How do you make learning a constant among your learners?

I agree, it needs context with the goals, why the goals are relevant to the individual as well as the bigger plan for the company. If the individual doesn’t understand the ‘why’ is difficult to get buy in.

It is all about "what's in it for them?", while designing any training and setting goals always you should ask yourself this question, and goals should be SMART specific, measurable, attainable, realistic and time-bound, I have a video on YouTube speaking in details about SMART goals

Yes, I agree. However, what if you're conducting a training where everyone participates for their individual benefits? And what I provide may not always align with their specific needs? They believe they require what I'm delivering, but on occasion, they might actually need something different, although they might not be aware of it yet. I've observed that the best results occur when we can openly discuss the objectives and align their desires and needs with what I offer. This isn't always feasible with larger groups, but in most instances, I can achieve this through an intake process. This process provides a simultaneous starting and ending point (end-goal), allowing me to guide and coach them effectively.

Some things that I have found helpful are actually setting up the learning goals through collaborative discussions and mutual agreement. The learner must understand what value and benefit the training will provide to them. This way the learner will feel more motivated to focus on the training as they have been included from the initiation.

I have found it very helpful to time each session of my trainings. By doing this, it gives me space to create interactive discussions/games between each topic and a focal point of how long each session should be.

Feedback is a great tool for motivating staff, it can give a feeling of worth and value to those who receive it. I subscribe to the thought process of giving feedback often and regular, both positive and guidance feedback is of equal value. I like to think that, We will only ever be as good as the feedback we receive. if we receive no feedback we will be unsure if we are doing a good job or not. Feedback ?an help eliminate the barriers that prevent us from doing a good job and give guidance to how we could improve. Always start any guidance feedback on potential improvement areas followed by positive reinforcement feedback on areas of good work

A great way of providing effective feedback is based on the challenges that learners go through during the learning experience. Not so great when a simple lecture was provided. A learner faces a challenge, then he/she takes action and at the end feedback is provided. Delayed feedback has proven to be more effective because is more representative of how the real world responds. Let your learners self-assess, self-correct and take as many u-turns as needed in order to explore alternative paths.

Training should be a balance of lecturing, discussion and feedback. It is an important rule to follow and leads to a successful training. Feedback should always be encouraged. It is a tool for continuous improvement, I used personally to send an email with strengths and weaknesses after my trainings, what is important is to highlight first many strengths and focus only on one or two weakness (or let's call it things to improve), feedback should always be constructive.

Feedback should be simple. It's used for listeners to tell the speaker what motivated/encoraged them or what stayed the same for them. It is then up to the speaker to use that information to reflect on how the listeners received the information and make any necessary changes.

More and be see that everyone gets stucked at one point and that it's normal to get stucked in your learning curve. It's important to be able to be there, even when it's an online course, to encourrage them to ask questions and to get them out of stagnation and into creation again. I think that's wat learning is about, to get creative again. Because of this process I believe that psycho education is helping students learning, asking questions and receiving feedback.

Let the audience participate in discussions and group and individual exercises, when you share an idea during a training, you will never forget what you said all your life.

We all learn much more by doing. Making work learning more situational, getting staff to learn on the job and make mistakes, enables a business to grow a team of people who feel more empowered and more confident. Being upskilled this way, staff deal with a variety of situations but in a real world environment. A win win for any business

storytelling is very powerful and was always a key in my successful trainings, especially that I use real-life stories from the field

Storytelling is a great way to spark someone's curiosity! Stories engage our eyes, ears, minds, hearts, and feelings! Even though stories are intangible, they are so tangible when the listener is hooked on them. Another interesting way to ignite curiosity in learners is "Role Play," specially, when learners become part of the play, they become more curious about what will happen to them next.

Indulging both Story Telling and Role plays is the keys in my trainings. Engaging them in Role plays is to break their thoughts, process. Story telling would be to grab their thoughts towards your Training based on the needs which a Trainer should plan based on his Training and Trainees

We learn better with bitesize chunks of learning. It is better to provide a backup video with 5 minutes of learning than to overload with an hour long video. Most recently for the Consultants I work with, I created a Self Learning Interview Prep video. For me it is only 16 minutes long. For them an hour but there are activities for them to do all the way through plus when they finish too. This has had positive feedback all round, with Consultants advising that they have used the video in chunks of time and others picking the parts of the video they can go back to, when they really need to focus on one element only. Bitesize learning should become a focus point for all leaders, trainers and facilitators.

You may want to talk about blended learning include also in your training things like brain teasers, videos. You may also expand by talking about VAK learning styles, I have a video on YouTube about VAK for more details

To make learning a constant among your learners, embrace the unconventional method of "learning through failure." This approach encourages learners to tackle challenging tasks with the understanding that failure is not only acceptable but valuable. By creating a safe environment where mistakes are analyzed and celebrated as learning opportunities, you foster resilience and critical thinking. This seldom discussed strategy shifts the focus from simply achieving success to deeply understanding processes and outcomes. It instills a growth mindset, making learners more adventurous and persistent, ensuring that learning becomes an ongoing, intrinsic part of their journey.

Use a flipped classroom approach. Make the learners be a part of teaching/ facilitating a part of the session. Give participants a module and ask them to facilitate it. Give them guidelines on how to do it. When you learn to teach, you learn better and it stays with you.