Recently updated on October 30th, 2024
What’s the most effective training delivery method for your business? The answer is ‘it depends’, and there are a lot of factors that go into determining the methods you should prioritize.
Including:
- What training do you currently deliver and in what format? For example, in-person, online, eLearning courses, or blended learning.
- What are the learning objectives of your participants, and how do they learn best?
- Are you looking to grow your training business?
- Are you satisfied with the current state of your training business, or are you seeking to enhance engagement and improve learning outcomes for your participants?
To help you choose appropriate training delivery methods and provide ideas about the different training methods available, we’ve taken an in-depth look at some popular training methods businesses are using today and real-world examples you can learn from.
What is a training delivery method?
First things first, it’s important to establish a simple, working definition of what a training delivery method is, so that we’re clear throughout the article on what we mean when we refer to it.
Training delivery method = a way of delivering learning, or knowledge to learners.
Most training methods you encounter can be categorized as synchronous, asynchronous, or blended/hybrid. Many methods also fall into both synchronous and asynchronous categories.
These terms can be defined as:
- Synchronous learning – training/learning that happens in real time, for example, on-the-job training and classroom-based learning. Coaching is another example. Synchronous learning can take place in person or virtually.
- Asynchronous learning: – training/learning that is self-paced, for example, purchasing a course on Udemy and working through it at your own pace.
- Blended/hybrid learning – a mixture of the two approaches, for example, a course that combines live sessions taught by an instructor with self-paced eLearning modules.
Common training delivery methods for you to consider
There’s no one ‘best’ training delivery method, and chances are you already use a few of the ones we’ll discuss here. The aim of this list is to provide you with some points to keep in mind if you’re looking for new types of training to try out.
1. Classroom training
Arguably the most traditional of all training or learning methods, live classroom training occurs when an instructor and students interact in a physical or virtual classroom setting in real time. The instructor delivers the course content, facilitates discussions, and provides feedback to students.
Example of classroom based training
The example of classroom based training below is the International TEFL academy, who run in-person and virtual TEFL (Teach English as a Foreign Language) and TESOL (Teach English to Speakers of Other Languages) certification courses.
Their classroom based sessions are hosted in different cities across the globe, and many graduates from their courses then go onto land job placements through the company.
Pros of classroom training
Direct interaction
The instructor and their learners can engage with one another in real time. Students can also help each other with the content they are learning.
Immediate feedback
Learners can receive immediate feedback from an instructor on any questions or queries they have about the content they are learning.
Group dynamics
Classroom-based training promotes collaborative learning among students. If a student gets stuck or needs clarification, they can ask a fellow student for help. Students can also work together on topics and assist one another.
Structured learning environment
A classroom setting provides a dedicated time and place for focused learning. It can be easy to get distracted when taking a self-paced course or to think to yourself, “I’ll do this later.”
Motivation and social benefits
Humans are social creatures, and learning alongside others can help learners stay motivated and engaged with what they’re being taught. The social nature of learning with others can also help with students staying motivated and committed to a course or training program.
Cons of classroom training
Higher costs
Classroom training can include practical exercises and demonstrations, which are particularly important for engaging different learning styles. For example, many of us are able to retain information more effectively when someone demonstrates how to do it, rather than trying to learn from a textbook.
Less flexibility
Classroom training, both physical and in person has a fixed time it takes place. This can limit accessibility for some participants
Scalability issues
Classroom training can be difficult to scale up effectively. Typically you need to hire more staff, and invest in resources to scale e.g. technology.
Case Study
Discover how International TEFL Academy increased revenue by +340% with Arlo and Salesforce.
2. Webinars
Webinars are live, web-based seminars that allow trainers to deliver presentations, interact with participants through Q&A sessions, and utilize multimedia tools. Participants can join from anywhere, making webinars an excellent delivery method for businesses that wish to retain the positive aspects of instructor-led training while reaching a broader audience.
Often webinars are recorded and sent to participants after. They can also be packaged up and sold individually or as part of a wider course – a good commercial opportunity for training providers to take note of.
