Paul Matthews is founder of People Alchemy, an automated learning workflow platform which encourages real behaviour change through action, activities and tasks. He authored three books, ‘Learning Transfer at Work’, ‘Informal Learning at Work’ and ‘Capability at Work.’
Key Takeaways on the Future of Training and Development
Training alone is inadequate for behavioral change: Training should be viewed as part of a larger set of interventions and experiences that enable people to better execute an organization’s strategy.
Learning transfer is crucial: Training programs must incorporate elements that promote learning transfer on the job, such as repetition, practice, and experimentation, to ensure that learning translates into behavioral change. One model suggests using 12 levers to promote learning transfer.
Relevance and context are key: Learning content needs to be personalized and relevant to an individual’s specific context, challenges, and problems for it to be effective.
Learning should happen in the flow of work: Providing support and learning opportunities at the point of work, when they are needed, can be more effective than traditional training sessions.
L&D needs a strategic mindset: The L&D function needs to be more strategically involved in executing organizational strategy, focusing on how to enable people to perform effectively at the point of work, rather than just providing training on request.
AI is a powerful tool with potential and risks: AI has the potential to shape up the future of training and development a lot, but it also has risks, such as the possibility of AI-generated content becoming corrupted over time. There is a wide range of attitudes toward AI among L&D professionals.
Focus on better content that grabs attention: Rather than blaming short attention spans, L&D professionals should focus on creating better, more engaging content that is relevant to learners.
What four pillars shape the future of leadership development?
According to the discussion between Ashish and Paul, the future of leadership development is shaped by four key pillars:
Hyper-personalized content: Content should be tailored to the individual’s specific context, problems, and challenges, rather than being generic. This is essential for ensuring relevance and maximizing the impact of learning. If the content is not personalized, it may not be valuable to the learner because their context is different, as we often see with ineffective manager development programs.
In the flow of work: Learning needs to be integrated into daily work routines, providing support and solutions when they are needed, instead of relying on separate training sessions. This approach enables learning to become more habitual and effective for your people.
On-demand support: Your team should have control over their learning, accessing support and resources when they need them, rather than having content pushed to them at pre-determined times. This allows for greater flexibility and relevance.
Solution-oriented and action-oriented content: Learning content should focus on solving specific problems that learners are facing and provide them with practical steps that they can implement immediately, rather than just imparting knowledge. The goal is to help people take action and see results.
These four pillars are driven by changes such as generational shifts, shorter attention spans, and remote workforces. These factors create a need for more personalized, flexible, and relevant learning experiences just like Risely does. The traditional modes of learning are becoming inadequate to meet the needs of today’s learners.
Meet the Host!
Ashish is an entrepreneur tackling workplace development challenges through Risely, an AI copilot that helps managers and leaders build essential people skills.
Drawing on his experience in technology and organizational behavior, he’s passionate about creating scalable solutions that transform how companies develop their talent. His mission is to empower leaders to build thriving teams and sustainable organizational success.
In this blog, we’ll walk you through the training delivery process, the competencies you need, an example of a practical training delivery plan and 8 effective methods.
Training Delivery Simplified: Methods, Competencies, and Best Practices
Training delivery can make or break a learning program. Even the most well-crafted content won’t resonate if your delivery process lacks structure, clarity, or engagement. A complete delivery approach that includes interesting training content and strong learning management systems is essential for achieving real impact.
In this blog, we’ll walk you through the training delivery process, the competencies you need, an example of a practical training delivery plan and effective methods.
What is Training Delivery and Why Should it Matter to You?
The term “training delivery” refers to how an organization presents learning initiatives to learners. At its core, training delivery refers to how you bring training programs to life for your team—whether it’s through in-person sessions, virtual platforms, or hybrid models. The catch is that good delivery goes beyond what is taught and focuses on how it’s delivered.
Effective training delivery ensures:
Higher engagement rates
Better retention of information
Measurable improvement in employee performance
Training is an ongoing process. A successful training program engages learners and helps them understand things better. This way, they gain practical skills that they can use every day. It is essential to have a clear training approach wherein you look at learning objectives, who your audience is, how the content is shared, and what delivery methods to use.
