Training Industry Magazine - Spring 2014 - (Page 55)
WAYS to MAKE LEARNING
- KE N BL A NC H A R D AND S COT T B L A NCH ARD
No matter how compelling the topic, research
shows that only 20 percent of training sticks
without continuous reinforcement.
But, if you are going to ask people to stick with
a long-term development program, you have
to earn the right to keep requesting additional
chunks of time. With more than 30 years of
consulting, we found three techniques that
keep people coming back and working their
way through your program:
* Connecting training to real-life skills
employees need to advance in their careers
* Making sure learners can easily track their
* Making learning a social event.
CONNECTING TRAINING TO REAL-LIFE
When employees see how training
contributes to their future success, they
become highly motivated to learn. Learning
professionals need to tap into that motivation
by finding out what is important to employees
and what they believe they need to learn.
ACT AS A PARTNER
TO HELP EMPLOYEES
GET WHERE THEY
Most people already have a fairly good
sense of the skills they need to develop.
Incorporating choice and discussion into
the instructional design allows employees
to decide what they need to learn. Act as a
partner to help employees get where they
want to go.
How can you highlight training to help your
employees be more successful?
HELPING LEARNERS SEE PROGRESS
People not only love to improve, they also
love to see they are making progress. Video
games are highly successful because players
are reinforced with rewards and recognition
throughout the game. Game designers build
in all sorts of interim milestones so players
can feel a sense of progress toward the goal.
When a task is complicated or requires a
sustained effort over time - like leadership
development - you have to create wins
so learners recognize and appreciate the
progress they are making. Otherwise, learners
begin to feel as if they are expending a lot of
energy and not getting anywhere.
What can you do to create moments where
learners recognize and appreciate the
progress they've made?
MAKING LEARNING A GROUP EXPERIENCE
As people in the think tank business know,
group environments stimulate learning and
creativity. Think about ways to make learning
more of a group experience.
For example, we created a leadership
development program for a major client with
offices around the world. Part of our design
included an action learning project that
brought together executives from different
parts of the world. Each executive was assigned
to a small group and tasked with bringing
T R A I N I N G I N DUSTR Y MA GAZ INE - SPRING20 1 4 I WWW.TRAINI NGINDU S T RY . C OM/ MAGAZ I NE
an innovative new business proposal to the
board of directors. One, or possibly more, of
the proposals would be funded and moved
forward as an initiative in the following year.
The executives took the project very seriously.
Several winning proposals were funded, which
was great for team and company success. The
executives also learned a lot about themselves
along the way. A valuable side benefit was that
long lasting, productive relationships were
established among executives from different
How can you adapt your training in a way that
brings people together to work on a common
project? Deepen the impact of your training by
fostering valuable group interactions.
ADDRESSING THE UNDERLYING
MOTIVATORS FOR BEST RESULTS
Learners embrace training programs when
they can personally connect to it. They need
to find meaning in the subject matter, have a
sense of mastery over the material and a sense
of power and satisfaction gained from group
learning and winning together.
When you combine all three of these
techniques, you have a design that not only
motivates people to learn, but also empowers
them with lasting knowledge and skills.
Scott Blanchard is a principal and executive vice
president of The Ken Blanchard Companies. Ken
Blanchard is the best-selling co-author of "The
One Minute Manager" and 50 other books on
leadership. Email Scott and Ken.
Table of Contents for the Digital Edition of Training Industry Magazine - Spring 2014
From Where I Sit
Table of Contents
Guest Editor: Do You Feel Lucky?
Network Performance: The Power of Social Learning and Behavior
Meaningful Work: Not Just for Millennials
Four Levels of Engagement
What L&D Professionals Need to Know about Gamification
Enhancing Learning with Social Media
Gamification in Sales Training: Seven Critical Considerations Before the Games Begin
Let the Disruption Begin: Social Media and the Great Expansion of Enterprise Learning
Learning Made Fun: Gadgets, Games and a Safe Place to Explore
How Silicon Valley Inspired an Era of Social Learning
How Games Drive Learning
Roll the Dice: Learning with Board Games
Casebook: BAE Systems: Speeding the Business of Learning through Collaboration and Knowledge Management
Salespeople, Coaching and Gamification
Three Ways to Make Learning More Engaging
Stop Creating Dysfunctional Relationships with Employees
Training Industry Magazine - Spring 2014