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Telling Ain't Training

Telling Ain't Training

by Harold D. Stolovitch 2002 208 pages
4.10
100+ ratings
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Key Takeaways

1. Telling Ain't Training: Transform Learners, Don't Just Transmit Information

Your mission is not to transmit information but to transform your learners.

Effective training transforms. The core message of "Telling Ain't Training" is that simply presenting information is not enough to ensure learning. True training involves actively engaging learners and facilitating a change in their knowledge, skills, or behaviors. This transformation is the ultimate goal of any training program.

Learner-centered approach. To achieve this transformation, trainers must shift their focus from what they want to say to what the learners need to know and do. This means:

  • Understanding the learners' current knowledge and skills
  • Identifying the specific performance outcomes desired
  • Designing activities that bridge the gap between current and desired states
  • Providing opportunities for practice and feedback

Performance-based training. The success of training should be measured by the learners' ability to apply what they've learned in real-world situations, not just their ability to recite information. This requires:

  • Clear, measurable performance objectives
  • Realistic scenarios and simulations
  • Opportunities to demonstrate newly acquired skills
  • Follow-up support to ensure transfer of learning to the job

2. Understand Your Learners: How the Human Brain Processes Information

Humans seek order. Where there is none, they will create it artificially.

Information processing. The human brain has specific ways of taking in, processing, and storing information. Understanding these processes can help trainers design more effective learning experiences:

  • Sensory input: While we have multiple senses, vision dominates, accounting for about 83% of sensory input.
  • Filtering: The brain automatically filters out information it deems irrelevant.
  • Short-term memory: Has limited capacity (about 4-7 items) and duration (10-15 seconds without reinforcement).
  • Long-term memory: Has vast capacity but requires proper encoding for effective retrieval.

Cognitive load. Trainers must be mindful of the brain's processing limitations:

  • Chunk information into manageable pieces
  • Use visual aids to support verbal information
  • Provide opportunities for rehearsal and practice
  • Allow time for processing and reflection

Structuring information. Present information in organized, meaningful ways:

  • Use advance organizers to preview content
  • Create logical sequences and connections between concepts
  • Employ mnemonics and other memory aids
  • Utilize visual frameworks like mind maps or flowcharts

3. Adult Learning Principles: Readiness, Experience, Autonomy, and Action

Train others as you would have them train you.

Adult learning is unique. Adults approach learning differently than children, and effective training must account for these differences:

  1. Readiness: Adults need to understand why they're learning something and how it benefits them.
  2. Experience: Adults bring a wealth of prior knowledge and experience to the learning situation.
  3. Autonomy: Adults prefer self-directed learning and having control over their learning process.
  4. Action: Adults learn best when they can immediately apply what they're learning to real-world situations.

Implementing adult learning principles:

  • Clearly communicate the relevance and benefits of the training
  • Draw on learners' experiences and encourage them to share insights
  • Provide choices and opportunities for self-directed learning
  • Incorporate hands-on activities and real-world applications
  • Allow for reflection and discussion of how to apply new knowledge

Motivation matters. Adult learners are motivated by:

  • Personal growth and development
  • Solving immediate problems
  • Improving job performance
  • Enhancing their status or opportunities

4. The Five-Step Model for Structuring Effective Training Sessions

If you don't know where you're going, you'll probably end up someplace else.

A universal framework. The five-step model provides a structure for designing effective training sessions, regardless of content or delivery method:

  1. Rationale: Explain why the learning is important and how it will benefit the learners.
  2. Objectives: Clearly state what learners will be able to do by the end of the session.
  3. Activities: Engage learners in meaningful exercises that lead to objective attainment.
  4. Evaluation: Check to see if learners have achieved the stated objectives.
  5. Feedback: Provide specific, timely feedback on learner performance.

Key elements of each step:

  • Rationale: Address "What's in it for me?" from the learner's perspective
  • Objectives: Use concrete, measurable terms (e.g., "list," "demonstrate," "solve")
  • Activities: Incorporate a variety of engaging, learner-centered exercises
  • Evaluation: Match assessment methods to the stated objectives
  • Feedback: Offer both corrective and confirming feedback

Flexibility and adaptability. While the five-step model provides a solid structure, it can be adapted to various training contexts and delivery methods, including e-learning and blended approaches.

5. Engage Learners with Interactive Activities and Cognitive Strategies

The more learners actively respond to learning the content, the better they learn and retain it.

