ensure that you use data that is learner and business focused to help show value and build credibility.”
Another way to identify learners’ training needs is to ask lots of questions and design a solution that creates the intended results, Britt added.
“Learn everything you can about the challenges that need to be addressed. Identify not only what the current state is, but focus in on what the ideal state looks like,” she said.
When it comes to delivering a solution that creates the intended results, use agile design principles to pilot first drafts, seeking critical feedback from both partners and participants, and iterating until the data show that the results were achieved.”
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How learners are trained varies from workplace to workplace, but what do learners prefer when it comes to how they’re taught the skills and systems they need to know for their job?