Given the impact that learning has on both employees and organizations, ensuring that the investment justifies the expenditure of time, money and organizational resources is essential. This article offers four considerations to improve training retention.
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L&D practitioners must think creatively about how to implement learning methods and techniques to help learners retain needed information. Learn how incorporating "desirable difficulty" makes for better training.
Training once a month or once a quarter will not work. Many organizations need more employees to be trained daily. However, getting employees to learn daily is easier said than done.
Curiosity can be defined as the intrinsic motivation to learn, and research has found that curiosity improves learning and memory.
We need a new approach to learning design that ensures deeper learning and “stickiness” for the learner and greater impact for the organization.
Small chunks of learning, spaced out over time, reinforce memory networks as learners retrieve the material over and over again. Their brains begin to create stronger neural pathways that are easier to access.
When it comes to improving knowledge retention, providing learners with any opportunity to effortfully recall what they’ve learned is invariably better than providing nothing at all.
Ongoing professional development is critical. However, many are overlooking what may be the most important part of the process: post-training follow-up.
With all the time and effort it takes to design and develop quality training programs, what can you do to increase the odds that learners will remember what you teach them? Here are five ways you can improve learning — and make it stick.
Our development approach is evolving, but the experience driving that evolution reveals insights that can help any organization ensure skills are retained and refined over time. We need to cultivate skills, and we need to make them stick.