Beyond passive listening. Effective training engages learners in active, meaningful responses to the content. This can take many forms:

  • Answering questions
  • Solving problems
  • Participating in discussions
  • Practicing skills
  • Creating or manipulating objects

Cognitive strategies. Help learners process and retain information more effectively:

  • Clustering: Organize information into logical groups
  • Spatial strategies: Use visual representations like diagrams or mind maps
  • Advance organizers: Provide frameworks for new information
  • Image-rich comparisons: Use analogies and metaphors
  • Repetition: Provide opportunities for meaningful practice
  • Memory aids: Employ mnemonics and other recall techniques

25 training activities. The book provides a variety of engaging activities that can be adapted to different content areas, including:

  • Critical List
  • Hit-or-Myth
  • Jeopardy
  • Press Conference
  • Techno Challenge

These activities encourage learner participation, critical thinking, and application of knowledge.

6. Test for Understanding, Not Memorization

Testing is a natural part of learning. It helps both learners and trainers confirm performance objective attainment or identify where something is missing and requires corrective feedback.

Rethinking assessment. Testing should be viewed as an integral part of the learning process, not just a final evaluation:

  • Use frequent, low-stakes assessments throughout training
  • Focus on application and problem-solving, not just recall
  • Provide immediate feedback and opportunities for correction

Criterion-referenced testing. Assess learners against specific performance criteria:

  • Align tests directly with learning objectives
  • Use realistic scenarios and tasks
  • Measure what learners can do, not just what they know

Types of tests:

  • Performance tests: Directly observe learners performing tasks
  • Written tests: Assess knowledge through various question types
  • Oral tests: Evaluate understanding through verbal responses

Test design principles:

  • Match test items to learning objectives
  • Use clear, unambiguous language
  • Avoid trick questions or irrelevant difficulty
  • Provide clear instructions and examples
  • Pilot test and revise as needed

7. Leverage Technology Wisely in Training

Technology offers us means not ends. Don't forget GIGO.

Technology's role. While technology can enhance training delivery and accessibility, it doesn't automatically improve learning:

  • Focus on instructional design, not just technological features
  • Use technology to support, not replace, sound learning principles
  • Be wary of hype and unrealistic promises from vendors

Potential benefits:

  • Increased accessibility to training materials
  • Consistency in content delivery
  • Flexibility in timing and pacing of learning
  • Enhanced interactivity and engagement
  • Easier updating and maintenance of content

Considerations:

  • Ensure adequate infrastructure and support
  • Address learner comfort and familiarity with technology
  • Design for active engagement, not passive consumption
  • Blend technology-based and face-to-face approaches when appropriate

Emerging trends:

  • Mobile learning
  • Virtual and augmented reality
  • Adaptive learning systems
  • Social learning platforms
  • Microlearning and just-in-time resources

8. Blend Formal and Informal Learning Approaches

A true learning organization is not the organization with the largest collection of training programs or the most courses online. Rather, it is the organization where knowledge is most freely shared through increasingly effective information exchange and collaboration approaches and tools.

Beyond the classroom. Effective workplace learning extends beyond formal training sessions:

  • Recognize that most learning occurs informally on the job
  • Create a culture that supports continuous learning and knowledge sharing
  • Provide resources and tools for self-directed learning

Blended learning strategies:

  • Combine online and face-to-face instruction
  • Integrate formal training with on-the-job application
  • Leverage social learning and peer-to-peer knowledge sharing
  • Utilize performance support tools and job aids

Informal learning approaches:

  • Mentoring and coaching programs
  • Communities of practice
  • Knowledge management systems
  • Social media and collaboration platforms
  • Microlearning resources (e.g., short videos, infographics)

Balancing formal and informal:

  • Use formal training to establish foundational knowledge and skills
  • Support informal learning through resources, tools, and a supportive culture
  • Encourage reflection and sharing of lessons learned
  • Recognize and reward knowledge sharing and collaborative problem-solving

By embracing both formal and informal learning approaches, organizations can create a more holistic and effective learning ecosystem that supports continuous improvement and adaptability.

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Last updated:

FAQ

What's Telling Ain't Training about?

  • Focus on Effective Training: The book critiques traditional training methods, particularly the ineffectiveness of "telling" as a learning strategy. It promotes a learner-centered, performance-based approach.
  • Research-Based Insights: It combines academic research with practical applications, aiming to bridge the gap between theory and practice in training.
  • Transformative Learning: The goal is to transform learners, not just transmit information, by engaging them actively and ensuring real-world application of knowledge.

Why should I read Telling Ain't Training?

  • Practical Guidance: Offers practical advice and tools for trainers to improve their effectiveness, suitable for both novice and experienced trainers.
  • Updated Content: Includes new sections on technology and over 300 references, addressing contemporary challenges in workplace learning.
  • Engaging Style: The conversational tone and interactive exercises make it an enjoyable and relatable read.

What are the key takeaways of Telling Ain't Training?

  • Learner-Centered Approach: Emphasizes focusing on the needs and experiences of learners, promoting a "learner centered… performance based" mantra.
  • Importance of Engagement: Active participation is crucial for effective learning, with strategies provided to involve learners in the process.
  • Metacognitive Skills: Highlights the importance of developing metacognitive skills to enhance learning outcomes.

