Executive Summary
Conventional 1-day training courses often fall short because they fail to accommodate the diverse learning styles of participants. Effective learning requires active engagement, motivation, and a variety of learning formats that help learners absorb and retain information. A more effective solution involves offering diverse materials and holding learners accountable for their progress.
Introduction
We’ve all attended training courses that promise to elevate our skills and knowledge. However, after a day filled with presentations, exercises, and best practices, much of what we learned seems to vanish by the time we return to work. This represents a wasted investment for both the employer and the employee. So, why do conventional training courses fail to deliver lasting results, and what can be done to ensure real learning happens?
Why Conventional Training Fails
A major failing of conventional single session, traditional training fails is its inability to cater to every learning style in the room. According to established learning theories, people absorb information in various ways. For instance, some learners prefer visual aids like charts and diagrams, while others respond better to auditory learning or hands-on experiences.
Without adapting the delivery of training to these different learning preferences, a large portion of participants will miss out on the core message. Furthermore, learners must be motivated and engaged to absorb information effectively, and a one-size-fits-all approach doesn’t achieve this. Here’s an overview of some prominent learning style models:
Learning Styles Overview
VARK Model
Visual Learners: Prefer diagrams, charts, and visual aids.
Auditory Learners: Learn best through listening (e.g., lectures, discussions).
Reading/Writing Learners: Absorb information through written words (e.g., books, lists).
Kinesthetic Learners: Thrive on hands-on learning (e.g., experiments, role-plays).
Kolb’s Experiential Learning Theory
Kolb’s model describes a four-stage learning cycle, ranging from direct experience to experimentation:
Divergers: Reflect and observe.
Assimilators: Think deeply and process information conceptually.
Convergers: Prefer practical application of theories.
Accommodators: Learn through hands-on experience and trial-and-error.
Honey and Mumford’s Learning Styles
Activists: Learn by doing.
Reflectors: Learn by observing and reflecting.
Theorists: Prefer logical reasoning.
Pragmatists: Apply learning practically.
Gardner’s Multiple Intelligences
This theory suggests individuals have different kinds of “intelligences”:
Linguistic: Strong with words.
Logical-Mathematical: Good at reasoning and problem-solving.
Bodily-Kinesthetic: Learn through physical activities.
Interpersonal: Learn through social interactions.
Intrapersonal: Learn through self-reflection.
The Ideal Training Approach: A Bootcamp Model
A more effective solution is to replace conventional training with a 12-week Bootcamp-style training or curated coaching program. This approach engages multiple learning styles and emphasizes personal and peer accountability, ensuring that learning is reinforced and embedded through repetition and practice.
The Three-Stage Process: Stage 1: Presentation and Overview
A live presentation is accompanied by visual aids like slides and flip charts to engage learners
. This stage activates auditory and visual learners.
The Three Stage process: Stage 2: Plan and Action
Participants apply their learning practically, using materials like video recordings, written notes, and interactive exercises, engaging kinesthetic and reading/writing learners.
The Three Stage process: Stage 3: Review and Accountability
The cohort reviews the actions of each individual, discussing successes and failures. The next stage of training is built upon this reflection, creating a continuous improvement cycle.
Conclusion
Recognising the team challenges, where attention spans are short and information overload is common, the Bootcamp-style training represents a more efficient and effective learning model. By engaging multiple learning styles and reinforcing learning through action and accountability, this approach delivers lasting results, particularly for managers, sales teams, and leaders who need practical, long-term development.
