3.1. Training Delivery: Learning Theories

AOE 3: Training Delivery Delivering learning solutions in a manner that both engages the learner and produces desired outcomes; managing and responding to learner needs; ensuring that learning is made available in effective platforms and delivered in a timely and effective manner (ASTD, 2013). This section is weighted 13-14% of the exam; 20-21 questions) This AOE for Training Delivery we are going to emphasize all about learning. To train effectively you need to build a culture of learning (ATD, 2016) -- as this results in a high-performing organizations that is: 5 times more likely than lower performing companies to have extensive learning cultures 2x more apt to say their learning functions help meet organizational business goals Share knowledge with colleagues at a rate 4x greater than that at employees at lower-performing firms Training Delivery: Deliver informal and formal learning solutions in a manner that is both engaging and effective (ASTD Handbook, 2nd Edition) The Value of Training (IBM, 2014) report says that 84% of employees in the best performing organizations are receiving the training they need, compared with 16% in the poorest performing companies. Key knowledge areas for talent development related to training delivery includes (also related to AOE: 2 - Instructional Design): Learning theories Instructional methods Ways to facilitate informal learning and build learning communities Various delivery options and media Existing and emerging learning technologies Facilitation and presentation techniques and tools Individual learning modalities Organizing or cultural differences Own personal training preferences Familiarity with content Legal and ethical issues related to training delivery Books read and referenced for AOE #3 on Training Delivery: ASTD Handbook: The Definitive Reference for Training & Development Edited by Elaine Biech Training and Development for Dummies by Elaine Biech Virtual Training Basics, 2nd Edition by Cindy Huggett Employee Training & Development, 7th Edition by Raymond Noe Technology for Trainers, 2nd Edition by Thomas Toth Virtual Training Tools and Templates by Cindy Huggett Telling Ain’t Training, 2nd Edition by Harold Stolovitch and Erica Keeps 3.1. Learning Theories Learning Theory: What cognition and learning theories form the foundation for the talent development profession to improve skills, knowledge and performance deficits that support business strategy? (AOE 3. Training Delivery; 3.1. Learning Theories) Learning objective: Discuss the importance of adult learning theories and techniques for delivering training. Key goals for learning theories in talent development: To motivate adult learners Plan instruction for adults Work with groups of professionals Work with individual learners Help learners transfer training/learning experience Deal with the barriers adult learners face for training Adult learning theories: attempt to explain how adults learn. Some look at what is observable -- stimulus and response; and other look at memory and propose environmental factors To create relevance by mapping courses with perceived learner needs To devise instructional strategies in alignment with real learning contexts To choose the technology that best supports the instructional strategy To plan instructional strategies relevant for digital-age and on-the-go learners READ: 3 Adult Learning Theories Every E-Learning Designer Must Know via ATD Andragogy: Tapping Into Prior Experience Transformational Learning: Revealing Perspectives to Create Aha Moments Experiential Learning: Tying Reality to Create Meaning Stay tuned and/or check out Learning Theories in Section 2. Instructional Design -- there will be more of a deep dive there. This was just a teaser or follow up -- depending on the order you are listening to and reviewing my study notes. READ: Applying Adult Learning Theory to Training by Elaine Biech Books mentioned in this episode: When by Daniel Pink Nappuccino: A Scientific 5-Step Guide to the Perfect Nap by Daniel Pink