Stickiness Of Training V4 3 (2)


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How to make learning stick; a 3 act play with 5 actors

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  • LF Manager Facilitator Guide - Session 2 Introduction 02/22/10 Note to Facilitator: You will have 45 minutes to cover the content in this module. That does include time for the activity in this module. Objectives Establish participants’ expectations of Session 2 and the facilitators. Solidify learning teams and make commitments to fellow participants Introduce Session 2 Framework (session 2 schedule and repeatable thought process)
  • LF Manager Facilitator Guide - Session 2 Introduction 02/22/10
  • LF Manager Facilitator Guide - Session 2 Introduction 02/22/10 Behind the scenes… design decisions support WM LOD’s sustainable training and transfer capability based on adult learning methods.
  • Stickiness Of Training V4 3 (2)

    1. 1. How to Make Learning Stick Sticky Training!
    2. 2. It ends up in a landfill… What happens to most training?
    3. 3. Why Training Doesn’t Stick <ul><li>No Opportunity </li></ul><ul><li>to Apply new Knowledge and Skills </li></ul><ul><li>No Manager </li></ul><ul><li>Support </li></ul>Lack of Peer Support Unclear Expectations No Mentor Participants not Prepared
    4. 4. Transfer of Training Matrix Pre-Learning Learning Application 40% 10% 50%
    5. 5. <ul><li>Training that’s a one-time event… </li></ul>Training seems so easy, but… … is likely to stay in the classroom or PC when the employee goes back to work.
    6. 6. Transfer of Training Matrix Executive Mentor Learner Trainer Manager X X X Pre-Learning Learning Application
    7. 7. Transfer of Training Matrix Manager <ul><li>Pre-Learning </li></ul><ul><li>Know learning </li></ul><ul><li>objectives </li></ul><ul><li>Participate in </li></ul><ul><li>assessments </li></ul><ul><li>Set learner </li></ul><ul><li>expectations </li></ul><ul><li>Encourage learner </li></ul><ul><li>During Learning </li></ul><ul><li>Protect learner from </li></ul><ul><li>Interruptions </li></ul><ul><li>Teach programs </li></ul><ul><li>Check in with learner </li></ul><ul><li>Plan post-training </li></ul><ul><li>debrief </li></ul><ul><li>Application </li></ul><ul><li>Safe practice environment </li></ul><ul><li>Be a coach/role model </li></ul><ul><li>Evaluate performance </li></ul><ul><li>Collect stories of </li></ul><ul><li>application </li></ul><ul><li>Determine ROI </li></ul><ul><li>Participate on mentor </li></ul><ul><li>learner calls </li></ul><ul><li>Utilize toolkit </li></ul>
    8. 8. Transfer of Training Matrix Trainer <ul><li>Pre-Learning </li></ul><ul><li>Participate in needs </li></ul><ul><li>assessment </li></ul><ul><li>Modify program for </li></ul><ul><li>audience </li></ul><ul><li>Give objectives/ </li></ul><ul><li>materials in advance </li></ul><ul><li>Promote mentoring </li></ul><ul><li>Create job aids and </li></ul><ul><li>on-line support </li></ul><ul><li>During Learning </li></ul><ul><li>Adapt to learner experience </li></ul><ul><li>Provide relevant examples </li></ul><ul><li>Give practice opportunity </li></ul><ul><li>Give immediate feedback </li></ul><ul><li>Foster experimentation </li></ul><ul><li>Foster self discovery </li></ul><ul><li>Help learners build </li></ul><ul><li>meaningful IDPs </li></ul><ul><li>Application </li></ul><ul><li>Build ongoing </li></ul><ul><li>communities of learners </li></ul><ul><li>Collect stories of </li></ul><ul><li>application </li></ul><ul><li>Collect ROI </li></ul><ul><li>Refresh and </li></ul><ul><li>communicate new </li></ul><ul><li>material </li></ul>
    9. 9. Transfer of Training Matrix Learner <ul><li>Pre-Learning </li></ul><ul><li>Participate in needs </li></ul><ul><li>assessment </li></ul><ul><li>Commit to learn new </li></ul><ul><li>skills and behaviors </li></ul><ul><li>Complete pre-work </li></ul><ul><li>Determine how to </li></ul><ul><li>apply the training </li></ul><ul><li>During Learning </li></ul><ul><li>Actively participate </li></ul><ul><li>Develop realistic action </li></ul><ul><li>plans (IDP) </li></ul><ul><li>Practice new skills and </li></ul><ul><li>behaviors </li></ul><ul><li>Application </li></ul><ul><li>Meet with manager and </li></ul><ul><li>mentor to review PDP </li></ul><ul><li>Apply new skills and </li></ul><ul><li>implement action plan </li></ul><ul><li>Network for support </li></ul><ul><li>Ask your team/peers to </li></ul><ul><li>help </li></ul><ul><li>Make success stories </li></ul><ul><li>Determine ROI </li></ul>
    10. 10. Transfer of Training Matrix Mentor <ul><li>Pre-Learning </li></ul><ul><li>Agree to become a </li></ul><ul><li>mentor </li></ul><ul><li>Understand mentor </li></ul><ul><li>role </li></ul><ul><li>During Learning </li></ul><ul><li>Get to know your learner </li></ul><ul><li>Be curious instead of </li></ul><ul><li>always giving advice </li></ul><ul><li>Understand the training </li></ul><ul><li>program </li></ul><ul><li>Application </li></ul><ul><li>Be available </li></ul><ul><li>Ask great questions </li></ul><ul><li>Guide learner self- </li></ul><ul><li>discovery </li></ul><ul><li>Recruit peers as </li></ul><ul><li>mentors </li></ul><ul><li>Be a content SME </li></ul>
    11. 11. Transfer of Training Matrix Executive <ul><li>Pre-Learning </li></ul><ul><li>Promote a learning </li></ul><ul><li>culture, not just a </li></ul><ul><li>doing culture </li></ul><ul><li>Fully understand </li></ul><ul><li>the content </li></ul><ul><li>Serve as a role model </li></ul><ul><li>for reflection and </li></ul><ul><li>improvement </li></ul><ul><li>During Learning </li></ul><ul><li>Become a teacher </li></ul><ul><li>Show up and ask how </li></ul><ul><li>learners will apply the </li></ul><ul><li>material </li></ul><ul><li>Application </li></ul><ul><li>Actively promote </li></ul><ul><li>story telling </li></ul><ul><li>Ask learners how they </li></ul><ul><li>apply the knowledge </li></ul><ul><li>and behaviors </li></ul><ul><li>Participate on mentor/ </li></ul><ul><li>learner conference </li></ul><ul><li>calls </li></ul>
    12. 12. <ul><li>Adults are autonomous and self-directed </li></ul><ul><li>Adults become engaged when they are asked about content rather than being told </li></ul><ul><li>Adults learn best in bite-sized pieces </li></ul><ul><li>Adult’s learn best when they are having fun </li></ul>Essential Components for Learning Transfer <ul><li>Adults are practical – they want to know how the lesson will be useful to them on the job </li></ul><ul><li>Adults use their experience and knowledge as a reference for new learning </li></ul><ul><li>Adults must see a reason for learning something </li></ul><ul><li>Adults are goal-oriented and want organized, clearly defined learning experiences </li></ul>
    13. 13. WMU Provides Sustainable Learning for the Road Ahead Sticky Training!