What's the best way to deliver training to your team?

The optimal approach to deliver training to your team involves a blend of methods tailored to their learning preferences and needs. This might include instructor-led sessions for complex topics, online learning platforms for self-paced accessibility, virtual workshops for interactive engagement, hands-on workshops for practical application, and a continuous learning culture that encourages peer-led sessions, mentorship, and gamified elements. Regular assessment and feedback loops ensure effectiveness, while adaptability based on team input ensures that the chosen methods foster maximum knowledge retention and skill development.

One of the best ways to learn is to see it done by others. We teach leaders to ask themselves, "what in their background would have taught them how to do what I am asking?" If they can't see anyway in which the person might have learned it, it's the leaders responsibility to make sure that person gets trained by taking a class, having a mentor, on the job training etc. but regardless of method, if they can see it done by others it will help. For example in one exec ed design we did for a corporation, we created video vignette's to teach the morning huddle. They could see what a good job looks like on their smart phone in under 5 minutes. Easy and Accessible!

a) Map their learning needs based on their performance management results b) Design the training program according to their learning styles and preferences, and aligned with the company's/ departmental strategy and vision c) Involve them in the content creation and training delivery d) Include lots of engaging activities and case studies e) Ensure that you are facilitating a workshop and not only delivering content, which will hold them more accountable for the results/ actions... f) Map the implementation on the job and celebrate success when needed.

? Outline training goals for the team. ? Consider learning styles and preferences. ? Opt for workshops, webinars, or a mix based on content and team needs. ? Engage with multimedia, case studies, and group activities. ? Ensure training is applicable to day-to-day tasks. ? Gather feedback for continuous improvement. ? Foster collaboration through group projects or mentoring. ? Use online platforms for flexibility. ? Consider time constraints; offer flexible schedules. ? Establish metrics for assessing effectiveness. ? Use data to refine training for ongoing enhancement.

What's the best way to deliver training to your team? I believe that everyone from the HR, L& D team and trainer should work together in this journey of training. Once the ROE is confirmed the process is relatable at all times with great ROI Long term training interventions are more successful in the current BANI world. Archana Vijayan

Personally, I don’t pay much attention to learning styles. Instead, I ask each learner individually what format works best for them. Sometimes I particular type of learning is best delivered in one way, but a different type of learning will be best delivered in another. For example, I am not a detailed person at all, so micro learning is great for me when learning in the flow of work. However, there are times when I need the detail and therefore a face-to-face session would be much better for me to learn a topic in this manner.

The best learning format is the real example training, how many times we have seen training delivered as a theory only? They are sitting in a class, the trainer delivers info from slides or books and we pretend that everyone understands everything... Best way to learn is by creating real life situations and letting trainees to interact with each other, changing roles between them to learn all points of view. In the digital world we are living, all procedures can be reviewed or accessed real time, but there is nothing better than finishing your training with some experience in your job. From trainee point of view you have the confidence that you will do OK because you learned from real examples. You have some experience.

Effective training reqires a structured approach to ensure knoeldege dessimination and retention. Few key ways suggested: 1. Interactive workshops - hands-on activities, group discussions 2. Case studies - providing real life situations and discussing on probable solutions 3. Shadowing - sometimes its ok to just observe and learn from others 4. Gamification - to incorporate content, quizzes to make learning fun and competitive

Learning styles and learning preferences are not going to achieve this. Think in terms of personalisation, accessibility and inclusion. What does this person need in this situation? Someone up against a deadline probably doesn’t want a course but a checklist or infographic could be perfect. Making content accessible could be as simple as making text slightly bigger, avoiding all caps and not using colour alone to convey meaning. Being inclusive could be avoiding stereotypes when describing people and respecting cultural differences. You will only discover what is really needed when you spend time talking with your learners.

Once needs have been accessed understanding the right way of conducting the training is important. You cannot include everything to conduct the training program, also one size doesn't fit all. Therefore carefully finding out the best training method such as online, in person or hybrid or extremely important.

Designing engaging content is important but delivery of content should be in plain simple vernacular language , eg In countries which have diverse language , the mother tongue delivery of content is important . It also improves in interactive training and feedback and scope of improvement is much better

When it comes to designing the #learningcontent, I love to see how the stand up comedians design their jokes. They design it in such a way that they design not just the content but also the “pauses”. They live with the audience and deliver with confidence. The laugh which they hear is the instant evaluation of their content. I feel we need to design in a such way taking audiences mind and matter.

Designing engaging content starts with combining theoretical knowledge with practical exercises. This enables the trainee(s) to solidify understanding and enhance skill application. All the while, maintaining the trainer active, and in a positive state of mind. On the other hand there is a consistent need for regularly reviewing- and updating- materials to ensure relevance, as well as to avoid outdated information.

The first content in any training programme should always be Motivation. People do not generally learn and retain new skills/ideas unless they feel there is a good personal reason to take the time and effort to assimilate them.

No one gets excited about going to a training for the sake of training. The learner should have a very precise understanding in their mind of WIIFM (what's in it for me) before even walking into the training room or starting on an online learning based mechanism. Designing engaging content will mean using clear, concise language, mixing it up with storytelling, interaction, videos, images and more. And last but not the least, remembering that we live in the TikTok age where the attention spans of humans have decreased quite a bit. Microlearning and contextual microlearning work best when it comes to presenting information so it's easily digestible.