Example of a webinar
The example you can see here features a series of webinars offered by communication skills training company Communispond. It shows that webinars don’t just need to be offered as single events. You can package entire courses and deliver them through platforms like Zoom, retaining the benefit of an instructor or facilitator leading the sessions.
Pros of webinars
Wide reach and convenience
Webinars provide training providers with opportunities to engage a large audience from diverse locations simultaneously.
Cost-effective
Webinars eliminate many of the costs associated with physical training sessions. Typically, all you need to get started is a robust webinar platform like Zoom and a group of participants.
Recording capabilities and on-demands replays
Sessions can be recorded and reused or accessed later by learners. This makes it easy for them to recap on what they’ve learnt and go other the webinar again in their own time.
Provides commercial opportunities
Webinars are easy to record and package up to be sold to other learners who either hadn’t been aware of the original webinar or couldn’t make it. You can also look at adapting other training courses you currently have and putting them into a webinar format that you can sell.
Interactive tools to improve engagement
Webinar platforms have features like polls, chats, Q&A and gamification elements to help make your training more engaging and fun for learners.
Cons of webinars:
Reduced interaction
Like any virtual training, webinars are less personal than face-to-face training, which can affect engagement.
Technical issues
An oldie but a goldie – we’ve all probably experienced webinar being affected by a tech issue.
Can be tricky to measure engagement and distraction
It can be tricky for an instructor to measure how engaged their learners are during a webinar. Learners can also be distracted by their environment.
3. Instructor-led training
Instructor-led training can be defined as any type of training sessions led by an instructor. It involves direct interaction between the instructor and participants, often incorporating physical classes, lectures, discussions, and hands-on activities.
Example of instructor-led training
The example here is of a wilderness first responder course offered by Raven RSM, a Canadian rescue, medical, and safety training company. It’s a good example of how any form of training that involves real-life practical skills relies on expert tuition and instruction for effective delivery.
Pros of instructor-led training
Provides direct interaction between instructor and learner
ILT gives learners direct and immediate interaction to a qualified instructor. This can give learners invaluable real-time feedback, the opportunity to clarify parts of the training they’re unsure about, and deep expert insights.
ILT is highly adaptable
Instructors can adjust the pace and focus of the training based on the audience’s understanding and response. It’s also a training format that can be used to deliver training on virtually any topic where professional expertise is required.
Can be highly engaging
ILT can provide high levels of engagement through live discussions, questions, and interpersonal connections. This is particularly true if the training is delivered by an engaging instructor, who knows how to design and deliver engaging instructor-led sessions.
Can suit different learning styles
ILT, particularly when its classroom based combines verbal instruction, visual aids, and practical activities to cater to various learning styles. It’s also a format that gives instructors the chance to set up personalized learning journeys for their participants, particularly if the size of the group they are instructing is small.
Cons of instructor-led training
Can be more expensive than forms of virtual training
ITL can be more expensive than other methods due to the need for a physical venue, travel, materials, and possibly accommodation.
Can be less flexible
Requires all participants to be available at the same time and place, which can sometimes be challenging logistically.
Scalability issues
ILT can be difficult to scale up to a larger audience, businesses that do scale successfully usually have a training management system in place.
Varied instructor quality
The effectiveness of ILT largely depends on the instructor’s skills and ability to engage their participants.
4. Virtual-instructor led training (VILT)
Similar to ILT but conducted online, VILT refers to instructor-led forms of training carried through web conferencing tools and virtual platforms. VILT allows for real-time interaction and immediate feedback, similar to traditional ILT sessions.
Example of virtual instructor-led training
You can see below live online courses offered by the Independent Contractors and Business Association, based in Canada. On the course overview page, they’ve listed the course instructor. Those interested in learning more can click on the instructors name to be brought to a page that gives more information about them.
Additionally, the provider offers the option to deliver the course in-house for potential customers who prefer in-person training.
Pros of virtual instructor-led training
Increased reach
Unlike traditional physical instructor-led training, virtual instructor-led training means a training provider can still retain the benefits of ILT but can increase the number of participants to whom they deliver it.
Can be more resource efficient and cheaper
It goes without saying that virtual training reduces costs related to travel, venue, and printed materials. You’ll still need to factor in costs related to technology and marketing your course.
