It’s decision time.
You’ve just just met with your subject matter experts and completed the task analysis review.
Now, it is time to select the right training delivery method.
Initially, e-learning was the most logical approach, and that is exactly what the experts wanted.
Now, you’re not so sure.
You’ve learned that the audience is small.
There are other challenges too.
The client has shortened the timeline.
They now want the final version in two weeks!
I don’t think I could possibly count the amount of times I have had to increase the pace of training development because the clients want a different delivery method. The most common causes to change the delivery method are:
- Changes in the audience scope/size – a smaller audience doesn’t usually warrant larger training budgets
- Budget alterations – training budgets can often limit the scope of projects as they shift funds around to manage all projects
- Project Re-organization – As projects move through development, managers may decide to re-prioritize the resources. This could mean moving an employee or part of a training budget away from certain projects.
- Change in management – almost all stakeholders have a vision for how they want their company training implemented. This can be due to their past experience, or goals they have in mind for their teams.
When developing training modules, it is important to maintain a certainly amount of fluidity. This will allow you to adapt to constantly evolving training paradigms.
The tips below are general guidelines I follow to select the correct training delivery method ahead of time (with a high success rate). As a result, you don’t go diving into the deep end of the creative design pool, getting lost in all sorts of fantastic ideas that emerge below the surface. This way, you’ll be ready for change and have several design ideas to suggest.
#1 – I had a project once on a new software. I knew it was a small audience, and the software was very unique. Easy! I could build out some e-learning simulations, along with one of SEED’s beautiful templates, and voila! We would have an engaging, immersive learning experience, which was a replica of the software.
Upon completing the task analysis, the subject matter experts (SME) informed me that the deadline was in 7 days. Now, SEED can work some magic in developing e-learning in very tight windows, but one week for a full-on simulation? And to top that off, they shrunk the audience to 12 employees (down from 25), and they wanted to divide the content in half.
The first tip is… Do not get stuck with the idea that training content types (e.g. software, skills, new hire orientation, etc.) should be delivered in a specific way. When I coach instructional designers, I always advise to have two different delivery methods ready during your pitch. There are far too many variables in training development to get locked into a singular direction. Imagine develop like getting dropped into the middle of a forest. Which way do you go? Towards the sun? Towards water? Sometimes you just have to be patient, and wait for the clues to reveal themselves.
#2 – There are several items to consider when deciding on a training delivery method. Here is just a small list of items I evaluate each time I perform a thorough audit and analysis.
- What are the training gaps? (e.g. knowledge, skill, culture, hardware, something else)
- How large is the audience, and what is their work schedule like?
- Do they have a training location, facilitator, computers, projects, or other training supplies?
- Do the SMEs/stakeholders/sponsors have a preferred delivery method for the training?
There are many things to consider when deciding on a delivery method for each training project. Sometimes, the delivery of one training module is dependent on another. Sometimes, you will want a blended approach. And sometimes, training may not even be needed, which is quite unfortunate for the developer. However, we have to do our due diligence as training experts to make sure we evaluate all of the variables of a training project before we recommend the next steps in the development.
#3 – The last one is quite simple. Listen to your SMEs. Often times, when a project starts, the sponsor or SMEs have very specific ideas on how they want the training delivered. I have observed that once they have it in their mind, “I want this to be a two-hour training class with some supporting job aids”, it is often very difficult to change.
What may seem like a doubt of instructional design expertise is often the result of good leadership. Leaders and SMEs need to balance budgets, manage hours, and determine effective ways to maximize their employees productivity. While one training delivery method may be more favorable, there are other considerations which are likely out of your control.
Listen to your audience, and if they want 100 job aids, then give them 100 job aids!
This certainly isn’t a comprehensive list for selecting the proper delivery method for training. Hopefully, it provides you with some useful decision points and tips for doing it properly. Much of the selection process for deciding between e-learning, instructor led courses, or a blended approach comes with experience. It comes with the experience of working with clients repeatedly. And it comes with the experience when developing hundreds of courses for hundreds of different clients.
Should you have any questions, don’t hesitate to reach out for a free course consultation.
