As we are entering into a new year, I thought of having quick review of the most appreciated blogs in the year 2009. The list represents some of the most interesting and active learning topics.

Training Needs Analysis: To Skip or Not to Skip is the Question

Usually, training needs are identified during an annual performance appraisal done by HRD. These needs are handed over to corporate training to initiate involvement to address them. The needs are classified and collated; training calendars drawn; training budgets projected and so on. Most line managers want the training to be delivered yesterday! There is always a dearth of time, resources and money, which makes us think twice before we jump into a full-fledged analysis. So, the question is when can we skip and when can we not?

How can you learn, unlearn and relearn?

There is so much we unlearn without much effort. Knowledge not often revised, skills not regularly practiced and beliefs shattered by contradictory experience are all day-to-day examples of unlearning. But what about a situation where person’s knowledge, skills and beliefs serve him well and is therefore reinforced? How can he unlearn them in the face of a superior learning, which will serve him better?

Singular delivery environment for instruction (i.e. class-room only) versus a blended delivery instructional environment – when to use them?

In today’s technology and availability of multiple delivery media days, we are tempted to use a blended approach (more than one medium of delivery) to deliver training. In corporate training, many a times, singular delivery method is enough to do the job. Before we zero down on the criteria for selecting a delivery environment, let us know more about the typical singular and blended learning environments.

Sage on the Stage or Guide on the Side?

A leader motivates, envisions, inspires, communicates, cajoles, reprimands… so does a teacher. A leader is driven by his ego. Who among us can deny the thrill of self-gratification when we stand in front of a group and lead them? So, why belittle the ‘sage’ in us? On the other hand, how much of empathy does trainer need to relate to his flock? Does being a ‘guide by the side’ depend upon the kind of learners, the trainer is dealing with? Or are we just donning the role of ‘guide’ only to mollify the egos of learners? What exactly we mean by ‘facilitating’ learning?

Learning Styles and Instructional Design: Do they go hand in hand?

Kolb’s learning theory introduces us to four distinct learning styles (or preferences), which are based on a four-stage learning cycle – learning by feeling, watching, thinking and doing. My question is how practicable or feasible it is to try and accommodate various learning styles while designing a course, be it classroom or online?

How much of ‘Entertaining’ is advisable in Training?

We know the humor is an extremely powerful force, sometimes even life saving (Anatomy of an Illness, Norman Cousins).We tend to agree with Elliott Massie when he says that every great classroom-based class that he had attended contained humor and laughter. Off hand, we agree that positive humor will help establish a climate conducive to learning, reduce stress, aids retention of information, breaks down barriers between facilitators and learners, and foster cohesiveness. But the question is how?

Sales Training in a Classroom or Online?

Sales Training can comprise product knowledge, sales procedures & reports and selling skills. We have been developing sales training courses for automobile major in Europe, with market presence in Europe and Asia. During the development, we realized that this client company is using a blended approach by addressing certain aspects of training via online delivery and certain others in the classroom. What do you think? Is eLearning or online mode of delivery suitable for selling skills training?

Software Product Simulation – Captivate or Flash?

Software product training using authoring tools like Captivate or Adobe Flash is an effective mode of eLearning. Screenshots of the software acts as a raw content for developing an online course. The learner is taught on how to use the software by creating a simulated environment. The effectiveness of learning can be enhanced by using audio. Both Captivate and Flash can impart training. Let’s see, which one is more suitable.

What Are The Real Elearning Standards?

In the eLearning field, we usually come across SCORM/AICC as the standards to which the courseware should adhere to. But how far are these standards learner-centric? Are these standards impeding learning?

How to market social media as a learning tool?

How do we ‘market’ the use of social media as a new tool or avatar of learning? First, are we sold on it? Many of us have mixed experiences and opinions about using social media in an organizational setting to learn and improve workplace performance. I think I find blogging and LinkedIn more useful than Face book or Twitter. I am sure many of you have opposing views.

Wishing all a Happy, Prosperous and Peaceful New Year!

RK Prasad

CEO

In today’s technology and availability of multiple delivery media days, we are tempted to use a blended approach (more than one medium of delivery) to deliver training. In corporate training, many a times, singular delivery method is enough to do the job.

Before we zero down on the criteria for selecting a delivery environment, let us know more about the typical singular and blended learning environments. Some examples of instruction delivery environments are:

Examples of Singular Delivery Environment

• Face-to-Face (FTF) classroom (with or without audiovisual media)
• Distance Learning
• Action Learning
• Independent self study

Examples of Blended (Hybrid) Environment

• FTF classroom with web-based team projects, or game simulations
• Satellite video conferences followed by small group discussions at remote sites

The main criteria for deciding between a singular and a blended approach are:

1. Complexity of the task at hand
2. Desired Learning outcomes

If the task is fairly simple and the desired outcome is to know or understand (cognitive), a singular learning environment is enough. For example a Logistics Officer in the Armed Forces needs to understand logistics processes probably for that classroom training would suffice.

