HANDOUT 9.

TYPES OF TEACHING METHODS

There are different types of teaching methods which can be categorised into three broad types.
These are teacher-centred methods, learner-centred methods, content-focused methods and
interactive/participative methods.

(a) INSTRUCTOR/TEACHER CENTRED METHODS

Here the teacher casts himself/herself in the role of being a master of the subject matter. The
teacher is looked upon by the learners as an expert or an authority. Learners on the other hand
are presumed to be passive and copious recipients of knowledge from the teacher. Examples of
such methods are expository or lecture methods - which require little or no involvement of
learners in the teaching process. It is also for this lack of involvement of the learners in what they
are taught, that such methods are called “closed-ended”.

(b) LEARNER-CENTRED METHODS

In learner-centred methods, the teacher/instructor is both a teacher and a learner at the same time.
In the words of Lawrence Stenhouse, the teacher plays a dual role as a learner as well “so that in
his classroom extends rather than constricts his intellectual horizons”. The teacher also learns
new things everyday which he/she didn’t know in the process of teaching. The teacher, “becomes
a resource rather than an authority”. Examples of learner-centred methods are discussion method,
discovery or inquiry based approach and the Hill’s model of learning through discussion (LTD).

(c) CONTENT-FOCUSED METHODS

In this category of methods, both the teacher and the learners have to fit into the content that is
taught. Generally, this means the information and skills to be taught are regarded as sacrosanct or
very important. A lot of emphasis is laid on the clarity and careful analyses of content. Both the
teacher and the learners cannot alter or become critical of anything to do with the content. An
example of a method which subordinates the interests of the teacher and learners to the content is
the programmed learning approach.

(d) INTERACTIVE/PARTICIPATIVE METHODS

This fourth category borrows a bit from the three other methods without necessarily laying
emphasis unduly on either the learner, content or teacher. These methods are driven by the
situational analysis of what is the most appropriate thing for us to learn/do now given the
situation of learners and the teacher. They require a participatory understanding of varied
domains and factors.

In summary, three types of methods commonly used in instruction are: -

Teacher-centred methods
Learner centred methods

Content focused methods

Interactive/participative methods

SPECIFIC TEACHING METHODS

We can now consider a number of specific methods which can be drawn from in the course of
classroom instruction. It is however, important to note that the choice of any form of methods
should not be arbitrary, but needs to be governed by the criteria we have already examined. At
the same time each method is not fool-proof, but has its own advantages and disadvantages. That
is why I would recommend the use of complementary methods rather than one method.

1. LECTURE METHOD

A lecture is an oral presentation of information by the instructor. It is the method of relaying

factual information which includes principles, concepts, ideas and all THEORETICAL
KNOWLEDGE about a given topic. In a lecture the instructor tells, explains, describes or relates
whatever information the trainees are required to learn through listening and understanding. It is
therefore teacher-centred. The instructor is very active, doing all the talking. Trainees on the
other hand are very inactive, doing all the listening. Despite the popularity of lectures, the lack of
active involvement of trainees limits its usefulness as a method of instruction.

The lecture method of instruction is recommended for trainees with very little knowledge or
limited background knowledge on the topic. It is also useful for presenting an organised body of
new information to the learner. To be effective in promoting learning, the lecture must involve
some discussions and, question and answer period to allow trainees to be involved actively.

PREPARATION AND DELIVERY OF A LECTURE

As stated earlier, during the lecture, the trainees merely listen to the instructor. It is therefore
very important to consider the attention span of trainees when preparing a lecture. The attention
span is the period of time during which the trainees are able to pay full attention to what the
instructor is talking about. It is estimated to be 15-25 minutes only. It is difficult to hold the
trainees attention for a long period of time and careful preparation of lectures is very necessary.

The instructor should have a clear, logical plan of presentation. He/she should work out the
essentials of the topic, organise them according to priorities and logical connections, and
establish relationships between the various items. Careful organisation of content helps the
trainees to structure and hence, to store or remember it. When developing a theme in a lecture,
the instructor should use a variety of approaches. A useful principle in any instruction is to go
from the KNOWN to UNKNOWN; from SIMPLE to COMPLEX, or from PARTS to a WHOLE.

