Common Myths And Truths About Instructor-Led Training
Many organizations make the switch to online training to avoid all the drawbacks. However, some of these are nothing more than myths that prevent you from achieving your desired outcomes. ILT is still a cost-effective solution to your L&D needs. You can even pair it with an LMS strategy to improve accessibility and personalization. Not to mention, stretch your budget even further by facilitating remote peer-based support. Here are the surprising truths behind 6 popular misconceptions about instructor-led training.
6 Top Myths About Instructor-Let Training
1. ILT Training Is Synonymous With One-Size-Fits-All Learning
This long-standing instructor-led training myth has been circulating since online training came onto the scene. eLearning is more flexible since employees can access personalized resources whenever it’s most convenient. However, you can also blend ILT training with LMS to extend these benefits into your traditional training program. Or even use LMS reports to gauge employee performance, engagement, and proficiency to create a customized ILT curriculum. For instance, 75% of employees struggle with the new task-based simulation. So, it’s wise to include a walkthrough or step-by-step demo in your next ILT session.
2. Onboarding Is The Only ILT Training Your Employees Need
Employees only really need training when they join your team and the policies are still a bit hazy, right? After all, the ILT tides them over until peer support and manager coaching takes over. This approach might just cost you your top talent. ILT training and LMS cover the entire employment cycle, not just the first stage. Sure, new hires need more assistance to acclimate. However, even experienced staff members have overlooked gaps that get in the way of workplace performance. You’re doing your employees a great disservice if you offer one-time training and then throw them into the deep end. That’s a quick way to drown their career trajectory and diminish on-the-job productivity.
3. Making The Move From ILT To eLearning Is An All-Or-Nothing Approach
It doesn’t have to be a one-or-the-other approach when it comes to compliance training or employee development. Many organizations assume that you need to quit ILT cold turkey and just take an eLearning leap of faith. However, you can always develop a hybrid strategy that offers the best of both worlds, such as gradually incorporating online training resources into your ILT sessions or launching a bite-sized JIT library for ongoing support. Both methodologies play off each other to enrich your program and meet everyone’s needs. While some organizations might transition to an eLearning-exclusive program, others will take the blended path. That’s the beauty of ILT and LMS. It’s malleable enough to shape into an L&D approach that works best for your remote workforce.
4. Learning Technology Means The End Of ILT As We Know It
Some eLearning naysayers claim that learning technology will doom ILT; that it’s yet another precursor to machines taking over and AI overpowering the human race. All drama aside, learning technology will change ILT training, but not eradicate it. Instructors and facilitators can use the LMS to analyze employee performance, quickly update content, and monitor progress. They can even host live events instead of having to travel all over the world to deliver training. It’s true, their roles must morph into something new with the rise of learning technology. That said, those who can adapt will use online training to their advantage to achieve the objectives.
5. Monetary Returns Are The Only Way To Measure ILT Success
It all boils down to ROI. But monetary returns aren’t the only way to determine if your ILT sessions are successful. They often require a sizable investment, since you have to pay instructor fees, travel expenses, and payroll hours. This means that they must significantly raise your profit margin to be worth the investment, since the base cost is so high. However, you must also consider employee retention rates, customer satisfaction scores, and other key criteria. These non-monetary benefits can also be multiplied if you invest in an LMS for ILT. That way, you fulfill the face-to-face component so that employees don’t feel isolated and receive real-time support. Then use the LMS to offer quick and convenient follow-up resources and address personal areas for improvement.
6. ILT Training Doesn’t Mesh Well With Self-Paced Learning
The last common myth is that ILT training and self-paced learning are like oil and water. They just don’t mix. You can’t personalize ILT to the degree that employees can pursue their own path. And the very nature of self-paced learning is autonomous, not instructor-led. Surprisingly, you can give employees the freedom to roam and chart their own course without giving up ILT training. The secret is defining instructor roles and learner expectations. Which tasks and topics will you cover in your ILT training? What support tools and training activities are available to your employees, and how do they fit into your ILT curriculum? You must determine the part that each methodology will play based on your desired outcomes, as well as employee preferences, budget, and level of instructor involvement.
Instructor-led training may not be the best standalone solution for all your L&D requirements. But investing in an LMS can help you achieve the desired outcomes and stretch available resources to the max. You don’t have to completely omit face-to-face courses from your training plan to modernize. Just add online training resources to personalize the process and fill in the JIT gap left by scheduled sessions. And don’t forget to define the role that ILT training and LMS must fill to improve ROI and employee retention.
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Download the eBook Merge Face-To-Face With Learning Tech: How ILT And LMS Can Bring Employees The Best Of Both Worlds to merge modern tech with instructor-led training to achieve your objectives.