Recent CIPD research accuses learning and development professionals of hanging on to “outdated” methods, such as classroom training.

But before ditching this in favour of what might be perceived as more flexible technological approaches, it is worth considering some of the benefits of the ‘classroom’ learning approach.

E-learning has long appeared to be on the cusp of dominating employee training, as it provides a platform that cannot be beaten for convenience and affordability and many organisations have incorporated it into their offering for that reason.

But many still value classroom training. It offers a personal interaction with a learning facilitator, networking with other participants and colleagues and can therefore be dynamic and thought provoking.

In fact many people simply learn better in a classroom setting. Most of us thrive on discussing a topic with other people, working through real life work issues and exploring potential solutions. Typing a message or post to somebody isn’t the same as verbalising a point of view and having to learn the skill s of actively listening to others, challenging and questioning, receiving feedback and gaining acceptance and agreement. The classroom setting allows for real time discussion and provides interaction that isn’t easily duplicated, even with the most advanced of technology.

And when classroom training is tailored to the organisation, it brings a peer group together and ensures a consistency of approach and an opportunity for collaborative working and team building, which you just can’t get with many other learning interventions.

When asked in the survey what methods are most likely to work, most learning and development professionals pointed towards training that is integrated into the normal course of their jobs. And this of course is the key point. No learning intervention works unless it is relevant, meaningful and critically that it is reinforced back in the workplace. Half of respondents (52 per cent) said that “in-house development programmes” were amongst the most effective ways of delivering training, while almost as many (46 per cent) cited “coaching by line managers”.

The “coaching by line managers” is a good example of where online learning would not be effective. Ensuring line managers have the skills to coach effectively is key to getting results from coaching and these skills are best developed through face to face interaction and practicing with others.

Labelling classroom training as outdated is a sweeping and ultimately unhelpful comment. It depends on how it is used and how it is supported back in the workplace. The interaction it provides is not easily replicated with any other form of learning and for that reason alone, it will always have a place in L and D provision. 

For some pointers on how a tailored approach with pre and post course support can bring tangible results to your business click here.

Despite the market place remaining a challenging one, we know that many forward thinking companies out there are still keen to invest in developing their people …but of course are looking for cost effective ways to do so.

So why would we be advocating less training? Well one way to get very tangible and very immediate results is to use more one to one coaching. Good coaching can make a world of difference to upping your team’s skills and raising motivation levels at the same time.

And it doesn’t have to be done by an external training company. Using the expertise you have within your organisation in the form of line managers can have a great impact on performance. The key is making sure those managers are equipped to coach effectively.

We see many situations where line managers intend to offer support to their teams, but end up “telling” them what to do. There are times when a directive style is the right approach, but for the most part a more questioning, coaching style will get people thinking for themselves and develop their skills more effectively. You get greater buy- in too… people tend to kick against being told exactly what do (think of your own reaction to a very instructive style of management!) 

So here are 5 top tips for Line Managers wanting to do more effective coaching…..

1. Remember 90% of learning happens on the job so there are opportunities for coaching all around us in the workplace.. we just need to look out for them.

2. Coaching is about asking questions. It develops problem solving skills and builds a more capable, self reliant team. The next time you are tempted to tell one of your team members exactly what to do next, just check yourself and try turning the statement into a question…”what steps would you take?” “What do you want to do next?”
3. Good coaching doesn’t have to be a planned sit down 30 minute session. Great coaching can also happen in a spontaneous 5 minute conversation when you have observed a team member dealing with a customer.
4. Listen carefully – there is no point in asking good thought provoking questions if you don’t give your team member a chance to think and answer. Be comfortable with pauses.
5. Coaching should not be a one off event but an ongoing way of developing your people. Start to make it a management style rather than something you just do to address a specific skill and you will begin to reap the benefits.

A recent survey has found that where employees are engaged and enabled companies can increase their turnover by five times… Isn’t that a compelling case to invest in some coaching capability??