Core Training Delivery Competencies
Effective training delivery relies on some key skills that help you create great learning experiences. The first step is to understand the subject matter well. You must turn complex information into simple content that everyone can understand. The next step is to foster these competencies within you and your team:
Adaptability: Adjusting delivery styles based on your team or setting.
Facilitation Skills: Engaging your team through interactive techniques, discussions, and activities.
Technical Proficiency: Bridging digital skills gap to be comfortable with tools for virtual or hybrid training delivery.
Empathy and Listening: Understanding team members’ challenges and addressing them effectively.
Time Management: Balancing content delivery without overwhelming your team.
Your role is to identify gaps in these competencies within your team and address them through upskilling or coaching. Providing constructive feedback, answering their questions, and providing ongoing support are also important for effective training delivery.
The Training Delivery Process: A Step-by-Step Guide
A clear process helps you structure your training delivery effectively, ensuring that every session runs smoothly and delivers measurable results. A detailed breakdown of a simplified yet impactful training delivery process is as follows:
Needs Analysis: Start by identifying the skills gaps within your teams. Conduct surveys, interviews, or skills assessments to understand where your team members are struggling and what skills need to be developed. The clearer the learning objectives, the more targeted and effective your training delivery will be.
Content Preparation: Develop or curate training material that directly addresses the identified needs. This could include creating slides, interactive activities, case studies, or leveraging existing resources like eLearning modules. Ensure the content is clear, relevant, and designed to keep your team engaged.
Selecting Delivery Methods: Decide on the most suitable training delivery methods based on the content, team members, and resources available. For instance, virtual sessions may be ideal for knowledge transfer, while OJT is perfect for hands-on skills development.
Creating a Delivery Plan: Map out a clear training schedule that includes timelines and learning outcomes. Outline what will be covered in each session, how long it will take, and the tools or platforms needed. A solid delivery plan ensures everyone is aligned and prepared for execution.
Facilitation: Execute the training sessions with a focus on engagement, interaction, and participation. Use techniques like storytelling, Q&A, role-play, and group discussions to keep them active and invested in the process. Ensure that the content flows logically and addresses the team’s questions along the way.
Feedback and Follow-Up: Training doesn’t end when the session wraps up. Collect immediate feedback to understand what worked well and what didn’t. Use surveys, quick polls, or one-on-one check-ins to gather insights. Evaluate training outcomes by assessing skill improvements or behavioral changes, and use this data to improve future delivery strategies.
Training Delivery Plan Example
Let’s use an example to make it more concrete. Suppose you are launching a training program on leadership development.
Step 1: Objective – Equip team managers with coaching and feedback skills to improve team performance.
Step 2: Audience – Mid-level managers in a hybrid work setup.
Step 3: Delivery Method – Blended approach with virtual sessions, role-play activities, and post-training microlearning.
Step 4: Schedule –
Week 1: Live virtual workshop (2 hours)
Week 2: Roleplay and feedback simulations (1 hour)
Week 3: Follow-up microlearning nudges
Step 5: Evaluation – Collect feedback, track engagement, and assess how team managers apply these skills post-training.
This level of detail lets you stay on track, align resources, and deliver training with purpose.
Training Delivery Methods with Examples
Training delivery methods are the different ways you deliver knowledge to your team. They significantly impact the effectiveness of training and the overall learning experience. This is where your strategy takes shape. Choosing the right methods depends on your organizational goals, your team, and the available resources.
A few effective training delivery methods you can rely on are as follows:
1. Instructor-led Training (ILT)
Instructor-led training (ILT) offers a structured, face-to-face learning experience led by an expert like yourself. It’s ideal for sharing complex information, as your team members ask questions and receive real-time feedback. ILT also builds a sense of community and interaction among the team. However, it can be costly and requires everyone to be present at the same time and place.
Example: Training your sales team through ILT allows them to practice role-playing and receive tailored feedback on sales techniques.
