Work training is as diverse as work itself. There are many, many types of jobs. But in professions, there are broad categories. In the workforce, they may be called sectors or fields. In the training part of L&D, these categories can be classified into modalities.

In this article, we discuss five of the top employee training modalities. We’ll suggest the most compatible type of training for each one and give examples. However, knowing how to select the right one is important. Below is a thumbnail sketch of identifying if it’s specific skills, knowledge, or abilities that need to be honed. Usually, a training will have at least a little of all three. 

Matching Needs to Modality

Determining If Employees Need Knowledge, Skills or Abilities/Attitude Training

Define the space between present criteria and what you need (sometimes called skills gaps). Start there to determine the best training modality or training delivery method. The training will come down to a need for one or more of the following:

Opportunities to Learn: KSA or the Three Major Types of Training Needs

1. Knowledge: there is declarative knowledge (factual, easily-verbalized concepts and information); procedural knowledge (how to complete a concrete task); and strategic (progressional and adaptive thinking and acting patterns, navigation)
2. Skills are the abilities to complete tasks or groups of tasks. They’re completed by using internalized knowledge.
3. Attitudes are now sometimes called abilities. They are notions about people, things, experiences and personal associations–negative or positive–with them.

→ Knowledge can adapt or be integrated into almost any learning modality. 

→ Skills are also very adaptable. However, they usually have a manual or kinetic component that information alone can’t meet. 

→ Attitudes/abilities will always have an emotional and psychological component.

As such, attitudes/abilities are most effectively taught when real-time communication and feedback are abundant. Additionally, attitudinal or ability training usually fosters quality interactiveness and collaboration. Those two things can thrive when there are in-person or high-communication formats.

For a more in-depth guide to choosing a modality, see our article -> How To Select The Right Modality For Your Training: 5 Must-Ask Questions

Being Flexible: Blended Learning and Getting Creative

Any development program or training may integrate multiple modalities. This integration is usually called blended learning. If you’re long term in the L&D field, you’ll eventually use blended learning at some point to deliver training.

The exploration of training modalities below is a map and not a route. Roundtable has created hundreds of training sessions affecting over five million workers worldwide, so we know the territory. These are practicality-minded guidelines for what works when and where. But they’re not rules. A skilled, creative instructional designer or trainer can adapt to almost any of these. And often times, they work most effectively in a blended learning approach – combining multiple modalities into one comprehensive training solution. This helps ensure knowledge retention from several aspects of adult learning. 

For example, eLearning can integrate short VILT video submodules of an instructor leading a 9-minute video. Additionally, ILTs can be video recorded.

Another example is virtual sales training. Sales definitely requires direct people skills (a “soft” skill). But Roundtable’s VR-based Kellanova sales training blended this talent into an immersive experience. This program taught and evaluated parts of the knowledge, skills and attitudes needed. In doing so, it eliminated a million dollars of overhead!

So, let’s explore some of the most impactful learning modalities and how you can leverage them to their full advantage. 

1. Instructor-Led Training (ILT)

Best for: Hands-on skills, team collaboration, high-complexity training, and leadership development

Instructor-Led Training (ILT) is a traditional, face-to-face training method where a trainer delivers content in a structured classroom setting. ILT allows for real-time interaction, hands-on practice, and immediate feedback. It is most beneficial for highly interactive or collaborative learning experiences, such as leadership training, certain safety procedures, or compliance training that requires live demonstrations.

When to Use ILT:

• Direct and In-Person: Learners benefit from direct, immediate engagement and feedback
• Complex, Consequential Topics Needing Hands-on Guidance: Hands-on practice and live discussions
• Team-Focused: If team collaboration, networking and trust-building are key to learning outcomes

Real-World Example: Supervisor Training for Air Freight Operations