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One of the most common ways companies attempt to address organizational diversity is through formal training. Yet research on the effectiveness of such programs has yielded mixed results. New research illuminates how diversity training effectiveness can depend on the specific training method used, the personality characteristics of those who are trained, and the specific outcomes that are measured after training concludes. Experiments conducted with college students reveal two promising options: perspective taking (walking a mile in someone’s shoes) and goal setting (for example, setting a goal to speak out the next time you hear someone make a biased comment).
One of the most common ways that companies attempt to address organizational diversity is through formal training. Yet research on the effectiveness of such programs has yielded mixed results: Some studies show that diversity training is effective, others show it’s ineffective, and still others show that it may actually lead to backlash. This has led to pessimism regarding diversity training, with some claiming it simply doesn’t work.
“Because all students are capable learners, you as a teacher must demonstrate that all students are expected to fully participate in all activities. Sometimes you will want to offer options for students to choose from, but everyone should be involved in learning.”
—Susan Winebrenner, author of Teaching Kids with Learning Difficulties in the Regular Classroom
The following are some creative teaching strategies you can use to teach students with different needs in the ways they learn best. It summarizes some of these methods that help to better understand and respond to these students
Differentiate instruction. It’s important to recognize that “fairness” in education doesn’t mean that all children are taught in the exact same way. Instead it means accounting for the needs of individual students and adjusting the curriculum accordingly. Differentiation allows you to provide individualized instruction by changing the pace, level, or style of teaching to engage student strengths and interests. Students with mental health and learning disorders are not the only children who benefit from this instructional philosophy—all children in your classroom can achieve at higher levels when you are conscientious about providing instruction that fits how they learn best. Differentiating instruction includes, when appropriate, reducing assignments or extending deadlines to accommodate a child’s abilities.
Capitalize on learning styles. Students learn in a number of different ways. Visual learners learn most effectively from visual information, while auditory learners learn best from verbal or audio presentations. Tactile-kinesthetic learners do well when touching or moving in some way as they take in information (experiential learning). While students can often learn to some degree in all of these different ways, many excel in one area so that instruction based on a particular style is much more effective than that of another. Deficits in one or more areas of learning can be particularly common in students with learning disabilities.
Incorporate multiple intelligences into curriculum. Students often have areas of learning in which they are particularly strong. These learning strengths can be engaged to help students succeed in the classroom and reach their full potential. The multiple intelligences are a framework of strengths outlined by Harvard psychologist Howard Gardner. They are linguistic, logical-mathematical, visual- spatial, musical-rythmic, bodily-kinesthetic, interpersonal, intrapersonal, and naturalist. Most students have strengths in one or two of these areas.
Capitalize on student interests. One of the best ways to motivate students is to incorporate their interests into the curriculum. As much as possible, allow students to choose the topics they’ll report on in a paper or project. Also look to include interests in other smaller ways—such as in math word problems. Tying learning to interests is a potentially powerful way to reinforce core curriculum concepts.
Involve students in educational goals. Students perform best when they feel they are active participants, as opposed to passive subjects, in learning. Try to involve students in creating goals related to learning activities. Children with mental health and learning disorders may have a negative attitude toward schoolwork so incentives are required at the outset. Your goal ultimately should be to have students genuinely engaged in learning so that rewards become less important.
Use computerized instruction. Most students enjoy working with computers, which can stimulate their interest in schoolwork. A wide assortment of available programs from reading instruction to voice recognition software makes computerized instruction very relevant in helping students with special needs. Activities and games that incorporate material from content themes can reinforce concepts for visual and tactile learners.
Group students effectively. Group projects provide great opportunities for you to put together the talents of students in complementary ways. A child who struggles in one aspect of a subject may excel in another. Group students so that they can both showcase strengths and learn from peers. Also give careful consideration to the social dynamics of groups. Children who have mental health and learning disorders benefit from working with students who are especially kind, patient, and empathetic.
Consider outside placement options. Some children may have needs you simply cannot meet in the regular classroom. At these times, work with your school’s specialists to ensure skills are developed in other settings. A child with a communication disorder might require intensive work with a speech language pathologist. An extremely disruptive student may need to spend part of the day in a program set up for children with serious emotional disorders.
- Career development
- The 8 Best Types of Training Methods for Your Employees
By Indeed Editorial Team
Updated May 25, 2022 | Published February 4, 2020
Updated May 25, 2022
Published February 4, 2020
Employees that are effectively trained are happier and more productive, so it's important to take care when considering not only the material that needs to be taught but the method used for training.
In this article, we explain why choosing a training method is important, and we explore the best types of training methods for employees based on the material being taught.
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Why is choosing a training method important?
Training is critical in employee onboarding as well as employee retention. When a new employee joins the team, they are typically excited and eager to learn all there is to know about the company. Existing staff members also need training to learn and develop skills. In either situation, the method is just as important as the material.
Advances in technology have given employers and human resources representatives more development training methods than ever. Whether your company is exploring newer training methods or clinging to the more traditional mediums, it's important to keep in mind that everyone learns differently. In fact, there are three major learning styles:
Visual: Learning by seeing or watching
Auditory: Learning by hearing information
Kinaesthetic: Learning through action, or by doing
Related: What Are the Different Types of Workplace Training?