What are the best quotes from Telling Ain't Training and what do they mean?

  • “Telling ain’t training.”: Highlights the need for interactive and engaging methods rather than just delivering information.
  • “Your mission is not to transmit information but to transform your learners.”: Encourages trainers to focus on facilitating change and real-world application.
  • “Learners generally want to learn; trainers want learners to learn.”: Reflects the mutual goal of creating a conducive learning environment.

What are the four key adult learning principles discussed in Telling Ain't Training?

  • Readiness: Adult learners are more open to learning when they see relevance and benefits, requiring trainers to communicate "what's in it for me."
  • Experience: Training should connect new information to learners' existing knowledge, acknowledging their wealth of experience.
  • Autonomy: Adult learners prefer taking charge of their learning, enhancing engagement through participation and decision-making.
  • Action: Focus on immediate, practical use of skills to ensure retention and application.

How does Telling Ain't Training suggest structuring a training session?

  • Five-Step Model: Introduces a model with Rationale, Objectives, Activities, Evaluation, and Feedback to ensure focused and effective training.
  • Rationale: Start by explaining the importance of training to engage learners and open their minds to the content.
  • Activities: Design activities that align with performance objectives, increasing retention and application.

What cognitive strategies are recommended in Telling Ain't Training?

  • Clustering: Organizing information into logical groupings to facilitate comprehension and retention.
  • Repetition: Emphasizes regular practice and rehearsal for long-term retention, reinforcing learning through revisiting content.
  • Memory Aids: Encourages using mnemonics and other aids to enhance recall, supporting learners in creating their own aids.

How can I apply the principles from Telling Ain't Training in my organization?

  • Assess Learner Needs: Conduct a needs assessment to tailor training to specific learner requirements and backgrounds.
  • Engage Learners Actively: Incorporate interactive activities like group discussions and role-plays to promote participation and collaboration.
  • Provide Continuous Feedback: Implement a system for timely and constructive feedback to help learners adjust and improve retention.

What are some common pitfalls in training that Telling Ain't Training addresses?

  • Over-Reliance on Lectures: Warns against relying heavily on lectures, which often lead to passive learning and poor retention.
  • Ignoring Learner Experience: Failing to acknowledge prior knowledge can lead to disengagement; training should build on existing knowledge.
  • Lack of Application Opportunities: Emphasizes the need for practical application to transfer learning to real-world situations.

How does technology fit into the training methods discussed in Telling Ain't Training?

  • Blended Learning: Discusses integrating technology with face-to-face methods to enhance accessibility and engagement.
  • Interactive Tools: Encourages using technology for interactive experiences like simulations, emphasizing thoughtful integration.
  • Continuous Learning: Technology facilitates ongoing learning opportunities, providing access to resources and additional materials.

What are some effective training activities mentioned in Telling Ain't Training?

  • Better Me Activity: Encourages reflection on personal growth and goal setting, fostering self-awareness and motivation.
  • Listening Teams: Promotes active listening and collaboration, enhancing communication skills and group dynamics.
  • Great Debate: Engages learners in critical thinking and argumentation, exploring different perspectives to enhance analytical skills.

What are the myths about learning styles discussed in Telling Ain't Training?

  • Learning Styles Myth: Challenges the belief that matching instruction to learning styles improves outcomes, citing lack of substantial evidence.
  • Focus on Engagement: Suggests engaging multiple senses rather than focusing on learning styles to enhance attention and retention.
  • Research Findings: Cites research indicating that learning styles do not significantly impact educational outcomes.

Review Summary

4.10 out of 5
Average of 100+ ratings from Goodreads and Amazon.

Telling Ain't Training 2nd Edition receives positive reviews for its practical approach to adult learning and training design. Readers appreciate its focus on learner-centered, performance-based methods and debunking of training myths. The book offers valuable insights on adapting to learner differences, key learning principles, and effective training techniques. While some find it slightly outdated in technology-related content, most consider it an essential resource for both novice and experienced trainers. Reviewers praise its engaging style, interactive format, and useful activities, recommending it as a must-read for anyone involved in adult education.

Your rating:

About the Author

Harold D. Stolovitch is a renowned expert in workplace learning and performance. As principal of HSA Learning & Performance Solutions LLC, he has consulted for major corporations worldwide. Stolovitch is professor emeritus at the University of Montreal and has received numerous accolades for his contributions to instructional and performance technology. These include the ISPI Distinguished Professional Achievement award, ISPI Member for Life, and the Canadian Society for Training and Development's President's Award for Lifetime Achievements. In 2004, Stolovitch and his team won the ASTD Outstanding Research Award for their work on workplace performance. His expertise and accomplishments have established him as a leading figure in the field of training and development.

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