One training experience that really stood out to me was the onboarding process during my internship at Andersen Construction. The company used a hands-on, technology-enhanced approach where we shadowed experienced project engineers, used digital modeling tools like Bluebeam, and practiced real-world tasks. This made the learning process interactive and meaningful. The training was clearly designed to maximize transfer to the job. What we practiced one day, we actually applied on-site. One of the main factors that makes training effective is when it’s directly relevant to the work being done and allows for active participation rather than passive observation.
In contrast, I once attended a safety training course that was mostly lecture-based, with little engagement or discussion. The instructor just read through PowerPoint slides filled with policies and procedures. There was no opportunity to ask questions, practice responses, or connect the information to real scenarios. Even though the material was important, it was hard to retain because the session lacked interaction and relevance. Sometimes trainings that are information heavy can fail to create lasting learning because they don’t reinforce knowledge through application.
From both experiences, I realized that the best training programs use multiple learning methods, allow for practice, and connect clearly to the actual job. When employees see the purpose behind what they’re learning and can immediately use it, they’re more motivated and confident, which leads to better performance and engagement overall.
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