Add flexibility to your business
Like webinars (which can be a form of VILT) VILT sessions can be recorded, replayed and also re-sold, giving you more opportunities to reach more participants and increase revenue. You can also look at adapting any successful ILT training programs that you run into a virtual format.
Cons of virtual-instructor led training
Reduced personal connection
Like any form of virtual training, virtual-instructor led training can lack the personal touch and connection of face-to-face interactions. But, you do still retain the role of the instructor, so VILT is still generally more engaging than other forms of eLearning, and self-paced learning.
Limited hands-on learning
Of course, VILT isn’t ideal for subjects that require physical interaction or demonstration, so whether you can implement VILT will depend on whether you can teach or instruct your subject matter virtually.
Technical skill requirements
Obvious, but worth mentioning, both instructors and participants need to be comfortable with technology for VILT to be successful.
5. On-the-job (OTJ) training
On -the-job training is practical training provided at the workplace while the employee is doing their actual job. It involves direct instruction and hands-on experience under the guidance of a supervisor or experienced colleague.
Example of on-the-job training
The example you can see below shows the corporate training solutions offered by Simply Academy a financial training company. This example highlights that on-the-job training can be facilitated through external training providers or internally.
If you’re a training provider looking to expand what you offer think about fi their is any training you currently run that you can look at either adapting into a ‘on-the-job’ training format that you can deliver to companies on-site, or that you offer to them virtually.
Pros of on-the-job training:
Immediate application
OTJ gives learners opportunities to directly apply the skills they’re learning to their actual work environment, and see the impact right away. Its can also give them a clear pathway and understanding of the skills they need to learn to effectively do their job and advance their career.
Plenty of opportunities for customized learning
OTJ can be tailored specifically to the individual needs of the employee and how they learn best.
Mentorship opportunities with existing staff
OTJ can often provide mentoring opportunities between more senior and junior members of staff. The mentor likely has the skills the mentee needs to learn and can teach and coach them accordingly.
Can be cost-effective and can facilitates immediate feedback
OTJ can reduces the need for external training resources and venues, particularly if you internal team members who can carry it out.
Can be great for employee engagement
Companies that invest in their staffs development are the ones that enjoy increased employee productivity, loyalty and retention rates. Generally, the more OTJ opportunities you can give to your employees, the more of these benefits you’ll enjoy, and the more engaged your staff will be.
Cons of on-the-job training:
Can be time-consuming for staff
OTJ does requires time commitment from other employees and managers to teach and mentor, so you’ll need to factor this in if you’re developing or rolling out any OTJ training.
Quality can be variable
The quality of OTJ depends heavily on the skills and interest of the person conducting the training. Yes, its generally cheaper to have a team member carrying out the training, but you may not get the quality that an external provider offers.
Work disruption and resource allocation
OTJ training activities can disrupt regular work flows and resources, but you are upskilling employees, so as long as the ROI is there these disruptions are worth it.
Manage training with Arlo
Find out more about how the Arlo training management system can reduce administration and streamline processes.
6. Mentoring
Mentoring involves a professional relationship in which an experienced individual (mentor) provides guidance, support, and knowledge to a less experienced person (mentee) to help them develop skills and advance their career.
Mentoring example:
This example showcases Taye Training, an innovative UK-based training provider that offers mentorship services to its clients, to the entire organization, or to individuals within the organization.
Pros of mentoring:
Personalized support and career development
Mentoring offers personalized guidance and support tailored to the mentee’s professional needs. It also provides the mentee with opportunities to learn directly from someone who possesses the skills they are looking to develop and who is in the career position the mentee wants to get to.
A great way to transfer skills
Similar to the previous benefit, mentoring is a very effective way to pass on skills and knowledge from experienced professionals to newer employees.
Networking and professional development
By its nature, mentoring can help mentees and mentors expand their professional networks. Mentees get the chance to learn from and get to know someone more experienced than themselves, while mentors get to foster relationships and derive personal satisfaction from helping someone at a different career stage.
Cons of mentoring:
Can be a significant time investment
Effective mentoring can demand significant time investment from mentors, which can take time away from their primary responsibilities.
