Different Types of Training Explained
Training comes in many forms, and each approach has pros and cons depending on the skills you’re trying to build and the individual needs of the learner. Here's a breakdown of the major types:
On-the-Job Training (OJT)
Learning by doing directly on the job. Employees acquire skills while actively working, receiving real-time feedback along the way.
Best for: Immediate skill application, learning company-specific processes.
Job-Instruction Training
Learning by watching. Employees observe a task performed multiple times with explanations, then gradually take over with supervision.
Best suited for Tasks requiring precision, step-by-step consistency, and rapid onboarding.
Simulation Training
Learning through safe practice. Employees confront challenges and develop skills in a controlled environment without real-world risks.
Best for: High-stakes roles, technical tasks, leadership decision-making, customer service escalation.
Apprenticeship
Learning alongside an expert. New employees are paired with seasoned professionals to gain both practical and theoretical knowledge over time.
Best for: Building mastery in technical, operational, or leadership roles that require depth.
Job Rotation
Learning by changing roles. Employees rotate through various jobs to develop a broader skill set, stay motivated, and enhance their organizational understanding.
Best for: Talent development, succession planning, increasing adaptability.
Internships
Learning for future career readiness. Interns gain hands-on experience to prepare for roles that often require formal education credentials.
Best suited for: college students, recent graduates, or career changers entering new industries.
Where the Resilient Leaders Program (RLP) Excels and Where It Doesn't
What RLP Is Great For:
Developing mid- to senior-level professionals who already have a foundation of skills and want to refine leadership resilience, emotional intelligence, and strategic execution.
Providing safe, structured environments to reflect, test ideas, and build new leadership habits through guided modules and real-world application exercises.
Helping leaders navigate challenges such as exclusion, microaggressions, organizational change, and strategic negotiations without compromising their core values.
Empowering professionals to align their leadership approach with their personal and organizational values, using frameworks like AHA, LATTE, and R4.
What RLP Is Not Designed For:
Basic technical or task-specific skill training (e.g., "how to use a new software tool" or "how to complete a compliance form").
Entry-level onboarding or first-time work experiences where foundational skills haven’t yet been built.
Training that requires the transfer of deep subject-matter expertise (such as technical apprenticeships) or hands-on manual practice.
Rapid-fire training for high-volume turnover roles (like frontline retail or logistics).
Bottom Line:
Training isn’t one-size-fits-all. The Resilient Leaders Program is designed for professionals who already possess a strong foundation and seek to develop into more resilient, values-driven leaders capable of handling complexity, change, and higher-level challenges.
If you’re building technical skills from scratch, apprenticeships, internships, or on-the-job training (OJT) might be a better starting point. If you're creating future executives who can lead with clarity and courage, that’s where RLP shines.