One of the most critical influences on knowledge transfer, effective instructors are essential for building a great learning and development (L&D) organization. Research in childhood, adolescent and adult learning shows some instructors are more effective than others, but feedback and development efforts improve instructor performance. Instructors can have a variety of effects; one great instructor can influence hundreds, and even thousands, of learners. Therefore, it is critical for instructors to have the resources and support necessary to be successful. New instructors, seasoned subject matter experts (SMEs) and lifelong educators can continue to grow and improve with constructive feedback. An effective evaluation practice focusing on instructor development includes data from multiple sources, collected via multiple methods. Observation is commonly used in academic settings but is less common in corporate training. In this article, we will discuss the value of observations for instructors, learners and organizations; review best practices for designing and implementing an effective observation practice; and identify and overcome challenges.
VALUE OF OBSERVATIONS Systematic observations can yield rich qualitative data, as well as quantitative ratings regarding learners, instructors and the learning environment. Observations provide a source of developmental feedback for instructors and are often the only opportunity instructors have for receiving behavioral feedback. While learner reactions and performance are indicators of instructor direct effectiveness, observation of instructors’ behavior in the classroom provides information about instructor performance that instructors can directly control and improve.
T R A I N I N G I N DUSTR Y MAGAZ INE - BUILDING A GREAT TRAI NI NG ORGANI ZAT I ON I WWW. T RAININGINDU S T RY . C OM/ MAGAZ I NE
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