Top 14 Training Delivery Methods: A Comprehensive Guide

oday, effective training delivery is more than a necessity — it’s a strategic advantage. The way how you onboard, train, and upskill can set you up for success, save you resources, or help fall in line with industry changes. 

In this regard, the methods organizations use to deliver training significantly impact employee engagement, skill development, and knowledge retention. That’s why choosing the right delivery method is key to measurable results. 

Read on to explore the most popular training delivery methods, from traditional to innovative ones, and how diverse companies use them.

What is Training Delivery? Key Things To Know

Training delivery is concerned with the approaches that companies and trainers use to offer training experiences and train employees or partners.

Importantly, within academic settings and traditional learning environments, training delivery methods can be described as learning modalities, affecting how the learners get knowledge. 

Before we jump to the main approaches, let us remind you that they exist within the synchronous, asynchronous, and hybrid learning styles. 

The first occurs in real-time via live sessions, collaboration, and webinars. The second one contemplates training at the employees' own pace. 

And, the third involves combining the two methods and is the most popular method for developing a corporate training strategy. 

What Are Popular Training Delivery Methods?

Sure, you are likely to apply several approaches when building your training programs. Yet, as each method offers unique advantages, you should know how to combine them to ensure flexibility and meet organizational and learner needs. 

Here are the main methods for training delivery and the examples that may help you select the best one for your needs: 

1. Instructor-Led Training (ILT)

If you want to focus on structure and clarity, instructor-led training or ILT must be your first choice. This traditional training delivery method contemplates structured sessions led by a trainer, coach, or expert in an office, classroom, or conference. 

Note. Subject to the study, if the training involves human interaction and guidance, its delivery will lead to more active behavioral engagement and understanding.

An instructor guides the learning, offers structure, and provides assignments to the learners. That way, learners get more attention, can ask questions, and receive personalized feedback. This method is ideal for in-depth exploration of complex topics where guidance is necessary.

The main activities refer to case studies, Q&A sessions, workshops, and hands-on demonstrations and explanations that encourage learners to apply new skills in a controlled environment.

One of the examples from the real world: IBM applies ILTs with subject matter experts to support onboarding, technical skill development, and upskilling. That way, the technical concepts are easier to comprehend, as the experts guide learners and offer insights for deeper understanding and application of knowledge.

2. E-Learning Courses

​​As learning and business needs are changing, the rise of eLearning seems to offer more flexibility and maintain the centralized approach to training. 

An eLearning course usually involves sharing different resources, from presentations and PDF files to videos and text pieces. The trainers can form a specific learning path for learners and back it up with lessons, different assignments, and even gamification. 

The main advantage is that it is pretty flexible, where you can create modules for self-paced experiences, and synchronous or blended learning.

Notably, for them to be successful, you will need a training delivery platform to centralize all materials, manage and track activities, and deliver pieces of training. 

For instance, EducateMe allows you to create separate online learning spaces for different teams and effectively track learner progress and engagement. 

What are the main activities involved in these types of training delivery methods? Pre-recorded content and materials to watch or read, quizzes, discussions, Q&A, and assignments. However, in the end, much depends on the capacity of a learning management system (LMS).

Example to consider: Oboard.io has created a specific self-paced OKR Acceleration Course to improve knowledge about the product among customers. They created 14 lessons and backed them with assignments, live sessions, and certifications. Such an e-learning application allowed them to boost product knowledge and get more feedback from customers.

3. Live Classroom Training

Let’s continue with another common approach that businesses and trainers use - classroom training. 

It is a bit different from the traditional instructor-led method, as it often takes place virtually and does not necessarily require significant control from the instructor.

The particular method contemplates face-to-face interaction between instructors and learners, either offline or online, resulting in immediate feedback and ongoing interaction between all actors, not just instructor and learner.

Thus, it is pretty engaging, and allows collaboration and better knowledge retention, especially for the new topics.

The activities under this type of delivery are group discussions, role-playing, problem-based tasks, and workshops. 

Example to consider: The particular method is pretty universal and common. In particular, Deloitte considers it pretty effective to apply it in leadership development and life-long learning, alongside other methods.

4. Video Training and Webinars

What about some more simple, yet, interactive formats? 

Video pieces, digital recordings, and live broadcasts are excellent means that offer visual and auditory learning. Besides, they are accessible remotely and at the learner's convenience. 

Among the benefits of this solution are flexibility and its reach. In particular, they allow you to reach a broad audience. Video content can be reused, allowing employees to revisit the material as needed. It makes training scalable across global teams. 

The activities for this method would be interactive polls, live chats, and post-video assessments to ensure engagement and comprehension.

