One of my favorite fictional characters is James Bond. In the movies, he is almost always portrayed as ordering a martini "shaken, not stirred". But in the books, 007 is not known for one particular drink, he's actually famous for something else. Whatever he is doing, he always orders the exact drink most appropriate for the occasion, which I think is a more useful and impressive talent.
I think this is an apt metaphor for training. Too often, we think of training as something we are performing, and others are passively consuming. We may think of the method, timing, or format of training as a single option. For example, we may think that conducting live instructor-led training is the only way to go. When the other people involved (those participating in the training) may be in several different time zones, speak several languages, have different workloads, and different preferences. One type of training, even if it works best for you (the instructor or project manager), may not be the most appropriate training for the occasion.
In planning training, think about your options when it comes to platforms, scheduling, and logistics. Think about accessibility, interactivity, and methods.
Accessibility: give some options that are easier for those with different hearing or sight capabilities. Also, make sure that you give options for those who might not be able to use a traditional keyboard and/or mouse. Are there people who speak a different language? Consider written instructions or translated captions.
Interactivity: A more engaging training will almost always result in better comprehension and retention. Is there a way you can allow people to follow along while performing the activity themselves? Consider breakout sessions or brainstorming sessions either during the training or after the training to explore parking lot issues.
Methods: Consider that different methods have pros and cons.
Instructor-led training sessions (in-person or online) can be effective but can also be costly and time-consuming. Self-paced training can be great for geographically diffuse groups, or those with high workloads; however, people sometimes multi-task during recorded sessions and there is no opportunity for people to ask questions. Cross-training or peer-to-peer training can be very effective and not very costly to the project team; but also takes time to train-the-trainer and for each person who then becomes a coach/peer-trainer.
Microlearning, such as a weekly 2-minute video with tips and tricks, can be very effective and more palatable for younger audiences who are used to social media content. Infographics, websites, e-learning modules and pre-recorded videos can be helpful in addition to live training sessions.
Incorporate feedback and measure the effectiveness of your training through surveys, quizzes, behavior, and performance. Don't be afraid to ask for feedback on the training itself to improve your materials and delivery. Also, make sure you incorporate feedback by updating training materials and reviewing them periodically. You may need to give follow up training options for new staff or to reinforce complex material.
The main point here is that there are lots of options. The trick is to choose the right set of options from the menu that best serves your content and your audience. Meet your audience where they are at, give them the courtesy of having options, and provide content using methods that they are comfortable with. You wouldn't set up a live virtual training session in English with no subtitles and no written resources on Central time US for a group of non-native English speakers in India; just like James Bond wouldn't order an iced coffee at a hockey game.
