How can you ensure your trainees retain information?

Absolutely! The spacing effect is a game-changer in learning. Incorporating spaced repetitions, reviews, and refreshers into training programs enhances retention and application of key concepts. Tools like quizzes and flashcards at intervals solidify learning, making it more durable over time. #skilldify #shivangisays

In my experience, learners retain information through implementation, practice and reflection which is why Kolb's experiential learning models is very effective in helping trainees retain information. The steps include a) Having the actual experience b) Reflecting on that experience c) Learning from that experience d) Trying out what was learned While trying out what was learned, the learner will have a level 2 experience and the cycle continues with the learner retaining more knowledge and getting better at the required skillset.

It is very crucial to profile the trainee using multiple emotional intelligence tools in order for the trainer to utilize the right and most effective methods and techniques.

The spacing effect in training is a phenomenon in which information is learned and retained better when it is spaced out over time. This is because when information is spaced out, the brain has more time to process and consolidate it into long-term memory. For example: 1. Study for exams by spacing out your reviews over several days or weeks, rather than cramming everything in the night before. 2. Practice a new skill for a few minutes each day, rather than trying to learn it all at once in a long practice session.

Aprendizado Ativo e Participativo: Em vez de depender apenas de métodos de ensino passivos, como palestras ou leituras, incorpore atividades de aprendizado ativo. Isso pode incluir discuss?es em grupo, estudos de caso, simula??es práticas, e projetos colaborativos. Quando os trainees est?o ativamente envolvidos no processo de aprendizagem, eles tendem a reter informa??es de maneira mais eficaz. O aprendizado ativo também ajuda a aplicar o conhecimento em situa??es práticas, o que fortalece a compreens?o e a memória.

The 70-20-10 model is great, but content and training should be tailored by role and delivered just-in-time. Training could be delivered in multiple modalities, such as an e-learning, asset, webinar, or shadowing. To see if a trainee retained knowledge, I like to do certifications (with real scenarios), utilize call recording tools to monitor application of material, or have the trainees record themselves applying what they just learned (if it makes sense based on the subject matter).

Design learning so that it's available as people do their job, rather than locked up in courses and seminars. Don't get bogged down in the numbers with 70:20:10. They're just estimates on the ratios. Recognize that courses are only a small part of the mix (10%) and items such as stretch assignments are more important (20%). Most of what we learn is through "doing the job". So, plan that way.

Experiential learning (70%) Provide opportunities for hands-on learning: This could include job shadowing, internships, or apprenticeships. Social learning (20%) Foster a collaborative learning environment: Encourage learners to work together on projects and share their knowledge. Formal learning (10%) Offer a variety of training courses and workshops: This could include online courses, in-person workshops, and webinars.

En situation de formation, il faut stimuler la rétention d'information par les stagiaires. Dans cette optique, il est utile de faire usage de techniques interactives d'apprentissage telles que la classe inversée - la méthode interrogative - la reformulation... Les stagiaires doivent être impliqués dans la mobilisation et l'interprétation des ressources. à cela, il ne faut guère négliger l'écoute active qui mérite d'être soutenue par le mentoring ou le coaching. Toutes ces actions maintiennent l'autonomie dans l'accomplissement des taches et assurent le développement personnel des stagiaires.

We retain maximum information when we are involved in an interaction, our trainings should be no different. Delivering Training in an interactive way by continuously asking learners their perspective throughout the training keeps them engaged and ensures they are actively listening which works as a major contributor in information retention. Regular refreshers in the form of quizzes helps bring the competitive spirit amongst leaners and adds value to information retention. We can also use Training Techniques like EDIP(Explain, Demonstrate, Imitate and Practice) as a training method to boost information retention.

Use the power of AI to create question bots that can test people's learning in a conversational format. It's easy to write prompts that have a conversation about a topic and ask the user questions. You can pre-arm these with specific topics and ask them to target specific areas of knowledge and skill application. The new "GPTs" released by ChatGPT in November2023 will make this even easier. These promise being able to pre-arm ChatGPT with knowledge and intent to have conversations without a convoluted prompt.

Yes, this is important. It's very beneficial to ensure your trainees are obtaining this information correctly and know how to apply this before actually going live. I have found that Forms/quizzes/Surveys really help me analyze where everyone is at and where I may need to train further as a group or with that individual. Also, having them create a presentation about the training and how they are to apply this in their work helps as well.

Question and Answers are usually done on role plays and also by the form of impromptu speaking in order to test the critical thinking of every participant.

Adote práticas regulares de revis?o e teste, transformando a aprendizagem em um processo interativo que consolida o conhecimento ao longo do tempo. Isso n?o apenas refor?a a reten??o, mas também promove um entendimento mais profundo e duradouro.

Durante las actividades de recuperación es importante proporcionar feedback inmediato para corregir errores antes de que se afiancen.

Using different mediums can help to make the training more varied and enjoyable. As humans, we also appreciate visual cues more than plain text, so incorporating graphics and video can make the content engaging and memorable. As learning designers, we should keep in mind people's typical attention span for each medium and focus the content in tightly defined learning objectives. For example, the engagement time with a video segment is approx. 3 minutes, reading an article or blog 5 minutes, and listening to a podcast or TED talk 15-20 minutes. The real art is to put all these pieces together in a way that makes sense and takes many variables into consideration.

