10 Points to Consider for Developing Instructor-Led Training Programs

According to an online statement posted by the American National Standards Institute (ANSI), “Live, instructor-led training is considered by all to be the most effective, as it best facilitates real-time interaction, in-depth information sharing and direct response to questions.” This nonprofit organization, founded in 1918, exists to serve U.S. businesses by enhancing global competitiveness and promoting voluntary consensus standards. 

After giving the above statement some thought, I concluded that today’s educational world really expands far beyond the walls of a classroom; and yet even a ‘virtual’ world can still maintain that instructor led style. For example, instructor-led training is achieved through alternative venues, such as Web based learning environments (Webinars, virtual workshops, etc.), which also provide live training options. 

Regardless of the learning environment, when you’re preparing to develop and implement instructor-led training programs, you will be well served by considering these 10 points:   

1. Define expectations. In other words, what do you want the participants to learn? Be specific and make sure that objectives are realistic. For example, do you want to improve employees’ performances? Are you striving to reduce work-related accidents and increase worker safety practices? Do you need to prepare employees for newly developed or modified tasks? Perhaps you’re introducing new product information. Or you might be conducting routine or annual training, such as ethics or sexual harassment prevention, security, etc.
2. Define success. How are you going to measure the success of the training? Can you compare the results of the training with the stated objectives? Can you test participants on the knowledge and skills that they obtained? Will you keep records on their progress? Is it the trainer’s responsibility to rate the employees during the course of the training plan? Will you follow up on the training with supervisors and managers and make those determinations regarding long-range effects? 
3. Determine the audience. Who should participate in the training? Is it company-wide or is it contained to a specific department? Is it a certain type of position for which training is needed? Or is it specific to an employee? 
4. Remember, most people are visual learners. Many surveys confirm that about 80 percent of adult learners are visual learners. So to effectively engage and teach adults, it is important to provide opportunities for learners to communicate in real time.
5. Determine the time frame. How long will it take to reach that goal? Are timelines embedded within the objectives?
6. Calculate the budgetary requirements. How much money do you need to spend if employees are brought in to a physical location? Do you have the capability to deliver the training using another method? Will alternative methods take additional funds? 
7. Decide upon the training method(s). What are the best delivery method(s) for what you want to accomplish and within the budgeted time frame?
8. Figure out presenters’ availabilities. Do you need more than one presenter? Will you need additional subject matter experts? 
9. Analyze those factors that can hinder your outcome. It can happen; after considering all the above elements, you may realize certain factors that could pose challenges. For instance, you may decide that ‘in-person’ training is the best solution. Perhaps you will need to fly in a handful of people for this training, but your budget doesn’t allow for that. Now, what is going to hinder the outcome of your training? By giving this full consideration, you are then in a better position to come up with some solutions.
10. Obtain buy-in from both management and employees. Who will be the champions of the training you need to deliver? You want to make sure that you have commitments from those who will be involved in the process. 

It may be worthwhile to also note—since nearly everyone today is concerned about costs—there are some obvious cost benefits associated with Web based, instructor-led training. Many expenses can be cut or reduced: for instance, companies can realize significant savings on costs associated with traveling, lodging, training room rental fees, etc. Also, Web based training alternatives help companies decrease the time and shorten the distance for its employees’ learning experiences.

Regardless of the learning environment, when you’re preparing to develop and implement instructor-led training programs, you will be well served by considering these 10 points.