What are the best ways to determine which training delivery mode to use?

I have been in L&D all my life. Over the years, my understanding about Learning Objectives have evolved. Earlier I used to think, learning objective is to impress the client and the audience. No one really cares. So after designing the entire module, i would write it. Then I realised that when you start the design with a sharp learning objective, it is far more relevant & it helps you to focus on the topic that you would like to focus on. Ever since I came to the field of Facilitation, my insights have changed. Today I think of Learning Objective as the Focus Question that my participants would like answers to, what is the problem they want to solve. With this shift, the quality of my training design and delivery has undergone a sea change.

Select the training delivery mode post-performance management by assessing learning objectives, considering audience characteristics, and evaluating resource availability. Use a blended approach, gather participant feedback, and leverage technology to ensure effectiveness and efficiency. Consider content complexity, geographical spread, and cost-effectiveness to tailor the training to organizational needs.

To determine the ideal training delivery mode, assess audience preferences, content complexity, budget, accessibility, and technology infrastructure. For streamlined decision-making, one must analyze the gap, your participant's need, availability time, budget, urgency, and available resources. One must focus on long-term goals during the analysis, keeping the organisational values in mind.

It’s all about LEARNERs. L – Learning objectives, For an action-oriented performance objectives, ILT is suitable. E – Engagement, type of engagement activities will help between ILT or e-learning. A – Availability of time. A critical factor in deciding training mode. R – Resources, specifically budget would be an important factor. N – Nature of content, ILT for skill-based programs, e-learning for theory-based programs. E – Evaluation & feedback, ILT if real time evaluation on demonstrations and e-learning for a follow-up activity. R – Repetitive efforts, ILT for one time workshop however for repetitive sessions, e-learning is better. Remember, LEARNERs are VVIP. Decide the training mode keeping them in mind always.

Try to avoid the knee jerk reaction to create more learning. Complete a needs analysis to understand if you need new learning or more coaching. I like to do a quick one to start: Task Organization People What is the task that needs fixing How will it impact the organization Who are the people involved. If needed you can do a deeper dive but very often it will be a good indicator of what you will need to accomplish.

Some learners react better to in-person training Others respond well to more remote methods. Your job is to understand your audience and determine the best method for them.

Ah, o desafio de ensinar adultos - é como ser chef em um restaurante super exigente! Conhecer as características dos alunos é essencial. Alguns preferem a liberdade do buffet online, onde escolhem o que querem aprender e quando querem aprender. Outros, no entanto, precisam do calor humano de um instrutor ao vivo, como um garçom que sugere o prato do dia. Temos os autodirigidos, que são como clientes que sabem exatamente o que querem no menu, e os que precisam de um empurrãozinho, como aqueles que perguntam ao garçom: "O que você recomenda?". E claro, há os gourmets da aprendizagem, prontos para saborear os pratos mais sofisticados, e os novatos, que talvez precisem começar com o básico.

In my experience, it's essential to establish clear evaluation criteria to measure its impact on learners and the organization. -Productivity Metrics: Assess any changes in productivity or efficiency linked to the training program. -Quality Improvement: Measure improvements in the quality of work produced by participants.

Avaliar um programa de treinamento é como ser jurado em um show de talentos. Use critérios quantitativos (números não mentem!) para julgar eficiência e resultados. Mas não se esqueça dos qualitativos - o feedback é a voz do povo. E misture tudo para um panorama completo. Escolher o modo de entrega certo? Não é receita de bolo, é arte culinária, misturando ciência e sabor para agradar a todos! #AvaliaçãoDeTreinamento #CiênciaEDança #GestãoEfetiva

Learning within a Firm has changed significantly in all its dimensions. In our experience the Facilitator needs to step back and look at the process in its totality. The 50/30/20 rule. The role of group & social learning. Short sharp modules spread over many months with action planning built in. The involvement of the manager in the learning process. Using assessment at periodic intervals to prod the learning process. This world has changed much and the Facilitator has to be in synch with so much else when planning a learning intervention.

Choosing the right training delivery mode involves considering factors such as content complexity, learning objectives, audience characteristics, resource availability, time constraints, interactivity requirements, performance support, feedback and assessment needs, technology considerations, and organizational culture. Assessing these aspects helps in selecting the most effective mode, whether it's instructor-led training, e-learning, virtual sessions, or other methods, ensuring a tailored and impactful learning experience.

Be sure to include leadership in your training program! Nothing can derail a great program faster than the lack of support from leadership. Think budget. Easy places to cut costs are people and programs, especially when there is a lack of understanding of the program and the people who are responsible for its implementation. Many people see training as a "necessary evil." Include upper management and gain support.

Determining the best delivery mode depends on various factors such as the content's complexity, audience preferences, available resources, and learning objectives. Some effective ways to decide include considering the content type (visual, textual), audience demographics, technological capabilities, budget, and assessing the nature of the subject matter (interactive, theoretical, practical). Conducting surveys or feedback from the audience and pilot testing different delivery modes can also help determine the most suitable mode for delivery.

Organization and business process characteristic should be consider to determine training mode to deliver For example: for company with has a 24 hours activites or all day shifting, the training mode should consider time schedule, is it in the morning, afternoon or night Another example: For IT or high tech organization, which majority workers with high skill, what kind training program shoud be given to increase performance