When was the last time you held a training session with your team only to test that knowledge a month later and find little knowledge stuck from the training?
This is not an uncommon occurrence in many different types of businesses and teams, but how to change this? how can we make training topics and lessons remain with the audience from our team training?
Is the material to blame, the coach or the training environments? Lets examine the environments in which the training is delivered
Different training environments but which is best for training staff
Classroom Training: Traditional classroom training offers a structured environment where employees can interact with trainers and peers face-to-face. It’s suitable for complex topics requiring hands-on practice, demonstrations, or group discussions.
Online Training: With the rise of digital learning platforms, online training has become increasingly popular. It offers flexibility, allowing employees to learn at their own pace and convenience. Online learning can include interactive modules, videos, quizzes, and forums for discussion. Social media can also be used to create a support network to share experiences on the training and application of such.
On-the-Job Training (OJT): On-the-job training occurs in the actual work environment or “on the field”, where employees learn by performing tasks under the supervision of experienced colleagues. This approach is highly effective for practical skills development and is often used in industries such as manufacturing, healthcare, and hospitality.
Simulations and Virtual Reality (VR): Simulations and VR provide immersive, realistic environments where employees can practice skills in a safe and controlled setting. This approach is particularly useful for training in high-risk or costly scenarios, such as emergency response or equipment operation which is one of a kind or where errors could result in large material or human losses.
Blended Learning: Blended learning combines multiple training methods, such as classroom sessions, online modules, and hands-on workshops, to provide a comprehensive learning experience. It allows organizations to leverage the benefits of different environments.
Mobile Learning: Mobile learning delivers training content via smartphones or tablets, allowing employees to access materials anytime, anywhere. It’s ideal for distributed teams, remote workers, or employees who prefer learning on the go.
Peer Learning and Mentoring: Peer learning involves knowledge sharing among colleagues, while mentoring pairs employees with more experienced mentors who provide guidance and support. This is similar to on the job training, but differs in that the employees share their experience among each other collaborating to enhance the learning process.
The best environment for training staff depends on various factors, including the nature of the training, the preferences of the employees, and the resources available to the organization. A mix of different environments may be most effective for addressing diverse learning needs and maximizing the impact of training initiatives.
Change the surroundings for team training: Outdoors
Training delivered outdoors or in environments outside of the workplace can offer unique benefits and may sometimes lead to better results compared to traditional indoor settings. Here are some reasons why:
Increased Engagement: Outdoor environments often provide a change of scenery and can stimulate interest and engagement among participants. Being in nature or a different setting can help break the monotony of indoor training and make the learning experience more enjoyable. When employees are more engaged they are most likely to remember the lessons learnt.
Enhanced Creativity and Innovation: Studies have shown that exposure to natural environments can boost creativity and problem-solving skills. Outdoor training activities may encourage participants to think outside the box and come up with new innovative solutions to challenges.
Physical Activity: Outdoor training often involves physical activities such as team building games, obstacle courses, or hiking. Incorporating movement into training sessions can improve participants’ focus, energy levels, and overall well-being also bringing the fun factor to the learning experience.
Stress Reduction: Being outdoors and surrounded by nature can have a calming effect and reduce stress levels. Participants may feel more relaxed and receptive to learning, leading to better retention of information with a clearer mind.
Team Building and Collaboration: Outdoor training activities often require teamwork and collaboration to complete challenges or achieve goals. These experiences can strengthen relationships among team members, improve communication skills, and foster relationships between the team which will continue in the workplace.
Real-world Application: Some training topics, such as leadership development or crisis management, may benefit from outdoor simulations that replicate real-world scenarios more closely. Participants can practice skills in a dynamic, unpredictable environment, preparing them for similar situations in the workplace.
The traditional indoors training room monotony could be hindering the learning process, choosing the right delivery environment is an important factor as discussed, but another factor to boost engagement and learning retention is the surrounding environment during training.
Next time you are planning a training program, keep these in mind as they can be the difference between creating a winning team or ticking the box on training staff with little impact.
Competitive advantage can be built as well with more effective training. HBR has also further reading on learning, training, and development.
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