Training models shouldn’t always be generic, instead there is a need to customize based on the participants to the training programme. Similarly the delivery of the specific tools needs diversification and incorporate as much as possible for an effective consignment. Workshops, short courses, refresher courses, seminars and from a workplace perspective it suppose to be as interactive as possible. To drive the point home, we need to ratify see if knowledge passed has been acquired, so assessments should be conducted to measure the level of acquisition. One crucial aspect of training delivery is relevance of the content. That should be convincing enough as it arouses interests in the participants.

You don't have to be a genius or an expert in a topic in order to be able to teach it. Don't be demotivated by the infamous 'imposter syndrome' that paralyzes many would be great teachers. The confidence in your teaching comes from a real desire to help educate others with the information you have on hand. Your audience is not expecting you to have all the answers. Their expectation is to get something out of the time that they are investing in the learning with you. As long as you can do Your best to transfer the knowledge you have on hand while projecting confidence to your audience, they will appreciate you for it.

Standing up in front of people and speaking can be nerve wracking in some instances but I would say and this is what I do before I train a group of people. I take a deep breath, I have my notes close to me, and I let my voice control the room. Speaking with confidence will make people believe you know what you are talking about. Learn the information that you need to discuss and make it fun for all participants.

A good tip for preparing questions is consider 2 or 3 that you know will come up and one that you hope doesn't. This enables you to better prepare and be confident in your delivery. If delivering online, this could also help create an FAQ document. Have a way of capturing any questions from learners that you either don't know the answer to or don't have time to get to - ensuring you follow up with your them asap after the training. Having a way of asking questions should also apply if the learning is online. (Eg through the LMS)

As trainer we should understand the team players strength and weakness before the method we prepare and deliver. At same time should know the current skill method.. always after do training pls get feedback who and how will get them done the task without or minimum supervision...

Training isn't just about teaching a task but understanding its significance and ensuring it's delivered effectively. When teams grasp the 'why' behind their tasks and are empowered to share their knowledge, they can navigate even the toughest storms.

When evaluating training, look beyond the surface. Quizzes and surveys are a start, but the real gold lies in observing changes in behavior and performance. Are they applying what they learned? Has their approach to challenges evolved? Don't just gather data, analyze it for actionable insights. This evaluation isn't just about assessing training; it's about fostering a culture of continuous learning and growth. Remember, a key indicator of successful training is when the learners transform into ambassadors of the concepts they've learned, applying and advocating them in their daily work. Celebrate successes, but also use these insights to refine your training approach, ensuring it remains dynamic and responsive to their evolving needs.

In addition to the mentioned evaluation methods, I'd like to highlight the importance of post-training surveys that ask employees about the applicability of what they've learned. These surveys can reveal whether the training is translating into actual on-the-job improvements. It's a crucial step to ensure that the time and resources invested in training are genuinely driving employee growth and benefiting the organization.

The best way to evaluate if what you taught really sunk in or not with your audience is to give them some open-ended scenarios so they can be creative with their thoughts and answers. The traditional multiple choice questions to evaluate knowledge is outdated. What that really evaluates is how good your memory is. Instead, the evaluation should focus on the real grasp of the topic that you were teaching. Not just the exact information that you imparted on them, but how they can they think on their feet when similar situations come up in their work or personal lives that are tangential to the topic you taught. In the AI powered info world that we live in now, creativity and problem solving is the real power that humans bring to the table.

Training objectives are measurable goals set for a training program. Writing clear and specific objectives are highly important in order to measure the desired outcomes. Trainees are more focused if they know from the beginning of the training, what is expected of them. Training objectives typically begin with an action verb. An action verb gives a concise description of the type of activity which the learner should be able to perform. Trainers should attempt to formulate their learning objectives according to Bloom’s taxonomy – having their instruction begin with developing knowledge and progressing to applying that knowledge after ensuring it has been understood. Training objectives helps trainers plan effectively.

There's not right answer to this questions as it depends mostly on the subject you are teaching. Sometimes it's more about a story, sometimes through video content, sometimes it's a practical exercise, and so on.

Encourage team members to share their expertise with each other. I implemented a peer learning programme where team members led sessions on their areas of expertise, fostering collaboration and knowledge sharing. Utilising peer learning ensures a diverse range of insights and strengthens team cohesion. Track training effectiveness and progress through assessments and feedback. I used pre- and post-training assessments to measure knowledge gains and gathered feedback through surveys to refine future sessions. Monitoring and measuring progress ensures that the training is effective and continuously improving.

Consider integrating post-training follow-up and reinforcement. This can include periodic quizzes or refresher sessions to ensure that the knowledge and skills acquired are retained and applied over time. Consistent reinforcement helps to solidify the learning and drive long-term results.

Assess the workflow. Learn how work gets done. Find out where people spend their time, what resources they use, what technology they have access to on the job, etc. Design performance solutions that fit this reality and address the problem with minimal, meaningful disruption to people’s work. Learning must be seen as part of the job, not a distraction from it. But it must be designed that way. Otherwise, we’re just getting in the way.

?? Often trainees have preconceived ideas about the utility of training. ?? It is one of the key reasons for a low Return on Investment(ROI) of training. Few ways to overcome this challenge?? ? Perception Management: Clarification of misaligned perceptions by Leaders & trainers at the beginning is critical for the success of training. ? Expectations Management: Understanding the expectations of the trainees is important. Explaining what can be achieved by training & what is out of the purview is a good practice. ? Learning Environment: Creating a stress-free environment that encourages free flow of ideas is conducive to training. It helps retention & ease of transfer of learning on the job.