Success can be dependent on the quality of the mentor
The success of a mentoring program somewhat depends on the expertise of the mentor and the relationship between mentor and mentee. Before rolling out a mentoring program, you’ll need to consider these points.
One simple way to gauge if a mentor and mentee will get along before they start working together is to hold a casual “get-to-know-you” session. During this session, both parties can get to know each other, learn about each other’s interests, and get an indication of whether they could work well together.
7. Workshops
Workshops are a specialized training method that can be carried out in-person or virtually. They focus on engaging and teaching learners through a mix of discussions, demonstrations, and group exercises.
Workshops are ideally structured to facilitate deep learning by allowing participants to apply concepts in real-world scenarios immediately. They usually occur in settings like conference rooms, training centers, or venues tailored to the workshop’s theme e.g. a workshop to upskills mechanics taking place at a garage.
Example of a workshop
Pros of workshops:
Real-time collaboration
Workshops give participants the opportunity to work together on projects or problems, helping to develop teamwork and problem-solving skills in a real-world environment.
Opportunities for personalized and tailored learning
Trainers can dynamically adapt workshops based on the group’s progress and immediate needs to ensure that specific learning objectives are met. Workshops often cater to small groups (think 10 to 20 people), so there’s more opportunity to adapt the content to the needs of the group, than can be the case when teaching larger groups.
Great for developing practical skills
Workshops usually give participants immediate practice of the new skills they’re learning, which helps solidify learning and increases confidence. Participants can see the real-time effects of applying what they’ve learned, and the benefits their new skills will have.
Cons of workshops:
Can be resource intensive
Workshops, especially physical workshops, require significant planning, coordination, and potentially high costs related to securing a venue, arranging logistics, and providing necessary materials.
Limited reach
The number of participants is often restricted by the size of the venue and available resources, which can limit the scalability of the training. However, you can take your workshops online if the training or course content can be adapted.
Potential for logistical challenges and inconsistent delivery
Physical workshops can require coordinating times and travel for instructors and participants. However, like other forms of instructor-led training, the quality of the workshop can vary based on the instructor’s skills and the dynamics of the group.
8. Seminars and group discussions
Seminars are educational sessions where a speaker presents on a specific topic, followed by group discussions. Participants engage in dialogue, share ideas, and collaborate on learning and training.
Group sizes are typically smaller in seminars and they can be a very useful format to use for very specific topics. For example, if you’re a financial training provider delivering programs on how employees can best manage their 401ks then you may find that the most effective method of delivering your content is to small groups so participants can get the most of out of the information.
Example of a seminar:
Pros of seminars:
Small group sizes
Like workshops, seminars give learners can get more access and personalized instruction from an instructor, compared to other forms of training such as classroom based learning where group sizes are larger.
Promotes collaboration and idea sharing among participants
Seminars usually involve learners sharing ideas between each other, and discussing the course content in depth. This is why they are so common in educational settings like universities.
Flexible training delivery method
Seminars are very flexible and can be adapted to cover a wide range of topics based on participants’ interests and needs.
Role-playing activities
Role playing is a training method where participants act out scenarios to practice skills and behaviors. It’s commonly used to develop interpersonal and communication skills. You’ll most likely use it as an addition to a more primary training delivery method, for example, you may be running an instructor led course and a module or part of that may involve role playing exercises.
9. Team building
Team building can be defined as activities and exercises designed to enhance social relations and define roles within teams. It often involves collaborative tasks that improve teamwork and cooperation.
This is a training method that can be useful internally within a company, but one that you can also offer to your clients.
Example of team building:
Pros of team building
Chances for collaboration
Team building is one of the best ways improve communication and collaboration among team members, fostering a more cohesive work environment.
Good for team morale
Engaging in team-building activities can boost morale and motivation, leading to increased productivity and a more positive workplace atmosphere.
Leadership skills development
Team building provides opportunities for team members to take on leadership roles in activities, helping to identify and develop potential leaders.
Creative problem solving and trust building
Team building can encourage creative thinking as teams work together to solve challenges, improving their ability to think outside the box.
