by Venchito Tampon | Last Updated on October 31, 2024
To create a fully immersive learning experience in corporate training programs, one has to use training methodology to facilitate the entire training, touching different levels and types of learning.
As a corporate trainer and consultant, I’ve seen speakers and trainers jump into training without much thought on training methodology.
While anyone can speak, share their experiences, and create content based on this, without applying training methodologies, it could just be a transfer of knowledge that does not help participants gain actual competence in this learning and development intervention.
In today’s article, we’ll examine what defines training methodology, its importance to training and training participants, and specific methodologies we can apply directly to our programs.
Training Methodology At Its Core
Training methodology refers to the structured approach and techniques for designing and delivering training programs. It encompasses various methods and strategies to facilitate learning to ensure every participant acquires the necessary knowledge, skills, and attitude (KSA).
As mentioned earlier, a training methodology aims to create engaging and impactful learning expertise that meets learners’ diverse needs and achieves the desired training outcomes.
Whether you’re an in-house trainer and L&D practitioner or someone providing outsourced training programs for clients, the training methodology examples below will give you insights.
1. Interactive Discussions
Interactive discussions are a cornerstone of effective training programs. While a trainer can start sharing his content, experience, and expertise, it wouldn’t solidify the learning experience without encouraging participants to share their personal experiences and thoughts.
The beauty of doing so is that you allow learners to share their challenges and difficulties related to the topics. This helps you, as a corporate trainer, address their needs and provide relatable examples to help them put theories into practice.
Encourage active participation and engagement at the start of the training program. You can share this openly and/or put it on your presentation slide so they can see you’re open to interactive discussions.
The best way to start interactive discussions is to ask open-ended questions. Compared to yes/no questions, open-ended questions can spark insights and conversations that help participants answer with their own experiences. Experiences make the topic more relatable to other participants, which activates their learning experience.
2. Video and Audio Support
A good diversity of the learning experience includes video and audio related to the training topics. It caters directly to visual and auditory learners who want to see or hear the application of the subject.
Providing varied stimuli makes the content more memorable and engaging to the audience.
Appeal to different learning styles. Simplify complex concepts and make them easy to understand.
Use high-quality, relevant videos and audio clips into your presentations. Prepare this multimedia content and practice transitioning from discussion to playing these clips for a seamless training session.
3. Pen/Marker and Paperwork Activities
Incorporating flipchart papers, multi-colored Post-it pads, and permanent/whiteboard markers in training activities helps reinforce knowledge through hands-on exercises.
During group and individual work, participants unleash their creativity and help foster collaboration among their co-learners. They learn not only from their own experiences but also by observing how other participants do the activities.
I’ve found it very effective to include processing moments after every paperwork activity. This means asking specific questions about what the audience has learned from the activity. Then, you ask more follow-up questions to get more answers and experiences from the audience that they can share with the group.
4. Participant Handouts
Providing handouts to supplement the training sessions is the best way to increase the participants’ memory and content retention rate.
The handouts serve as reference materials that participants can revisit to reinforce their knowledge and record more ideas during the training.
Part of my introduction for my corporate training programs involves asking participants to take notes, as I’ll be sharing ideas not included in the handouts but relevant to the topics we’re teaching.
Prepare handouts and ensure that they are clear, concise, and well-organized. Make modules systematic enough to understand so learners can revisit it even after the program.
5. Facilitator and Participant Sharing of Best Practices
Sharing best practices between facilitators and participants fosters a collaborative learning environment.
Providing an environment for meaningful discussions among participants makes the audience interactive and relatable. It will enable participants to reflect upon themselves as they learn from one another.
Allocating time to share best practices is an excellent way to manage time for corporate training programs. As participants share, you can highlight specific insights and expound on them.
6. Role Plays and Simulations
Role plays and simulations are powerful tools to acquire new skills and achieve experiential learning.
By acting out scenarios, participants can practice and develop their skills in a controlled environment, gaining confidence and competence in handling real-life situations.
For instance, we create role plays in our High Impact Selling, our sales training where participants are divided into groups. Each group must sell a new product/idea (that is derived from another group activity). This tests their ability to sell, approach prospects, and negotiate deals.
