How do you facilitate learning transfer and retention after the training session?

Assume no one paid attention to the training in the first place. We can't control the conditions in which most training takes place. The medium and modality could be wrong. The facilitator could be wrong. The content could be wrong. Etc. Switch to a performance improvement mentality. Give people the tools, resources, and REASON to change and get out of their way. Reward them for the change when it happens. Intervene when it doesn't. Finally, look at why they didn't change. It's rarely a content or training play. Fill in those gaps with simple solutions. If change is still elusive, you have bigger problems on your hands.

Learning objectives serve as a roadmap for learners and help them understand what they are expected to learn. They also provide a clear direction for trainers or instructional designers to develop effective training materials. Moreover, by aligning learning objectives with key performance indicators (KPIs), organizations can measure the effectiveness of their training programs and evaluate whether their learners have achieved the intended learning outcomes. This helps in demonstrating the value of the training program to stakeholders and justifying the resources invested in it.

To facilitate learning transfer and retention after a training session, I implement follow-up activities like on-the-job practice, assignments, or real-world projects that reinforce the skills learned. I also provide resources for continued learning, such as job aids, refresher courses, or discussion forums. Regular check-ins, feedback, and coaching sessions help ensure that learners apply what they've learned, while spaced repetition techniques help reinforce knowledge and improve long-term retention.

Gone are the days when we had to physically drag ourselves to a classroom to learn. In today's world, we're lucky enough to have the option of online learning! For remote teams, this is a game-changer! They can now develop their skills from the comfort of their own homes, in their PJs, with a cup of coffee (or tea, if you're that kind of person) in hand. It's super flexible, with an abundance of resources, like videos, e-books, and interactive modules, available 24/7. Remote teams can finally get the same training and development opportunities as their in-house colleagues, which is fantastic for leveling the playing field.

You don't need to be a tech genius to create a positive learning environment. Firstly, set clear expectations and guidelines for the learning experience. Communicate what you expect from learners, like active participation and mutual respect, and promote accountability. Secondly, create a welcoming physical space, whether virtual or in-person. Make sure it's free of distractions and has appropriate lighting. Building rapport with learners is also essential - try icebreakers and acknowledge their contributions. Lastly, offer personalized feedback and support. Make sure learners feel recognized and are given the guidance they need to succeed.

A learning management system (LMS) can be a powerful tool to facilitate social and collaborative learning. Here are a few ways that I engage learners in social and collaborative learning using an LMS: 1.) Discussion forums: An LMS typically offers discussion forums where learners can post questions, share ideas, and engage in conversations with their peers. Facilitate meaningful discussions by encouraging learners to participate and asking thought-provoking questions. 2.) Peer reviews: Encourage learners to provide feedback to their peers through peer review assignments. This promotes active learning and helps learners develop critical thinking skills. 3.) Gamification: Use elements like leaderboards and rewards to make it fun!

Why not ask your team what grinds their gears? Surveying different roles for pain points experienced regularly can help guide simulations using real-life situations. If the answers are similar across different locations, you have an opportunity to provide guided learning that will actually help your learners.

After my team finishes their weekly e-learning assignments, I don't just leave them hanging. I send out a little recap that highlights the juiciest tidbits they just learned. Not only does it reinforce the important stuff, but it also shows them how this knowledge will make their jobs easier and more fulfilling. I mean, who doesn't love a little boost of motivation to keep them going?

Je propose quasi systématiquement des activités post-formations : cahier de vacances, défi, bac à sable, flash-cards... Ces activités ont pour objectifs de réactiver les connaissances nouvellement acquises et de les appliquer dans un espace sécurisant.