Knowing the trainees and addressing their needs and interests is very important. For example, in
explaining technical processes the instructor should search for illustrations that will be familiar
to the trainees. Unfamiliar technical words should be introduced cautiously. New terminologies
should be defined and explained and examples given.

In order to gain and focus the attention of trainees, the instructor should be adequately prepared,
fluent in his/her presentation and should use various teaching aids and illustrations such as
charts, transparencies, codes and even the real objects during presentation. Question and Answer
periods should be included in the lecture.

QUALITIES OF A GOOD LECTURE

1. A good lecture should not be too long as to exceed the trainees’ attention span (up to 25
minutes).

2. A good lecture should address a single theme.

3. In a good lecture technical terms are carefully explained.

4. Familiar examples and analogies are given.

5. A good lecture establishes fluency in technical content.

6. A good lecture uses illustrations and examples.

7. A good lecture builds on existing knowledge.

8. A good lecture employs a variety of approaches.

2. THE DISCUSSION METHOD

Discussion involves two-way communication between participants. In the classroom situation an

instructor and trainees all participate in discussion. During discussion, the instructor spends some
time listening while the trainees spend sometimes talking. The discussion is, therefore, a more
active learning experience for the trainees than the lecture.

A discussion is the means by which people share experiences, ideas and attitudes. As it helps to
foster trainees involvement in what they are learning, it may contribute to desired attitudinal
changes. Discussion may be used in the classroom for the purpose of lesson development,
making trainees apply what they have learnt or to monitor trainees learning by way of feedback.
LESSON DEVELOPMENT

In areas in which trainees already have some knowledge or experience, discussion may be used
to develop the main points to be covered in a lesson. For example, in safety training many of the
procedures and behaviour that should be observed can be established through discussion with
trainees. Trainees can draw on their experience of working in workshops contract sites to
contribute to the discussion. In discussing some issues, differences of opinion arise. The
discussion can help to clarify the different points of view and may assist each trainee to define
his or her own opinion. Used in this way, discussion may be more effective in motivating
trainees than lectures. Trainees can see that some importance is attached to their contributions.

APPLICATION

Discussion may also be used, following a lecture or demonstration, to help trainees apply what
they have learned. The instructor can ask questions, that help trainees to relate concepts and
principles to contexts that are familiar to the trainees or in which they will ultimately be needed.
For example following a lecture on “types of wood joint”, the instructor may, lead a discussion
directing trainees attention to the places or pieces of furniture where each type is found, and the
reasons for using one type than the other. Used in this way discussion contributes to the transfer
of learning.

FEEDBACK

The discussion method also provides an opportunity to monitor trainees learning. The answers
provided by trainees and the questions they ask, reveal the extent and quality of learning taking
place. Instructors can use this information to repeat or modify an explanation to improve
learning. They can also provide feedback to trainees, thereby helping to reinforce learning that
has taken place. Discussion used in this way should follow after other methods of classroom
instruction such as lectures, demonstration or practice sessions.

CONDUCTING A DISCUSSION

Discussion sessions can be led by the instructor, or can take place in groups. In either case, the
goal is to meet the lesson objectives by allowing the trainees to:-

a) Relate relevant personal experiences or events which have occurred in the work setting.

b) Contribute ideas or personal opinions.

c) Apply what has been learned to familiar situations or solving problems.

d) Express what had been learned.

Whether the discussion is instructor led or takes place in groups it must be guided by the
instructor. It must be focused on the objectives of the lesson: it is the instructors responsibility to
see that the objectives are met. If it is not properly guided, a discussion can degenerate into a
consideration of inappropriate or unimportant topics adding confusion rather than clarification to
the lesson.

