Our training methods at AATICD are exceptional — designed so that delegates understand, engage, and pass. We blend classroom, interactive, hands-on, computer-based, and online formats to suit every team and every topic.
We use a number of training methods to impart knowledge to our delegates. Each method is selected for the topic, the audience, and the desired outcome — and most of our programmes blend several of them so that delegates engage with the material in more than one way.
The five method families described below — Classroom / Instructor-Led, Interactive, Hands-On, Computer-Based, and Online / E-Learning — cover the full spectrum of how AATICD delivers training, whether you join us at one of our campuses, study online, or host an in-house programme on your own premises.
Instructor-led training remains one of the most popular techniques for trainers. We use whiteboards in all our classes with water markers — sometimes the most "old-fashioned" methods are the most effective, especially when delegates are invited to write on the board or contribute feedback that is captured live in front of the room.
Increasingly replaced by PowerPoint, but overheads still allow trainers to write on slides and customise presentations on the spot.
Lectures are broken up with video segments that explain sections of the topic or present case studies for discussion.
Customised group sessions led by an instructor; materials are also shared on CD-ROM so absent delegates can catch up individually.
Stories illustrate the right and wrong ways to perform a skill; debrief questions help delegates reflect on assumptions and choices.
Many techniques break up a session and keep delegates attentive and involved. We mix them across our programmes to keep energy high and to give experienced staff a chance to share their thinking with newer colleagues.
Periodic checks during long sessions; pre-quiz and post-quiz pairings motivate delegates to track their own progress.
Case studies or work situations debated in small groups — a great way for veterans to pass on experience.
Real-life, job-related scenarios that show how the elements of a role connect and how problems get solved in practice.
Small groups elect a leader to summarise the lecture's key points; summaries are then compared with a pre-written version.
Most effective with smaller groups for refreshing skills — short explanation, then open questions and discussion.
Delegates write questions on the topic during the lecture; the trainer collects them and runs a quiz/review session.
Acting out workplace scenarios builds skills in customer service, interviewing, supervising, and other interpersonal areas.
Delegates choose topics from a menu and the trainer covers them in turn — content adapts to the room's interests.
Tools or equipment relevant to the topic are brought in so the steps and processes can be shown in action.
Experiential or hands-on training puts delegates straight into the work. It is especially powerful for new equipment, new procedures, and safety-critical skills.
Delegates experience adjacent jobs, broadening their skills and giving them a clearer picture of how roles fit together.
Attention-grabbing way to teach new equipment, new processes and safety skills — paired with Q&A for deeper understanding.
One-to-one focus on an individual's needs — answering questions, suggesting strategies, correcting errors, providing feedback.
Supervised on-the-job training combined with classroom instruction in a structured programme that can run a year or more.
Repetition builds skill — evacuation drills, for example, are highly effective for emergency-preparedness training.
CBT is increasingly prevalent as technology becomes more widespread and easy to use. Traditional methods aren't being replaced — they are being enhanced. Human interaction remains a key component of workplace training, but technology lets us extend reach, pace, and consistency.
Self-paced training in a simple text format, similar to print modules but with interactive features added.
Off-the-shelf programmes covering a broad range of workplace topics, plus custom programmes built for specific organisations.
Text plus graphics, audio, animation, and video — more provocative, more challenging, and more stimulating to adult learners.
3D, interactive simulations — hands-on experience without real-world risk; widely used in pilot training and similar fields.
Beyond traditional CBT, many organisations rely on web technologies to deliver training across multiple locations. According to the ASTD State of the Industry report, e-learning is at record levels and continues to rise as web access expands.
Training modules hosted on the web — on a company intranet or vendor portal — with hands-on, interactive presentations and easy updates.
One trainer, many remote sites; delegates ask questions live by phone or web chat. Strong for lectures and demonstrations.
Audio-only sessions where participants dial in at the scheduled time and submit questions by email or phone afterwards.
Live audio with on-screen visuals, similar to a CD-ROM or PowerPoint deck — often with a Q&A at the close of the session.
Distance-learning certificates and degrees — many institutions now require only minimal on-campus residency.
Coaches and trainees work on a shared network to teach how to write reports and technical documents together.
Used to promote training, send reminders, gather follow-up questions, and run training evaluations through online forms.
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