Knowledge reinforcement strategies enable you to continuously follow up with learners right after they complete training to help them recall knowledge and practice behaviors.
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Conceptual training only goes so far when it comes to frontline employees who need to develop skills such as selling, time management and leading teams.
Needless to say, the 2020s thus far have looked dramatically different than the decade that just ended. The COVID-19 pandemic ushered in historic changes impacting nearly every aspect of our lives — economic, professional, personal.
When the need to maintain productivity limits time for instructor-led training, consider a spaced learning delivery model.
Reinforcement matters, and it matters most to learners who truly aspire to develop Leadership training should be reserved for those who truly aspire to be leaders.
Ignore the learning transfer elephant at your peril, because without learning transfer, your training budget is mostly wasted, and your reputation becomes tattered.
How can training professionals move beyond producing initial enlightenment to produce genuine lasting change that protects and enhances the organization?
It simply stands to reason that a well-designed learning event has the highest probability of yielding desirable behavior change.
The responsibility of the training function is not simply to deliver courses but to get learners to behave in a way that achieves business results.
Being able to move beyond messaging to accomplish true behavior change is an increasingly important organizational skill.