Here is a great example of webinar training by McDonald’s. Zoho customer study shows that McDonald's Restaurant of Canada provided great franchise and partner training via one-to-many engagement through webinars. That way, they managed to save time on delivery and scale.

Note. If you want to focus on self-paced learning and back video training with other media, a learning management system can offer you flexible content formats to be included alongside videos or be backed by assignments.

5. On-the-Job Training

Next, let’s consider on-the-job training. It can take different forms, but usually, vicarious learning plays a crucial role here. 

Under this approach, employees learn by observing specialists or coaches and then performing tasks under supervision. It is a great method for onboarding new employees, as a company can apply job shadowing for training.

Why is it popular? Well, it accelerates learning by immersing employees in their roles and helping them develop context-specific skills. 

Activities that can be used in training: job shadowing, guided task execution, mentorship, peer-to-peer learning or coaching, and real-time feedback sessions and peer reviews.

What is a great example of how companies do that? Toyota relies on on-the-job training when providing Career Readiness Programs within 4T Toyota Academy. This principle is crucial to instilling manufacturing principles among Toyota employees. They ask “why” and get to the root of the problems, interacting with peers and offering improvement of existing practices.

6. Spaced Learning and Bite-Sized Learning

Now, let's jump to popular training methods for the provision of continuous learning strategies among employees. Spaced learning contemplates spaced-put intervals between sessions, while the bite-sized approach focuses on providing knowledge in small portions.

They are super relevant if you want to enhance retention and accommodate learning within busy schedules. 

The main activities are microlearning or micro-lessons, flashcards, and periodic knowledge checks that help reinforce learning over time.

Real-world example to know about: Google Whisper Courses represent a famous example of how Google sent a series of emails to managers with suggestions and tips on how to handle meetings. After ten weeks, it showed improvements in the corporate culture and psychological safety at work. 

7. Collaborative Learning

If you want to provide training and improve teamwork, then a collaborative learning approach may be a great idea. It is ideal for environments that value innovation and cross-functional skill-building.

Under it, learning occurs through peer interaction, encouraging knowledge sharing and collective problem-solving. Importantly, this method fosters communication and teamwork while enabling participants to leverage diverse perspectives. 

There, the key activities are cohort learning, team projects, peer reviews, group brainstorming sessions, and other strategies that encourage active participation and accountability.

Look how EducateMe can integrate peer reviews into elearning courses:

Real-world example: Jagermesiter, the liquor provider, built its training around collaborating in Miro and establishing mutual accountability when offering knowledge to diverse groups, from sales to executives. It worked as this initiative has enhanced employee engagement and knowledge transfer within the organization.

8. Coaching

What are great options for targeted training the leaders and managers? Coaching. 

Personalized guidance provided by a coach can enhance an individual's skills, performance, and career development. It can be an ideal way to provide training to top management or a cohort of small people.

Coaching helps employees identify strengths and areas for improvement, fostering self-awareness, soft skills, and goal alignment.

The popular activities for the particular training delivery are one-on-one sessions, goal-setting exercises, and performance feedback to create a supportive learning environment.

Here is a good example of how Defense Acquisition University implemented coaching schemes in training and development programs. They complement existing courses via one-on-one and team coaching engagements, allowing leaders to better understand their value and improve soft skills.

9. Mentorship

For a long-term effect or continuous training, the mentorship courses may be a better fit. Mentorship involves a developmental partnership where a more experienced individual supports the growth of a less experienced colleague.

It helps employees navigate career paths, understand company culture, and develop both technical and soft skills. Thus, it is extremely popular in onboarding training.

Popular activities refer to regular meetings, Q&S sessions, and skill development planning.

A powerful real-world example: Novartis, a multinational pharmaceutical company, has an internal Talent Marketplace that allows its employees to connect with mentors inside the corporation to provide insights and exchange experience. 

10. Virtual Reality (VR) Training

Next, let’s consider a more technological solution for training delivery. You can use VR technology to create Immersive simulations that replicate real-world scenarios. It can be a great instrument to hold experiential learning in a controlled environment. 

Importantly, VR training is particularly effective for high-risk industries where practical experience is necessary but real-life practice can be dangerous or costly. In this regard, one should understand that VR training is an advanced technology that requires specialists to develop the learning space.

The common activities that cover this method are scenario-based simulations, interactive problem-solving, and virtual walkthroughs.

An interesting example is how Vodafone, a global leader in communication technologies, partnered up with Virtual Speech to create a pavilion for employees to improve their public speaking before actual events.

11. Gamification

Another popular option to deliver training is via gamification. Incorporating game elements into training is to increase engagement, motivation, and retention. 

