* This article is part of a whitepaper called “Closing the Gap From Training to Proficiency.”
LEARNING DIVERSITY
Question: How do we ensure that employees properly apply what they have learned during training sessions?
The answer to this question begins with the realization that learning differs from individual to individual, as each person absorbs and retains knowledge in different ways. One must recognize the diversity of learning styles, including those who learn by experimentation, observation, inquiry or patterning.
It’s not about choosing one learning style over another – all can be considered when designing your training.
That being said, learning can be personalized, within reason, to create a much more engaged and proficient workforce.
Trainers must avoid at all costs imposing their own learning style and focus on the most varied teaching styles possible: from videos, games and examples to analogies, case studies, presentations, open discussions, teamwork and experiential exercises.
This article is from the White Paper “Closing the Gap From Training to Proficiency”
THE IMPORTANCE OF RELEVANCE
Question: How can we make sure that what we are teaching in training is directly relevant to an employee’s daily work?
In addition to embracing the diversity of learning styles, the challenge of getting employees to apply what they learn also brings us to the importance of relevance in employee training.
Continuing with the idea that learning can be personalized, it’s worthwhile to emphasize that employee training strategies should be focused not on the theoretical, and into the direct actions that workers will need to perform in their everyday tasks. When the link between training and task performance is crystal clear, it’s easier to apply what you have just learned.
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