2. Virtual Classroom Learning
Virtual classroom learning replicates a traditional classroom environment online. It’s cost-effective and enables your team members from different locations to join through video calls, screen sharing, and other interactive tools. While it offers flexibility, a reliable internet connection is essential for participation.
Example: A global sales team learning about a new product update through live virtual sessions.
3. On-the-job Training (OJT)
On-the-job training pairs less experienced team members with skilled mentors like you, enabling them to learn practical skills in real-time. It’s highly effective for teaching specific tasks but relies on your ability to provide structured guidance.
Example: A tech team learning about new tools, their usage, and safety protocols on the job.
4. Blended Learning
Blended learning combines the flexibility of online modules with the engagement of in-person sessions. Your team gets to explore topics at their own pace online and use classroom time for group discussions and activities.
Example: A business management course that delivers lectures online and organizes in-person workshops for team presentations.
5. E-learning Courses
E-learning provides digital training content accessible anytime, making it suitable for busy schedules. It supports self-paced learning and is ideal for compliance training or skill refreshers.
Example: Managers taking Risely’s online Masterclasses on leadership development on their own schedules.
6. Microlearning
Microlearning delivers short, focused modules that fit into your team’s busy lives. Accessible on mobile devices, it’s perfect for quick skill updates or learning on the go.
Example: Customer service reps using 5-minute modules to master new product features before engaging with customers.
7. Virtual Reality (VR) and Simulation Training
VR and simulation training provides a risk-free environment for your team to practice their skills. It’s particularly effective for soft skills as well as technical or high-risk scenarios where real-world mistakes would be costly.
Example: A VR employee development program that trains employees on customer service skills.
8. Coaching
Coaching focuses on personalized, one-on-one development. You assist your team in refining skills, overcoming challenges, and achieving specific goals through constructive feedback and guidance. The advancement in technology also supports AI coaches, like Merlin- AI Leadership Coach, who are available 24/7 to guide your team.
Example: A sales manager coaching a struggling team member to refine their techniques and build confidence.
These were some of the most effective training delivery methods that you should pick from depending on your organization’s and team’s needs.
How to Measure Training Effectiveness?
Knowing if your training programs are effective is crucial for HR and L&D leaders. Attendance is only one factor; other factors include whether the programs achieve their learning goals, provide good value, and result in observable improvements in behavior and skills. Analyzing this data lets you spot gaps and refine your programs, ensuring they align with your organizational goals.
Key Performance Indicators (KPIs) for Training Delivery
To measure success, you should track these KPIs:
Knowledge Retention: How well your team remembers what they’ve learned.
Learning Objectives Achieved: Are they meeting the goals set for the program?
Engagement Levels: Participation rates and interaction during sessions.
Course Completion Rates: The percentage of team members finishing the training.
Application of Skills: How effectively your team applies new skills at work.
Accessibility: How easily they get access to training materials.
Learning Experience: Feedback on the overall experience and content delivery.
Analyzing feedback assists you in addressing weaknesses and adapting your programs to stay engaging and effective. Tools like post-training surveys, focus groups, and one-on-one meetings are very useful for feedback collection.
Addressing Challenges in Training Delivery
You’ve likely faced challenges like tight budgets, limited time, or keeping your team engaged. Overcoming these obstacles requires a proactive mindset and a willingness to adapt to new strategies. Let’s look at the common challenges and how to tackle them effectively:
Adapting to these challenges strengthens your training delivery and enhances the overall learning culture in your organization. You create impactful programs that resonate with your team by addressing these challenges head-on.
Conclusion
In conclusion, good training delivery is very important in today’s workplaces. It helps your team improve their skills and performance. You should focus on the main skills and create custom training plans using real-life examples. Use different methods such as virtual classroom learning and microlearning to make learning more engaging and effective. Measuring how well training works using KPIs and feedback is also important for ongoing improvement. Using new ideas and adjusting to different learning styles is vital for building a culture of ongoing learning and growth at work.
Avantika holds an undergrad degree in Political Science and Psychology, bringing a unique blend of analytical and psychological insight to her writing. With extensive experience in content creation and research, she crafts engaging and well-informed content that resonates with readers and drives meaningful conversations.
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