You’ve just been to a workshop, soaking up tons of new knowledge like a sponge. You’re all fired up, ready to take on the world with your fresh wisdom.
But here’s the twist: 70% of your knowledge is gone within a day! It’s like your brain hit the delete button, and all that brilliance you had during the workshop is now just a faint memory.
Think of your brain like a garden. The new knowledge is like beautiful, blooming flowers. If you neglect it, your precious insights fade like flowers wilting.
So, how do you keep your mental garden thriving? The answer is simple: practice, practice, and more practice!
But before diving into why practice is essential, let’s look at two common problems many learners encounter when they attempt to practice.
Lack of guidance.
While practising might seem like a no-brainer, many learners often struggle to apply what they’ve learned in real-life situations. They grasp the theory with gusto but often find themselves confused when faced with actual challenges.
Lurking in your mind is a nagging question: “Am I putting this knowledge into practice correctly?” You wish for a safety net to ensure you’re navigating the uncharted waters of real-world application without getting lost.
Practising is like trying to nurture a garden without any gardening know-how.
Missed opportunities to practice.
Many training programmes fail to provide employees with the hands-on experience to implement their newfound knowledge. Have you heard learners say, “I’ve got all this fantastic presentation toolkit, but there’s no upcoming presentation in sight!” It’s a classic puzzle – what do you do when your chance to shine is collecting dust?
Missed opportunities to practice are a bit like having a brand-new bicycle but no open road to ride it on.
What Can We Do About It?
The good news is that receiving support doesn’t have to be overly complicated. Let’s delve into why this occurs and what can be done about it.
#1 Retention and Reinforcement.
Learning isn’t a one-and-done deal. Unlike a single magical transformation, it’s a journey that thrives on retention and reinforcement. The “forgetting curve” illustrates the importance of keeping knowledge alive.
Frequent interactions play a pivotal role, acting as gentle nudges that help learners refresh their memory and sustain their newly acquired skills. Without these regular check-ins, learners might veer off course, losing sight of their goals or stumbling upon hurdles they aren’t quite prepared to tackle.
For example, at HighSpark, we follow up with our learners three months after their workshop experience. This allows us to gain insights into their challenges and successes in applying the best practices within their workplace. Additionally, if learners struggle with any aspect, we offer a 90-minute session dedicated to recapping and practising alongside their trainer.
#2 Accountability Matters.
Without someone to guide learners, there’s a risk of slipping back into old habits or letting their acquired knowledge slip through the cracks. To combat this, maintaining consistent engagement with mentors, coaches, or peers becomes pivotal in ensuring learners remain steadfast on their learning journey.
One powerful solution is the creation of action plans that outline the precise steps needed to implement these newfound skills. These plans could involve jotting down key takeaways and strategising how to apply them to upcoming events. This documentation is a personal reminder and opens the door to meaningful conversations with managers.
Managers can contribute by engaging in career-oriented conversations with the learners, setting aside dedicated coaching time, and conducting post-workshop debriefs that offer invaluable feedback. These discussions help keep learners accountable for applying what they’ve learned. Thus, creating a sense of responsibility strengthens the bridge between learning and practical application, ensuring that newfound knowledge is not wasted.
The longer the time between training and transfer, the less likely that training generated knowledge create benefits for transfer.
#3 Feedback Fuels Improvement.
Feedback is akin to the wind filling the sails of progress. It propels learners forward, helping them navigate the waters of skill development effectively. Devoid of feedback, learners risk sailing unquestioningly, unaware of their strengths or areas for improvement.
Regular evaluations and discussions act as guiding beacons, illuminating the path to growth and refinement. These exchanges offer invaluable insights that steer learners toward mastery.
Furthermore, early successes in applying newly acquired knowledge serve as potent motivators. When learners experience positive outcomes in their initial attempts to put what they’ve learned into practice, they’re more likely to stay committed to behaviours that support further progress.
To enrich this feedback-driven journey, consider implementing evaluation criteria and rubrics for career conversations. These structured tools provide a clear framework for assessing and discussing progress, ensuring learners confidently and purposefully continue their voyage toward their learning objectives.
The more success learners have in their first attempts to transfer what they’ve learned, the more likely they are to persevere in more transfer-supporting behaviours.
#4 Spotting Opportunities to Apply New Skills.
Opportunity to perform isn’t just a catchphrase; it’s the key to putting newly acquired knowledge, skills, and behaviours into action. But how do you identify these opportunities? Well, it’s a mix of your work environment and personal motivation.
Trainees can actively seek out these chances to shine. The scope, level of activity, and the nature of the task all play a role in determining your opportunity to perform. It’s simple: more chances mean better retention of your newfound skills.
Work with your managers to craft projects or specific tasks strategically designed to encourage and facilitate applying your freshly acquired skills and knowledge. These assignments should align seamlessly with the objectives you learned during your training.
Since not everyone may have abundant opportunities to put their learning into practice, managers may consider introducing case scenarios that mimic real-life situations for those facing limited chances. These exercises allow you to practice and revisit your training content, ensuring your skills remain sharp and applicable.
#5 Support is Essential.
The learning path is often challenging, marked by obstacles, uncertainties, and moments of self-doubt. In these moments, learners benefit immensely from consistent support and guidance to help them navigate these hurdles effectively.
Learners who feel able, after the training, to succeed in applying their learning will be more successful in transfer
Here are additional suggestions to offer your learners extra guidance and practice opportunities:
Develop Clear Job Aids and Cheatsheets:
Craft comprehensive job aids and cheat sheets with step-by-step instructions on how to apply newly acquired skills. These tangible resources are reliable companions, boosting learners’ confidence to apply what they’ve learned.
Offer Advisory and Coaching Support:
Make advisory and coaching support readily available. This ensures learners have a direct line to experts who can provide personalised guidance and address specific challenges they encounter during the learning application process—an advisory lifeline from your trainer, offering pearls of wisdom and battle-tested advice precisely when needed.
Foster Peer Support Networks:
Create an environment where learners can connect with peers who have undergone similar training. Facilitate regular in-person meetings or interactions through various communication channels like email or social media. Encourage sharing success stories, experiences using training content, and strategies for overcoming workplace obstacles.
In HighSpark, we provide ongoing access to resources, a supportive community, and networking opportunities through our membership portal. Check out HighSpark membership here.
Share Learning Application Newsletters:
Regularly disseminate newsletters that showcase how fellow trainees effectively apply their newly acquired skills. Feature interviews with individuals who have successfully translated training content into practical action. These stories serve as both inspiration and practical guidance for all trainees. Here’s an example on how we spotlight our top performing learners.
Provide Mentorship:
Pair learners with experienced employees or peers who have previously participated in the same training programme. These mentors offer valuable insights, advice, and support tailored to the specific topic, further strengthening learners’ confidence and abilities.
By weaving these supportive strategies into your learning and development initiatives, you empower learners to overcome challenges and create an environment where they can thrive and confidently apply their knowledge and skills in the workplace.
