I’m totally fascinated with this infographic (below). It talks about “flipping” traditional teaching methods. The idea being that activities such as reading and lecture would be done outside the classroom and interactive exercises and discussion would be done inside the classroom.
At present, the discussion is related to education and academics. Homework for students would be activities they can do on their own like watching a presentation or reading a chapter. Then class time is spent doing activities or having discussion to reinforce the materials.
It makes me wonder if this becomes the new way to educate, will the idea spill over to corporate training? That could be very cool. I could see businesses embracing the idea of less classroom time … with the idea that the time spent in the corporate classroom is action-packed. Participants might love the idea of listening and reading at their own pace, prior to attending training.
It could mean a whole new way of instructional design. And that trainers become more of a facilitator and less of a presenter.
What do you think? Is it time to “flip” corporate training? Let me know your thoughts.
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Image courtesy of Knewton
Vicki Hess says
Sharlyn,
I completely agree with your premise that business training (in some cases) would definitely benefit from a flipped approach. I’m working on an idea for leadership development for frontline managers that would use this format.
I think the leaders would benefit from the more robust facilitated discussions in the classroom. It reminds me of my Book Group meetings (we just had one last night) – with lots of rich discussion. My only fear is that these leaders are already so overwhelmed with work that finding the time to watch a video or read something would be tough and they would end up doing it at home. These folks need downtime – not more weekend work.
I’d love your thoughts,
Vicki
Sharlyn Lauby says
Thanks for the comment Vicki. One thing I’m seeing more of – especially in leadership development programs – is adding a reward/recognition component. So the sessions aren’t just training, they are also a way for the company to thank participants for their hard work. It might be a reception prior to training or a nice dinner out afterward.
Companies are also adding a coaching component in between training sessions. Great for retention – managers are given the opportunity to immediately practice something they discussed in training. Then debrief with their coach.
Incorporating social learning can also make it a little more enjoyable. I believe if the outside the classroom activities are not too burdensome then participants will find time to do them. They must also be relevant. Training is becoming streamlined and to the point.
Rey says
I appreciate and share Vicki’s observation re: corporate folks needing down time. WLB (work life balance) is still a big issue for many companies, and I get concerned that learning can be perceived adding to that burden. Today, we have less people with less resources doing more. Why? Because production and output has increased, but staffing levels have not grown at the same pace. The challenge for me as an L&D professional is to crack the code (is that the phrase?) to learning in the corporate world: what is the optimal mix of self-driven learning, peer-driven learning, and traditional learning to develop competence at the time of need.
Sharlyn Lauby says
Thanks for the comment Rey. It’s a valid point – what’s the right mix? I believe this has to be an integral part of the assessment and audience analysis. My concern at times is the training delivery method is decided before the assessment is even finished.