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How Do You Find the Balance Between Learner-Centric and Content-Oriented Training?

When you develop a training program, there are usually two learning approaches that you have to consider: learner-centric and content-oriented. Since each comes with its own benefits and drawbacks, striking a balance between the two is usually ideal. However, that can be easier said than done.

If you want to make sure you balance learner-centric and content-oriented training methods, here’s what you need to know.

What is Learner-Centric Training?

Learner-centric learning is a highly engaging and collaborative approach to learning. Those who are participating in the training may participate in discussions, work together on modules, and ask questions when the need arises. While independent tasks can certainly be part of the process, learning is more lively and fluid when using this method as those who are taking part have some control over the direction of the lesson.

What is Content-Oriented Training?

Content-oriented training differs greatly from the learner-centric approach. Usually, the topic being taught takes center stage, and students either work independently to learn the information or remain focused on a single instructor who is presenting the content.

This learning method is significantly less collaborative and provides fewer moments to ask questions or gain additional guidance. Instead, it is material-focused and more regimented, like relying on an online presentation to discover the information, reading text and looking over images to grasp the concept.

How to Find a Balance

Finding a balance between learner-centric and content-oriented training can seem tricky on the surface. However, that doesn’t mean it is impossible.

One of the easiest ways to begin is to consider the nature of the information. Some training is highly fact-based, and memorization is the bigger goal. In these instances, a content-oriented approach can be appropriate as a lack of subjectivity makes the rigid method suitable.

When analysis is a critical part of the learning objective, learner-centric is usually best. Similarly, if there are subjective points to consider or if collaboration can enhance the experience, being learner-centric can be beneficial.

However, learner-centric approaches require more coordination. Since participants need more access to each other and the instructor, the participation schedule may need to be stricter, ensuring everyone is taking part at the same time. While a learner-centric model can be used for computer-based learning, resources like chatroom or forums would be necessary to encourage discussion.

Ultimately, the nature of the material should guide your decision when it comes to selecting a training method. That way, the information is delivered in a way that suits the topic best, ensuring your employees get the ideal experience.

Are You Looking for Skilled L&D Professionals Who Can Improve Your Training Program?

If you are looking for L&D experts who can improve the quality of your learning program, the team at Clarity Consultants can help you find the perfect candidates for your open positions. At Clarity Consultants, we have over a quarter-century of experience in the world of L&D, giving you the ability to access the top talent you need to thrive. Contact us to find out more about our comprehensive services and see how our L&D expertise can benefit you.