Instructor-led training is one of the most effective methods of guiding and motivating your teams. It's a training style that helps them connect as they absorb new skills for the workplace.
In this guide, we’ll cover everything you need to know about ILT: what it is, its benefits, and how to design an ILT program that works for your team.
Let’s get started!
What is instructor-led training?
Instructor-led training (ILT) is a type of training where an instructor (or facilitator) leads learning sessions, guiding members through the course in real-time. It prioritizes direct interaction and is great for reinforcing learning concepts with the help of the key leader.
Despite the surge of digital learning platforms, ILT is still a crowd favorite in the corporate world.
According to a 2016 Benchmark Report, nearly 70% of corporate training is instructor-led. Additional research from Brandon Hall Group shows us that 66% of workers surveyed rate ILT as “Highly or very effective.”
What are the main benefits of instructor-led training?
Now let’s talk benefits. ILT is as much about how you learn as what you learn.
- Real-time interaction: ILT is great for generating feedback from learners in real-time.
- The value of the instructor: A powerful learning environment and deep learning relationships can be shaped by the instructor’s teaching style.
- A deeper connection between members: Anyone who attends can build organic relationships and a stronger network with the people around them.
The benefits of ILT are yours to reap. Now we’re going to break down the different types of ILT and the steps to take to deliver your own ILT program.
What are the different types of instructor-led training?
Instructor-led training is a powerful tool to use that brings everyone together as they learn new skills. There’s no one-size-fits-all way of carrying out the best training. Different types of ILT are better suited to your specific teams and organization.
The main types of ILT are:
On-site instructor-led training
Sometimes, the classics have that label for a reason. On-site and traditional classroom settings are the bread-and-butter of instructor-led training. The format is focused on face-to-face interaction when instructors lead learning in the same space, arming them with new skills and knowledge.
The main benefits of on-site ILT are the immersion and intimacy offered. Participants have a question? Let them fire away. Keep the atmosphere open and light onsite and your instructor can lead them like a shepherd through a storm.
The in-person dynamic is well-suited for immediate hands-on activities and group discussions. Keeping your training on-site means tactile learning is key. Whether your session is filled with teambuilding activities or sales role-playing, practicing in-person sets your team up for an elevated state of togetherness.
There might be some roadblocks, like daily scheduling and rigorous training planning, but it’s nothing you can’t handle (we’ve got that covered later in the article!). For teams that thrive on collaboration and being connected, nothing beats the touch of in-person learning. Just make sure the Wi-Fi and whiteboard markers won’t let you down on the day!
Virtual instructor-led training (VILT)
We now live in an age of learning and working from home, and a virtual instructor-led training session can be just the ticket to enhance your remote team collaboration.
Virtual Instructor-Led Training (VILT) takes all the best aspects of traditional ILT, like live interaction and expert guidance, and delivers them in a remote setting. Make the most of Zoom calls, digital whiteboards, and breakout rooms to deliver your VILT with gusto.
The perks of VILT are undeniable. They’re incredibly flexible, so no matter which corner of the world your team members are in, they can deeply absorb the training in the comfort of their own setting. Commuting is cut down, and logistical nightmares are no longer a worry.
Don’t mistake VILT for a glorified webinar. There are more remote collaboration tools now than ever just waiting to be utilized by your instructor. Instructors can still lead lively discussions, encourage group problem-solving, or even employ some fun polls and quizzes to keep everyone on their toes.
VILT isn’t without its quirks and hindrances. Take a bit more time to smooth over any potential cracks beforehand. Some staff members might appreciate you guiding them through the software, letting them know how to mute, share documents, or share their screens.
So whether your team members are in Toronto or Timbuktu, VILT can make sure no one misses out on the benefits your training session offers.
Blended learning
If you can’t decide between an on-site or online training program, you can consider both by using blended learning. This could be the best of both worlds for your team, offering the benefits of in-person training with the flexible perks of VILT.
Your company may want to focus on developing a hybrid system or is already made up of hybrid and remote clusters. In that case, blended learning might come as second nature for your employees. A hybrid approach to instructor-led training mixes face-to-face sessions with virtual components like eLearning modules or live webinars. You get to combine classic learning structures with more modern techniques.
Blended learning works wonders for more complex topics that need both theory and practice. For example, a blended system can capitalize on introducing new software with an online tutorial, and then meeting in person to apply it. Documents can be stored and accessed remotely or on-site, and teams can review previously learned material.
