The role of training modalities

What are training modalities?

In training, modalities represent the different delivery methods of learning through which learners’ skills/knowledge can be developed. Learning modalities can take various forms, including:

1. eLearning — eLearning consists interactive learning modules, videos, podcasts, slideshows, documents, webinars, and more, that can be hosted online.
2. Augmented Reality (AR) — It uses interactive digital elements to add to reality and create a real-life environment that can be accessed using a computer, tablet, phone, or laptop.
3. Virtual Reality (VR) — It simulates any real world you can imagine and gives learners the opportunity to interact with true-to-life difficult scenarios without real-life risk.
4. Instructor-Led Training (i.e., ILT) — ILT includes an instructor who leads a training and development session for individuals or a group of learners/employees through one-to-one training sessions, small groups, lectures, or workshops.
5. Virtual Instructor-Led Training (i.e., VILT) — VILT is virtual-ILT, except it takes place over a virtual environment like a webinar, online lecture or workshop, and virtual training room.
6. Video Learning — Video learning delivers workplace training and learning content through video modules.

Each training modality has its own set of unique features and potential uses for training and development. The number of training modalities that facilitators can choose from is growing each day as the technology advances. Trainers can select one training modality to use for their program or utilize multiple training modalities in a blended approach.

Why use multiple modalities?

Multi-modal approach is advantageous for a number of reasons:

Research has shown that learning and training in multiple ways reinforces knowledge comprehension, underlining the need for a multimodal learning strategy in classrooms. From a more qualitative standpoint, multimodal learning creates a more exciting and all-encompassing learning environment for learners.

They aren’t forced to learn in a way that doesn’t jive with their particular learning style, which increases engagement with the course content. Plus, multimodal learning opens the door to including all different kinds of fun and exciting media in your classroom. From videos to interactive graphs, multimodal learning strategies can leverage the technology and digital learning tools that learners love using.

How do you know which modality is best for your training program?

We have generated a list of five questions that organizations should ask themselves while considering which training modality to use for their training and development program.

1. What are your desired business goals and performance outcomes?
2. What are your learning and development objectives?
3. Who is the target audience, and in what context will they learn?
4. What is your overall training budget?
5. What training content will be most effective to instruct your learners?

Let’s discuss this in detail.

Question no. 1 – What are your desired business goals and performance outcomes?

Training should have a defined goal or purpose. Determining your desired business goals and performance outcomes for your employees will help keep your training and development initiatives in line with your organizational goals. Desired business and performance outcomes can include: a) increased employee retention rates, b) reduced training costs per employee, c) increased profitability, d) less frequent employees’ compensation incident rates.

To identify these goals, you can try conducting a training needs analysis. A training needs analysis can identify the root causes of the operational issues and set the foundation for generating desired goals. An effective training needs analysis recognizes knowledge and skill gaps before they become bigger issue and uncovers approaches to training and development that you may not have considered before.

Question no. 2 – What are your learning and development objectives?

Pinpointing your specific learning goals and objectives will help you understand what new skill, knowledge, skill, or capabilities you’d like your employees to obtain. Learning objectives should be:

1. Learning objectives need to be specific, clear and concise. This ensures learners know what to expect.
2. Learning objectives need to also be relevant and align with organizational culture, values and long-term objectives.
3. Learning objectives need to also be measurable using metrics. These measurements can determine if goals are desired and if the return on investment (ROI) is positive or negative.

Learning objectives also give structure to a training program by mapping out a clear roadmap of what the training and development course will cover and how it will be constructed. Objectives guide an instructor when leading the training course and learners as they complete the course.

Question no. 3 – Who is the target audience, and in what context will they upskill/learn?

Understanding the training context in which your employees/learners are completing the L&D program, the number of learners you have, and their technical fluency is important. This will help you decide which training modality makes the most meaning to use based on scalability and accessibility. Like, if you anticipate that the majority of the learners will struggle with working with virtual reality (VR) software or any other tool or equipment, it may be important to provide how-to guides beforehand.

Another instance is if your learners need remote access from their home, it would make sense to use a training modality that can be accessed from anywhere, like eLearning courses. Identifying your target audience and the training context in which they will learn can help you cater to your learners’ training needs. Your training program won’t have a conducive learning environment if you don’t think of your learners’ needs.

Question no. 4 – What is your overall training budget?

Deciding how much your organization is comfortable spending on the training and development program is important. Each organization develops training programs in a different manner, but regardless of how you create a training program, we recommend setting a budget beforehand. Moreover, designating personnel, like project and product managers, can be helpful in keeping track of budget and additional expenses and maintaining the overall budget. An organization can decide on a realistic budget for the training program by considering the following things:

1. Will we develop the training content in-house or outsource it?
2. What equipment, tools and software will our training program require?
3. How many tools and equipment do we need to buy?

When deciding on which training modality or modalities to use for your training, you need to think of the costs for developing and updating training materials, scalability, reusing your training for better ROI, etc. Like, if more costly hardware, like Virtual Reality, is out of your budget, it can be eliminated as a possible training modality early on.

Question no. 5 – What training content will be most effective to instruct your learners?

Based on your learning goals, you should recognize what type of training content needs to be included to train learners effectively. This step is important because your learning and development method needs to be compatible with the learning/knowledge itself. Organizations need to consider the following things to ensure their learning content is useful:

1. How much time and resources do employees have for training?
2. Is the learning content text-heavy?
3. Is the learning content learner-oriented?
4. Can concepts be accurately shown in the training?

Your learners can prefer more gamified methods of learning and training, like eLearning, or maybe they enjoy hands-on scenario activities, like ILT/VILT. Your learners’ preferences are important to consider when selecting the right training modality. Creating and distributing a feedback survey that asks the targeted learners about their learning needs and preferences could help the organization make the best decision that effectively aligns with your learners’ needs.

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Knowledge check!

Frequently Asked Questions (FAQs)

What are training modalities?

Training modalities are different methods used to deliver learning and training, such as eLearning, Augmented Reality (AR), Virtual Reality (VR), Instructor-Led Training (ILT), Virtual Instructor-Led Training (VILT), and video learning.

Why should an organization use multiple training modalities?

Using multiple training modalities can enhance learning by reinforcing knowledge comprehension, catering to different learning styles, and increasing engagement with the course content.

What factors should be considered when choosing a training modality?

Factors to consider include desired business goals and performance outcomes, learning and development objectives, target audience and learning context, overall training budget, and the effectiveness of the training content.