How Instructor-Led Training Helped Unify Factions of Employees

Some employers might relate to this experience, which I want to share as an accompaniment to a previous HRTools.com Insight, “10 Points to Consider for Developing Instructor-Led Training Programs.”  

I once had an opportunity to help an employer develop an instructor-led training program. This employer had two significant strengths going for it, in addition to its reputation and standing as an industry leader: 

1. a low employee turnover rate; and
2. a great employee benefits package. 

In spite of the above, this business faced some organizational concerns. The organization employed workers reporting to two physical locations in two different cities. As can happen in these situations, the company culture reflected a division among the two employee groups. It was an ‘us versus them’ kind of mentality. 

So, to meet the related challenges and to help bridge the distance between the two locations, we developed a training plan with those factors in mind. The first class happened to be a liability management training class. Our training goals included building interaction between the two employee groups, and showing them how they were equally valued. 

We also faced other challenges: Due to the nature of the business, as well as factoring in the employees’ time and expenses, it was not feasible to bring in employees from one location to another. Given these factors, it was not possible to conduct in-person, onsite training for all employees. 

So, instead, we offered live, online virtual training, which provided all the employees the opportunity to hear and receive the same training message at the same time. Not only that, we found that these employees were able to socially interact with one another while they were logging on and participating in the preliminary introductory activities. Of course, too, the employees were able to interact with one another throughout the learning experience. 

Sometimes, especially with instructor-led training, you end up with successful outcomes not necessarily related to the learning experience. This training experience not only provided for a learning experience, but it also provided for an unintended consequence—which was helping to unify the employees. 

I like to recall this experience, because we took deliberate care to develop this training in such a way that it would help bridge the distance-gap that these employees were experiencing. This approach afforded a successful outcome and one that definitely pleased the employer. It’s also a case in point for explaining some of the long-lasting advantages to instructor-led training. 

Although previously referenced, it bears repeating—as the American National Standards Institute (ANSI) states, “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.”

Sometimes, especially with instructor-led training, you end up with successful outcomes not necessarily related to the learning experience.