6 teaching methods you need to learn by heart to graduate as a trainer
Are you a trainer or training centre manager? You're probably looking for THE ultimate teaching method. Sorry to disappoint you at the outset, but there is no such thing...
The secret to success is to adapt the learning strategy to the subject and the learner's profile. But to achieve this, you need to master several teaching methods. We present the 6 most effective methods in detail. It's up to you to choose your favourite!
What is a teaching method?
We know you're wondering, so before we get to the heart of the matter, let's go back to the basics. What is a teaching method?
It's a set of principles and techniques used by teachers to make it easier for students to learn. A good method is based on :
- a precise objective
- and effective teaching tools.
Overview of the 6 most common teaching methods
There are several teaching methods for imparting skills and knowledge. There are 6 main ones: demonstrative, experiential, active, affirmative, interrogative and heuristic. We present each approach in detail.
Method 1: the demonstrative method
The demonstrative method is one of the most common. It is based on a progressive structure in which the trainer is the expert.
- He is the main driving force behind the interaction.
- He presents each stage of a project and explains why and how.
- He offers his students an example that they must reproduce.
✅ This method is particularly well suited to online training.
☝️ The inherent difficulty with this type of teaching is the lack of feedback from the audience. The demonstrative method must therefore be accompanied by discussion sessions to ensure that learners understand.
Method 2: the experiential method
" You always learn from your mistakes".
This maxim is at the heart of the experiential method. This approach is based on learning in real-life conditions, or in a similar environment.
Practical exercises and role-playing are important teaching tools. It therefore requires a great deal of preparation on the part of the trainer prior to the course sessions.
✅ This is a particularly interesting method for teaching skills that require little theoretical knowledge and involve the implementation of concrete elements (sales techniques, etc.).
Method 3: the active method
The active method is based on action (ah, you guessed it?). It takes the view that knowledge is not learned, but built up. 🏗️
The trainer is no longer an expert, but a guide or mediator. His or her role is limited to creating teaching scenarios and ensuring that they run smoothly. This method can only work if the learner is committed and in one of the following 3 processes:
- Intrinsic motivation,
- A collaborative learning effort,
- An action-experience approach.
Method 4: the expositive or affirmative method
The expositive method is the traditional teaching method par excellence. It is used in university lectures. As with the demonstrative method, the teacher is the expert. But in this case, there is no example on his part, he is simply a vector of knowledge who transmits through words and in the form of a presentation.
As for the learners, they are 100% passive in the interaction. They simply take notes and learn by heart. To ensure that they are making progress, the teacher must carry out a written or oral assessment at the end of the session.
Method 5: the interrogative method
The advantage of the interrogative teaching method is that it keeps learners interested and involved throughout a training session. The basic principle is simple. The trainer questions the students in order to improve their understanding of the subject.
✅ This is a feedback-based method, which adapts to the group's responses and is therefore 100% personalised.
☝️ The main challenge with this approach is to get all the participants on board and keep up the energy right to the end. In addition, it requires the trainer to take a back seat, which is not appropriate for all profiles and can prove complex if the audience is not very receptive.
Method 6: The heuristic or discovery method
The heuristic method combines an active, experiential and discovery-based approach. It requires the involvement of the learner, who is invited to explore, question and discover knowledge for themselves. Although guided by their teacher, students become the architects of their own education.
✅ It's an approach that reinforces autonomy and stimulates curiosity and critical thinking.
☝️ However, it tends to take longer to learn and is difficult to implement in areas where there is a great deal of expertise (maths, science, etc.).
To summarise: classification of teaching methods in a table
| Method | Main advantage | Learning context |
| Demonstrative method | A structured and progressive framework | Online training, demonstration of technical processes |
| Experiential method | Learning reinforced by practical experience | Training in practical skills (sales techniques, manual jobs) |
| Active method | Encourages commitment and knowledge building | Collaborative learning, role-playing |
| Assertive method | Rapid and effective transmission of a large volume of information | Lectures, conferences, acquisition of theoretical knowledge |
| Questioning method | Interaction and adaptation to learners' responses | Training with a high level of involvement and dynamic exchange |
| Heuristic method | Develops autonomy and critical thinking | Research, innovation, discovery-based learning |
What is the best teaching method?
In reality, there is no such thing as a good or bad teaching method. It's the content of the course, the profile of the teacher and the target audience that will decide which teaching technique to favour. 🔎
Each context requires a great deal of thought to ensure that the information is delivered in the most effective way.
Note: this upstream work is almost as important as the work done during the lesson to maximise student understanding!
Our advice on choosing the right training method for your learners
Knowing and mastering the main learning methods and their advantages is all well and good. But how do you select the one that best suits your learning objectives? That's easy. The most important thing is that both parties involved (teacher and audience) are satisfied.
- The teacher should therefore choose a method that he or she has mastered, appreciates and has confidence in, but which is still adapted to the audience. For example, giving the best presentation possible may not be the best solution for a young audience. Despite the quality of the order of ideas, the lack of interaction risks undermining the attention of all the participants.
- Another factor to consider is the subject of the course or training session. Concrete projects are much better suited to experiential methods and exercises. On the other hand, theoretical knowledge is good ground for an assertive approach.
- Finally, don't forget to experiment. If the method chosen at the outset doesn't seem to bring the expected results, there's nothing to stop you changing it along the way.
🗺️ The most important thing is to find the best route to your destination, and it's better to take the wrong turn once or twice than to start off in the wrong direction from the outset and stay there.
What other training tools are available?
For a teaching method to be truly effective, it must be supported by a variety of relevant training materials and evaluation tools.
Training materials
Written documents remain a solid basis for learning, whether in paper or digital format.
Explanatory texts such as articles, teaching sheets or manuals are essential, particularly for demonstrative methods. The same category also includes diagrams, graphs, computer graphics and slideshows to provide additional information.
But with the advent of e-learning, other tools have emerged such as e-learning platforms or software and simulators. The latter are widely used in cutting-edge fields such as aerospace and the military. Flight simulators for pilots of all kinds spring to mind. But don't worry, they can be adapted to all kinds of jobs, and in-company training sessions to improve the skills of your sales team, for example, can of course be envisaged!
Finally, the latest technological advances have made it possible to integrate AI for training into teaching processes. The aim? To personalise teaching and make it increasingly effective.
Assessment tools
As far as assessment tools are concerned, analysis grids and questionnaires offer excellent results. Using a heuristic approach, it is also possible to use self-assessment to encourage learners to identify their own strengths (and weaknesses) and areas for improvement.
Of course, in the final analysis, the best form of assessment is the real-life situation. This is the ultimate indicator of whether or not a student is ready to make the transition from student to professional.
The 6 teaching methods you need to know: a summary
You now know the main teaching methods you need to use to perform as a trainer and create a quality training catalogue.
To sum up, they can be divided into two categories: methodologies based on practical exercises and others based on the transmission of theoretical concepts. However, most situations call for a hybrid solution where the development of a presentation, direct questioning, assignments and practical exercises are combined.
Perhaps this is the recipe for a miracle teaching method: using the resources offered by each approach to create your own formula.
Article translated from French