Area Of Expertise (AOE) – Delivering Training

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This AOE covers delivering learning solutions that engage the learner and produce the desired outcomes. This could be a course or a guided experience.

Desired outcomes might include:

  • Managing a learner’s need
  • Responding to a learner’s need
  • Ensuring that a learning solution is available and delivered in a timely and effective manner

This AOE essentially covers the role of a trainer/instructor/facilitator.

On the CPLP exam, you can expect about 15% of the exam to cover content from this Area of Expertise.

Many of the skills in this AOE are similar to that of the Designing Instruction AOE. They include:

  • Adult learning theories and techniques
  • Instructional Design Theory and methods
  • Training delivery options or media
  • Existing learning technologies and support systems
  • Emerging learning technologies and support systems


Concepts of adult learning theories are critical because they support all training and performance improvement programs. If you understand these concepts, you can develop instructional programs that fill the needs of your learners. Your job as a trainer or instructor is to put the environment, learner’s motivation, and their abilities into proper perspective.

You should be aware of learner characteristics, learning objectives, instructional strategies, and methods that allow you to determine if learning has actually occurred. You will use these fundamentals as a framework for designing instruction, as well as for delivering that instruction.

If you need to learn about these, read our article on Designing Instruction.

Some of the skills unique to the Delivering Learning AOE are:

  • Different instructional methods
  • Presentation techniques and tools
  • Organizational work environment and systems
  • Individual learning styles
  • Cultural differences
  • Identifying your personal learning preferences and the tools to do this
  • Familiarity with the content you are teaching and knowing how the solutions address the needs
  • Legal and ethical issues relevant to delivering training

The most effective way to engage the interests of your learners is to present the content using a combination of instructional methods. This stimulates the learners and causes them to communicate, reflect, generate ideas, and actually learn the content. To do this effectively, you need to be able to discuss the advantages and disadvantages of each technique and when to use one over another, as well as evaluate the use of each one.

Regardless of the learning setting, you need to be familiar with the many different channels to deliver learning and be comfortable with each of them. This helps you maintain some level of control over the content delivery and it allows you to better meet the needs of your learners. You should be familiar with the applicability of each channel and the terminology that goes with them. Examples of these channels include:

  • Online learning
  • Electronic performance support system (EPSS)
  • Classroom training (face-to-face)
  • Blended learning
  • eLearning
  • Self-study

You need to master presentation techniques and tools for delivery and be able to apply these to both live and virtual settings. These techniques include:

  • Creating a learning climate
  • Preparing for the presentation
  • Understanding the behavior of the presentation and the attributes of the platform
  • Using icebreakers, opening exercises, and closing activities
  • Facilitating learning activities
  • Performing on-the-spot assessments of participants and their success in achieving the program objectives
  • Understand the techniques for delivering live, classroom training via the web and the differences between presenting online versus in the classroom
  • Identifying a presenting or training style and knowing the advantages or disadvantages of the styles
  • Knowing the types of presentation and training tools

To train adult learners successfully, you need to be aware of the current organizational climate and your resources. This includes the organization’s priorities, management’s reasons for offering training on a topic, and the motivations of your learners.

Learning styles are how individual learners acquire knowledge, skills, or change behavior. Each learner is motivated differently. They may base their motivations on environment, psychological comfort, social norms, and different profiles. You must be able to understand and recognize different styles. If you don’t your learners will struggle in your courses.

Here are some examples of the styles:

  • Visual, auditory, and kinetic (VAK)
  • Kolb’s four basic learning styles
  • Silver & Hanson’s learning style inventory, based on Myer’s Briggs
  • Gardner’s seven intelligences
  • Herrmann’s creative brain
  • Perceptual modality
  • Cross’s adult learning (CAL and COR)

Some cultural differences can affect the learning experience in a positive or negative manner. Here are some things you need to consider when training people of different cultures:

  • Basic classroom management
  • Cultural concepts
  • How the impact of the culture affects learning styles
  • Emerging trends in adult education (for example, the need for more media)

If you are going to have to be able to identify different learning styles in your students, you should be aware of your own preferred learning style. This way, you can maintain flexibility in your training program and not lean on your own style as a crutch. Do you have a preference for lecture or do you prefer a hands-on approach?

Can you identify the difference between an organizational learning need and the learning styles of the participants? You determine organizational learning needs by demonstrating gaps on performance. You should be able to understand the reasons the training program exists to provide background information to your learners.

It should go without needing explanation that you need to be familiar with the content you are presenting. This provides you a level of professionalism and you are able to stay on topic. Your learners will lose interest quickly if you do not know your material. This also enables effective communication between you and your adult learners.

Lastly, you must know how to get permission and give credit as appropriate for materials, whether in print or electronic. These items are also your responsibility. You must also be aware of legal guidelines, such as non-disclosure agreements, compliance standards, privacy, or confidentiality agreements.

If you want to share your thoughts or enhance this AOE with your experiences, please feel free to do so as a comment.

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One Response to “Area Of Expertise (AOE) – Delivering Training”

  1. ASTD Competency Model « ASTD – Central Florida Chapter Blog Says:

    […] Delivering training […]

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