Delivering Aviation Regulatory and Vocational training to the highest standard requires a continuous evaluation of the training process.
Presented by Steven Bentley MD of Sofema Aviation Services
What do we actually mean by feedback? – let’s consider for a moment
We want to know how well we have done in communicating with our audience. Communication however is fraught with the possibility of “Miss Communication”
Comments and observations regarding what was good, what was not so good and where improvements may be made, in the experience and expectation of the person who is receiving the training can be powerful and provide significant support to the delivery of the training process.
On the other hand feedback which is vague and judgmental serves almost no benefit in promoting effective development of the Training, Training Material or Instructional Process in General.
For example consider the following comment made by a Manager – “2 people told me they did not like the training and they are very experienced” (By inference because they are experienced they MUST know what they are talking about and therefore the training cannot be any good)
In fact such comments made without appropriate reference reflect quite badly on the person who makes them …why?
Because it illustrates one of the challenges of dealing with feedback in an effective way , because it indicates a poor grasp of many of the fundamental paradigms which we find during training. (this is directly connected to managerial competence and is a soft skill which can be trained and developed)
How can it be reported differently …? Well – What exactly was below expectation ? Why was it below expectation ? and what in your opinion would make it meet your expected level of satisfaction. With the answer to such questions connected to the feedback a real effort can be made to quantify the issues and to seek where possible a resolution. Unfortunately life is not so simple read on !
So to summarize feedback is essential however comments taken “out of context” may seem like they add value but in fact the opposite is the case. Inappropriate feedback is counterproductive and a good manager will pay attention to this.
The first Challenge – The learning experience
Whilst learning is of course a continuous journey let’s consider it in respect of 4 levels
Learner, Intermediate, Experienced and Expert
If we place Experts with Learners the Satisfaction of the “Expert” will diminish at the same time the “Learner” may find the going to fast paced.
How to deal with this issue (The Learning Experience)
The important thing is to discover where everyone is on the learning curve at the earliest opportunity during the training to then use the Experts in a beneficial way to involve them and invite them to share there knowledge and experience so that the learners may benefit
However it will always remain one of the trainers challenges to maintain the most effective balance that we are able to deliver.
The Second Challenge – Duration
How long shall we make our training – (As long as possible…..If only this was true !) – A worthy answer but in fact driven by manpower and cost constraints it is not possible.
Let’s consider the duration of the Training in the following way
Essentials / Refresher / Intermediate / Full & In Depth
Essentials Training is focused on understanding the key elements at a basic level typically suited to Managers and Business Area Owners.
Refresher is aimed at people who are familiar with the subject and it is an invaluable opportunity to update as well as share knowledge and experience
Intermediate is focused on people who are upgrading their knowledge, and acknowledges a pre existing
Full & In Depth is focused on persons wishing to understand the whole subject from A to Z
How to deal with this issue – (Duration)
The important consideration here is to understand who is attending the training as quite likely there will be a mixture again this poses a challenge for the trainer, If it is at all possible it is better to try to arrange the Duration to match a common need, although often numbers preclude this from happening
The Third Challenge –Learning Styles
Different people learn in different ways some preferring visual stimulation, whereas others will prefer to read and understand and another group prefer to listen to the instructor explaining.
So each group is in a different place, as a result the feed back may say (feedback) for the same training – “not enough Video” at the same time – “too much video” rather than it being a specific reflection of the delivery of the training it is a comment on the individuals learning style.
How to deal with this issue – (Learning Styles)
Try to balance the presentation with a fair mix of the following “written” “video” “Verbal Commentary”
Try to make available supplementary information in each of the styles, and to make sure the delegates know there is additional recourse available to support their learning experience.
The Fourth Challenge – Communication
Communication is an essential element of both training and feedback, however as Trainers and Managers we should understand that Communication is 2 way and we have to ensure that our message is clearly understood.
How to deal with this issue – (Communication)
Until we close the loop we do not confirm effective understanding so the obligation sits with the trainer to ensure that this is taking place.
How is it done? Quite simply it is about checking for understanding CFU – Are the delegates with you ? are they following what you are explaining ? – YES ! – (how do you know ?)
The need for continuous feedback is important, of course this is the way we know the delegates are with us, but as with all things it also needs to be balanced.
Conclusion
The better able we are to qualify feedback the more effective will be our “real” understanding, If we are also able to match the delegates so they are at a similar level then we should see a more balanced presentation. Paying attention to learning styles should also improve feedback in general
Sofema Aviation Services offers several “training for trainer” courses please see the following link https://sassofia.com/regulatory-training-courses/ or email office@sassofia.com
Tags:
Feedback, Regulatory training, Train The Trainer, training for trainer