Blending properly takes a little finesse, and you need to plan the transition out carefully. Shifting from online to on-site might be a breeding ground of confusion for team members, so make sure your instructor is leading and supporting them.
When done right, blended systems strike the perfect balance between convenience and connectivity. If it’s suited to your team’s style, make the most of a carefully blended ILT.
Workshop-focused training
Workshops are a fantastic way to bring energy and hands-on learning to instructor-led training sessions. They differ from traditional training sessions in that they’re intensely focused on interactivity. No more quietly sitting in rows, workshops get everyone involved from the front to the back seats. They’re a bit like boot camps of the ILT world, needing all hands on deck and leaving team members with practical skills they can apply immediately.
Using a workshop in instructor-led training may be the best way to bring hands-on skills to the forefront. Whether the training is focused on brainstorming, problem-solving, or mastering new tools, they are perfect for teams that thrive when working in collaboration. They’re also great for breaking apart the things you might repeat in traditional training. They’re a lot more dynamic and can be infused with training games and activities that bring out the best in your teams.
On the flip side, they do take more planning than traditional training programs. You really have to hone in on the resources you need to meet your objectives. Keep your activities engaging and interactive and they’ll flow smoothly.
If your goal is to energize the whole team with newfound energy, an interactive workshop could be the perfect way to electrify instructor-led training.
Seminars and conferences
Sometimes, learning needs a big stage (literally), so seminars and conferences can take instructor-led training to the next level. They’re set up in a more university-style format, with information flowing mostly one way.
Seminars and conferences should make the most of using outside expertise to energize the training program. Keynote speakers and thought leaders can inspire curiosity and intrigue into the training. There’s still ample chance to capitalize on having a big stage and closing the training with interactive Q&A sessions can help your teams push the boundaries.
Large-scale events like seminars and conferences can tie into multi-day mixtures with workshops and on-site training. Seminars are great for when your teams dive deep into one specific topic. Topics like emerging technologies are great for seminars where information can be pooled.
Just make sure you take steps to address any problems that come with intense seminars and conferences. They can be long days filled with packed-out schedules, and you don’t want your trainees to feel overwhelmed. Pay special attention to the flow and structure of a multi-day event. If you’re in a great location, break up the event with fun team-building activities and visits to local attractions as part of the training.
If your teams are looking for big inspiration and big-picture thinking, seminars and conferences might just be the ILT option you’re looking for.
How can I design a solid instructor-led training program?
So now we’ve outlined the three major types of instructor-led training, you may be wondering how you can develop your own ILT program. Below we’ve listed a checklist of steps to make sure you’re delivering an instructor-led training program with substance!
Conduct a “needs analysis”
Every great training program starts with one big question: “What do we need to achieve?” A thorough needs analysis is the optimal first step to take when designing an instructor-led program. It precisely and honestly lets you know where your team stands and how to get them to their destination.
Start off by identifying any skill gaps. Are your newer members as strong with the company software as your veterans? Is your onboarding program as strong as it needs to be? Use surveys, interviews and retrospective performance reviews to uncover any areas that need some attention.
Don't stop there! Talk to your team, become their go-to guide, and ask what they feel will help them thrive. Your teams who do a lot of heavy lifting will benefit from genuine support and open discussions.
Take all of the feedback you get and apply it to your own needs assessment document. This can help with future iterations and developments of instructor-led training courses. Your teams will feel heard and trusted when they see training is focused on their growth.
Clearly define objectives and learning outcomes
Use the feedback you gathered in a needs analysis to create the most important objectives and learning outcomes of the instructor-led training program.
Clearly defined goals shared between yourself and your team benefit both parties. You can honestly and accurately quantify how many people picked up on training objectives, and your team knows what they’re working toward over the program.
When defining your goals, be as specific as possible. Keep your objectives SMART (Specific, Measurable, Achievable, Relevant, and Time-Bound). Steer clear of vague objectives like “improve leadership” and use specifics, like “develop three conflict resolution techniques for managing team disputes.” The more precise you are, the easier it will be to check if your program is hitting the mark.
Tie all objectives to real-world applications. Ask yourself, “How will my team members use this knowledge in their day-to-day tasks?” Be as practical as you can, making all outcomes relevant and immediately valuable.
Share your goals upfront before the ILT starts and be transparent. No one likes surprises when it comes to achieving the goals of a program. Set expectations early and keep everyone aligned and motivated. They’ll thank you for it.
