How do you transfer learning in remote or hybrid work environments?

I would like to add something I find to be a divider from those who succeed and those who do not when it comes to achieving any goal. It has to be important for you. Many of us try to change, improve or achieve something all the time but many times we fail and it's not selldom due to our internal hidden immunity to change. If we begin with a serious enough reflection over how important it is to us on the individual level to reach the SMART objective we set up we are much more likely to do it as well. Small steps one at a time is also a good idea of doing. Set up a "do-evaluate-do" loop and keep going.

A clear idea of what you want to achieve may differ from other stakeholders' POVs. Define Stakeholders, send them your SMART description, align with their expectations, ideate, pivote, and then think about how you will measure your progress

I agree with setting SMART. I would like to add it is important to incorporate all manner of learning styles. Communication is key to discovering a person's optimal learning style. It is a must. Whether it's hands-on experiences, lectures, visual aids, interactive methods, or fundamental written materials, each learning approach should be tailored to accommodate diverse preferences.

My experience is not to over-analyze the "format". Ensure your audience can receive but don't spend time on "learning-styles". Spend time on engaging in dialouges and activities making the learning as "alive" as possible. But again. Keep it simple. It will be much more about how you succeed in applying the things you learn and how well you make it stick in your memory.

Many of our sessions are virtual and if there is pre-work undoubtedly they don’t do it. You almost have to require prework to be completed prior to reserving your seat for the virtual session.

Please remember there are no wrong ways. If a recipient denies knowledge you can't force them. The key here is WHYs one will accept this knowledge, not the delivery or method.

I have found self-assessments prior to the training session to be helpful. It helps me gage where I'm at. Then after the training session, I reassess to gage my progress.

Training, whether in person or online, is best when it is informative, informal, engaging and FUN. I believe it is the best way to retain info. Once you retain, you will then duplicate. Quizzes, simulations or letting the trainee take the lead, stimulates the individual, help them regurgitate what they have learned and builds their confidence.

Some content requires an easy-to-access, bite-size resource after training is delivered. Whenever possible, I like to add a one-page support resource for future reference as a companion piece.

I like the idea of a 30/60/90 check in with a leadership checklist/ communication. It is also helpful to include a homework to report back socially on how they applied the learning.

In my experience the best way to reinforce my learning is to apply it right away. This can be done by sharing what I’ve learned with others immediately. This could be with a supervisor, peer, or even a friend. This will support what I’ve just learned by using recall. Second, is to decide how to apply/use what I’ve learned in my daily routine. Whether it’s a new tool or a concept. Deliberately implementing what I learned will strengthen this new knowledge into practice.

Significant improvement in learning things happens according to studies if we right after the learning is exposed to a adrenaline boozt. Other studies supports the idea of getting a good rest (sleep or deep-rest) the same day of learning. Reflect what you learned today before you go to sleep and reflect what you learned yesterday has been shown to do wonders for making learning stick according to recent studies. We learn when we repeat and connect to what we learned. Information reaches us in different ways but they end up in the same system. Our brain. Brains work in the same way if your consider being a human of species. Of course some suffer from different damages to the brain or nervous system and that can make a difference.

forgetting what one learned over time means you deliver unuseful knowledge to an inappropriate target audience. Jump to acceptance, evolve, pivot, test again.

Learn 20% of the time an apply 80% rather than the opposite. The "applying" part is of course a learning path but it is by "doing" we learn. We did not learn to ride a bike by theorizing on how to ride a bike. But as we got older it seems we have made learning so much more difficult and sometimes for no good reason actually.

I agree. True examination lies in applying your newfound knowledge. Providing balanced feedback highlights strengths and areas for growth.

One thing we have found helpful is creating a Teams channel to collaborate and offer peer learning. It creates a culture of social learning and collaboration early. Everyone has something to share!

Talk, talk, talk is something I found works for me. I practice my new learnings in new areas on my wife before reaching out to peers or colleagues and later others. She is very tolerant and can ask curious questions. When I am forced to tell what I have learned in my own words, they really stick much better.

Effective learning transfer thrives with collective involvement. Individuals should seek support and collaboration from peers, mentors, and groups sharing their goals, interests, and aspirations. Connections help with growth and accountability.

Identifying cues that resonate with the individual cultivates comfort and prepares them for further engagement. I enjoy commemorating achievements following the assessments. My famous saying, "Let's do LUNCH on me!"

I think you pre training assessment to gage the current level of learning and knowledge. Second most important the content of training and timing of session also important. Third thing the practical knowledge of trainer or mentor. His practical knowledge will help to audience to implement there learning.