By: Calla Krummel
A Reflection on My Experiences
Training effectiveness is often influenced by factors like engagement, relevance, feedback, and the clarity of objectives. Reflecting on my own experiences with both a valuable class and a less effective training has helped me understand how these factors impact retention and overall satisfaction. I’ve encountered both sides of the training spectrum—one that was structured and hands-on, and another that was confusing and overly generalized—which showed me how critical these elements are to building confidence and competence in our roles.
An Effective Training Experience
One of the most beneficial classes I’ve taken was a project management course that combined theory with hands-on application. This class stood out for several reasons. First, the instructor emphasized clear learning objectives and structured each session to build on the previous one, allowing us to track our progress. The coursework was highly relevant, with assignments that mirrored real-life project management challenges, making the material feel practical and applicable. Interactive elements like group discussions and case studies encouraged engagement and allowed us to apply new skills immediately.
The feedback provided was another critical factor. Our instructor offered constructive, individualized feedback on each project, helping us understand both our strengths and areas for improvement. This emphasis on practical, real-time feedback made learning active and kept me motivated throughout the course. This experience highlighted that well-defined objectives, real-world application, and ongoing feedback can transform a class into a valuable learning opportunity.
Another example of effective training I’ve experienced was during my onboarding as an ER Registrar at Good Samaritan. The training was highly effective due to its hands-on approach. I was guided through real-life scenarios involving patient check-ins, emergency communications, and system management. Rather than passively watching videos or reviewing generic information, I was given the chance to practice key tasks with immediate feedback from supervisors. This active learning environment allowed me to quickly build confidence and adapt my skills, making my transition into the ER much smoother. Research has shown that practice-oriented training with immediate feedback improves retention and performance, which I found true in this experience.
A Less Effective Training Experience
In contrast, I recall a mandatory online training that was much less engaging and effective. The training was primarily lecture-based with few interactive elements, which made it challenging to stay focused. While the information was useful, the training lacked clear structure, with no explicit objectives or goals. This made it difficult to understand how each module connected to the overall purpose. Additionally, there were limited opportunities to ask questions or discuss the material, leading to a sense of isolation rather than engagement.
Another major drawback was the lack of feedback or follow-up. Without guidance on how to improve or apply what I’d learned, I struggled to see the practical value of the training. The lack of interactivity and absence of feedback made it feel like a box-ticking exercise rather than a genuine learning experience.
Conclusion
Comparing these experiences, it’s clear how much structure, engagement, relevance, and feedback influence training effectiveness. The project management class succeeded by aligning with these factors, while the online training fell short by not fostering engagement or providing actionable feedback. Recognizing these elements has emphasized the importance of clear goals, interactivity, and feedback in making learning experiences worthwhile.
Sources Cited:
Week 6 Lecture
Buckingham, M., & Coffman, C. W. (2014). First, break all the rules : What the world’s greatest managers do differently. Gallup Press.
Ellis, A. M., Nifadkar, S. S., Bauer, T. N., & Erdogan, B. (2017, June 20). Your New Hires Won’t Succeed Unless You Onboard Them Properly. Harvard Business Review. https://hbr.org/2017/06/your-new-hires-wont-succeed-unless-you-onboard-them-properly
Hira, N. (n.d.). The making of a UPS driver – November 12, 2007. Money.cnn.com. https://money.cnn.com/magazines/fortune/fortune_archive/2007/11/12/101008310/