High Impact Learning
Learning takes place when someone changes their behavior to achieve a desired resuIt. Changing behavior means more than remembering and comprehending what you learned; it means applying it.
Participating in a training class is often the catalyst for learning. When attending a class, retention and application of the new knowledge and skills will vary from 10 to 30% based on the type of class and content. Two factors heavily influence the extent to which the training is applied – retention and management support. When retention strategies and management support beyond the classroom experience are included in the learning initiative, the application of new knowledge and skills will be much higher, often 90% or better.
Retention
Learning retention is influenced by how active the participant is in the learning process and repetition of the content vital to fulfilling the learning objective.
Applying knowledge and skills in the classroom builds retention. Applying the knowledge and skills on the job, in the real world, will exponentially increase retention.
Repetition
When exposed to an idea or process once, people will remember no more than 20%. When a participant is exposed to the key content six times, with intervals, the retention can reach 90%. Introducing intervals, or breaks, is important. Sustained practice over time, called distributed practice, is the key to retention.
Manager Support
Learning is change. All successful change initiatives involve management engagement and support.
Training results are achieved when new knowledge and skills are applied on the job, at the right time, in the right way. This requires a partnership between managers and participants.
Successful management engagement and sponsorship requires that the participant and management identify specific measureable action plans with one to three goals. This is the map that will guide the participant to the desired results. People do what you measure and talk about. Achievement of these mutually agreed-upon goals should be the measure of success for any learning initiative.
Learning Impact Maps
Using Learning Impact Maps is one approach to engaging management support. A Learning Impact Map will:
- Identify if the training can achieve the desired results in terms of broad business goals
- Prepare participants to learn and change their behavior based on the training
- Link the desired behavior with organizational performance and business goals
Learning Impact Maps can be created for a single individual, a team, or several job roles that may be attending training together.
Follow Through
Follow Through is a web-based follow-through management system specifically designed to accelerate behavior change and results following learning initiatives. On selected dates after a program, participants are sent an email with a link to a customized website that has been pre-loaded with their personal goals. In about five minutes they input their progress, actions taken, next actions planned and the lessons they have learned.
The input and insights of every group member is visible to the others. Follow Through includes a powerful feedback feature that allows participants to easily engage their manager or coach / mentor in their continued development.
Training Solution
Training delivers maximum results when a class inspires retention, a Learning Impact Map is documented and a follow-through plan is in place. The Life Cycle Institute can help you bring these elements together for a training program that changes behavior to achieve personal and organizational goals.
For More Information
800-556-9589 | education@LCE.com
