Section 6.2: Issues with Training Delivery

Analita Nand; Amanda Kooner; Darren Chen; Karen Lally; and Sonia Kahlon

Challenges and issues can potentially arise when designing and developing training. This is also the case when it comes to training delivery. According to Front Learning, it is important to create learning and development programs that address the training challenges faced by the organization and employees (Andriotis, 2017). Additionally, these challenges need to be addressed when one is delivering the training program. Here are some common training challenges:

  • Considering the audience – be confident about what training needs to be delivered and to whom. Successful delivery will require the trainer to be cognizant of the intended audience.
  • Considering the trainer – who will be doing the training? Will the trainer be internal and lean on knowledge and expertise or will they be external trainers who bring their own experience, skills and new concepts? Whatever the case, it is important that the correct trainer is selected for the training delivery, as this will facilitate easier and more applicable learning for participants
  • Considering the development of the program – who develops the training materials? This question needs to be addressed to set the training session up for success. The delivery can be amazing but if the content is not valid or useful, the session will fail.
  • Considering standardization – the training delivery will need to be consistent and produce the same learning outcomes from the same learning materials. This becomes a challenge when there are multiple sessions or when a wide range of learners need to be trained. The design, plan, materials, and training delivery all need to be simple and replicable.
  • Considering cultural differences – in order for the training delivery to be effective, language and cultural issues need to be considered. Learning styles also vary around the world. What may make a session successful in one country may fall flat in another. This means that proper thought needs to be put into the resources being multilingual and multicultural.
  • Considering generational differences – learners of all generations will likely be in the workplace. Just as different cultures have different learning styles, so do different generations. The training delivery must consider the learning style and preferences of learners of different generations.
  • Considering the engagement of learners – ensuring that learners are fully engaged with the platform and session is another major hurdle in the delivery of training. The trainer must ensure that the trainee understands the objectives or sees the relevance of the training to him or her.
  • Considering feedback loops – this is the exit process of training delivery. This is where trainers confirm whether learning objectives have been achieved. Adequate feedback loops will keep trainees engaged and they will feel more like stakeholders in their own development. The trainer will also acquire insights into what worked and what did not in the delivery of the training.
(Sharon McCutcheon, 2021)

These challenges can be substantial and need to be addressed. The key to overcoming training challenges is consistency, logic, and flexibility, as well as the importance of considering the learners’ needs (Andriotis, 2017). The important piece is that trainers are able to identify the potential causes behind the situation and adapt the session to address these issues. Additionally, trainers need to be able to apply different learning tools and skills to help rectify the issues and challenges stated above.

Training delivery looks at the proper communication of learning objectives and ensures that the outcomes match the original purpose and design. Effective training delivery depends on well-constructed lesson plans, effective trainers, engaged trainees, adequate technology, the utilization of Gagne’s Nine Events and consideration of Bloom’s Taxonomy. This is achieved through the use of consistent methods, techniques, and materials that structure knowledge, experiences, and behaviours. Training delivery is important because it is the transition between learning knowledge and applying knowledge. Trainers need to ensure they are able to present the information being taught in a way that is effective and relatable to the trainees. Everyone has different learning styles, so ensuring the transfer of knowledge is successful is key to training delivery.


Icon for the Creative Commons Attribution-NonCommercial 4.0 International License

People Learning and Development Copyright © by Analita Nand; Amanda Kooner; Darren Chen; Karen Lally; and Sonia Kahlon is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License, except where otherwise noted.

Share This Book