Which training approach is likely the least effective in developing external training skills?

The least effective approach for developing external training skills is self-directed learning. This method relies heavily on the individual's motivation, discipline, and ability to navigate resources independently. While self-directed learning can foster knowledge and skill acquisition, it often lacks the structure, feedback, and real-time interaction that are crucial for developing practical skills, especially those that involve external communication and collaboration.

In contrast, on-the-job demonstrations provide hands-on experience and allow learners to observe and imitate skilled workers in real-time, facilitating immediate application of skills. Vendor-led sessions typically offer expert instruction and can directly address specific skills needed, which enhances learning outcomes. Cross-training with departments promotes teamwork and the sharing of best practices, making it an effective way to build an understanding of how different roles interact, which can strengthen external skills necessary for collaboration.

Overall, while self-directed learning has its merits, it may not be the most effective method when it comes to developing external skills that benefit from interaction, expert guidance, and immediate feedback.