L&D: Video is Limited in L&D’s Need for Practice & Feedback

Video Perhaps Could Take Over Education But It Cannot Take Over Training

Thomas Edison, a smart guy, said back in 1913:

“Books, will soon be obsolete in the public schools. Scholars will be instructed through the eye. It is possible to teach every branch of human knowledge with the motion picture. Our school system will be completely changed inside of ten years.”

There’s more to this than the fallibility of predicting the future (it’s NOT possible). As…

“It’s tough to make predictions, especially about the future,” baseball-playing philosopher, Yogi Berra supposedly said.



Video – in an AR or VR mode – might be the best way to deliver INFOs – Information chunks and DEMOs – Demonstrations.

But it cannot deliver authentic-enough APPOs – Application Exercises – a.k.a.: Practice & Feedback before Practice with or without feedback back on the job.


Blend It

Augment your Video-based Content with a Mode/Media that enables authentic-enough Practice & Feedback.


My Experience

I have a degree in Radio/TV/Film and started in a job right out of college in 1979 in a Training organization for a DIY Lumber retail business with 183 stores. I had worked at one of those stores (lumber yards) for 2.5 years prior to graduating.

The Training Services department at HQ was going to a total Video based approach for all jobs at the store – and that’s why I got hired for the HQ job.

With 183 sites across the USA – Video – along with a Manager’s Package to intro and then follow-up to the Video (which I doubted most managers would do) – made sense to management.

Video was good for the product knowledge required, but it was incapable of providing practice and feedback for the inside sales associate job or the contractor sales job – which involved interpersonal skills (the so-called soft skills) or for the figuring out how many kitchen cabinets and counter-top sizes were needed, or gallons of paint. Some of that was easier than other hard skills. But video wasn’t going to do it but for the simple tasks – calculating the number of gallons of paint needed (which was also on each can).

And video could not provide the practice for the yard/warehouse jobs where they had to use a fork-lift to stock lumber, or “bunk a load” on a truck – or drive a delivery truck and drop a load without damaging it all.

So, Video was OK for Education, but less so for Training, IMO and In My Experience.

Where Would/Does Video Fall Short in Your World?

In developing skills that transfer back to the job?

Or are your sets of Content merely informing the learner?

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