To train, or not to train- that is the question!
Well, that might not be the statement The Bard initially penned, but it is a valid declaration. To train, or not to train?
Often times, a subject matter expert (SME) or process manager will approach my desk and announce, “I need a training class produced!” GREAT! I’ll be glad to help, but don’t be surprised if I (or any other trainer or instructional designer presented with such an announcement) respond by asking some questions. When I begin with my follow-up queries, I do not wish to sound reluctant to take on your project, nor do I intend to be contrary or difficult.
“Why do you need training? Why do think a training course will resolve the issue?” It is just a simple needs analysis. Of course, as any project begins we can go into a more in depth needs analysis, but before we even get that far, let’s decide if training is the best answer for your problem.
You see, a good course will motivate or direct a behavioral change, improving performance. After completing the training, the learner should be able to do something new or do something better. If you need to send reminders about a company policy or procedure, training may not be the best plan. When considering instructional design, think about why your staff may miss the targeted outcome of the policy or procedure, and focus your training on correcting this deficiency. Use an assessment to measure learning that allows the student to think critically or practice using his or her new skill. A well designed, well written course offers a safe opportunity to have students gain and check new knowledge before applying it in a real world, real time environment. (This is why inexperienced pilots use simulator training before taking to the skies and why more tenured pilots use simulators to keep his or her skills sharp!)
Who hasn’t received an email that was poorly composed? Maybe the subject line was misleading, or the message was overly verbose. The email may have addressed a topic better related with another form of communication. What about spending a questionable amount of time in meetings that are necessary, but poorly planned or lead? These are common examples that could easily be coached with an aptly designed (and brief!) online lesson.
(Going forward, I’ll offer more tidbits and insight to my thoughts on training design. To train or not to train just seems like a great place to start. Stay tuned for more design examples and training philosophy!)
