Debate: Who’s the Better Teacher?

Content

The argument: SMEs, not trainers, are the better choice for leading training courses.

The argument: SMEs, not trainers, are the better choice for leading training courses.

Content

It's constantly being discussed: Do subject matter experts make better teachers or should we leave the job to trainers? SMEs have the hands-on experience and direct knowledge that they can impart on learners. But trainers know the best strategies to make learning stick. Who will do the better job?

It's constantly being discussed: Do subject matter experts make better teachers or should we leave the job to trainers? SMEs have the hands-on experience and direct knowledge that they can impart on learners. But trainers know the best strategies to make learning stick. Who will do the better job?

Content

**

**

PRO

Content

** Ed Betof

**Ed Betof

Content

President, Betof Associates

President, Betof Associates

Content

Senior Fellow in Human Capital, The Conference Board

Senior Fellow in Human Capital, The Conference Board

Content

The effective use of subject matter experts and leaders who serve as teachers and trainers can be a major building block for any organization's success. Doing so actively engages your organization's best and brightest talent in the learning and development of others. Paraphrasing Jim Collins, when subject matter experts and leaders master the art of teaching, they've laid a powerful foundation for an enduring great company.

The effective use of subject matter experts and leaders who serve as teachers and trainers can be a major building block for any organization's success. Doing so actively engages your organization's best and brightest talent in the learning and development of others. Paraphrasing Jim Collins, when subject matter experts and leaders master the art of teaching, they've laid a powerful foundation for an enduring great company.

Content

The following are the most frequently identified benefits when SMEs and leaders teach:

The following are the most frequently identified benefits when SMEs and leaders teach:

• Content

  helps drive business results

  helps drive business results

• Content

  increases the professional and leadership development of learners

  increases the professional and leadership development of learners

• Content

  bolsters the professional and leadership development of those who teach

  bolsters the professional and leadership development of those who teach

• Content

  strengthens professional and organizational knowledge and skills

  strengthens professional and organizational knowledge and skills

• Content

  enriches organizational culture and strengthens communications

  enriches organizational culture and strengthens communications

• Content

  promotes positive business and organizational change

  promotes positive business and organizational change

• Content

  stimulates engagement.

  stimulates engagement.

Content

Respected SMEs and experienced leaders can be highly effective teachers and trainers for four primary reasons: their content knowledge, their depth of experience, the positive organizational credibility and influence they have developed, and their dedication and willingness to help others. It has been my experience that, if the inclination is there, most SMEs and leaders can become effective, and many can become very effective teachers, trainers, and facilitators. Given their own openness to learning and their enthusiasm, most SMEs are open to "sharpening their teaching saw."

Respected SMEs and experienced leaders can be highly effective teachers and trainers for four primary reasons: their content knowledge, their depth of experience, the positive organizational credibility and influence they have developed, and their dedication and willingness to help others. It has been my experience that, if the inclination is there, most SMEs and leaders can become effective, and many can become very effective teachers, trainers, and facilitators. Given their own openness to learning and their enthusiasm, most SMEs are open to "sharpening their teaching saw."

Content

In this way they can benefit easily from the expertise, training, and coaching of talent development professionals. This type of collaboration helps SMEs and leaders learn and apply a variety of interactive or active training methods and to apply group process facilitation approaches.

In this way they can benefit easily from the expertise, training, and coaching of talent development professionals. This type of collaboration helps SMEs and leaders learn and apply a variety of interactive or active training methods and to apply group process facilitation approaches.

Content

There are age-old historical precedents for SMEs and leaders teaching and training others. These date back to the earliest of human societies and have continued ever since. Tribal elders taught values and culture around campfires. They also taught hunting, food gathering, and other survival skills to their young.

There are age-old historical precedents for SMEs and leaders teaching and training others. These date back to the earliest of human societies and have continued ever since. Tribal elders taught values and culture around campfires. They also taught hunting, food gathering, and other survival skills to their young.

Content

Beginning in the Middle Ages and continuing today, experts or artisans have taught and supervised apprentices and interns. Farming families have taught values such as shared responsibilities and planting and harvesting skills to their offspring for centuries. Medical interns, residents, and experienced, licensed physicians learn regularly from more experienced and peer SMEs. This is also true in other health professions. The medical mantra of "See one, do one, teach one" has served these professions very well for many years.