Cons of team building
Can be time and resource intensive
Organizing and participating in team-building activities can be time-consuming and may require resources that could be allocated to other business priorities.
Needs team buy-in
Not all team members may feel comfortable or enthusiastic about participating in team-building exercises. You’ll need to make sure any team building sessions you run are inclusive, accessible and engaging as possible.
Effectiveness can vary
The effectiveness of team-building activities can vary widely depending on factors such as the team’s existing dynamics, the relevance of the activities to the team’s specific challenges, and the skills of the facilitator. Poorly planned or executed team-building efforts may not have the desired impact.
10. One-on-one coaching
One-on-one coaching or learning is the most personal training method you can offer. It can be defined as a method of training where where a dedicated coach or instructor works closely with an individual to refine their skills, tackle unique challenges, or accelerate their personal growth.
It’s a great training method to consider using if you ay form of professional development training. You can also slot it in nicely next to any type of group based training you offer. So for example, a financial training company could offer small (or large) group sessions on 401k management best practices, and then offer one-on-one coaching to individuals who’ve taken a larger class but want’s individual advice.
Example of one-on-one coaching
The example here is similar to the one mentioned in the overview. It features Mellor Financial Group, a UK-based financial training company that offers one-on-one coaching to professionals transitioning into a new role.
Pros of one-on-one coaching:
Opportunities for accelerated development
Every coaching session can be designed to fit the precise needs of the participant. A targeted approach ensures that every aspect of the coaching is relevant to the individual’s current skills, challenges, and what they want to achieve.
Flexible form of training
One-on-one sessions can be scheduled according to the availability of the participant and instructor. This flexibility is particularly beneficial for professionals with unpredictable or overloaded schedules.
The number of one-on-one coaching sessions a training provider offers can also be flexible. For example, you may initially agree to a certain number of sessions, and then find that the person you’re coaching requires additional sessions beyond the initial agreement, creating more revenue opportunities for you.
Accelerated development
The intensive personal focus in a one-on-one setting allows for faster development compared to group training, where the instructor’s attention is divided. Again, this can be particularly beneficial for busy professionals who are aiming to achieve results and advance quickly.
Cons of one-on-one coaching
Can be pricey for participants
If you choose to offer one-on-one coaching, you’ll naturally price out some potential participants. You can mitigate this by keeping one-on-one coaching as an option and not having it as your sole offering if this is a concern.
Degree of commitment required
The success of one-on-one coaching requires a high level of commitment and openness from the participant, and trainer. The participant needs to take action upon the training they are give, while the trainer needs to be invested in the participants unique situation, goals and requirements.
11. eLearning
eLearning can refer to any form of structured learning experience delivered electronically. It typically involves using digital platforms to deliver educational content, which allow learners to engage with courses online through various multimedia elements such as videos, interactive simulations, and forums.
It’s a training method that supports a wide range of learning styles and is accessible on multiple devices, making it flexible and available anywhere.
Example of eLearning
The example you can see below is a hybrid self-guided leadership workshop offered by the Vancouver Island Construction Association (VICABC). This particular course is made up of self-guided eLearning, and live online sessions, and is a great example of how you don’t need to just stick to one training method or another for the courses you offer.
Pros of eLearning
Flexible and accessible
eLearning platforms make it easy for learners to access material from any location, and often on any device. Meaning participants don’t need to be in a physical or virtual classroom at a set time, and are free to learn in an environment they’re most comfortable in.
Cost effective
eLearning often reduces or eliminates costs associated with venue hire, instructor fees, travel, and printed materials. But
Scaling potential
eLearning, can pretty much be scaled to accommodate any number of learners. For example, many large companies use learning management systems that can handle thousands of learners at a time to deliver their internal training.
Cons of eLearning
Poor knowledge retention
Self-paced eLearning can be ineffective in terms of knowledge retention, This is due to participants being isolated when going through the learning, meaning they miss out on discussion, mentoring or support – all of which are key benefits of instructor-led forms of training.
Quality isn’t always guaranteed
The barrier to entry to creating an eLearning course is pretty low. Anyone can create a course and sell it online, but a camera and a platform don’t turn skill experts into great instructors. Learners can sometimes risk spending money on courses that don’t deliver real results.
