|
 Training
that's Remembered
How would you feel about sitting in an empty
room, talking to yourself for an entire day? That's what you're
doing if you are delivering training that no one implements and
that is quickly forgotten. You may be the best trainer in the
company, but if the learners aren't using the training, what's
the point? How do you ensure the training you deliver is really
being remembered and used?
First, let's be honest - most training is quickly
forgotten. It's not the fault of the trainer. People are busy,
and when the job needs to get done, it's often quicker and easier
to fall back on old ways of doing things rather than trying to
remember and use something they have just learned. Often, people
reason that they will use what they've just learned next time,
when they have more time. We've all done it! It's what happens
in this rushed world we live in.
So, what can you as a trainer do to help trainees
remember and use the training? It is well known that repetition
is key to making any information stick longer that a few days.
As people learn, they retain 50% after 24 hours, 25% after 48
hours and only 2% after 16 days. So no matter how inspired, interesting
and useful your training is, if it isn't emphasized through repetition
and use, it will most likely not be retained.
How do you provide repetition and emphasis
when your training session is only a few hours or a day long?
Follow up with email. You could send a short email to the
participants each day for a week, with a brief summary of the
key points discussed in the training session and a suggestion
of how to implement one point that day. The key here is brevity.
Only outline three or four of the points covered in the
training. Give one suggestion to be used that day. If you
do that for a week, that would be five repetitions of the training
and five practical ways to implement the training.
You could then send out articles based
on the training, say one every week or two for a couple of months,
to emphasize and reinforce what was learned.
There isn't much you can do to ensure each
person implements your suggestions or even reads your emails,
but the trainees bear some responsibility, too, to benefit from
training they receive. If you keep the follow up brief and to
the point (funny, enjoyable, and interesting helps, too) then
you know you've done your part to deliver training that is remembered.
 How
Smart Are You?
Olny srmat poelpe can raed tihs.
I cdnuolt blveiee taht I cluod aulaclty uesdnatnrd
waht I was rdanieg. The phaonmneal pweor of the hmuan mnid, aoccdrnig
to a rscheearch at Cmabrigde Uinervtisy, it deosn't mttaer in
waht oredr the ltteers in a wrod are, the olny iprmoatnt tihng
is taht the frist and lsat ltteer be in the rghit pclae. The rset
can be a taotl mses and you can sitll raed it wouthit a porbelm.
Tihs is bcuseae the huamn mnid deos not raed
ervey lteter by istlef, but the wrod as a wlohe. Amzanig huh?
yaeh and I awlyas tghuhot slpeling was ipmorantt!
|
Quotes This Month
"Continuous effort -- not strength or intelligence -- is
the key to unlocking our potential."
~Liane Cardes~
"I cannot teach anybody
anything, I can only make them think."
~Socrates~
"Retention is best when
the learner is involved."
~Edward Scannell~ Director, University Conference Bureau
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