Another example is in our High-Impact Presentations, our public speaking and presentation skills training, where we ask our participants to prepare a 3-minute pop talk using our developed framework for creating outlines in presentations. As soon as they finished delivering their individual talks, they gained confidence in presenting to an audience and received constructive feedback from me (as their main facilitator).
If you’re a corporate trainer or L&D, think of ways to leverage role plays and simulations, particularly skills requiring confidence and practice. Examples include leadership conversations like mentoring and coaching and data storytelling.
Debrief after each role play to discuss key takeaways and improvements. Participants appreciate this part as they become self-aware of things they need to change or improve – which will eventually develop as they apply it in real-life work scenarios.
7. Objectives-Related Application Exercises and Games
Application exercises and games aligned with training objectives make learning programs fun and engaging.
Corporate training programs don’t have to be boring. If facilitators are wise enough to input exercises that participants would enjoy while learning concepts and their applications, it could enhance the entire learning experience.
Design exercises and games that align with your program’s objectives. Don’t include any game just for fun; it won’t help you achieve the desired results for your participants. Like other training methodologies, take time to debrief after each activity to highlight learning points.
8. Case Studies
Case studies bridge the gap between theoretical concepts and practical applications. Using this training methodology, participants can see the exact big picture of your ideas and help them properly apply their newly founded knowledge, skills, and attitudes in a structured manner.
Remember to provide case studies based on the context of the organization and its industry. For instance, when providing examples about how certain principles and strategies help increase organizations’ sales, use case studies within the industry or within the local region. Find examples from local companies who’ve made it.
9. Blended Learning
Blended learning combines traditional face-to-face classroom methods with online and digital media.
Most organizations today prefer blended learning, given its flexibility and personalized learning, which can help them cater to every multinational participant for a specific program.
For instance, we have one inquiry on data storytelling, for which participants will come from different parts of the world—the Philippines, India, and Australia. With blended learning, participants can learn from the comfort of their homes.
10. Virtual Learning
Virtual learning involves using simulated environments to deliver training. This method can be instructor-led or self-paced, providing a versatile and scalable solution for modern training needs.
Virtual learning has many drawbacks, including limitations in engagement and interactions. You won’t see much reaction to your facilitation and sharing of topics.
That’s why in virtual learning, you need to ensure accessibility and user-friendliness are top priorities, as you want to bring the same learning experiences for physical attendees to your online participants.
Use a mix of interactive elements and leverage tools to keep learners engaged. Tools like Mentimer, which help you conduct real-time surveys of your participants, enable you to see their current state of challenges and needs.
11. Self-Paced Training
Self-paced training is a more advanced way of conducting training programs. In this method, technology is used to enable participants to fit their learning around other commitments and revisit content as needed for better comprehension.
Each module, exercise, and downloadable material can be uploaded to a website to which participants can access. They can watch or listen to each module at their convenience.
A good approach is to have a de-brief activity where all participants can gather, even if it is just virtual, so there would be interactions with the group, and each participant can learn from one another.
To enhance the learning experience, use a variety of content formats, such as videos, readings, templates, and even multimedia formats.
You may offer support through forums, email, or occasional live sessions so learners can freely ask questions in a given timeline.
Incorporate assessments to gauge understanding. Have it designed after every module so you can test your participants’ knowledge in line with your topics?
Ensure all resources are accessible and user-friendly for a seamless, positive experience for your target beneficiaries.
Apply Training Methodology For A Holistic Learning Experience
Effective training methodologies are essential for comprehensively developing participants’ knowledge, skills, and attitudes.
Trainers can create an engaging and impactful learning experience by incorporating interactive discussions, multimedia support, paperwork activities, participant handouts, sharing best practices, role plays, application exercises, case studies, blended learning, and virtual learning.
These methodologies cater to different learning styles and promote active participation, practical application, and continuous improvement. As trainers, it is crucial to continuously refine and adapt these methods to meet the evolving needs of learners and ensure the success of training programs.
The Author