On the other hand, if the task to be accomplished is complicated and involves multiple domains, a blended approach is recommended. For example, continuing with the Armed Forces setting, let’s take combat capability such as using heavy artillery. I suppose it would start with classroom instruction, move on to game simulations, field operations and back to classroom for some kind of debriefing.

If there is a need to analyze, synthesize and evaluate (Bloom’s Taxonomy), a heavy artillery soldier in a life threatening situation must be able to apply his knowledge to operate the tank, must be able to analyze conditions to determine what action(s) to take, must be able to synthesize operational information with environmental conditions, must be able to evaluate overall situation given full scenario that includes receiving instructions from higher commands, working jointly with other soldiers in immediate environment, working with soldiers in other heavy artillery of same and different make-up i.e. ground (tank) versus air, and/or light artillery, evaluate threat levels, make decisions of when to fire etc (critical incident). And if he is a good leader (affective), he must have higher level knowledge skills (cognitive) and must be able to engage in physical combat (psychomotor), and then I think a blended approach is warranted and justified.

The example may look a little extreme for a corporate training challenge but certainly not incomparable to certain higher level organizational responsibilities.

Thank you for reading my blog. I welcome your comments and opinions.

RK Prasad

CEO

I have posted the discussion question, “Which is better for Sales Training? Classroom or Online?” in LinkedIn groups earlier this week. There were more than 100 responses. I thought the combined wisdom of 100 of us should be shared.

To give you an idea of who responded, there were learning consultants, training managers, corporate trainers, directors, instructional designers, business analysts, product managers, software developers, training leaders and strategists, computer specialists, training & education executives, eLearning managers, instructors, marketing managers, writers, authors, speakers…

…from industries such as Information Technology and Services, Oil and Gas, eLearning, Training, Education, Communication, Government, Pharmaceutical, Media, Banking, Internet, Retail, Machinery, Arts & Craft and so on.

Here is a snapshot of the responses:

Each response was great, reflecting the unique expertise of the respondent and his/ her willingness to share it.

Here are some ( according to me ) relatively more detailed/ incisive/ educative responses in verbatim:

In favor of Blended Approach:

• The answer to that depends on the size, nature, and distribution of the sales force. If it is large, turns over rapidly, and is geographically disperse, then getting people together for leader-led training is cost prohibitive. The best program to have is a combination of leader-led, online, and performance support tools. The proper utilization of leader-led training, where the leader is more of a facilitator as opposed to a trainer, can and does result in improved job performance though.

• The US Dept of Education recently released a report which showed some interested findings related to just this subject. They found that the best results came from a blended approach which involved both online and class-room, instructor-led scenarios. They also found that online learning proved to have better results than just class-room learning. Address more of this report at http://www.ed.gov/rschstat/eval/tech/evidence-based-practices/finalreport.pdf

• From my experience a combination of both online/audio in the car and classroom works really well. I use online/audio in the car to teach the theory and then reinforce and integrate it in classroom by doing exercises that apply it to their job and give them experiences. I have then set it up with their managers to provide ongoing reinforcement of the new behaviors being trained.

In favor of Classroom Training:

• I used to deliver sales training in a classroom which included making live sales calls in a “virtual office” environment. Although most trainees were apprehensive, being in a group environment helped them to develop and learn from each other. It is essential get sales people out of their comfort zone to ensure they develop and you cannot really do this online.
• I have taught sales for years, and taken many sales courses myself. I firmly believe the classroom/one on one is THE best way to go. Online is fine for the basics, but nothing can beat the classroom/one on one to produce a successful salesperson. Personalize the sales process, with the basics kept in view, and the sales person and company succeed. Sales is not a cookie cutter venture, but needs to draw and amplify the salespersons own character.

• I think that training sales should be done better in a classroom. This give an opportunity to some employees to ask any question they have. Also they can get better understanding on processes and procedures.

• Classroom training (with role plays as the major component) is far superior to online training. Selling is about communicating effectively. In order to learn effective communication skills, you need to be face-to-face.

• Classroom training is the best and will always be the best. The clients will learn and retain the most with a live person physically in front of them.

In favor of Online Training:

• All depends on the intensity and subject matter. Virtual classroom training can be very effective. Allowing people to ask real time questions and get answers. Independent (on demand) training can also very effective, Training at sales kick-offs for the introduction of new products, major announcements, etc….

• Online shall be preferred and it should be treated as case study example.
  

• Online training is great! Makes distance shorter, less time pressure…great for IT training, software implementation, procedures, accountancy.

• We just delivered technical training for learners around the world successfully for a very large financial institution. ILO is definitely one of the major waves of the future for learning. It’s been a mainstay for us for over 7 years as the right investments in infrastructure and workflow is KEY.

What do you think? Thank you for reading my blog and I welcome your comments and sharing of experiences.

RK Prasad

CEO