Three Reasons Why Active Learning Will Drive the Workforce of Tomorrow

Every conceivable industry is being transformed by advances in technology, including artificial intelligence, automation and machine learning. Enterprise leaders are recognizing this, and are acknowledging the need to invest in corporate training for their workers in order to prepare for the impending, society-level skills transformation that comes with this technological change. The data supports this; U.S. companies spent over 87 billion dollars on training and development activities in 2018, an increase of over 30% from what was invested in 2016. 

But is all learning created equal? For true workforce transformation and reskilling, using active learning methods is key. Active learning is where learners engage, apply and reflect immediately on the knowledge they have gained. With active learning, outcomes are better and the knowledge is retained so that a worker can access, adapt, and apply repeatedly and build upon it. It’s knowledge that is sticky, and is gained from learning experiences that incorporate high-quality content, interactivity and instant feedback.

However, some learning options are primarily video-based, which is passive, and not active learning. While this can provide helpful introductory information, it doesn't develop the ability to apply that knowledge or develop skills that workers can use in the service of their business. This can be a huge risk, especially when workers think they know something, but are applying it for the first time. 

These are three reasons why active learning will be key to skills transformation for the future of work:  

• It’s transferable across situations and contexts. Enterprise leaders need to consider multiple scenarios when arming their employees with new skills. Active learning methods ensure that knowledge can be applied in more than one context – once the skills are honed, employees will be able to deliver new capabilities across their organizations, essentially adding a new tool to the company’s shared toolbox. Knowledge workers are inherently more valuable than tactical workers, so why should training and development be viewed any different? 
• It’s conducive to honing subject matter expertise. Cheesy videos and tutorials are often the first thing that comes to mind when thinking about corporate training. But these types of videos, while helpful in the moment, are likely not driving the emergence of experts in an organization. In fact, research published in Psychological Science found that watching YouTube videos, Instagram demos, and Facebook tutorials does little when it comes to driving the acquisition of tangible skills. The study tested a group of 193 participants on their dart-throwing abilities, finding that those who watched a demo video 20 times scored no better than those who saw it once. The reason? Learning through practical application, rather than in a passive format, is more conducive to understanding specific subjects, and the success of reskilling will be dependent on the implementation of deep learning instruction. 
• It conditions learners to perform tasks independently. One key principle of active learning is practice, and practice doesn't make perfect, it makes permanent. Active learning drives better retention of knowledge, and once employees have the expertise on a subject, they will be better able to make decisions, drive strategy and execute. What’s more, they’ll have the foundation to continue to build upon their skillset as they move up the ranks of their organization, driving long-term value for the company.

With so much at stake regarding company data, product development, operations and more, who should companies put their faith in? Employees that have high confidence in what they know, but untested knowledge? Or employees that have tried, tested, failed and truly learned? The biggest takeaway here is that not all learning is created equal, and active learning will be essential to skills transformation.

This article originally appeared on Forbes.com.