Beginning in the Middle Ages and continuing today, experts or artisans have taught and supervised apprentices and interns. Farming families have taught values such as shared responsibilities and planting and harvesting skills to their offspring for centuries. Medical interns, residents, and experienced, licensed physicians learn regularly from more experienced and peer SMEs. This is also true in other health professions. The medical mantra of "See one, do one, teach one" has served these professions very well for many years.

Content

The military, law enforcement, engineering, scientific disciplines, accounting, regulatory, risk management, supply chain, and manufacturing are other examples of the dozens of professions where SMEs perform or have a major role in teaching and job-specific training.

The military, law enforcement, engineering, scientific disciplines, accounting, regulatory, risk management, supply chain, and manufacturing are other examples of the dozens of professions where SMEs perform or have a major role in teaching and job-specific training.

Content

At the executive and leader level, current research demonstrates that the vast majority of the "best companies for leaders" effectively use a leaders-as-teachers approach as an important part of their portfolio of leadership development methods. Who better to teach and model the values, strategy, key goals, and change imperatives than the organization's leaders who know more about these topics than anyone else? Additionally, wisdom and lessons from experience often are taught through storytelling, preparation sessions, individual and team feedback, situation analyses, and meeting debriefs.

At the executive and leader level, current research demonstrates that the vast majority of the "best companies for leaders" effectively use a leaders-as-teachers approach as an important part of their portfolio of leadership development methods. Who better to teach and model the values, strategy, key goals, and change imperatives than the organization's leaders who know more about these topics than anyone else? Additionally, wisdom and lessons from experience often are taught through storytelling, preparation sessions, individual and team feedback, situation analyses, and meeting debriefs.

Content

Consider as well the opportunities that leaders have to teach informally or what I like to call "teaching in the moment." Both planned and spontaneous teachable moments occur daily. In teaching and learning organizations, developmentally oriented SMEs and leaders do not miss these opportunities.

Consider as well the opportunities that leaders have to teach informally or what I like to call "teaching in the moment." Both planned and spontaneous teachable moments occur daily. In teaching and learning organizations, developmentally oriented SMEs and leaders do not miss these opportunities.

Content

While making the case for why SMEs and leaders can and should be highly effective teacher-trainers, there are extremely important roles for talent development professionals. Experienced talent development professionals may very well be SMEs themselves on a range of topics. Whether they are teaching train-the-trainer programs for SMEs or coaching leaders and executives one-to-one on how they can present or facilitate in powerfully interactive ways, the role of talent development professionals is essential.

While making the case for why SMEs and leaders can and should be highly effective teacher-trainers, there are extremely important roles for talent development professionals. Experienced talent development professionals may very well be SMEs themselves on a range of topics. Whether they are teaching train-the-trainer programs for SMEs or coaching leaders and executives one-to-one on how they can present or facilitate in powerfully interactive ways, the role of talent development professionals is essential.

Content

**

**

CON

Content

** Rachel Hutchinson

**Rachel Hutchinson

Content

Senior Manager, Global Training and Learning, Hilti

Senior Manager, Global Training and Learning, Hilti

Content

Terry Copley

Terry Copley

Content

Senior Learning Consultant, Hilti

Senior Learning Consultant, Hilti

Content

As organizations become leaner, many times we overlook a critical function—that of the professional trainer. In an effort to be lean, some organizations assign training to subject matter experts, assuming that the content knowledge and credibility they bring outweighs their lack of knowledge of adult learning and applying training to a real-world environment.

As organizations become leaner, many times we overlook a critical function—that of the professional trainer. In an effort to be lean, some organizations assign training to subject matter experts, assuming that the content knowledge and credibility they bring outweighs their lack of knowledge of adult learning and applying training to a real-world environment.

Content

As more of our learners are now Millennials, we are seeing a strong resistance to the "talking head" at the front of the room, making adaptability and professional facilitation skills much more valuable. In addition, in today's world of faster, ever-increasing inventory of products and services offered by organizations, it is not realistic to teach about everything, but rather to educate on how to discover what you need to know.

