ILT is simply classroom training with a live instructor and learners in the room together. The classroom does not have to be a physical classroom; there is, of course, a digital twist — virtual classrooms.
Actual and virtual classrooms both offer synchronous learning, which means the instructor and learners are present at the same time. A virtual classroom, though, is online, using digital conferencing, webinar, or learning management system technology to provide everyone access.
An ILT can consist of a large group of learners or a small group; the teaching approach can be lecture or interactive. The defining characteristic is not the content or the approach but the simultaneous presence of an instructor and learners.
Instructor-led training has the advantage of an expert instructor available to learners during their sessions. Often, corporate ILT sessions are half- or full-day classes or workshops, giving learners focused time immersed in studying a topic. They can ask questions, get immediate feedback, and engage with the instructor and colleagues as they learn and work on projects.
The main drawback, though, is the cost. It can be expensive to bring expert instructors to teach on site or to take experts away from their work within the organization to prepare and teach classes. Workers, too, are taken away from their work for the duration of the learning.
Logistics can be a challenge as well; scheduling an instructor and ensuring that all the learners who need to course can be available at once is not easy!
Classroom teachers don’t live in an analog cave, though. Instructor-led training can be enhanced and enriched with the use of digital tools. Consider:
These suggestions veer into the territory of blended learning solutions, a related concept that takes advantage of multiple approaches to learning.
Simple games layered on top of content
Scenario-based games that use the content
Fan excessive competition among employees or teams by offering large prizes for top performers and/or shaming those with lower scores
Challenge employees to beat their own past performance, or design a leaderboard that shows each employee only the four scorers above and below them
Points, rewards, badges
Award points or levels for completing sections of training or playing for a set number of minutes
Award levels, badges or points for recalling or applying content correctly, demonstrating mastery
Performance support or workflow learning provides on-demand assistance and answers to employees, without taking them away from their work tasks.
A knowledge retention strategy ensures that learners not only complete their training, they learn and remember it, improving their skills in the process!