Weigh up and select the ideal instructor
No great army was ever led without a general, right? Now that you have your goals and objectives ready to be aimed at, you’ve got to consider who’s going to hit the mark. The right leader is the heart and soul of any ILT program, so when it comes to choosing the right one, it’s worth taking time to think about exactly what (and who) your team needs.
Start by asking: what qualities are essential for this training? Is the training focused on technical skills? You’ll want to search for a subject-matter expert who can take complex ideas and break them down into simple, relatable terms. If it’s leadership training, look for someone who can inspire and connect with your teams on a personal level.
Then there’s the big question: internal or external? An internal instructor already understands the company culture and goals, making the program more relatable. On the other hand, external instructors might bring a fresh perspective and experience you don’t have in-house.
Get them on board as early as possible to get deep into the program’s goals and objectives. Whether you’re using an instructor from outside or inside the company, encourage them to share stories and connect with your teams on a deeper level throughout the training.
Select the right tools and materials
No one in a DIY project would be asked to do some carpentry without a hammer, and the same goes for your ILT program.
First, think about your audience (your teams). Are they hands-on learners who thrive with physical props, or would they be better suited to digital presentations? For in-person training, materials like workbooks, printed handouts, or physical models can create a tactile connection. If you go virtual or blended, you’ll need to consider your videos, presentation platforms, and a place to store all the training materials.
Then spend time with your instructor making sure they’re supported throughout. Do they have every tool they need at their disposal? Make sure you’re using tools that keep engagement sky-high. Tools like Mentimeter put a great spin on traditional presentations. Other collaborative tools like Miro and Jamboard can elevate group exercises. There are plenty of tools out that can enhance the ILT experience, so make sure you’re up-to-date and ready to rock.
Finally, test everything thoroughly. Nothing derails a training program like a technical difficulty that could have been preempted. Make sure all your tech works seamlessly, your materials are ready, and backups are in place. With the right tools, your program can truly shine!
Plan the logistics
Ah, logistics. Not the most glamorous part of a solid ILT program, but certainly one of the most important.
Start with the when and where. Timing can be so critical for nailing your program. You’ve got to schedule your session at a time when everyone is at their most alert (definitely not straight after a heavy lunch!). For in-person sessions, make sure you’re choosing a venue with easy access, good seating, and doesn’t have a projector older than your interns. For a virtual session, make sure you’re sending out the join link well in advance.
Next, think about the setup. Do you need breakout rooms for group activities? Enough chargers or outlets to keep laptops alive? For virtual sessions, test the platform and ensure breakout rooms work properly. Nobody wants to feel stranded, alone in a silent breakout room.
In addition, make sure you’re covering any contingency plans. A misplaced adapter or a surprise IT glitch really can ruin the event. Have backups for everything, from markers to hotspots.
Logistics are rarely the star of the show, but they’re often the unsung heroes that make a training day run like clockwork.
Evaluate and reiterate for improvements
For our final step, make sure you remember that just because the training session ends, that doesn’t mean the work is done. There are so many lessons to learn by using thorough and careful evaluation. Just like tweaking a perfect recipe, you want to wait until after the meal is made so you know where you stand.
Gather feedback as soon as you can. Send out surveys or host a quick post-session debrief. Ask everyone what worked, what can be improved, or if anyone secretly zoned out during a presentation marathon. Keep the debriefing questions light but focused. Here are a few useful ones:
- What aspects of the training session did you enjoy?
- Do you think the learning objectives were met for you?
- Which aspects of the training will be most useful for you?
- How would you describe this training program?
You don’t need to interrogate teams for feedback, just keep it short and sweet. Then take a hard look at the feedback and results. Reiterating and making improvements using this feedback can make a world of difference.
FAQ:
What is instructor-led training?
Instructor-led training is any training that happens in a training room, like an office, classroom or conference room. As remote and hybrid work teams develop, virtual training sessions are also an increasingly popular option. They have one or more instructors who teach skills or materials to the group.
What are the benefits of instructor-led training?
During an ILT, learners collaborate through discussions and activities that enrich the experience. Facilitators can also adapt on the spot, reading body language and adjusting the session to meet the group’s needs.
How long does it take to develop instructor-led training?
It depends on the learning content and the scale of the organization, but some research suggests a single hour of instructor-led training requires 40 to 49 hours of development.
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