At some point, there needs to be a classroom. Once you’ve ignited the desire to learn by providing people exposure to real-life situations they will be responsible for, you need to impart the knowledge and skills. Note: throughout the training process, you will engage the help of others. Providing exposure requires the involvement of others and so will education.
Several years ago, when I was in graduate school, I had the opportunity to take a class from a man who was the top expert in his field. He was a prolific writer, fluent in 26 languages, he was brilliant. I couldn’t wait to be in his class. I learned from that class that having knowledge and knowing how to effectively impart that knowledge to others is two different things. I spent the class mostly confused. It was a huge disappointment.
Don’t be that teacher. If you’re not skilled at imparting knowledge or skills, enlist the help of those who are. Your organization may have a training department or access to online courses. Use them. As the expert in your field, you can help develop the content but let those who are experts at education use their skills on your behalf. You’ll still get the connection credit from your trainee for making it all happen.
Education is about more than “instructing.” It’s about facilitating learning. True educators focus on making sure students learn. People learn in different ways.
Here are several examples of learning styles:
- Verbal – these people learn by using words
- Visual – these people learn by using pictures
- Musical/Auditory – these people learn by using sounds/rhythms
- Physical/Kinesthetic – these people learn by using their hands and body
- Logical/Mathematical – these people learn by using logic, reasoning, systems, and sequence
- Social – these people learn best in a group
- Solitary – these people learn best by themselves
- Combination – these people learn in a combination of two or more of these styles
Can you see how different instruction methods are necessary to help people with these learning styles learn?
Levels of Thinking
Another consideration is that people’s level of thinking about a subject will grow and mature. When I spent two years working in an education environment I was introduced to something called “Bloom’s Taxonomy.” It’s a way of understanding levels of thinking. Here it is from lowest to highest:
- Remembering – the ability to recall basic facts and basic concepts
- Understanding – the ability to explain ideas or concepts
- Applying – the ability to use information in new situations
- Analyzing – the ability to draw connections among ideas
- Evaluating – the ability to justify a stand or decision
- Creating – the ability to produce new or original work
A Simple Outline
As you can see, the field of education is deep and complex. That’s why it’s a great idea to use the resources available to you. Tap into your training department if you have one. Use online tools or send people to classes. Chances are the education available through these resources has been put together with learning styles and levels of thinking in mind.
What if you don’t have such resources, or, you want to build a strong connection by conducting the training yourself? Here’s a simple training outline that can help you cover most of the complexities.
- Tell Them – explain what you’re about to teach from beginning to end
- Show Them – demonstrate how it should be done
- With Them – lead them through the steps with both of you doing the same things at the same time
- Watch Them – observe them doing it independently while answering questions and offering coaching at the end
- Teach Back – you learn more about something when you have to teach it. Have your trainee teach you what they just learned
Last week we talked about the importance of Exposure. This week we’ve been talking about Education. Most leaders make the mistake of thinking Education is the most important training tool. They seem to believe that if you get a diploma or certificate, then you should be ready to go. The truth is that Exposure should make up about 20% of the training experience. Education, while vitally important, should be only about 10% of the overall leadership development plan. Next week we’ll discuss the final component that should make up 70% of how you develop leaders.