How? Gamified learning adds an element of fun, making it easier for participants to stay interested. This approach encourages healthy competition and goal achievement.

Popular activities that relate to gamification are point systems, leaderboards, and achievement badges and rewards.

How do big companies use gamification? Amazon applied the principles of gamification but went beyond the simple system of badges. The corporation sets mini-games at workstations and provides virtual rewards for employees to improve productivity. 

12. Mobile Learning

Other than that, you can deliver training courses and content via mobile devices, offering flexibility and on-the-go opportunities. 

This method can be great for the modern workplace, allowing employees to learn whenever and wherever they need it. Mobile learning often includes short, interactive modules that are easy to digest and can be combined with bite-sized learning.

Real-world example: Uber found mobile learning extremely useful for partner training and onboarding, using the EduMe app for its purposes. It managed to use videos and interactive content to engage with partners and affect its service.

13. Project Work

Another option for learning delivery is project work. It contemplates training through the completion of real-world cases, fostering the practical application of skills, better understanding, and collaborative problem-solving. 

Project-based learning allows employees to work on tasks that mimic actual work challenges, ensuring they gain relevant experience.

Unilever, a multi-national consumer goods company, uses the principles of this method to help people shift careers and reskill. In particular, within their Flex Experiences, a company can match project opportunities with employees who want to try new experiences or roles. That way, it helps them to see value and decide whether they want to continue in this sphere.

14. Simulations

Lastly, here’s another training method that is popular within specific industries and frontline employees.

Simulations are about replicating real-life processes or systems for training purposes, enabling learners to practice skills in a risk-free environment. Similar to VR training, they provide a safe space for employees to test and develop skills without the real-world consequences of mistakes.

Activities: role-playing, scenario analysis, and decision-making exercises that simulate real-life situations.

Here’s an example: Merck & Co, a multinational pharmaceutical company, partnered with ETU, a simulation training provider, to improve mandatory training for employees. As a result, the company managed to reduce errors and ensure safety and proficiency. 

How to Choose a Training Delivery Method for Your Organization?

Now, you know there are more than a few delivery options available to businesses. Yet, you should consider that they are interchangeable and can greatly complement one another. From there, to make your training program successful you should follow certain steps.

Step #1. Evaluate Organizational Needs of Yours

First of all, begin by identifying your organization’s goals and the specific skills or knowledge your team needs. You can evaluate the needs within the process of developing your training curriculum. 

At this stage, consider the complexity of the content, the necessity to interact, and the desired outcomes. For instance, junior roles may require virtual instructor-led training, while leadership programs may benefit from live classroom or coaching approaches.

Step #2. Understand Your Learners Better

The best delivery comes from analysis of the employees' preferences. Therefore, examine your audience's preferences, learning styles, and possible participation. 

In particular, remote workers might favor e-learning or webinars. At the same time, in-house employees may want to participate in on-the-job or instructor-led training. 

Step #3. Evaluate Available Resources

Next, review the time, budget, and tools your organization has for training. Methods like e-learning, video training, or mobile learning are cost-effective and scalable. In comparison, VR training requires a higher investment but offers unparalleled benefits for complex scenarios.

Step#4. Select the Right Learning Management System

Moreover, if you have more than 50 employees or partners to train, the delivery may require special software or LMS. It is crucial as it allows you to centralize and track training. Therefore, look toward a training platform that aligns with your chosen methods and offers essential features like progress tracking, interactive content, and integration options. 

For example, EducateMe offers diverse tools for blended learning, collaboration, and ILT training, not to mention the powerful integrations. 

Step #5. Pilot and Iterate

Once you set up a course, launch a pilot program to test the selected method's effectiveness. There, it is crucial to gather feedback from participants and analyze performance metrics.

Wrapping Up

In the end, the right delivery method depends on organizational style and goals. That’s why we decided to conclude by grouping the methods depending on how they can suit the environment:

• Methods like instructor-led training (ILT) and classroom training are ideal for structured and formal environments, offering clarity, consistency, and in-depth exploration of complex topics. 
• Organizations seeking flexibility and scalability often opt for eLearning, video training, or webinars, which cater to remote or global teams. 
• Meanwhile, spaced learning and bite-sized learning are perfect for continuous learning and busy schedules. 
• Lastly, innovation-driven workplaces benefit greatly from collaborative learning and coaching, fostering teamwork, creativity, and leadership development. 

Yet, do not forget that you can combine different training methods and the best way to manage them all is to have a centralized training system. 

EducateMe is a pretty flexible one, with collaboration, reporting diverse admin roles, and powerful integrations. Try it for free or book a demo to learn more.