How can you customize technical training to meet your audience's needs?

It important to recognize that people all learn differently and to offer training opportunities that align with their various learning styles. If we only focus on digital learning we do a disservice to those who may be kinesthetic learners. Likewise, the motivated learner may feel held back when engaged in in person instruction and may benefit more fully from self-paced learning. So, as instructional designers, we should offer learning in a variety of formats to ensure all are engaged.

The above sounds great, except that you often don’t get that meeting before training. You need to develop some resilience so you’re can adapt your style to your audience. Every college professor has to do this every class. It’s not just about defining what they need through an interview/survey, but learning to sense the needs of the audience.

Content can be trained on in person or digitally. If in person, the trainer should be knowledgeable in the material being trained. If there is prep time to get to know the audience, their goals, proficiency levels - take advantage of that. Ask to survey beforehand if possible. If not possible, in the room is the next best thing, but this requires a trainer to be a subject matter expert in order to adapt and ensure learning happens and sticks. Digitally can be harder because you have to better anticipate all the ways someone will interact with content. Simple goes a long way, but connect it to a story or a clear example that plays through with interaction/questions throughout. Explain why something is correct or incorrect.

One thing I have found useful in problem solving is identifying the key components in the problem statement and working on them to reach solutions. In this case the key components to work on are Customize, Audience and Needs. Based on the topic of the technical training (or for that matter any training), the possible list of needs under that topic can be identified. So if topics is AI what are the needs to be addressed under AI in general. Then understand the target audience - their level of experience in the topic, how they are likely to apply the learning to their job etc. And then Customize the content aligned to the audience needs analysis and methods, handouts that will create learning and engagement for the target audience.

Training needs Analysis (TNA) is to be performed before actually embarking on the design phase of a training program. TNA is just one of the 4 phases of the training cycle. The training cycle's last phase is training evaluation where the training program is evaluated against the Training Objectives defined during the TNA. One can say that " TNA IS THE SYSTEMATIC GATHERING OF DATA TO FIND OUT WHERE THERE ARE GAPS IN THE EXISTING SKILLS, KNOWLEDGE AND ATTITUDE OF EMPLOYEES " Here one needs to understand the audience and type of personalities attending the training so as the right Training Methods and resources are used and included during the Training Design and delivery phase.

In my experience, I prefer to call them learning outcomes. What do you want the students to learn from your teaching. I’ve even gotten to the point where I map my learning outcomes to the activities of the class so that students understand there is no busy work.

Begin with needs assessment & competency gap analysis (difference between expected and actual). This will help in understanding what type of curriculum to develop along with the challenges the participants face in their role. Diverse teaching methods must cater to diverse learning styles. Modules must be planned by taking SMEs (subject matter experts) and Instructional designers in the loop and there must be regular check-ins and feedback during this process. Learning transfer is crucial. Kirkpatrick and Philips’model of training evaluation (if it involves a lot of investment) can be used/ other assessment tools as well to check if the objectives were met or not. Managers must create an environment for reinforcing practical application.

Rick DeFour said it succinctly: what do we want people to know (content), how will we know they understand it (assessment) and what will we do if they don’t know it(continuous improvement)?

I share the objectives with the class and ask them how they think they can be achieved and start from there. We have to remember that the class will contain students no matter how old, will have experiences and knowledge that may support the pathway to achieving the goals and also empower the students to own their learning.

It doesn’t matter anyway if they do not understand the “Why” behind the objectives. Make the results circle back to the mission. Help define the roadmap to success not only for the organization but personalized for each individual.

If you want learners to develop skills, give them an opportunity to practice those skills and receive immediate feedback on their performance.

It's crucial to tailor our methods to suit the unique needs of our audience. In my experience, incorporating diverse approaches like simulations and case studies builds a more engaging learning environment. This not only keeps the team interested but also enhances the practical application of technical knowledge. Choosing the right medium is key, too. Whether it's through dynamic slides, interactive videos, or good old-fashioned handouts, finding that sweet spot keeps the learning experience fresh. As a leader, I've found that this personalized approach not only boosts team morale but also accelerates skill development. It's about creating a flexible learning environment that caters to everyone's preferences and schedules.

In general, “attendees” struggle to “attend” to lesson plans which present content in one direction (from teacher to learner) whereas “participants” are engaged by design.

In my experience, engaging your audiences with options to choose the best training modality for their needs provides the best overall organizational experiences. Great experiences lead to adoption of training, which is a huge problem in organizations today. Some would argue that too many options would create waste. I’d answer that a well managed program, offering multiple training venues resonates with individual employees, and delivers for the company. How’s your mandatory annual 50+slide deck on employee relations impacting your team’s readiness? Feel free to add and keep the discussion around workforce training opportunities going!

It is important to keep in mind the 70-20-10 learning metrology by acknowledging that 70% of the learning will happen on the job, 20% will be learning from others and a maximal of 10% from the training itself. For that reason, allow for a lot of application and a group reflection in the learning process.

Using analogies is very important for technical training. Today, anyone can go to ChatGPT, Bard, or Claude to find appropriate analogies. Simply ask the AI to explain X to a five-year-old using analogies related to cars, nature, etc. The AI can also help you chunk down the topic. Paste all the content. Then ask it to help you chunk the content by prioritizing what the learner must know first, second, third, etc. in order to learn the topic. AI may not be able to create ready-to-go content. However, it's very effective at organizing it.