Lack of connection
As covid proved the novelty of fully remote, in-personal methods of learning and training quickly wore off, and people began to crave in-person connection again. Arguably the biggest shortfall of eLearning training is the lack of connection between learner and trainer, or between learners themselves.
12. Self-paced online modules
Self-paced online modules can be considered a form of eLearning, but its still worth highlighting. Learners progress through these modules at their own pace, on their own schedule. Its a flexible approach, and many training providers can turn their instructor-led training courses into self-paced video modules that they can offer to learners.
Example of self-paced online modules
Below you can see the self-paced course format offered by Humentum, a global membership association that strengthens humanitarian and development organizations by providing training, consulting, and networking opportunities.
They offer their training in course, self-paced, live-online, roundtable and webinar format, a great example to look at for inspiration if you’re looking to adapt your training into different formats.
13. Video-based learning
Video-based learning is any form of learning or training delivered through video content. It can include recorded lectures, instructional videos, and demonstrations that learners can watch and review as needed.
Example of video learning:
Video learning can take many forms, training providers and companies
Pros of video learning:
Flexible
Gives learners the chance to study at their own pace and review challenging concepts multiple times.
Cost-effective to scale
Video content, once its produced, can be distributed to a large number of learners without incurring additional costs, making it easy to scale.
Cons of video learning
Can be difficult to assess practical skills
Video learning is effective for delivering theoretical concepts, but it can fall short in teaching and assessing hands-on skills.
Limited real-time interaction
Video learning typically lacks immediate feedback and interaction between instructors and learners. Learners may also be carrying out their learning in isolation.
14. Mobile Learning (mLearning)
Mobile learning, also known as mLearning, is any form education or training that’s primary delivery method is through a smartphone or tablet. It gives learners to access educational materials and resources anytime and anywhere.
Example of mobile learning
A classic and well known example is Duolingo, their app has over 500 million registered users, and as of January 2024 is the worlds most popular language learning app.
If you’re looking to deliver mobile learning or mobile-friendly content within your training business, then you’ll need to look at implementing an LMS that can facilitate the creation of mobile-friendly content and integrate with mobile devices.
Pros of mobile learning
Anytime and anywhere
Mobile learning gives learners access to content anytime and from any location.
Content can be dynamic and engaging
Training offered through mobile devices is often delivered through apps that support Mobile platforms support video, quizzes, games and more, which all help to make the content more engaging.
Personalization and adaptive learning opportunities
Mobile learning apps can often analyze learners’ progress and preferences and deliver them tailored content.
Cons of mobile learning
Potential distractions
Phones and tablets can be distractions. Notifications from social media, emails, and other apps can interrupt learning sessions.
Participants may not have equal access to phones or tablets
Not all learners have equal access to mobile devices or reliable internet connections, so steps should be taken to ensure your participants are prepared before you roll out mobile-only training.
15. Blended learning
Blended learning is a training method that combines instructor led methods with self paced learning. It is an approach that aims to create a more dynamic, flexible, and personalized learning experience by leveraging the strengths of both instructor-led and self-paced learning. It helps training providers tailor individual modules to the most effective delivery method.
For example, many providers offer courses where practical skills are taught in face-to-face settings, while theoretical skills can be effectively taught online.
Example of blended learning
The ‘Finance Made Simple For Legal Practice Managers & Professionals’ is a blended program offered by Mellor Financial Training. The course includes self-paced content combined with five weekly calls, allowing participants to discuss progress and any challenges with their instructors.
It’s an effective way to offer a course that provides participants the opportunity to work through the content at their own pace while benefiting from instructor support and interaction with other course-takers.
Pros of blended learning
Best of instructor-led and self-paced
Blended learning gives training providers the flexibility of offering different training methods depending on what’s best for the course, and the learner.
Accessible for learners
Blended learning courses that offer a webinar option or reduced face-to-face component means attendees have reduced or removed travel and accommodation costs, and less time away from their day to day activities.
