REINFORCEMENT TRAINING:
Just like you want your pasta to be sticky, we want training to be sticky too. What if I told you that people will forget roughly 90% of what they have learned within the first month? To anyone who has invested money and time, this statistic is absolutely devastating! This statistic was established by Hermann Ebbinghaus, a psychologist who pioneered the study of memory and theorized what is known as “the forgetting curve.” He probably made awesome pasta as well. The forgetting curve displays a decrease in the brain’s ability to retain memory over time. Check out this article for tips on how to challenging the forgetting curve.
So how do we remedy this? You might have already guessed it: reinforcement training (AKA: next level learning). But what exactly is reinforcement training? Reinforcement occurs when the learner processes the information multiple times, using different methods such as problem solving, quizzes, gamification, etc. This ultimately reinforces what has already been learned in order to help overcome Ebbinghaus’s forgetting curve. This learning concept is not to be confused with mundane training reminders. Reinforcement training is both actionable and strategically timed, giving the learner the best chance of remembering the content and integrating it into everyday behaviors. Implementing reinforcement is one of the best ways to observe measurable behavior change and generate the greatest return on investment.
For a quick case study about how reinforcement training worked for one of our clients, check this out.
OUR TIP:
- Build upon the things your learners already know, and also surprise them with ways to expand their thinking… Demonstrate the concepts and create calls to action. Continuing the learning cycle provides the best chance to absorb and retain information, therefore creating a habit.
SELF-DRIVEN/PACED LEARNING:
Let the learner choose their own adventure. This training method gives individuals the freedom to choose their own learning path and encourages them to think independently. I know what you might be thinking, “How can giving my employees that kind of freedom be beneficial?” Interestingly enough, studies have shown that self-driven learners are more motivated, independent, and goal oriented. Many of us have become accustomed to putting learning “in a box”, one module to the next, one chapter after another. Self-driven learning helps realize the full potential of the learner by allowing them the freedom to stimulate curiosity, ask their own questions, and engage their own progress (“Okay Google can you tell me…?”). This leverages their intrinsic motivation as opposed to traditional learning which is typically motivated by external reward. With easy access to content, people are driving their own learning experience
OUR TIP:
- This method of training requires flexibility and acknowledgment of the learner’s specific interests while still having goals in place. Create an environment that empowers the learner and promotes innovation. When you facilitate self-driven learning, consider yourself the outlined image in the coloring book and the learner as the artist who gets to fill it in.
INSTRUCTIONAL DESIGN STRATEGIES TO MAXIMIZE MEMORY:
Have you forgotten where you set your keys? Have you ever been reading and then have no recollection of what you just read? Yes, we as humans have minds that get distracted. So how do we get the learner to a state of mindfulness? A key factor in how well we retain training content is our working memory. If the working memory becomes overwhelmed or disengaged, meaningful learning won’t occur. With the use of strategic instructional design, we can maximize the working memory which significantly increases the amount of information that can be successfully processed by the learner. One application of this would be to stimulate working memory by structuring the content in order of complexity. Another strategic use of design would be activities such as mnemonic techniques or simulation environments. If the learner is able to process information effectively through the working memory then you can maximize the learning experience. Now if only we could master how to forget to eat those cookies…
OUR TIP:
- Weave working memory strategies and effective e-learning activities into your training program. This will create a long term impact for your company and your learner.
- It’s way more realistic to request the completion of a short micro training that fits into the regular workflow of an employee rather than a drawn out 5-hour ILT. Deliver modules that are 5-7 minutes long and have one key takeaway for your best results!
MICROLEARNING/BITE-SIZED LEARNING:
We practically have superpowers like never before. You can watch a quick YouTube video to figure out how to solve a Rubix cube or learn the latest dance moves gone viral. Our world has changed and so must our training. People don’t have the patience to sit through hours of training at one time. Microlearning is a method that delivers strategic content in short, focused bites. This allows for the learning to fit comfortably into the learner’s daily workflow and provides information in a way they can easily process and applied. By delivering bite-sized modules, you can reach the new-age learner more effectively.
OUR TIP:
- It’s way more realistic to request the completion of a short micro training that fits into the regular workflow of an employee rather than a drawn out 5-hour ILT. Deliver modules that are 5-7 minutes long and have one key takeaway for your best results!
Would you like us to quickly scope your next project? Reach out, we’d love to talk shop.
