Any training program’s success or failure depends entirely on how it is delivered. Training delivery methods significantly influence an organization’s training goals and learning outcomes; this is why choosing the right method for a training program delivery is essential. Learning and development (L&D) leaders call the delivery method as a learning/training modality.
Learning modalities were not always in the vocabulary of L&D leaders. Corporate training was all about designing an engaging classroom experience, facilitating it with enthusiasm, and following up with providing manuals and job aids at the end.
The post-pandemic world has other expectations from the L&D leaders, with learning or training modalities as their lexicon. Today most L&D leaders are using diverse training delivery methods to disseminate training across the organization.
Before choosing a training delivery modality for an organization, it has been recommended to ask the following questions to get the best fit.
- What business and performance results does an organization want to achieve in the long run?
- How much is the training budget?
- Who is the target audience, and how will they consume training?
- What type of training material will educate learners the most effectively?
The answers to the questions above will chalk out a basic skeleton in front of the L&D leaders when selecting the right modality for their training programs. In addition, rolling out a survey form to ask learners about their learning preferences could help make the decision that aligns with their learners’ needs.
Corporate Training Modalities Every L&D Leader Can Vouch For
L&D Leaders may use several innovative training delivery methods for their corporate training program.
In-person Training Delivery Methods
When a new or existing employee wants to learn a new skill, one effective way is through on-the-job training, also known as work shadowing or job imitation.
Face-to-Face training is the traditional teaching approach, in which learners are required to attend sessions at scheduled intervals physically. This is an approach that has been used successfully for a long time.
Mentorship and Coaching
An alternative to traditional training in an organizational environment is mentorship and coaching. A senior employee or a person in a leadership position provides support and guidance to employees to develop soft and role-related skills and identify areas for growth.
Online Training Delivery Methods
Virtual classrooms or virtual instructor-led training (VILT) programs simulate the classroom training experience in a virtual environment. The trainers and learners are in different locations, and training is delivered through a video call. VILT has been present for years, but its usage has increased due to working from home.
Mobile learning or m-Learning provides flexibility in which a learner can access the training anytime, anywhere, and on any device. An internet connection with a good signal is all needed for this training approach to work. The training content is delivered in bite-sized modules, social learning, how-to videos, podcasts, and other engaging formats.
With slideshows, games, voiceover, or prerecorded videos that learners go through, eLearning is one of the most often used delivery methods for training. Quizzes and scenario-based exercises are also added to make a learner fully involved in the process and track the training progress. Learners have more control over their own pace of learning thanks to e-learning.
According to a report by the Chartered Institute of Personnel and Development (CIPD), there has been an increase in the number of organizations using digital learning tools during the past two to three years.1
Blended learning is the best for organizations looking to address their complex learning objectives and diverse training needs. Also known as the flipped classroom or hybrid learning, it combines face-to-face and online learning experiences. The learners can enjoy the beauty of both the training methodologies with blended learning.
L&D experts frequently assess delivery strategies in light of the organization’s overall learning objectives. The majority employ several delivery techniques as a single modality cannot effectively handle all tasks. A few recommendations have been listed to find the best for the organization.
Are you trying to figure out which training methods or modalities to use in your learning and development strategy?
Infopro Learning is dedicated to enhancing training effectiveness, lowering costs, and accelerating business outcomes for our clients. Our training delivery services are designed to reduce the efforts of in-house L&D teams while increasing agility and decreasing the total cost of the engagement.