Confused? What Training Modality Is Best?

What Training Modality Is Best

If you ask inexperienced instructional designers what training modality is best, they will most likely tell you and provide all the reasons why it is their favorite.

However, if you ask experienced instructional designers what training modality is best, they will tell you, “It depends.” And they are right. And the discussion about training modalities usually happens way too early in the instructional design process and is given way too much credence compared to what matter more.

Why?  Because no one training modality delivers all and the best approach 100% depends upon what you are trying to accomplish, for whom and why.

Examples of Training Modalities
The most common corporate training modalities are:

  • Instructor-led Training (ILT).  The instructor-led training modality is comprised of seminars led by a facilitator where the content is either generic (off-the-shelf), tailored or highly customized to meet specific learning objectives.  This modality is best suited for higher-level skill development, important behavior change initiatives, cross-functional collaboration concerns and team building.
  • Online Training (eLearning).  Online training or eLearning typically consists of micro-bursts of skills, knowledge, job aids, videos and simulations that are highly targeted and easy to digest anywhere at any time. This modality is effective for a geographically dispersed or on the move target audience that needs bite-sized information.
  • Webinar Training.  Typically 60- to 90-minutes in duration, webinars enable learners to remotely attend a training session and interact with peers and the instructor. This training modality is also beneficial for a geographically dispersed audience and can save money with facilitator and participant travel costs.
  • Blended Learning.  Blended learning combines instructor-led training with Webinar and/or Online Training to typically create pre-work, support and coaching opportunities.  This modality if often used to create higher levels of reinforcement and to improve the training of transfer to the job.
    train the trainer from Richardson
  • Train-the-Trainer (T3). Train-the-Trainer sessions enable internal trainers to deliver externally created content.  A high number of participants and frequency is typically required for this training modality to make sense financially.

To select the training modality that works best for your situation, you need to understand the goals of the training in terms of business results, the target audience, and the desired learning objectives.  But one thing has become sure over the last 5 years…eLearning has a rather narrow applicability and, if relied upon to deliver results in the wrong setting, it can be full of risks and additional costs.

Take the U.S. Navy’s experience. About ten years ago, the Navy decided to cut costs and eliminate instructor-led training in favor of the newest fad, computer-led training, for their entry level programs. But the conclusions of a study conducted by Robert M. McNab and Diana I. Angelis of the Defense Resources Management Institute showed this was a poor decision. Not only were technology maintenance costs higher after the training (an additional $16m) but learners were also less well prepared. Not at all what the Navy envisioned.

The lesson? Be forewarned of a bad outcome if your instructional designers are discussing what training modality is best or content before the business and learning objectives are finalized. Once success metrics are clear, you can intelligently assess all the pros and cons of various delivery methods to meet your unique needs.

To learn more about designing and delivering training that works, download 3 Steps to Building a Smarter Training Initiative – One that Gets Business Results

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