Timing is Everything Series: Intro, Anxiety, Information Overload, Knowledge Formation, Optimum Performance, Growth, Stagnancy, or Decline, Structured vs. On-Demand Learning, (Download the complete white paper)
Structured vs. On-Demand Learning
A central premise of the learning curve framework is that the training program is well-structured and planned out in advance: the program’s budget, timelines, content, personnel, and administration are all accounted for at the outset.
Using a structured approach lets managers maintain control over the training program, evaluate its effectiveness, and budget for it.1 Structured training programs like those that employ the learning curve framework are good to use for training employees on key performance indicators and mission-critical competencies.
However, developing a structured learning curve and blended learning strategy for one-off training programs targeting a small handful of employees might be overkill. The structured learning curve approach is excellent for training in these areas:
- Employee Onboarding
- Long-Term Leadership Development
- Sales Enablement
- Call Center Training
- Compliance and Regulatory Training
- Technical Skill Development
An on-demand, unstructured learning approach including a library of self-paced e-learning, performance support tools, and instructor-led courses that can be offered on an ad hoc basis is recommended for training requirements that are more fleeting in nature. However, on-demand learning resources are also a vital component of any world-class learning ecosystem.
If you’d like more information about creating a structured blended learning approach or are interested about how decreasing your employees learning curve could be accomplished in your organization, we’d love to talk to you!
- Phillips, J. (1997). “Handbook of training evaluation and measurement methods.” Routledge: London.