As an educator, you have, well, the responsibility to educate. That means making sure the material is digestible. That should be what training and education are all about.

No matter how technical the subject is, the context needs to be set up at the beginning. People want to know 3 things in anything you are presenting. 1) What - What’s the topic about? 2) So What - Why does it matter and what’s the impact and value? 3) Now What - What’s the call to action?

Customizing technical training to suit your audience involves a few key strategies. First, understand your audience's existing knowledge and skill levels through assessments or surveys. Tailor the content's depth and complexity accordingly, ensuring it aligns with their expertise while still challenging them. Incorporate diverse learning methods, such as hands-on exercises, visual aids, or interactive sessions, to cater to different learning preferences. Also, consider the industry or specific roles of your audience; contextualize examples and case studies relevant to their field. Gather feedback post-training to continuously refine and adapt the content, ensuring it remains relevant and effective for your audience's evolving needs.

Speaking from experience, I always tell my trainers and trainees alike that the course at hand is simple when you make it relatable. Keep your materials and contents as simple as possible and always ensure each lesson has a visible goal in that case, the people are carried along and there is never a dull moment.

Constant feedback is essential to developing confidence and understanding. This is not just through assessment feedback but through classroom activities and discussions. Always allow students to recognise they are learning and developing their knowledge.

Apart from assessments, feedback provides insights into the work that has been done by a participant. Only through constructive and penetrating feedback can a person appreciate a different perspective from where they stand or interrogate what they have learnt / achievement of the intended outcome. It is also important to give kudos to great work and showing where it can be strengthened, if necessary both for the trainer and the trainee.

I would always construct my feedback before i proceed to share the same with my colleagues/direct reports. My approach would be note down the mistakes that i want to convey and how they can over come it rather than quoting - "You have to change this", which will leave the Individual in a dilemma. So writing down an example -> what went wrong -> How it can be improved -> Following up on the corrective action conveyed. Usually, feedback is considered to be something that is given only when you find out improvements to be made but feedback can be given even if some one has performed well which will boost their morale and do better.

Feedback and support are not necessarily simple matters. Before offering feedback and support, it is important to have reason to believe that we know enough about those we intend to give feedback and support. Are they introverts or extroverts for example? Would individual feedback be best, or would feedback in the group setting be best? Do they seem as though they prefer to work things out for themselves or do they seem as they they would prefer assistance? Good feedback and focused support may depend on our own abilities to gather intelligence, learn, and be open to being flexible in our approach. More than that, it is important to care.

La formation peut être une difficulté pour les apprenants qui doivent obtenir de nouvelles compétences. C'est d'autant plus vrai avec un contenu technique où bien souvent une réalisation est à produire. Le soutien à travers des encouragements est très important pour aider les apprenants à garder confiance. Tous commentaires doivent être positifs et vont pousser à l'amélioration et au dépassement des réalisations attendues.

I’ve found evaluating the outcome of your training is essential for the success of the program and for the future success of the student. Continuous validation during and post training with the student will ensure the materials are relevant and that the student has a full understanding of the training you have provided. If they walk away with questions or do not have a full understanding, then your materials or methods to deliver the training may need to be reevaluated.

Many major accreditation bodies call that closing the loop. It sounds kind of trite, but there is a direct line between learning outcomes, techniques, and measurement. At least there should be. Trainers/educators need to take on this responsibility, so that each time they present material, they do so slightly better.

You need to assess the training and trainer effectiveness through metrics based on the purpose of the training. Metrics will give insights into any proficiency gains following the training and identify any additional training required to develop skills further and improve productivity. Assessing the trainer(s) will assist in determining what skills they may need to develop or whether or not they are hired for future events. Keeping the metrics can assist in evaluating the return on investment and validate the value and effectiveness of the content.

La evaluación es un proceso continuo que se produce antes, durante y después de la formación, para analizar el logro de las competencias adquiridas, la satisfacción y la transferencia al puesto.

Evaluation for me is a key piece in any training. If we don't evaluate how do we know where and what we are doing well and not so well. The world of L&D is ever changing and the expectations of the workforce is evolving. If we evaluate and ensure we met our objectives we can future plan for the next block of training. It is important to evaluate all aspects so the learning facilitator can ensure the target audience needs are met and ensure that there aren't Any gaps in the training content and plan.

1. Identify participants current level of skills 2. Identify desired level of skills. 3. Develop engaging content to bridge the gap between the current level and the desired level of skills. Simple as that, works every single time.

Gamification and personalized learning are a few ways technical training can be made more engaging. Active learning versus passive learning and use cases/opportunities to quickly apply learning concepts connect to the foundations of adult learning theory which will likely lead to higher success outcomes and application of technical training.

Gamification! Fast-paced, add some very low stakes (just for fun) competition. Best if you can do in a group in person, but live online can work too. Audience interaction is HUGE! Sit and Get is draining.

Customizing technical training to meet your audience's needs can be achieved by integrating interactive and practical elements tailored to their skill levels and interests. Incorporating hands-on exercises, real-life case studies, and interactive Q&A sessions can make the training more relatable and engaging. Adjusting the pace of the training based on the audience’s familiarity with the subject ensures that everyone can follow along effectively. Additionally, using a variety of multimedia tools and techniques can cater to different learning styles, making the training more inclusive and effective.

Make it fun! Technical training doesn’t have to be boring! Use activities and experiences that being the concepts to life in an engaging way.