What are the different types of training methods?
The best training methods target all three learning styles, but it's also important to get to know what works best for your learners and tailor the material to them. Here is a list of the eight most effective employee training methods:
Technology-based learning
Simulators
On-the-job training
Coaching/mentoring
Instructor-led training
Roleplaying
Films and videos
Case studies
1. Technology-based learning
With the development of technology, computerized training is becoming more prevalent. It's sometimes referred to as computer-based training (CBT) or e-learning, but it essentially refers to the same thing with one key difference: e-learning is hosted completely online, while computer-based training encompasses any kind of training that takes place on the computer.
An important benefit of technology-based learning is that it allows trainees to work through the material at their own pace, and removes the need for an in-person facilitator. This type of training often mimics traditional classroom-style teaching by providing a voiceover with visuals that support the content. Oftentimes, resources such as videos and additional reading accompany the material to aid in the training process.
Another major advantage of technology-based learning is its scalability. Whether it's five or 500 people, any number of individuals can take CBT courses at one time and at their own pace. Some learners may need more time to thoroughly work their way through the material, while others may want to move onto more advanced curriculum. In either situation, CBT benefits the learner.
Computer-based training does come with its challenges too. One major challenge is the fact that trainees are left unmonitored. Because CBT courses are unmonitored, it's difficult to know whether your employees are engaging with the material. A wonderful way to ensure that trainees are engaged is to incorporate quizzes and interactive modules into the digital classroom. This will ensure that they are paying attention, as well as inform you about which concepts were communicated effectively.
2. Simulators
Simulations are an effective training technique for fields that require a specific set of skills for operating complex machinery, such as in the medical or aviation industries. Successful simulations reflect actual work situations and allow trainees to solve issues that they will likely face on the job.
3. On-the-job training
On-the-job or hands-on training jumps straight to the practical skills necessary for the job. New hires begin working immediately with this training method. In some cases, it may be beneficial to incorporate an employee shadowing component. This will allow new hires to gain a little insight into the context and job requirements before trying it on their own.
Related: What Is On-the-Job Training?
4. Coaching/mentoring
While a structured curriculum has its place in training, there are many benefits to mentorship and coaching. Implementing a mentorship program at your company, along with other training methods, creates employee development opportunities as well as develops relationships that help new employees feel welcomed and supported.
Mentorship is invaluable, but it does come with its challenges. Your best employees will be asked to take time away from their work to train and grow newer staff members. Though it proves to be beneficial in the end, it will require a little sacrifice.
Related: Creating a Workplace Mentoring Program: Key Steps and Tips
5. Instructor-led training
Classroom-style training is the most traditional and popular training method for employees. This method mimics other classrooms in that an instructor prepares and leads the experience, usually using a lecture-style presentation with a visual component.
This style of training has many benefits, one of which being that trainees can interact with their trainer. Questions are asked that might otherwise go unaddressed in other training methods. It also allows for relationship building between the trainer and the trainee as well as among the employees that are going through the training together.
A major challenge for instructor-led training is the inability to scale it. If the classroom is too large, it can inhibit instructors from interacting one-on-one with the students. Additionally, in-person monitoring is required throughout the entire training. Trainees are unable to move at their own pace in this environment.
It's important to keep energy high if you're using this training method. Allow students opportunities to take breaks and move around, and encourage engagement to avoid trainees from losing interest.
6. Roleplaying
This technique is usually executed with a trainee and a facilitator (or trainer), where each is allowed to act out different potential work scenarios. This method is most effective in industries that require client or customer interaction, as it allows employees to practice handling difficult situations.
7. Films and videos
Video has quickly gained popularity as an effective training technique. It aids companies in training employees more quickly and efficiently. Many employees prefer it to reading materials. There are several approaches to training videos. Some companies choose one approach depending on the material, while others combine a few approaches into one video seamlessly. The approaches include:
Animation: This style allows complex topics to be explained through visual illustrations. If a topic is difficult to record, animation is probably the best method.
Live-action: Live-action videos are more demonstrative and are great for showing appropriate and inappropriate interactions through role-play scenes.
To-camera: This approach features a narrator that is speaking directly to the viewer. Typically, the narrator is communicating the information through a more lecture-style format.
Screen recorded: This method features a recording of things happening on the computer screen. It's perfect for showing employees how to use new digital tools through a step-by-step process.
Videos can make difficult material more interactive, engaging and demonstrative. Additionally, like computer-based training, the material is easily accessible. An in-person facilitator is unnecessary and employees can revisit the information whenever they need it.
Though making videos is relatively affordable, it can be time-consuming. It may be beneficial to partner with a training video agency to save yourself valuable time and frustration.
8. Case studies
When you're hoping to develop analytical and problem-solving skills, case studies could be the best training technique. Trainees are given scenarios, either real or imagined, that depict common work situations. Either independently or in a group, the employees are then asked to analyze the case and come up with ideal solutions and scenarios.