There are many different reasons and ways to learn. Some improve long-term performance and others do not.
For example, you can just stuff your brain with stuff as many do in order to pass a test. While there are valid reasons for this, this kind of learning is typically short-lived.
When changing behavior, what really counts is the kind of learning that is relevant to your current and future job, that lasts over time and that can be consistently applied because it is integrated into the way people and the company think and operate.
That means learning leaders need to design relevant and applicable experiences and knowledge transfer principles that stick. We call this the effective transfer of training, and it has three main components:
- Targeted skills, knowledge and behaviors that matter most for your unique business strategy and performance culture.
- Consistent application of those key skills on the job.
- Making an impact on individual, team and company performance.
- Learning by doing what matters most: By focusing only on the most important challenges they face, employees are given the chance to practice and use specific job aids until the new skills become the norm. What are the top 10 challenges or scenarios that matter most for your target audience to improve?
- Consistent feedback: With a skilled coach, learners are given immediate and relevant feedback…kudos for work done correctly, guidance for attacking the next level and encouragement for when improvement is needed. Are you prepared to provide consistent performance coaching?
- Accountability: The addition of rewards for application and improved performance results and negative consequences for unchanged behavior creates meaning and accountability. How are you putting meaningful “teeth” into your initiative?
