Meet the Modern Learner: Bridging the Training vs. Organizational Goals Gap with the 3 Rs of Modern Learning
Were the training programs in your organization developed using traditional classroom methods? Well, meet the Modern Learner whose development needs can’t be touched with your mother’s (or grandmother’s!) old fashioned tactics. Does training in or organization need a reboot? Ask yourself: How many of the learners in the company remember more than 70% of the knowledge and skills taught during training? And how many of those people actively change their behaviors in the workplace to increase their productivity and effectiveness after their training sessions? Chances are, very few participants upped their game to the level of the organization’s learning objectives. Why? Because study after study reveals that one-shot learning events produce lower return on development investments. For real, “sticky” adult learning to occur that will lead to performance improvement, new knowledge, skills and behaviors must be practiced regularly and over time.
Reinforcement of training topics that encourages on-the-job practice, then, is key. Only 10% of what we learn is from what we are taught using traditional lecture methods, 20% from social-based learning methods (talking with others to work through problems), and 70% comes from direct experiences and practice in realistic settings (Bersin, 2013). Reinforced learning represents that 70% and can actually boost retention to 90%.
Does training in your organization need to deliver more value to learners and to the company? ICC’s leadership keynote speakers lead a high-energy session that will cover the trouble with traditional training, why it no longer works for modern learners and the 3 Rs of Modern Learning attendees can start to implement to gain measurable effects on training and development ROI.