How do you design learning activities that support transfer of skills to the workplace?

Refocusing the collection of needs for a group of employees can be challenging. Before setting SMART objectives, consider these three aspects: Knowledge Training: Determine what you want the audience to understand or know after completing the session. Skill Training: Identify the specific actions or behaviors you want them to be able to perform. Emotional Impact: Consider how you want them to feel after the session, as emotions can influence learning and retention. You can create objectives that blend these aspects. One effective strategy is conducting a survey before the session to identify common gaps. Then, customize objectives for different groups within the audience based on their specific needs, ensuring relevance and effectiveness.

> Create learning experiences that closely mimic workplace challenges, allowing learners to practice new skills in authentic contexts. > Integrate learning with real-world projects or tasks, providing opportunities to apply knowledge and skills immediately. > Offer ongoing support, coaching, and feedback to help learners solidify new skills and address challenges in the workplace.

One of the most important things is to start with the end in mind. By that, I mean to understand the learning goal. Then you're able to work backwards reverse engineering how the trainee would use the learned information on the job. And lastly, you create your training to suit the post- training work.

In my experience, even before identifying learning outcomes it is important to assess the current skill level of the trainees. Defining clear learning goals based on such assessment helps us to prepare specific, measurable, achievable, relevant and time-bound outcomes as desired by the SMART approach. With varying degrees of skill, a comprehensive action plan can be put into place. Relevant training specific to work is achievable in this way.

Identifying learning outcomes involves understanding the specific competencies needed and aligning them with the organization's goals. Start by analyzing job roles, tasks, and performance expectations. Then, define clear, measurable objectives that reflect desired skills and knowledge. For example, if the organization aims to enhance customer service skills, learning outcomes might include mastering communication techniques, problem-solving, and empathy. Design learning activities that simulate real-world scenarios, such as role-playing exercises, case studies, and simulations. Regular assessments and feedback loops ensure learners are acquiring and applying the intended skills effectively.

Depending on the size of the group, varying learning abilities as well as challenges and the timeframe in which to execute a learning program, the methods and tools are selected. For instance, for a small group of 15, an interactive approach to learning is great which involves group discussions on subjects, presentations, projects etc. For larger groups of say a 100 people, a combination of instructor-led presentation and coaching as well as presenting case-studies by breaking it into smaller groups is desirable. What's key is interaction and play. Most people learn best with performance and responsibility.

This depends on factors like the nature of skills, learner preferences, and available resources. Consider using a blend of traditional and technology-based approaches, such as instructor-led training, e-learning modules, interactive workshops, and on-the-job training. For instance, in a retail organization aiming to improve sales techniques, they might combine classroom sessions for theory with interactive online modules for product knowledge and customer interaction simulations. Role-playing exercises during in-person workshops can reinforce learning and provide immediate feedback.

Incorporating active learning principles enhances engagement and skill retention. Design activities that encourage learners to apply concepts actively rather than passively receiving information. For example, in a sales organization, instead of traditional lectures on sales techniques, implement interactive group discussions where learners analyze real-world sales scenarios and propose strategies. Role-playing exercises allow them to practice negotiation skills and receive immediate feedback. Peer teaching sessions, where employees share their successful sales approaches, foster collaboration and deeper understanding.

One of the challenges of training is that the participant is pulled out of their day-to-day environment to take the training. Sometimes, the participant’s manager or teammates have not joined that training with them. When they return, there is no ongoing accountability to implement the specific skills learned or drive lasting behavior change. A manager or coach can help the participant identify and navigate the training takeaways. Through a coaching conversation, they can align on what’s most relevant for the participant and the team’s context, identify barriers to implementing the relevant skills learned, and define what outcomes they aim to deliver. This step of debriefing and coaching will help the transfer of skills into the workplace.

Some ways that i found useful: 1.Performance Appraisal Linkage: Tie new behaviors to performance appraisals, motivating attendees to apply learning for professional growth. 2.Action Planning with Manager Involvement: Engage managers in creating action plans post-training for accountability and support. 3.Follow-Up Sessions for Celebration and Challenge Identification: Host follow-up sessions to celebrate skill application and address challenges, ensuring ongoing improvement

If employees are struggling to transfer training skills into their workday, they may benefit from an alternative training strategy: rather than removing the employee from the day-to-day to focus on learning, bring learning into their day-to-day. While this requires a larger up-front investment of time and focus, the payoff can more than make up for repeated, ineffective training sessions if employees respond positively to the strategy.

Implement post-training support mechanisms like coaching sessions, peer mentoring, and performance feedback. For instance, in a healthcare organization training nurses on new patient care protocols, conduct regular coaching sessions where experienced nurses provide guidance and support to new learners. Peer mentoring programs pair new hires with seasoned professionals for ongoing support and knowledge sharing. Additionally, establish a feedback loop where supervisors provide constructive feedback on employees' application of newly acquired skills during performance evaluations. Continuous reinforcement through periodic refresher courses or learning reinforcement modules ensures that skills remain sharp and applicable in the workplace.

One effective method I've personally found is to conduct a follow-up session about a week after completing the course. During this session, it's beneficial to review the main takeaways from the course and encourage sharing stories and real-life situations where the course content has been applied in the workplace. Additionally, involving the direct manager in this session can significantly enhance the alignment of understanding and facilitate smoother communication for ongoing follow-ups

People react differently to a training program. Some like a hands-on approach, practical applications as well as more interactive play while others prefer self-learning, instruction as well as individualised attention. Learning needs vary with variation in aptitude and personality. Incorporating principles of effective learning and infusing them with openness to create a broad framework of learning helps best. Accommodating differences while keeping the learning outcomes in mind is the most efficacious approach. Remember, we're all moving towards the mountain and we can take different paths to get there.

Consider Artificial Intelligence (AI). Designing learning activities that leverage AI involves personalized, adaptive approaches to skill development. Utilize AI-powered platforms to deliver customized learning experiences tailored to individual learner needs and preferences. For instance, in a software development company, implement AI-driven learning platforms that analyze employees' skill gaps and learning styles to recommend relevant courses and resources. Incorporate interactive elements like virtual reality simulations for hands-on practice and real-time feedback. AI chatbots can provide instant support and clarification on complex topics, enhancing learning retention.

For maximum impact and behavior change, consider how you will equip people with the ability to recognize when and where to apply their learnings in the course of their work. This could be as complex as building visible indicators into their tools, or as simple as giving them a framework or mnemonic to help them recognize a situation where they should apply their new skills. Pro tip: Remember to keep it simple. Think along the lines of “A-B-Cs” for first aid or ROY G BIV for the colors of the rainbow.

Relevant skills application is the best learning method, hands down. No disrespect intended to trainers who incorporate role play, but it is often unrealistic and uncomfortable for participants. When possible, incorporate an activity that allows participants to personally digest and respond to a relevant challenge. For example, instead of having two employees verbalize a sales technique, consider giving each person a list of three objections and time to write a response to each. You can still put employees into small groups, but instead of requiring role play, invite a discussion about how their colleagues dealt with objections, and then challenge them to adapt and improve the responses.