We all know training and development plays a vital part in organizational growth. After all, a study conducted by the American Society for Training and Development found that companies that invest an average of $1,500 per employee in training experience on average 218% higher revenue per employee and 24% higher gross profit margins.
However, training is only effective if all the right tools and processes are in place. There are numerous, well-known training delivery methods, such as workbooks, web-based training, instructor-led training, and on-the-job mentoring…But how do you know which is the right method to ensure your training is both effective and efficient?
A key step in determining proper delivery method is by determining the depth of knowledge the training is intended to cover. For example, is the learner expected to implement change management, or do they simply need to be aware of the process? These are two very different performance outcomes and require different training to be both effective and efficient.
The table here works to determine the ideal delivery method based on the depth of knowledge required for performance. On the left axis, you can see three levels of knowledge – explained below. On the bottom axis, you can see the various delivery methods based on real-time contextual feedback.
Awareness: Learners will have the factual and conceptual knowledge necessary and how to apply the knowledge in the real world.
Knowledge/Understanding: Learners will have the limited ability to perform the concept. The learner can explain the why, what, identify good examples, and begin to resemble real world performance.
Skill: Learners will have the ability to perform proficiently under a variety of conditions for exemplary performance in the real world.
Using this continuum of knowledge, it is easier to establish which delivery method would be most recommended. For instance, video training for skill level training would be ineffective. After all, you would not want to learn how to swim by just watching a video. On the other hand, classroom training for awareness level knowledge would be inefficient because classroom training involves a more in-depth approach for building understanding and skills. Determining delivery method is about finding the right balance.
When it comes to training, the solution should be both effective for the learner and efficient for the organization. Finding this solution and tailoring it to your company is what helps good employees become truly great.