Explicit direct instruction (EDI) is a teaching style where information is presented clearly, directly and unambiguously. While originally designed for K-12 settings, the principles of EDI are equally effective for adult learning in the workplace.
When to Use Explicit Direct Instruction in Workplace Training
EDI is particularly effective for teaching specific skills and processes that require precision and clarity. It’s ideal for tasks that have a clear procedure, such as software training, safety protocols, compliance procedures. It’s also beneficial for learners who need structured support, such as those with limited prior knowledge or other barriers to learning.
However, EDI is not necessarily the best approach for every learning situation. It’s less effective for training that involves complex problem-solving, critical thinking or creative tasks where exploration is key. In such cases, a more constructivist or inquiry-based approach may be better suited, allowing learners to experiment and find solutions independently.
The 5 Phases of Explicit Direct Instruction
1. Direct Explanation
Start training sessions by breaking down tasks and concepts clearly and explicitly, including the context of how it connects to existing parts of the business. For example, when introducing the process for setting up a new customer in a CRM system, explain the process, its purpose and how it functions within the company’s workflow. Relate this new process to any previously used systems to create a connection with the employees’ existing knowledge.
2. Modeling — “I Do It”
Demonstrate the task or skill step-by-step, making the decision-making process transparent. For instance, a manager might model the process of setting up a new customer in the CRM, from entering customer information to categorizing the customer correctly, using clear language and making their decisions visible.
3. Guided Practice — “We Do It”
Involve learners in practicing the skill with support from the instructor. This is crucial for cementing the knowledge and ensuring the learner is on the right track. After demonstrating the process of setting up a new customer in the CRM system, the trainer might work with the team to set up a mock customer, assisting employees as they navigate the CRM system step by step.
4. Verification
Provide immediate feedback to help learners understand their mistakes and how to correct them. For example, if an employee makes an error in entering customer data into the CRM system, the trainer should immediately point out the mistake, explain why it was incorrect, and demonstrate the correct approach.
5. Application — “You Do It”
Allow learners to apply what they’ve learned independently to assess if they can complete the process without support. After training on the CRM system, employees would be tasked with entering real customer data independently while the trainer periodically checks their work to ensure accuracy while encouraging autonomy.
The 16 Elements of Explicit Direct Instruction
The following 16 elements of EDI provide a comprehensive framework for effective instruction. They should be used when detailed, structured teaching is needed to ensure all learners grasp essential skills and concepts.
1. Focus Instruction on Critical Content
Concentrate on essential tasks and skills that employees need to perform their jobs effectively, such as the most critical functions of a CRM system.
2. Sequence Skills Logically
Begin with the basics and gradually move to more complex tasks. Start with an overview of the CRM system, then move on to entering customer data, and finally to advanced features like generating reports.
3. Break Down Complex Skills into Smaller Steps
Divide the process of setting up a new customer into smaller, manageable steps, like creating a new customer profile, entering contact information and linking related documents.
4. Design Organized and Focused Lessons
Structure training sessions to cover one topic at a time, avoiding unnecessary information. For instance, dedicate one session solely to entering customer information and another to managing customer interactions.
5. Set the Expectation to Start the Lesson
Clearly outline what will be covered in the session and the expected outcomes to help employees prepare mentally and understand the importance of the training.
6. Review Prior Skills
Before introducing new features of the CRM system, review what employees have already learned to reinforce previous lessons and ensure a solid foundation for new information.
7. Demonstrate Stepwise Instructions
Show each step of setting up a new customer in the CRM, using visual aids or live demonstrations to help employees see exactly what they need to do.
8. Use Clear and Concise Language
Avoid jargon and overly technical terms. Explain the process in simple, straightforward language to ensure everyone understands.
9. Provide Examples and Non-Examples
Show correct and incorrect ways to set up a customer profile to help employees understand common mistakes and how to avoid them.
10. Provide Students With Guided Practice
Let employees practice setting up a new customer while you provide guidance and support, ensuring they gain hands-on experience.
11. Require Frequent Responses
Encourage employees to ask questions and provide feedback throughout the training to clarify doubts and reinforce learning.
12. Monitor Student Performance Closely
Track how well employees are performing the tasks during practice sessions and offer immediate help if someone is struggling.
13. Provide Immediate Feedback
Correct mistakes as soon as they happen to show employees the right way to perform the task and explain why it’s important.
14. Deliver Instruction at a Brisk Pace
Keep the training sessions engaging by maintaining a steady pace, avoiding long-winded explanations and moving smoothly from one point to the next.
15. Connect Information Across Lessons and Context
Relate new information to what employees have already learned to show how setting up a customer profile connects to managing interactions and generating reports.
16. Provide Abundant Time for Practice and Cumulative Review
Allow plenty of time for employees to practice setting up new customers and review previous lessons. Repetition helps solidify their understanding and build confidence.
The Business Benefits of Explicit Direct Instruction
Explicit direct instruction is not just a theoretically sound method; it’s backed by research demonstrating its effectiveness across a variety of subjects and learner populations. In workplace training, EDI’s structured, clear and systematic approach reduces cognitive load, allowing learners to focus on acquiring and applying new knowledge and skills.
When adapted for adult learners in the workplace, EDI can enhance understanding, improve performance and ensure the effective retention and application of new knowledge and skills. By leveraging technology and adhering to the 16 elements of explicit teaching, organizations can create a learning environment that supports ongoing growth and success for their employees.
Learning is a journey: sometimes it’s a leisurely stroll, and other times it’s a mad dash. But with explicit direct instruction, we can ensure that every step is clear, purposeful and, ultimately, rewarding.
