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Five Steps to Learning that Lasts
Immediate ApplicationNow that we know the “what”, how do we build immediate application into the session? This can be achieved by using a variety of techniques such as group activities, learning activities, and question and answer rounds throughout the session. At this point, the trainer becomes a GUIDE to learning and not merely a SAGE on the stage. Problem SolvingWithout question, the ideal focus of training is to solve a problem that is highly relevant to the class participants, in a way that participants can truly value. Accordingly, we must embrace the thought process of “How” – in other words, which method and material will be used by the trainer and the trainee to ensure that this problem is solved best? This is when “hands-on-training” is emphasized, and all three principles about adult learning (goal-oriented, immediate application and problem solving) come together to make the training highly interactive. Experience and Self-DirectionUsing the trainees’ experience also adds credibility and “buy-in” to the training. Examples that come from the trainees and not from the trainer increase the likelihood that the training is “real world” (and therefore relevant) and not simply theory. The trainer must demonstrate quick thinking skills, flexibility, and subject knowledge in a way that allows the trainees to guide their own learning and development – enabling the session to be truly “self-directed”. When it comes to training busy professionals, the important idea to remember is this: It’s what’s LEARNED and USED, not what’s “taught” that counts. Spending the time planning sessions using the techniques outline above will ensure “Learning that Sticks”. «Back to Articles |
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