The gap between acquiring knowledge and implementing it effectively in your organisation

In the fast-paced world of administrative support, continuous learning (or CPD) is not just a benefit, it's a necessity. But as many of us know, attending training sessions or workshops is only half the battle. The real challenge lies in turning that knowledge into actionable change that benefits both ourselves and our organisations.

"Knowledge becomes power only when it's applied" - Jodie Mears

How many times have you left a training session full of enthusiasm, only to find that spark fading as days go by? You're not alone. I spoke on this very topic at The PA Show Summer Summit in London 2024 my session was entitled "You have the information, what's next".

How do we bridge the gap between learning and doing?

??Here are my key strategies and insights for you to read, copy, paste, amend, rephrase, repurpose - whatever you want to do with it, just let me know how it pans out for you and share this with someone in your circle today.

Let's get into it...

Combat The Forgetting Curve

Within a week, we forget up to 90% of the new information we've learned. This "forgetting curve" is the silent saboteur if you like of our professional growth. But it doesn't have to be this way. We will only forget 90% if we don't do anything with it.

Challenge yourself - Within 24 hours of your next learning experience, put at least one new idea into action. It could be as simple as restructuring your to-do list or as bold as proposing a new workflow to your executive. The key is to act and act fast!

The Power of Tech

There are so many options out there to capture notes and summaries to make our time and L&D events much more productive and interesting! If you like handwritten notes - what are you then doing with them afterwards?

Try this tip I use: Use AI-powered voice recorders or transcription tools to create easily reviewable records of your training and L&D sessions. Then, use AI to summarise key points, creating a concise reference document. This not only aids retention but also makes it easier to share insights with colleagues post-event and may even pique interest with your colleagues who may have avoided attending an event previously.

Become Strategic

With everything I do or take on, I try and have a strategy. A documented reason for what I need, how I need it and when I need it.

When was the last time you conducted a SWOT analysis on your role? If the answer is "never," you're missing out on a goldmine of growth opportunities - it is such an eye-opening moment.

Here is how I make time: Book our 30 minutes this week to evaluate your Strengths, Weaknesses, Opportunities, and Threats. This isn't just self-reflection - it's a powerful tool to boost your career.

Network like your career depends on it

Knowledge should be shared and working with your head in the sand or in your bubble is just not going to work going forward. I am a confident introvert and only started to network effectively since 2018 and in today's collaborative workplace, your value isn't just in what you know, but in how you share it and what it produces.

Try these tips:

Internal networking- After your next learning event, identify a problem in your organisation that your new knowledge could solve. Then, don't just propose the solution - offer to lead it. Rally your colleagues, pitch to decision-makers, and be the change agent your organisation needs.

External networking - connect with an administrative assistant on LinkedIn that you have not yet met - arrange a video call and have a chat about what each other does. You can utilise the hundreds of free connection requests you get each week to grow your network and you will start to see events and information show up in your feed for in-person networking events. Take a look and try them out. Networking works!

Track Your Development Journey

Quick question: Can you list every professional development activity you've engaged in over the past year? No? Then it's time to start tracking.

My tip: Create a 'brag sheet' documenting all your training, online, in-person and lunch n learns, CPD points, and the tangible impacts of your learning.

This documentation is invaluable during performance reviews, providing concrete evidence of your commitment to your growth and the skills you've acquired.

Think Like a CEO

Before your next training opportunity, ask yourself: "How will this benefit me, my executive, my team, and my organisation?" This isn't just learning - it's strategic upskilling that aligns with organisational goals and your personal career aspirations.

Identifying inefficiencies is good, but proposing innovative solutions based on your learning? That's a career lightbulb moment.

Try this: Use your new knowledge to improve processes and drive efficiency in your organisation. This is a powerful way to demonstrate your value proposition and drive positive change.

"The capacity to learn is a gift; The ability to learn is a skill; The willingness to learn is a choice." - Brian Herbert

Within professional development, there are only two types of people I see - those driving change and those being driven by it.

Which one will you choose to be?

By Jodie Mears - NETWORK LEARN GROW