Increased profits and saved time for training providers
Training providers can charge more for a comprehensive/longer course, and potentially save on associated travel, venue and presenter costs.
Cons of blended learning
Can be time consuming to design and develop
Creating effective blended learning courses requires significant time and effort to develop training modules that can be delivered either by an instructor or as a self-paced option. Trainers need to invest in instructional design to ensure that the different elements work well together and are suitable for learners.
How can you choose the right training delivery method?
Choosing the right delivery method ultimately comes down to how you can best help your learners achieve what they need to. The process can be different for very training business, but there are a few general tips you can follow:
Define the learning objectives
One important tip for choosing a delivery method is to spend some time determining what participants should know or be able to do after completing the training. The clearer you can be with these objectives, the better.
Some tips to follow:
Set the learning goal and then focus on objectives
At first glance, you might think of goals and objectives as the same thing, but there are differences. Learning goals should be framed as the tangible results you want learners to achieve from a training course.
For example, a sales training company might be running a program for a team, and their overall goal might be to help the team increase sales by 10% each quarter. However, this goal will need to be broken down into specific objectives for each training session conducted toward achieving this goal.
If the company, for example, decides to run a session on “how to get over the fear of cold calling,” the main learning objective for that session might be to get the team to reach a point of comfort making 10 cold calls per day. Achieving this learning objective will then contribute to the team reaching their overall goal of increasing sales.
Try to come up with at least one main learning objective per training session. You may find that you have one primary learning objective and a few secondary ones, but starting with at least one is a good place to begin.
Make sure you can measure the objectives
Try as much as you can to make sure that each learning objective is specific, measurable, achievable, relevant, and time-bound (SMART). In practice this means:
- Specific: Objectives should be well-defined and precise, answering the “what, why, who, where, and which” questions.
- Measurable: Objectives should have concrete criteria for measuring progress and success.
- Achievable: Objectives should be realistic and attainable given available resources and constraints.
- Relevant: Objectives should align with broader aims and be worthwhile to pursue.
- Time-bound: Objectives should have a clear timeframe with start and end dates.
Consult with your client
You may undertake this step as part of your needs assessment when engaging with a new client, but it’s still worth emphasizing. Make sure you spend a considerable amount of time truly understanding what the company, team, or individual wants to achieve through the training.
This might be straightforward if you’re running a program that provides participants with a specific, measurable outcome, such as a new qualification or certification. However, it can be a bit more subjective if the goals are more intangible, such as helping a professional feel more comfortable in their role.
Even so, understanding what an organization or participants want to achieve from the training you’re offering should provide you with plenty of ideas to turn into objectives.
After going through these steps, you should have a clear idea of your client’s expectations. You’ll also start to form ideas about the format the client expects for the training, ensuring it aligns with the learning objectives of the participants.
Consider resource availability
The resources you have available will go a long way in determining the training methods you can offer. Start the process by listing all your available resources, including technology, physical spaces, trainers, and materials.
While this is a simple exercise, you may come across obvious factors that suggest the type of training method you should use. For example, you may find that for specific courses or timeframes, you have more instructors available, which allows you to run courses in a physical format. Or, if you have limited instructor availability, you might consider a virtual format.
Consider your budget
Of course, your budget will play a significant role in determining the right format for your courses. If you’re on a tight budget, you might want to consider a virtual format to cut down on the costs associated with physical events.
Alternatively, if you’re looking to shift some of your training to virtual formats, you might want to allocate some of your budget to invest in new technology.
What’s best for your learners?
The final and most important tip which we’ve already touched on is that you should think about what format will be best for your learners. This can be obvious in some cases e.g. if it’s not feasible for learners to get to a physical venue then you’ll know some kind of virtual format is best.
Or if you know that some modules in a training program are best delivered virtually, and some in-person then you’ll know to adopt a blended format.
Final thoughts
This guide is lengthy, but it should have given you some key insights that will help you choose the right training delivery methods for the various courses you offer, that are convenient and help your learners achieve their objectives.
The truth is there’s no one training delivery method that can be considered the ‘best’. The optimal choice really depends on what’s best for your learners, aligning with your clients’ expectations, and what is feasible for your business.
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