Training is an essential part of career development, but how can you make it memorable for your team? You want them to retain the information, apply it in their work, and share it with others. Here are some tips to design and deliver training that sticks.
Before you plan your training, you need to understand who you are training. What are their learning styles and preferences? How do they like to receive and process information? You can use tools like the VARK model or the Kolb learning cycle to assess your team's learning styles and tailor your training accordingly. For example, some people may prefer visual aids, while others may need more verbal explanations. Some may learn best by doing, while others may prefer to observe and reflect.
Tailor Content: Personalize material to resonate with their experiences. Understand their industry-specific challenges. Engagement Strategies: Use interactive activities aligned with their preferences. Leverage multimedia for varied learning styles. Relate to Real-World Scenarios: Connect concepts to their daily work environment. Share success stories relevant to their roles.
The 4MAT model is a framework that helps you structure your training content in a way that appeals to different types of learners. It consists of four phases: why, what, how, and what if. In the why phase, you explain the purpose and relevance of the training. In the what phase, you provide the facts and concepts that support the training. In the how phase, you demonstrate the skills and techniques that the training teaches. In the what if phase, you encourage the learners to apply the training in different scenarios and contexts. By using the 4MAT model, you can capture the attention, interest, and curiosity of your team and help them connect the training to their own experiences.
Why? (Engage): Start with a compelling 'why'—grab attention, create relevance. What? (Share): Deliver content—clear, concise, and aligned with objectives. How? (Apply): Facilitate hands-on application—encourage participation and practical exercises. What If? (Reflect): Foster reflection—connect learning to real-world scenarios, encourage insights. Here's a tip: Integrate storytelling across all phases of the 4MAT model. Stories captivate, connect, and make learning unforgettable!
One of the best ways to make training memorable is to make it interactive. Interaction engages the learners, stimulates their thinking, and reinforces their learning. You can use various methods to create interaction, such as quizzes, polls, games, simulations, case studies, role plays, discussions, and feedback. These methods can help you assess the learners' understanding, clarify doubts, correct misconceptions, and provide reinforcement. They can also make the training more fun and enjoyable for your team.
Transform training into an unforgettable experience by making it INTERACTIVE. Engagement is the key to retention. Here's a tip: weave in real-life scenarios, encourage discussions, and utilize interactive tools. When participants actively participate, learning becomes memorable.
Another key factor in making training memorable is repetition and review. Repetition and review help the learners consolidate their learning and transfer it to their long-term memory. You can use different strategies to repeat and review the training content, such as summaries, questions, flashcards, mnemonics, and spaced repetition. These strategies can help you reinforce the main points, recall the details, and recall the information at different intervals. They can also help you identify and fill any gaps in the learners' knowledge.
Best Tip: Create a structured review schedule. Consistent and spaced repetition over time solidifies learning, making it not just a one-time event but a lasting impact on your team's skillset.
The final tip to make training memorable is to follow up with your team after the training. Follow-up helps the learners apply their learning in their work and evaluate their progress. You can use various tools to follow up with your team, such as action plans, checklists, coaching, mentoring, peer support, and feedback. These tools can help you monitor the learners' performance, provide guidance, support, and recognition, and address any challenges or difficulties. They can also help you measure the impact of the training and identify any areas for improvement.