As more of our learners are now Millennials, we are seeing a strong resistance to the "talking head" at the front of the room, making adaptability and professional facilitation skills much more valuable. In addition, in today's world of faster, ever-increasing inventory of products and services offered by organizations, it is not realistic to teach about everything, but rather to educate on how to discover what you need to know.

Content

Specifically, critical skills needed in today's learning environment include:

Specifically, critical skills needed in today's learning environment include:

• Content

  Adapting to the changing norms, such as Millennials' preference for Googling over memorization, group activities instead of individual stars, and self-discovery over information given.

  Adapting to the changing norms, such as Millennials' preference for Googling over memorization, group activities instead of individual stars, and self-discovery over information given.

• Content

  Curating, selecting, and incorporating a variety of content, media, and resources to ensure adaptability to a wide variety of learning styles and motivations.

  Curating, selecting, and incorporating a variety of content, media, and resources to ensure adaptability to a wide variety of learning styles and motivations.

• Content

  Managing disruptions (internal or external to the participants), such as noticing when participants are not progressing and finding a new path.

  Managing disruptions (internal or external to the participants), such as noticing when participants are not progressing and finding a new path.

Content

Consider the following situation and determine which trainer you would select.

Consider the following situation and determine which trainer you would select.

Content

New hires joining your company, a manufacturer headquartered in the United States and doing business worldwide. New hires are typically university graduates with less than two years of work experience. You expect them to start in a general role as a salesperson or field technician and work their way up based on education and aptitude.

New hires joining your company, a manufacturer headquartered in the United States and doing business worldwide. New hires are typically university graduates with less than two years of work experience. You expect them to start in a general role as a salesperson or field technician and work their way up based on education and aptitude.

Content

Here are your potential trainers:

Here are your potential trainers:

Content

Mr. A grew up in your company, starting out as a field technician more than 25 years ago. He knows everything about your product line and the competitors' lines during the past two decades. He is also very well-networked within the sales and engineering sides of the business and is the go-to expert for many people. Sometimes you have to listen for 30 minutes to the "war stories" to get to the information you need, but you will always get what you need.

Mr. A grew up in your company, starting out as a field technician more than 25 years ago. He knows everything about your product line and the competitors' lines during the past two decades. He is also very well-networked within the sales and engineering sides of the business and is the go-to expert for many people. Sometimes you have to listen for 30 minutes to the "war stories" to get to the information you need, but you will always get what you need.

Content

Mr. B joined your company three years ago with a degree in organizational development and six years of experience as a trainer in another industry. He has since launched several training initiatives to transfer some of your company's information into bite-sized e-learning modules and regularly receives requests to organize team workshops to work through specific challenges hitting goals. He is well-connected within limited areas of the company, especially through your online discussion groups.

Mr. B joined your company three years ago with a degree in organizational development and six years of experience as a trainer in another industry. He has since launched several training initiatives to transfer some of your company's information into bite-sized e-learning modules and regularly receives requests to organize team workshops to work through specific challenges hitting goals. He is well-connected within limited areas of the company, especially through your online discussion groups.

Content

Given these details, which trainer is most likely to:

Given these details, which trainer is most likely to:

• Content

  provide the critical and relevant content to your new hires without getting lost in their own past experiences?

  provide the critical and relevant content to your new hires without getting lost in their own past experiences?

• Content

  be able to develop a targeted curriculum that could be repeated and modified depending on audience profiles?

  be able to develop a targeted curriculum that could be repeated and modified depending on audience profiles?

• Content

  be aware of and adapt to the needs of the majority of your new hires?

  be aware of and adapt to the needs of the majority of your new hires?

Content

While the knowledge that Mr. A has should not be overlooked, Mr. B is more likely to provide an experience to the new hires that transfers critical information and ensures that your investment in people development pays off. Mr. A should be an expert that is available, and you should find a way to capture his knowledge. But Mr. B will create more value in the learning environment for you and for the new hires.

While the knowledge that Mr. A has should not be overlooked, Mr. B is more likely to provide an experience to the new hires that transfers critical information and ensures that your investment in people development pays off. Mr. A should be an expert that is available, and you should find a way to capture his knowledge. But Mr. B will create more value in the learning environment for you and for the new hires.

Content

Read more from CTDO magazine : Essential talent development content for C-suite leaders.

Read more from CTDO magazine: Essential talent development content for C-suite leaders.