How do I choose a method?

As trainers, learning objectives are the compass for everything we do.

Thus, the first question we should ask is:

• Does this method serve the learning objectives?
• Is it efficiently allowing for learning to progress toward the results we are aiming at?
• What prior knowledge does the method assume?
• How does the method value and incorporate the contributions of the group?
• What information is provided by the trainer, and what is left to the participants to supply or find themselves?
• Which elements of the topic are prioritized by the method at this point, and why?

It would be nice to have them in a graphic circle format, in this order, in such a way that the circle closes with costs vs. benefits being close to the learning objectives.

Is the method suitable for this group? We should look at many aspects, from power dynamics to the cultural backgrounds of participants.

• What are the possible implications of the group characteristics on the method’s perception and efficiency?
• What levels of trust and familiarity does the method presume in the group?
• How does the method correspond to your understanding of the group dynamics at this point?
• How does the method address the group needs and responsibilities at this point in the training strategy?
• Does the size of the group allow for a smooth implementation of the method?

When considering the group, do trust them and their ability to dive into the learning experience, and don’t project your fears on them. Dare to challenge and support learning through methods that might take them out of their comfort zone. People are generally positively surprised by trainings that are not centered around PPT presentations. They will always be willing to dive into participatory activities, especially when it is clear that they are part of a well-planned and well-designed learning process.

• Does the method fit in the educational flow?
• How does the method relate to what has gone before and what will come after?
• Does it allow participants to follow the red line or does it disrupt their learning flow? Is it suitable for the time of day, rhythm of sessions?

Remember that we should try to vary and alternate methods. It is also alright to repeat methods for exploring different content, but try not to have two identical or similar methods too close to each other in the learning flow. Overall, make sure the sequence of methods makes sense to you and to the participants, and that it is in line with the overall training strategy.

Is the method possible in the time frame and space constraints that we face?

Sometimes people try to squeeze methods into a very short amount of time. This is counterproductive because the method will not produce the learning outcomes expected and, most of the time, participants will end up feeling rushed, frustrated and confused.

• What are the methods agreed upon with your client?
• Are there methods that the company does not usually use?
• What is their position regarding them?
• Are there any aspects related to the company’s policies and organizational culture that you should consider when selecting the methods?
• Are the methods in line with the vision and the purpose of the training?
• Are they representative of the company’s values? What about your values as a training provider?

We always invite you to get out of your comfort zone and experiment with new methods. However, unless you are a very experienced facilitator and an expert in participatory methodology, it is best that you try out the participatory methods on a test group before the training. In a similar vein, we all know our limitations, and there might be methods that just don’t make sense to us, that are too much, or that we don’t feel ready to facilitate. This is where your co-trainer can support you so that you both compensate and complete each other. Just take into consideration the team’s experience and preference when selecting methods so that you ensure quality in the implementation phase.

Just like the PPT, any method is just a tool to support the creation of a relevant learning experience within your trainings. When you select a method, you must always analyze what it brings and what it costs. The costs considered might be time, energy, space, human resources, equipment and materials, or finances. Is it worth spending all these resources on the method? The answer should first and foremost refer to the achievement of learning objectives, and then to all other aspects previously mentioned.