The Top 6 Learning Methods

1. Classroom Training

Classroom-based training is probably the most traditional learning method, and accounts for 35.5 percent of a company’s training hours, on average. Most of us grew up learning our ABCs in a classroom environment, so it’s natural that, as adults, we’d revert to learning in the same way. Instructor-led training provides a distraction-free environment for focusing solely on the topic at hand. Learners have the opportunity to ask questions and interact with their instructor. However, classroom learning does have its drawbacks. For example, each course can only progress at the rate of the slowest learner. This “one-size-fits-all” solution doesn’t consider individual learning needs and could prevent some folks from progressing further. Classroom training can also become costly, and is often dependent on the trainer’s availability. As a result, learners may not be able to pick a time that suits their busy schedule. Many of these sessions can also overrun, so if you do go down the classroom route, make sure to check that the session gives learners plenty of breaks to re-energize.

2. Interactive Learning

Interactive training can be highly effective as it allows trainees to interact with and learn from each other. Popular interactive methods include role play, quizzes, group discussions, and demonstrations. By encouraging learners to interact with each other, you not only keep the energy high, but also create a great way to add fun and engaging experiences to the learning process. However, this method won’t appeal to everyone. More introverted learners may not enjoy this approach as much as their outgoing peers, and will likely get less out of it. Consider who you’re offering this learning to before you proceed.

3. Hands-On Training

52 percent of learners say that the best way to learn is through practical experience. Hands-on training is quick and requires focus, which can help to improve information retention. One disadvantage is that hands-on training may not be applicable to all types of training. For example, soft skills such as leadership and management skills can be learned through practical experience, but it’s usually better to receive information on how to approach a situation before diving in.

4. Video Learning

Many businesses believe that videos help them to train people better and faster. 75 percent of employees say that they’re more likely to watch a video than they are to read emails or articles. There are many different approaches to video training. It can incorporate animations, montages, live-action clips, “talking head” instructional videos, or even live demos of screen recordings. Like the other methods mentioned, video training comes with a few downsides. For example, video learning is often an individual experience that doesn’t translate well to group learning or relationship building. If you’re thinking of using video as part of your L&D strategy, try combining it with more interactive methods, such as team building or mentoring.

5. Mentoring

Many learners are pursuing mentoring to advance their careers. In contrast with instructor-led training, mentoring can be beneficial for both the mentor and the mentee. As a mentor, you can improve your leadership and communication skills, learn new perspectives, and gain a feeling of personal fulfilment from knowing that you’ve contributed directly to someone else’s growth and development. As a mentee, you can gain valuable advice, develop your skill set, and build your network. By setting up mentoring partnerships within your organization, you’re giving both parties an opportunity to learn and grow.

6. E-Learning

If you’re a regular reader of our Lifelong Learning sites, you’ll be familiar with the many benefits that come from implementing e-learning within your L&D strategy. E-learning allows people to select the pace, time, topic, and style of training that suits them. One drawback is that, if your employees are learning on their own, it can be difficult to track their progress. Many companies use existing e-learning platforms, to monitor employees’ self-directed learning.

In Conclusion

As you can see, there are advantages and disadvantages to all learning methods. Many organizations find that a combination of different approaches is the ideal way to capture their audience. This increases the likelihood of them engaging individual learners, and keeps their L&D strategy from becoming stale. The trick is to test out some different methods, and see which ones work best for you.