We’ve come a long way from the training delivered in years’ past. What were once one-size-fits-all, lecture-style courses have evolved to become technology-driven, engaging learning experiences. Advancements in technology are undoubtedly a driving force behind this evolution.

As training continues to evolve alongside the needs and preferences of the modern workforce, so does the role of the instructor.

That said, although today’s instructors face new challenges (and opportunities), many core elements of the role remain the same. For instance, the need to maintain learner engagement, assess learner progress and outcomes, and adapt to diverse learning preferences have all persisted through key workforce shifts.

Here, we’ll consider how the instructor role has changed over time and will outline best practices for navigating key challenges.

From Instructor to Facilitator

One key way the instructor role has evolved over the years is through a shift from being the primary source of information to becoming more of a facilitator of learning. In the past, instructors were often seen as the subject matter experts (SMEs), responsible for delivering content in what was often a one-way, lecture-based format.

Laura Smith Dunaief, CPTM, founder of and chief learning officer at CareerCraft and a Training Industry Courses instructor, says that from when she began working as an instructor up until relatively recently, “There was definitely much more of a focus on pushing information to the learner.” Training professionals acted more as a “true instructor” than as a “facilitator of learning.”

Instead of simply pushing out information, modern instructors guide learners in knowledge acquisition, encouraging collaboration, discussion and critical thinking. Cindy Huggett, a virtual training consultant, facilitator, author and speaker, began her career as a software instructor, where her job was to teach people how to use computers. Now, she considers herself a “facilitator of modern learning experiences.” Today, the instructor job role involves “much less teaching and [is] more about helping learners learn and focusing on them,” Huggett says.

Regardless of the term used to describe the role, facilitation skills are essential for training professionals today.

Here are some tips for becoming a better facilitator:

• Encourage Active Participation: Use activities that invite input and questions from learners, such as breakout discussions or group problem-solving exercises. For example, you might present a case study scenario and have learners work through it together in small groups.
• Practice Active Listening: Show learners that you value their perspectives and insights by practicing active listening. Acknowledge points made, ask follow-up questions and tie their input back to broader learning objectives.
• Develop Flexibility and Adaptability: A skilled facilitator can pivot on the spot based on learners’ needs. Stay open to adjusting your approach if you notice learners have more questions on certain topics or if you observe skills gaps. Dive deeper into these areas by providing additional examples or group discussions that address learners’ specific challenges.

Navigating Advancements in Technology

Advancements in technology have enabled the adoption of remote and hybrid work. Training delivery has adapted accordingly, with more instructors delivering training in virtual or hybrid formats. However, the need for in-person instructor-led training (ILT) is still strong. In fact, Training Industry research found that 25% of organizations conduct training primarily in person; 12% conduct training primarily virtually, and 63% use a hybrid mixture of virtual and in-person training.

Dan Menden, CPTM, founder of Mensch Performance and a Training Industry Courses instructor, says that the introduction of new delivery technologies is the “biggest single change” he’s seen to the instructor job role over the years. “When I first started teaching at the high school level in the early 80s, film strips and movies were the high technology of the day,” and it was common to write on an actual chalkboard and sometimes an overhead projector.

Now, Menden says instructors have many technology options available to them, including virtual training tools with technical capabilities like digital whiteboards, polling and the chat function.

In-person instructors can use tools like interactive whiteboards, polling tools and collaborative software, where learners can collaborate on projects or presentations in real time. For both virtual and in-person training, polling tools can be used for knowledge checks throughout the program and can also help the instructor understand their audience and their experience in a given area. “So be thoughtful about how you might incorporate those in the classroom, whether virtual or in person,” Dunaief says.

Learning leaders need strong technical skills to effectively adopt these new technologies. After all, Menden says, “Sometimes the biggest challenge is getting the technology to work as intended. You can eat up a lot time very quickly trying to resolve technical problems.”

Virtual instructors especially “need to be super comfortable with virtual platforms” and need strong communication and virtual presentation skills, Huggett says.

Learner Engagement in a Tech-Driven World

Learner engagement has always been a challenge for instructors, but it’s even more difficult in today’s tech-driven world. Menden says keeping participants’ attention when they have smartphones and laptops at hand isn’t easy. Dunaief echoes this sentiment, noting that today’s learners are more likely to multitask and often have shorter attention spans.

In a virtual environment, “the number one challenge, according to my research, is participant attention — helping participants stay connected to the platform and to not be distracted,” Huggett says.

Here are her tips for maintaining learner engagement in virtual training:

• Set Expectations: Training professionals need to set expectations in advance of delivering any virtual course or workshop. “If a learner shows up to a virtual class thinking it’s just some other virtual meeting that they can multitask through, then the expectation hasn’t been set properly,” Huggett says. You can set expectations by informing learners that active participation is required, including keeping their cameras on, unmuting themselves for discussions and contributing to group activities.
• Start Strong: Too often, facilitators fail to engage learners from the start, instead opting to go over the course agenda or key objectives. While this information is important, it can be relayed to learners over email in advance of the course. Instead, use the opening moments of the course to have learners connect with the content and with each other. Explain why the content you’ll be covering is important, and how they can apply it back on the job.
• Strive for Maximum Involvement: It’s important to ensure everyone has the opportunity to participate in the virtual classroom. Some learners may not feel comfortable speaking up, and even if they do, only one person can speak at a time, Huggett says. The poll, chat and raise hand functions can help more learners participate.

Looking Ahead

The instructor role will continue to evolve as new technologies, particularly generative artificial intelligence (AI), shape the future of learning and development (L&D). However, “The human touch” that instructors bring will remain vital for effective learning, Huggett says.

By embracing a facilitator mindset, adapting to new technologies and maintaining learner engagement despite digital distractions, instructors will be well-positioned to deliver impactful programs that drive meaningful results.

Stay tuned for the second article in this series, “Training Over Time, Part 2: The Evolution of the Learner.”