#6 Lesson: Top-down training is so 1990s

Sometimes it is hard to watch from the sidelines when organizations are making their courses. Still, many people think that learning will happen if the trainer just shows enough amount of material, and after watching that material people will automatically “get it”.

If someone gives me that advice, I know for a fact that this trainer has never held a training session for the sales department. That is because sales reps are quite known for zoning out if they are not engaged and do not understand the meaning of the course.

Top-down learning programs are based on the idea that the trainer is the primary source of knowledge, and the students are passive recipients. The trainer delivers courses and expects the students to take notes, memorize the information, and regurgitate it during exams if there is any. However, this method of learning is not effective in today's world.

I conclude with three different points that make my point clear:

Firstly, top-down learning programs do not cater to the diverse learning styles of students. Every student has a unique way of learning, and top-down learning programs fail to recognize this. While some students may learn well through lectures, others may prefer hands-on activities, group discussions, or visual aids. Without catering to the individual needs of students, top-down learning programs can lead to disengagement, boredom, and poor academic performance.

Secondly, top-down learning programs do not promote critical thinking skills. In traditional classroom settings, the emphasis is on memorizing information and reproducing it during exams. However, this approach does not encourage students to think critically, analyze information, or ask questions. In today's world, where critical thinking skills are essential for success, top-down learning programs fall short.

Finally, top-down learning programs do not prepare students for the future. With the rise of automation and artificial intelligence, you should focus more on thinking rather than memorizing everything. To succeed in the future, students need to develop skills such as adaptability, creativity, and problem-solving. These skills cannot be learned through top-down learning programs, which emphasize rote memorization and passive learning.

So, you can do an internal onboarding, customer training, or safety training course, but the basic principle is simple: Allow learners to communicate with you and their peers, make courses that have been planned from the learner’s perspective, and let them share their knowledge. It is all about the learning outcome, not the who is the administrator of the course.

That day, when you are not doing the courses, but the different learners are creating courses for you, you’ve reached your goal as a trainer.

Aino shares an idea for having a workshop in your company.

Watch the full video here, where Aino shows how she did it. Here is also a short recap:

1.??????Have a proper description that what the course is all about

2.??????Make pre-workshop material so the participants are ready for the workshop.

3.??????Have the workshop. Spiced it up with icebreakers and team exercises.

4.??????At the end, have concrete things that you can get from the workshop and collect feedback

Also, if you are interested in about workshop we will suggest watching “What a Workshop is” and "How To Facilitate Your First Workshop". Those are engaging and easy videos, which are taking your workshop to the next level.?