𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 – 𝑱𝒐𝒖𝒓𝒏𝒆𝒚 𝒇𝒓𝒐𝒎 𝒏𝒆𝒆𝒅𝒔 𝒂𝒔𝒔𝒆𝒔𝒔𝒎𝒆𝒏𝒕 𝒕𝒐 𝒊𝒎𝒑𝒂𝒄𝒕 𝒆𝒗𝒂𝒍𝒖𝒂𝒕𝒊𝒐𝒏

Continuing from last week in this journey of #Training, so far we have travelled from ‘assessing the training needs’ to ‘facilitating the learning’. Now, let’s look at various approaches to training.

~ 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐛𝐲 𝐞𝐱𝐩𝐨𝐬𝐮𝐫𝐞 𝐚𝐩𝐩𝐫𝐨𝐚𝐜𝐡 – The other day we asked our younger son (9 years) to go to the bank across the road and deposit a cheque. No instruction or information given… he had an option to ask questions to people in the bank. As it was his first time, he fumbled a little in the beginning but could do it with some help from the help desk of the bank.
We all do it or have experienced it right from childhood to our jobs. We learn by experience.
~ 𝐓𝐡𝐞 ‘𝐄𝐝𝐮𝐜𝐚𝐭𝐢𝐨𝐧𝐚𝐥’ 𝐚𝐩𝐩𝐫𝐨𝐚𝐜𝐡 – This one is more conceptual than application-oriented. Schools and colleges largely administer this one. However, even these institutions are changing their approaches to make it work / practical specific or even tailor-made.
~ 𝐓𝐡𝐞 ‘𝐏𝐫𝐨𝐛𝐥𝐞𝐦-𝐜𝐞𝐧𝐭𝐞𝐫𝐞𝐝’ 𝐚𝐩𝐩𝐫𝐨𝐚𝐜𝐡 – The learning needs are determined by the operational problems of individuals or groups in organizations. By serving real work problems, it produces results quickly.
~ 𝐓𝐡𝐞 ‘𝐂𝐨𝐦𝐩𝐞𝐭𝐞𝐧𝐜𝐞𝐬’ 𝐚𝐩𝐩𝐫𝐨𝐚𝐜𝐡 – The focus here is on outcomes & not learning method. With the set standards, how the learner becomes competent is left to the learner and trainer.

There are other approaches as well. Some focus on analyses, some on systems and some on training procedures. A fair understanding of these approaches help,

~ 𝐓𝐨 𝐇𝐑 𝐝𝐞𝐩𝐚𝐫𝐭𝐦𝐞𝐧𝐭𝐬 – Knowing the nerve of the organization & employees and also the training goals, wise selection of training approach ensures meeting the desired goals.
~ 𝐓𝐨 𝐎𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐬 – These approaches contribute largely in training audits. In order to make the training process effective, successful and impactful, the approach needs to be well-thought of.
~ 𝐓𝐨 𝐓𝐫𝐚𝐢𝐧𝐞𝐫 / 𝐃𝐞𝐬𝐢𝐠𝐧𝐞𝐫 – The methods, learning aids and content – everything revolves around the approach. Clarity on approach makes the trainer’s job smoother.
~ 𝐓𝐨 𝐓𝐫𝐚𝐢𝐧𝐞𝐞𝐬 – The approach needs to be in sync with learning patterns and styles of trainees. Though there is a variety of them but maintaining their motivation levels, interest levels and making the learning a joyful activity, this understanding is necessary.

Have you explored any other approaches to training? Please do share in comments…

Till then do reach out to Synergeze Consultants Private Limited for all your corporate training needs around people & process alignment, behavioral skills and efficiency enhancement.