3. THE DEMONSTRATION LESSON

“The most effective way to teach an occupational skill is to demonstrate it... one of the two most
essential teaching skills is the ability to demonstrate; the other is the ability to explain. Both are
vital to the success of either an operation lesson or an information lesson”. Weaver and Cencil in
APPLIED TEACHING TECHNIQUES.

DEFINITION

Demonstration means any planned performance of an occupation skill, scientific principle or

experiment.

TEACHER PREPARATION

1. Rehearse your presentation in advance of the lesson.

2. Anticipate any difficult steps, possible interruptions e.t.c.

3. Obtain all materials, tools, equipment, visual and teaching aids in advance and check their
useful condition.

4. Have all materials within reach and conveniently arranged.

5. Time the demonstration NOT to exceed 15 minutes.

6. Remove all extraneous materials; check lighting, visibility, student grouping, and proximity to
electric, gas and water outlets.

7. Plan to use a skill or method to advantage; work from simple to complex, one step at a time.

PRESENTATION

1. Make sure all students can see and hear the lesson.

2. Be enthusiastic, professional, effective but not dramatic.

3. Relax; use any mishaps or humour to YOUR advantage.

4. Observe all safety rules and procedures.

5. Keep eye-contact with the class; ask and encourage class questions.

6. Explain WHY and HOW: use the techniques of SHOW and TELL.

7. Use a medial summary to strengthen your explanation.

PRECAUTIONS

1. Avoid interruptions; keep demonstration smooth and continuous.

2. Never demonstrate on a student’s material.

3. Work towards one aim.

4. Allow time for possible student participation.

CARRYING OUT A DEMONSTRATION

1. Give a good performance. Remember that the trainees learn by your good example.

2. Explain each step or process as you proceed. Follow your lesson plan.

3. Make sure the trainees see the demonstration from the angle they will perform it themselves.

4. Be sure everyone can see and hear. Maintain eye contact.

5. Emphasise key points, and if possible prepare before hand ask key questions as you go along
and allow trainees to ask questions.

6. Observe all safety rules, precautions and procedures; and emphasise them.

7. Use proper instructions, aids such as chalkboard, charts, handouts e.t.c. to support your
demonstration.

8. Provide for trainees participation where possible, during and after demonstration.

9. Demonstrate the correct way only. First impressions are important, therefore, make them
correct ones.

10. Always summarise the steps and emphasise key points again.

AFTER DEMONSTRATION

1. Return all items used during demonstration to their storage places.

2. Make arrangements to have the trainees practice the skill as soon as possible in a practical
class session.

3. Observe and analyse trainee(s) performance and correct mistakes.

4. Offer reinforcement where necessary.

5. Coach weak or slow trainees.

6. Check trainee’s completed work for accurate performance and record.

7. Allow sufficient time interval before demonstrating another operation.

4. BUZZ GROUPS

Another method of instruction is the buzz group. During a longer session, the plenary group can
break into sub-groups to discuss one or two specific questions or issues. The room soon fills with
noise as each sub-group ‘buzzes’ in discussion. If appropriate, after the discussion one member
of each group can report its findings back to the plenary. Buzz groups can be in pairs, trios, or
more depending on the activity. People turn to their neighbours for a quick buzz, or form larger
groups of three or more. This allows almost every one to express an opinion. While they are
buzzing, participants are able to exchange ideas and draw on their wide collective experience. It
may provide a good opportunity for trainees to reflect on the content of a lecture. A good buzz
session will generate many ideas, comments and opinion, the most important of which will be
reported back.

Buzz groups help trainers as they allow you to:

- Draw your breath

- Gauge the mood, by listening to some of the discussions

- Change pace of the session

- Encourage participants to reflect on what they have learnt and how they might apply it in
their work.

DISADVANTAGES

The main obstacle using buzz sessions lie in unfamiliarity with their use, the time required, the
need for leaders or facilitators within each sub-group, and the need to have tables and chairs
arranged for quick and easy discussion.

