PARTNER for Training Success: TRAIN delivery, context, and learner needs

The fourth step in the PARTNER* model is TRAIN: Deliver the training; know the context and required delivery method (classroom, e-learning, experiential, on-the-job, mentorship, coaching, etc.); always consider the needs of the learner.

Be Learner Centred

The concept of Androgogy, the principles of adult learning, was brought to life in the latter part of the 20^th century by Stanley Knowles. He advanced that adult learners:

• need to know why they are learning something; they must believe it will have a personal benefit
• have lifetime experiences that should be tapped and built upon
• learn best from hands-on, problem solving approaches to learning
• will expect to apply new knowledge and skills immediately, which will aid retention

In the world of corporate training and development, we deal with adult learners every day.  One of the challenges that we deal with is creating the win-win in the organization-learner relationship. Too frequently we focus on the needs of the organization and forget about the needs of the learner. An example of this could be a mandatory training session on health and safety. We focus on meeting the objective of “putting” every employee through the program, not necessarily on the employee as learner.

I posted what I thought was a great quote by D. Blocher on twitter; “Learning is not a spectator sport.” While it comes from the academic world, I believe that it is applicable across all learning milieus.

When you are preparing to deliver content, whether through the classroom, e-learning, experiential, on-the-job, mentorship, or coaching avenues, always consider how the learner is going to interact and if the approach being used meets the learning needs of each learner. Understand your learners and you will be well on your way to creating a learning environment that meets their needs.

The Checklist

Why not include “the” checklist? If you are a professional or seasoned facilitator, this list, while certainly not comprehensive, addresses many of the fundamental do’s and don’ts of working with learners in group settings:

• Do admit mistakes
• Do be enthusiastic and cheerful
• Do begin and end on time
• Do exercise time control throughout the training session
• Do greet learners and introduce yourself
• Do learn names
• Do provide positive reinforcement
• Do speak clearly

• Don’t compete with learners
• Don’t involve yourself in small groups
• Don’t say “start” and “stop”

* The PARTNER model (Picture, Analysis, Ready, Train, Nurture, Evaluate, and Revisit) looks at each step in the development, design, delivery, and follow-up process and breaks it down into a simple to follow template.

This is post 5 of the PARTNER Model … view the others by following these links:

1. PARTNER for Training Success
2. Look at the big PICTURE
3. ANALYSIS of Needs, Wants, and Identifying Gaps
4. READY objectives, design, and delivery approach
5. TRAIN delivery, context, and learner needs