Cross Group

Telling is Not Teaching

Is the money you spend on training really effective? Do your employees actually learn and then apply the knowledge to their jobs? Is your employee development program improving individual productivity and company performance?

Not all training is created equal.

What once worked in the business training room is no longer effective with the younger generation of employees. Perhaps our assumptions of effectiveness with earlier generations were inaccurate.

The CrossGroup uses a model built on the best theories concerning adult learning. The underlying assumption is that adults are motivated to learn when they perceive a need and then find ways in the training setting to apply what they are learning to the real world of experience at work.

"Telling" is not "teaching" and employing the "telling" mode exclusively can impede "learning."

The six-step model is participant centered with active involvement throughout. Whether delivered in a one-hour session or multi-day sessions, the model moves through the following steps in a simple, cyclical format.

Step One. Focus .

Begin by engaging the participants.  The stress of the job or some personal matter may have the participants’ minds a “hundred miles away.” This first step creates attention and curiosity and “hooks” the participants. The effective trainer finds a quick and interesting way to communicate the reason the group has gathered for training.

Step Two. Involve.

Create a perceived need for the training. The second step moves from focus to need. Participants will quickly tune the trainer out if they perceive little need for the course. This brief step involves the learners in an activity that involves several senses and leads them to see the need for the class.

Step Three. Reflect.

The third step builds on the involvement by allowing the class to reflect together on their need for the subject matter. Collectively, we need to affirm and verify that the need for learning is universal. This step, like the first two, does not need to be lengthy. In fact, the first three steps can be completed in ten minutes in a well-crafted teaching design.

Step Four. Learn.

The first three steps pave the way with participant readiness to learn the concepts. Care should be taken to use good educational methodology in presenting the ideas or concepts so learners retain information. Too often in business training, the trainer utilizes a lengthy series of “wordy” power point slides with explanations that are read from the slides. Limit the presentation word count and involve the learners to enhance engagement.

Step Five. Practice.

After the concepts are presented, it is time to reinforce the learning. A case study or learning application exercise can provide good practice. By staying involved as a facilitator, the teacher observes first-hand whether or not the participants understand the concepts. Often in this phase, the facilitator will have opportunity to give clarification and even re-teach one or more of the concepts. Remember, making mistakes is part of practice. Learning is happening in the correction of the mistake.

Step Six. Commit.

Close the session with a brief personal application exercise. Encourage the students to put the new learning into practice right away.

These are simple steps to learning that the beginning trainer or the seasoned veteran can employ. In a day-long session, move through these steps several times in a cycle using a variety of teaching methods to keep the participants active during the learning. This cyclical approach is effective whether presenting technical or “soft skill” training.

Training and development programs are increasingly necessary for attracting and retaining today’s employees. Costs can be high when factoring in the delivery of the program and the employees’ time away from the job. Return on investment is imperative. Active participation learning engages participants, puts new skills and knowledge into practice, and increases the opportunity to improve performance.  

Dr. Mark Cook has been involved in training and business administration for 30 years. He is working with Jim Cross in the CrossGroup. Together, they serve clients using customized training solutions and management consultations, including employee hiring systems. Contact him at mark.cook@crossgroupinc.com

Originally published by the Fort Worth Business Press