5. BRAINSTORMING
The purpose of a brainstorming session is to discover new ideas and responses very quickly. It is
particularly a good way of getting bright ideas. It differs from the buzz groups discussion in that
the focus is on generating as many ideas as possible without judging them. In this technique, all
ideas are given equal credence.

Participants are encouraged to let ideas flow freely, building on and improving from previous
ideas. No idea, however crazy, should be rejected. These ideas are listed exactly as they are
expressed on a board or flipchart, or written on bits of paper. The combination of swiftly
generated ideas usually leads to a very animated and energising session. Even the more reserved
participants should feel bold enough to contribute. The purpose of listing responses is to collect
existing experiences and thoughts.

It is useful to collect answers to questions when you expect much repetition in the responses.

After a brainstorm session, the ideas can be discussed further and evaluated, for example listing
the best options in a systematic way. Ideas can be grouped and analysed so that they belong to
the group rather then individuals. Unlike a buzz session, a brainstorm session can work well with
a large group and usually takes less time. It is best to limit the time for plenary brainstorms, as
you might lose the attention of some participants.

6. ROLE PLAYS

In role plays, participants use their own experiences to play a real life situation. When done well,
role plays increase the participants self-confidence, give them the opportunity to understand or
even feel empathy for other people’s viewpoints or roles, and usually end with practical answers,
solutions or guidelines.

Role plays are useful for exploring and improving interviewing techniques and examining the
complexities and potential conflicts of group meetings. They help participants to consolidate
different lessons in one setting and are good energisers.

However, role plays can be time-consuming and their success depends on the willingness of
participants to take active part. Some trainees may feel a role play is too exposing, threatening or
embarrassing. This reluctance may be overcome at the outset by careful explanation of the
objectives and the outcome. Some role plays can generate strong emotions amongst the
participants. It is therefore essential that a role play is followed by a thorough debriefing. This
provides the opportunity for the trainer and the participants to raise and assess new issues.

