Why does learning and training programs in corporations fail? This brief 8 minute module addresses two possibilities.

1. Two Reasons Why Learning Fails
Dave Goodman
October, 2013

2. 610.265.8484 Ext 14
Training overlooks the value of the pre and post periods of learning.
These are the two periods that the learner values the most.
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3. Pre-course Actions
The first point of learning failure is not having a “learning contract”
in place prior to training.
1. Think about the entire course lifecycle – pre-course, course and post course
2. Improving learner performance requires improving retention
3. Do you have a learning contract in-place
4. How will you apply what the learner has gained
5. Plan for the post course learning
PRE
THE COURSE: e.g., Harassment
POST
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4. The Learning Contract
LEARNING CONTRACT
The learning contract has 5 parts:
If you wish to improve
employee performance
through learning, have a
“contract” in place.
• the initial meeting between the manager and
the learner to set joint expectations
• the intrinsic value of learning for the learner
and the organization is stated
• the learner attends and actively participates in
the learning intervention
• the manager and learner meet after the training
to discuss what was learned
• the manager provides the means to have the
learner immediately apply what was learned
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5. Improving Retention Rates
Average Learner
Retention Rate
Lecture
Reading
10%
Media
If you want your staff to
improve their learning
retention, help them
apply the learning
immediately on the job
through practice or have
them teach others what
they have learned.
20%
Demonstration
30%
Discussion
50%
26th Annual Learning and the Brain Conference, 2010
Practice
Doing
Teach
Others
75%
90%
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6. 54% Post Learning
The second point of learning failure is the absence of follow-up after the training.
PRE
THE COURSE: e.g., Harassment
POST
The organization should have a training plan in place that executes activities with the
learner or group of learners on a recurring basis such as 30 days, 60 days and 100 days
after the initial training. This is “after market learning”. These are brief interventions
used for re-enforcement of the learning.
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7. 54% Post Learning
Some suggestion for the post learning activities. The learners should participate in
the actual delivery of the training to others where possible.
PRE
THE COURSE: e.g. Harassment
POST
30 Days
60 Days
100 Days
Email campaign to recent
learners who participated
in the course. Restate
some of the training
highlights. (2-3 brief
paragraphs)
Create a webinar based
upon a Harassment case
study that went to litigation.
Send the case study prior to
the webinar. The learner’s
“homework” is to define the
actions, potential mistakes
and corrective actions that
the learner would have
initiated.
Create small groups of
learners who will compete
for a reward. Challenge:
propose three actions to
reduce Harassment by
50% within 1 year.
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8. ASTD Findings
Recap: Perception of value from the learner’s point of view.
26%
24%
50%
Pre-Learning
Learning Event
Post-Learning
• Manager’s Expectation
• Learner’s Expectation
• Learning Event Marketing
• Ease of access (LMS)
• Implement post learning
conversations
• Support immediate
application of the learning
• Provide feedback
You could implement
• Follow-on activities
• E-mail awareness
• Group learning
• The learner teaches
• Gaming/Competition
• Provide feedback
• Implement social learning
• Provide quick media briefs
• Frequent, simple “rewards”
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9. 54% Post Learning
Other suggestions for re-engaging the learner over time:
Insert social learning into your training courses – learners talking to learners.
Follow-up training with other media, e.g., 1 minute animated videos on the
training topic; create quick cartoons that re-enforce a serious topic; or develop
a 2 minute podcast featuring a senior manager who addresses a section on
the training topic.
Support the bragging rights of the learners (blogs, newsletters, messages
on the LMS, messages from the executive team on new results, etc.)
Support the learners in teaching others what was learned.
Offer $50 dinner cards to reward learners who made the most contributions
each month.
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10. Dave Goodman
SoftAssist, Inc.
dgood@softassist.com
610.265.8484 ext 14
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