One training experience that was most valuable to me was learning how to operate the equipment safely that I was using on a ranch. That training took place with demonstration, hands on work with a supervisor and real time feedback. A class that was not as valuable to my education are ones that use lectures and memorization with little application to what I will be doing in real life.
The ranch training worked because it met a few of the standards outlined in the training lecture materials for this week. First, training often replicates the actual work environment. I both observed the actual skilled employee and got to attempt the task and receive real time feedback. The training lecture materials assert that on-the-job training is a hands-on approach which works best for developing skills required for job performance because it allows employees to practice the very behaviors they will perform. Furthermore, it was clear why the skill mattered for safety and efficiency, thus establishing a purposeful learning atmosphere. Conversely, the less helpful experience was one that took place solely through slides and readings with no attempt for practice or application or feedback. At times, it was challenging to understand how the applications could come back to real life situations. According to Buckingham and Coffman (2016), great managers are those who focus on experiences rather than instruction giving to divert attention from weaknesses, focusing instead on strengths. This shows that successful development is contingent upon thoughtful participation, relevant integration into real work and feedback opportunities. When things are not as interactive and purposeful they are less meaningful.
References
Buckingham, M., & Coffman, C. (2016). First, Break All the Rules.
Training Lecture Materials
Onboarding and Socialization Lecture Materials