Multimedia enables and supports learner-centric training. And it's not just video, audio, graphics and animations, but any activity or interaction that invites learners to "do" something (eg, click, drag, move, build), stimulating the touch sense. By engaging as many senses as possible, learners are naturally drawn in and become more engaged and involved in their learning. Let's face it, learning is easier when it's fun! And when there is better learner engagement, learning is more memorable and more effective. Using various forms of media to stimulate the senses and enhance training allows us to do this. Learning developers and practitioners strive to create memorable learning experiences, and multimedia helps to make that more possible.

Based on my personal experience, Powerful Learning Management (LMS) system such as “Harvard Manage Mentor” (HMM) not only helps learner's to get desired knowledge and skills but also boosts their memory and retention in longer run which make learning experience sustainable owing to following enabling features; ??Make training interactive & Dynamic! ??Use different course formats! ??Gamify learning experiences! ??Enables microlearning ??Encourage knowledge recollection and sharing ??Use storytelling to engage learners ??Collect learner feedback ??Provides Action Plan for long term engagement and retention ??Reward learners with social Recognition badges

Et pourquoi ne pas "inventer" ensemble ce qui doit être acquis. Compter sur la dynamique du groupe pour les rendre acteurs et non pas seulement récepteurs. Bien s?r en les aiguillant vers la bonne piste, mais aussi en les laissant prendre les mauvaises afin qu'ils apprennent de leurs erreurs aussi.

An ideal training curriculum should include activities that stimulate different types of learners. Slides, reading materials, images, and graphs for visual learners; discussions, audio clips, lectures for auditory learners; opportunities for practice, role plays, 'learning by doing' for kinesthetic learners. This will yield a well-rounded learner experience.

Breaking down complex subjects into relatable information where one can always connect the subject with examples to their daily surroundings or objects

Arrange chunks in a logical sequence. This organisation can be based on the complexity of information (from simple to complex), thematic relevance, or a storytelling narrative that makes the content more relatable and easier to follow. Using Mnemonics and Acronyms can be effective ways to remember and recall information. They work well for chunking because they compress information into simpler, more memorable formats.

We need an effective strategy to keep them engaged and also celebrate the trainee's milestones throughout the program. Key Factors Headings Bullet Points Summaries

To implement this strategy, I suggest the follow these steps: 1. Identify the Learning Objectives and Key Concepts/Skills 2. Break down the content into smaller chunks, based on (for example) topics, themes, steps in a process 3. Organize the chunks progressively, starting with simpler concepts, moving to more complex ones. 4. Use visuals, narratives, examples that support the message/learning objectives of each chunk 5. Periodically review previous chunks (in relation to the currently highlighted chunk), supporting the transfer of information from short- to long-term memory 6. Summarize Key Points at the end of each section. 7. Offer timely feedback on the learners' performance and encourage reflection/self-assessment 8. Gather feedback

When the training program is of a longer duration or of a topic which has a multi-model approach, it becomes important to disseminate information in the easiest ways to ensure retention. Break it down into as many workable chunks, that can be demonstrated with examples or through action. Each broken-down bit needs to be converted to an application format, that helps participants to retain the information.

Not every piece of learning needs to be entertaining; sometimes, a simple and clear explanation with a real-life example works much better. That's why the design of the training content, adjusting the training or providing options to your learners is essential. Such as the option to watch short videos, read the background info, skip the module if they answer pre-module quizzes correctly, read reference materials, work on a case study, and peer collaboration, to name a few.

People generally remember: 10% of what they read 20% of what they hear 30% of what they see 50% of what they hear AND see 70% of what they say and write 90% of what they say as they do an activity Therefore … Coaching, reinforcement and on-going support are all critical to transfer and retain learning and therefore deliver consistent performance improvement …. That’s why the “stick them on training, that’ll fix them” mindset never delivers long term results.

Using a Powerful Learning Management (LMS) system boosts knowledge retention since LMS provides analytics and insightful data on learner’s performance, progress, behaviors and future forward action plan. Based on my experience, Top LMS, such as “Harvard Manage Mentor” (HMM), come packed with tools and features to enhance the learning experience and retention. Ultimately, an LMS allows organizations to deliver targeted, timely training contents, which boosts learner engagement and helps employees retain critical messages. Moreover, employees can revisit training contents whenever they require.

Un aspecto importante es el dise?o de las sesiones de formación. No se puede asegurar que sea una actividad que ocurra una sola vez (tal vez la primera vez que ocurre la formación) sino algo cíclico que depende de la audiencia, los recursos disponibles y el contexto. Un buen formador reconoce la importancia de estos aspectos y dise?a las interacciones con los participantes de modo que pueda asegurar el mayor impacto en ellos.

Make people care! Make sure that what people work on while learning resonates, is realistic, and feels as close to the real world as possible. If your audience manages software development projects, then teach project management using software example - don't do some lame 'how to build a house' analogy that means nothing to anyone.