> Knowledge hub > Make it stick! Three keys to effective learningThe research is clear: nothing boosts the success of an organization more than a well-trained workforce. But what is the best way for people to learn? Equally important is the question of how to encourage people to apply what they have learned. In this article, we explore three key factors for effective learning and embedding new skills.
A classic mistake that many organizations make is to send their employees to training and then expect them to fully absorb the content presented and adapt their behavior accordingly. In reality, this rarely happens. The reasons for this are complex. On the one hand, the freshly conveyed information has little chance of being remembered in the long term. Secondly, learners often find it difficult to establish a connection between what they have learned and their daily work tasks.
Research suggests that people learn most effectively when they are confronted with information periodically over a longer period of time. Too much information in too short a time, on the other hand, can lead to overload. The brain is then unable to adequately process this wealth of information and apply it in practice.
Learning journeys are an excellent method of effectively countering information overload. They divide learning into several sessions, enabling participants to process information carefully and put it into practice. Instead of a two-day intensive course, the training is broken down into manageable units and spread over weeks or months. By investing a little time each week, participants internalize the content better and continuously develop their skills.
The concept of the contextualized learning journey makes learning more relevant to participants by linking it directly to their day-to-day work and the goals of their organization. This makes the learning experience more meaningful and motivating and allows participants to see the practical benefits of what they have learned for their professional and personal development.
One of the biggest obstacles to learning is a negative attitude. Many people tend to perceive new information through a negative, judgmental or critical filter. This attitude leads them to underestimate new knowledge, which impairs their learning potential and inhibits their personal development.
A contextualized learning journey creates a positive environment for learning. By making the learning experience social, engaging, interactive and fun, it helps people to overcome their negative preconceptions and unleash creativity, ingenuity and resources.
Reading articles, studying books, listening to podcasts and attending seminars is the first step of the learning process. But it’s the easy part. Many of us know the experience of learning an exciting new idea, committing to implementing that idea in our lives – and then dropping the ball. In fact, we haven’t learned anything at all, because real learning involves a change in behavior.
The truth is that knowledge growth alone does not lead to change. This is a common reason why training programs often fail. The gap between what people know – the information they have absorbed from books, audios, videos and seminars – and what they do – how little they apply and use that knowledge – is so well known that there is a special term for it: the learning-action gap.
The third key aims to close the learning-to-action gap by creating an environment that encourages continuous learning and ongoing support after training. A carefully designed FollowUp plan helps to reinforce the learning, resulting in a higher performing workforce and ensuring that the organization’s investment bears lasting fruit.
Without a follow-up plan, people tend to fall back into old patterns. To bring about behavioral change, people need structure, support and accountability.
Real learning is a journey from knowing to doing! Those who complete this journey are empowered to make great things happen not only for their organizations, but also for the world around them. Use these three keys to make learning more effective in your organization.