INSTRUCTIONAL METHODS AND THEIR APPLICATIONS

METHOD USES ADVANTAGES DISADVANTAGES

THE LECTURE METHOD 1. To orient 1. Saves time. 1. Involves one way
A formal or semi-formal students. 2. Permits communication.
discourse is which the 2. To introduce a flexibility. 2. Poses problems in
instructor presents a series of subject. 3. Requires less skill teaching.
events, facts, or principles, 3. To give directions rigid space 3. Encourages student
explores a problem or on procedures. requirement. passiveness.
explains relationships 4. To present basic 4. Permits 4. Poses difficulty in
material. adaptability. gauging student
5. To introduce a 5. Permits reaction.
demonstration, versatility. 5. Require highly
discussion, or 6. Permits better skilled instructors.
performance. centre over contact
6. To illustrate and sequence.
application of rules,
principles, or
concepts.
7. To review, clarify,
emphasise or
summarise.
THE DISCUSSION 1. To develop 1. Increase students 1. Require highly
METHOD imaginative interest skilled instructor.
A method in which group solutions to 2. Increases 2. Requires preparation
discussion techniques are problems. students acceptance by student.
used to reach instructional 2. To stimulate and commitments. 3. Limits content.
objectives. thinking and interest 3. Utilises student 4. Consumes time.
and to secure student knowledge and 5. Restricts size of
participation. experience. groups.
3. To emphasise 4. Results in more
main teaching permanent learning
points. because of high
4. To supplement degree of student
lectures, reading, or participation.
laboratory exercises.
5. To determine how
well student
understands
concepts and
principles.
6. To prepare
students for
application of theory
of procedure.
7. To summarise,
clarify points or
review.
THE PROGRAMMED 1. To provide 1. Reduce failure 1. Require local or
INSTRUCTION METHOD remedial instruction. rate. commercial
A method of self-instruction 2. To provide make- 2. Improves end-of- preparation.
up instruction for course proficiency. 2. Requires lengthy
late arrivals, 3. Saves time. programmer training.
absentees, or 4. Provides for self 3. Increases expenses.
 translents. instruction. 4. Requires
3. To maintain considerable lead time.
previously learned
skills which are not
performed
frequently enough.
4. To provide
retraining on
equipment and
procedures which
have become
obsolete.
5. To upgrade
production.
6. To accelerate
capable students.
7. To provide
enough common
background among
students.
8. To provide the
review and practice
of knowledge and
skills.
THE STUDY 1. To orient students 1. Increase coverage 1. Require careful
ASSIGNMENT METHOD to a topic prior to of material. planning and follow up.
A method in which the classroom or 2. Reduce 2. Poses evaluation
instructor assigns reading to Laboratory work. classroom time. problem.
books, periodicals, project or 2. To set the stage 3. Permits 3. Produce non-
research papers or exercises for a lecture individual attention. standard results.
for the practice. demonstration or
discussion.
3. To provide for or
capitalise on
individual
differences in
ability, background,
or experience
through
differentiated
assignments.
4. To provide for the
review of material
covered in class or
to give practice.
5. To provide
 enrichment material.
THE TUTORIAL 1. To reach highly 1. Permits adaptive 1. Requires highly
METHOD complicated skills instruction. competent instructor.
A method of instruction in operations or 2. Stimulates active 2. Demands time and
which an instructor works operations involving participation. money.
directly with an individual danger or expensive 3. Promotes safety.
student. equipment.
2. To provide
individualised
remedial assistance.
THE SEMINAR METHOD 1. To provide 1. Provides 1. Requires highly
A tutorial arrangement general guidance for motivation and competent instructor.
involving the instructor and a group working on report. 2. Poses evaluation
groups, rather than instructor an advanced study 2. Stimulates active problems.
and individual. or research project. participation. 3. Is more costly than
2. To exchange 3. Permits adaptive most other methods.
information on instruction.
techniques and
approaches being
explored by
members of a study
or research group.
3. To develop new
and imaginative
solutions to
problems under
study by the group.
THE DEMONSTRATION 1. To teach 1. Minimise damage 1. Require careful
METHOD manipulative and waste preparation and
A method of instruction operations or 2. Saves time rehearsal.
where the instructor by procedures. 3. Can be presented 2. Requires special
actually performing an 2. To teach to large groups. classroom
operation or doing a job troubleshooting. arrangements.
shows the students what to do, 3. To illustrate
how to do it, and through principles.
explanations brings out why, 4. To teach
where, and when it is done. operation or
functioning of
equipment.
5. To teach
teamwork.
6. To set standards
of workmanship.
7. To teach safety
procedures.
THE DEMONSTRATION 1. To teach 1. Builds 1. Requires tools and
METHOD manipulative confidence. equipment.
A method of instruction is operations or 2. Enable learning 2. Requires large block.
required to perform under procedures. evaluation. 3. Requires more
controlled conditions the 2. To teach 3. Reduces damages instructors.
operations, skills or operation or and waste.
movement being taught. functioning of 4. Promotes safety.
equipment.
3. To teach team
skills
4. To teach safety
procedures.
THE BUZZ GROUP 1. To develop and 1. Help trainers to 1. Unfamiliarity in use.
express imaginative draw breath. 2. Time required.
ideas, opinions. 2. Gauge the mood 3. Need for group
2. Stimulate by listening to some leaders.
thinking. discussion.
3. Change pace of
discussion.
4. Encourage
participants to
reflect what was
learnt.
BRAINSTORMING 1. Discover new 1. Leads to a very 1. It takes time
ideas, thoughts and animated and particularly if it is a
responses very energising session. large group.
quickly. 2. More reserved 2. May consume a lot
participants feel of material e.g.
free to contribute. flipcharts or writing
materials.
3. Requires high level
facilitation skills.
ROLE PLAYS 1. Exploring and 1. Good energizers. 1. Participants might be
improving 2. Promotes reluctant.
interviewing empathy of trainees 2. May not work with
techniques and for other situation. trainees who do not
examining 3. Encourages know each other well.
complexities and creativity in
potential conflicts of learning.
groups.
2. To consolidate
different lessons in
one setting.