I hear and I forget. I see and I remember. I do and I understand. - Confucius
Unless you live under a rock, you have heard people in your organization suggest that training should shift from the classroom model to an online format. It sounds great. Take the best materials, the best presenters, put it in a box, send it out on the web, spread the word to the masses, where they need it when they need it, heck, maybe even have the employees do the training on their own time. Costs will go down and effectiveness goes up through better content and more timely delivery. It’s new. It’s exciting. It costs less. What’s not to like?
It sounds almost too good to be true doesn’t it? Web-based delivery isn’t new. It has been around for more than 10 years. Distance learning is not new at all. Before the Internet we had college classes on TV. We had training on filmstrips, cassettes, CD’s and DVD’s. Heck, I’ve even heard that at one time people actually tried to learn using devices called books?
The question is – can online training be as effective as classroom training? Sure, it’s cheaper, but do the students learn this way?
Online training, computer based training, distance learning. Not a bad idea, but not a cure-all either. I am not just an instructor, I am a student too. I need to learn before I can teach. I’ve used many methods to enhance and refresh my skill set. I am a firm believer that for training to be complete, it must incorporate multiple methods.
Research has shown that the more we incorporate the senses into the learning process, the better the long-term memory is used, then the more efficient the learning process is. In the training business we learn that students retain 10% of what they read, 20% of what they hear. 30% of what they see, 50% of what they see and hear, 70% of what they say and 90% of what they say and do. In other words, for many students, multisensory instruction - the simultaneous use of sight, speech, hearing and hands-on practice with feedback is critical for establishing technical skills and proficiency.
I am not against online training. I’ve used it. Intellect Controls is in the process of developing some online offerings. Online training can be effective, for some things. Not everything. Online training can provide knowledge, no doubt about it. I believe that an online course can be an effective introduction to a subject. It can be a great method to review and practice skills that you learned in a classroom environment. But remember, effective training involves more than just knowledge. It includes skill building. You want to not just know something, you want to be able to do something, and do it well. If skill building is your objective, then you need to practice it. With an expert coach, a mentor. An instructor that is giving immediate feedback. This is best done in a traditional classroom with a qualified instructor and actual hardware/software to practice with. And remember, a student remembers 90% of what they say and do. In our classrooms, our students work in pairs. They teach each other, they learn from each other. This kind of learning effectiveness just can’t be duplicated online. Make the most of your training investment – have your employees bring it all home, not just 10-50%.
Howard Loveless
Instructor/Controls Engineer
INTELLECT CONTROLS GROUP, INC
