Better Training Through Distraction?

By Hap Cooper

This blog is about relationships and learning—specifically, relationships between training professionals and business managers, HR, consultants, peers, program participants, vendors…you get the picture.

 

Today, it’s about trainers and students. I want to solicit your input on generational approaches to instruction. As a training consultant, one of the cardinal rules of design that I’ve followed for many years is to minimize the number of presenters in the front of the room during a given program. Too many talking heads is distracting. 

 

For example, today I’m part of an eight-person team training 48 people in NYC. We each have a table of six participants for whom we are responsible for small-group discussion, skill drills and videotaped role-plays in breakout rooms. Typically, only one or two people would teach from the front of the room to maintain flow and continuity. 

 

But I started thinking about the demographics of this particular group and decided to experiment with something new. These folks are between 21 and 25 years old—part of the Millennial Generation. I keep hearing they are different. They were raised on MTV—not "American Bandstand."

 

My generation was fed input in a slow contiguous flow. You remember the movies—good guys chasing bad guys on horseback for hours with no diaogue. Today, it’s flash, flash, flash. Look at how commercials have changed. I watch my 12-year old-sitting in front of the television with her laptop and the phone. She’s surfing the 'Net, balancing six IM conversations, talking on a conference call with a couple of friends, changing channels—and complaining about being bored.

 

So over the course of two days, we’re going to teach this young crowd by using a different instructor for each module (45-90 minutes). What do you think? Have you tried disjointed instruction with a similar group?

 

Check back next week and I’ll let you know how it went—and in the meantime, wish us luck.

 

 

Hap Cooper is a prolific writer, speaker and facilitator working principally in the areas of change management and sales effectiveness. He is a managing director of The Baron Group, a training and consulting firm headquartered in Westport, Conn.

Comments

[Merrick Rosenberg]

As a facilitator, I have found that it's important to use a variety of methods to help participants gain insights and change future behavior. As such, varying the trainer can be a dynamic way of keeping their attention.

However, it's important that the facilitators gel in their approach and terminology. If the facilitators come from the same company, they are more likely to speak from the same book and thus, be on the same page.

However, we've all watched the evening news and seen the fun weather reporter trying to "play" with the person in the suit behind the desk. It seems disjointed and uncomfortable.

If you're going to use a variety of facilitators, make sure that they've got their act together.

[Jeff Trimble]

I have taught millennials in the past and found action learning was the way to go. Their attention span is lower than the Boomers and Gen X so you need to get them talking alot and sharing knowledge. I have also found they really like activities and to be tested to prove their knowledge skills.

[jessica simpson]

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[Canada Goose Jacket]

a lot of editors have started to understand more about alternate options, they will obtained a little cameras, spend some money to hire nearby residents and individuals across the actors within the facilities