Is In-Person Training Dead?

Recently, I had a conversation with a non-L&D manager about in-person training. Her company doesn't offer it anymore and she doesn't love learning only through webinars, virtual instructor-led sessions, and self-directed activities. Yes, she is a social person and misses face-to-face interaction, but it's more than that. She admitted that she doesn't prioritize online learning and, when she does attend, she is more likely to multi-task and miss the content.

Can you relate? Can your learners?

It wasn't long ago when in-person training was our only option and yes, it was tough for managers to participate then as well. Taking the time away from daily duties and production metrics is never easy, but when we are in-person the pull to multi-task is much weaker. It's easier to ignore the IM chats and emails when you aren't staring at the device where they pop-up and interrupt.

I know my friend isn't alone in her frustration to navigate the new world of remote training.

Of course, there are some organizations where in-person training is alive and well. But for so many who are now globally dispersed and/or working remotely, in-person has all but disappeared. Has the pendulum swung too far in the other direction?

THE WORLD FORCES A CHANGE

Lockdowns showed us that many more roles and functions could work remotely than we previously believed. This included the delivery of learning experiences. Companies learned they could hire people across the globe for roles we previously thought needed to be in the same physical location. It allows for greater access to the best talent. However, getting a group together in one room is now a bit more complicated and much more expensive.

Because virtual learning was the only option and L&D, as a profession, is creative and resilient, we figured out how to provide remote experiences. We learned a lot about what worked and didn't and we came out of the pandemic with some pretty awesome alternatives to the traditional in-person workshop (yes, you can pat yourself on the back here).

Our organizations then normalized virtual or self-directed learning as a viable answer to their learning needs. It is cheaper, especially with the travel costs mentioned above, and it can be quicker. For example, L&D learned that a 4-hour in-person workshop doesn't translate to a 4-hour virtual workshop. In a time where efficiency is under a microscope and doing more with less is desired, it makes sense. But did we kill in-person learning with our success?

OUR NEW OPPORTUNITY: A BIGGER TOOLBOX

The answer to this dilemma isn't binary. We should not be thinking about learning as either 1). In-person or 2). Online/virtual. Instead, we should be thinking about in-person experiences as one tool in our toolbox. Each tool should be used when appropriate for the learner, the business, and the desired outcome.

Now is our time. We have the opportunity to show the world how we maximize every modality in our toolbox.

When circumstances require us to create a new learning experience or update an existing experience, we must study our entire toolbox for the best solution. Then, proceed with the following:

1). Maximize each modality. The choice to use one modality over another should be strategic, intentional, and designed to get the most out of the experience. Choose an in-person modality solely when it includes experiences that can only be had in-person. If you plan to stand in front of a room and read bullets from a Power Point, it isn't worth the cost of getting the group together. Use in-person for interaction and collaboration when those strategies will lead to quicker, more effective learning, and forward momentum. Consider all modalities through the lens of "maximizing" time, cost, and learning outcomes.

2). Design a "cluster" instead of a one-and-done event. Very little of what we learn takes place in a single time frame with a single modality. One-and-done events, whether in-person or virtual, generally aren't worth the cost as the long-term learning impact is minimal (cue the Ebbinghaus Forgetting Curve). Instead, design a "cluster" of learning assets offered in a variety of modalities. This allows you to maximize the use of each type of learning asset and also enhance retention and transfer. An in-person event may be part of the cluster, but it is only one part of the solution. For more on Learning Cluster Design visit https://learningclusterdesign.com/

In-person learning is not dead, but we do need to think critically about the best time and place to utilize it for the learner, the business, and the desired outcomes. But then again, I would argue we should do that with every modality.