How do we become better at developing training in and out of the classroom in order to impact the perceived return on investment of what we do? The solution may lie in brain-based learning.
If we distill a manager’s job to its basic ingredients, getting someone – or some people – to do a job and do it well is essential. It requires motivation.
Change the way you design and deliver virtual training as you leverage the cognitive principles that transform virtual classroom experiences.
Do you want your virtual training sessions to result in longer-term impact? As trainers, we can learn much from neuroscientists about how to strengthen connections between the neurons in the brains of our learners.
“Tell me and I forget. Teach me and I remember. Involve me and I learn,” said Benjamin Franklin. I am unconvinced that people within organizations are in a learning mindset at all.
A good place to start with any training exercise is often the end: the deliverables, the take-home messages … in other words, what it is that you actually want to have achieved by the time your audience are walking out of the room.
The brain is the anatomical environment where organizational learning takes root. In order to learn effectively and efficiently, people have to be able to pay attention, absorb information, store that information long-term, and recall it when necessary.