The Great Training Robbery – Protect Your Online Training Investment
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Transcript of The Great Training Robbery – Protect Your Online Training Investment
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Frequently Asked Ques6ons
Presenting Today
Dean Pichee President and CEO,
BizLibrary [email protected]
Erin Boettge Content Marketing
Manager BizLibrary
Follow along on Twitter: #BizWebinar @BizLibrary
BizLibrary helps organizations succeed by improving the way employees learn.
www.bizlibrary.com/free-trial
?What is the goal and objective of employee training? Let us know in chat.
?How much does your organization spend, all in, on employee training? Let us know in chat.
Why does Traditional Training Fail
We spend a lot of time on training.
We spend a lot of money on training.
We’re not getting the ROI we need.
There’s a big disconnect between training and the modern learner.
Terrible Too’s of Training Too long Too boring
Too disconnected from work TOO EASILY FORGOTTEN
“No matter how much you invest into training and development, nearly everything you teach to your employees will be forgotten. Indeed, although corporations spend billions of dollars a year on training, this investment is like pumping gas into a car that has a hole in the tank. All of your hard work simply drains away.”
Art Kohn, PHD, Professor, Author and Consultant
?Does your business use science to improve its outcomes? Poll Question a. Yes b. No
How We Learn
Encoding Short-term memory, observations, memory traces and what we’ve seen (limited capacity) Consolidation Time scientists believe the brain replays or rehearses the learning, new knowledge next to neural markers Retrieval Forced retrieval is most effective after time intervals and some forgetting has occurred
Myth #1:
Myth #2:
Key Neurological Principle of Retention Purposeful recollection of material over intervals of time
How little organizations rely on the science of learning and training. I've been doing this for a long time, and many organizations are uninformed about what it is we know about learning and training and development. What happens before and after a training session is just as important as the actual instruction itself. “
- Eduardo Salas, Professor of Organizational Psychology, - University of Central Florida
“
What was the most surprising thing you have learned from years of studying corporate training?
6 Ways to Use Science to Improve Your Employee Training Program
1. Chunk it.
2. Space it out.
3. Test it.
4. Mix it up.
5. Make it hard.
6. Write to remember
Chunk it
“Microlearning – learning bursts – lower the cognitive load.”
Cognitive Load The total amount of mental effort being used in the working memory. Our brain can only process a certain amount of information at a time.
TRAINING CONTENT
Bite-Sized Chunks
Space it out
“Cramming can be an effective learning methodology if your only objective is to
pass a one-time exam. ”
Spacing Effect Spacing out information over time rather than cramming it into one session or a short time period, you will improve your long-term memory.
2 MONTHS
2 WEEKS
2 DAYS
10 MIN.
Overcoming the Forgetting Curve
Test learners
“Tests and quizzes do more than just measure the amount of learning that has taken place. Testing is a critical
part of the learning itself.”
The Testing Effect - Retrieval Testing increase learning more than any other study method. Long-term memory is increase when some of the learning time is devoted to retrieving the to-be-remembered information.
Mix it up
“Practice like we play the game.”
Interleaving The practice of mixing several related skills together.
Blocking vs. Interleaving
TOPIC 1 TOPIC 2 TOPIC 3 TOPIC 4 TOPIC 5 TOPIC 6
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Make it hard
“The harder our brain has to work the more learning and retention occurs.”
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Pretest Acquisition 1&2 Random Transfer Test Blocked Transfer Test
Practiced with blocked pitches Practiced with random pitches
Num
ber o
f Hits
Writing to remember
“Retention is increased if you ask learners to summarize in their own
words what they learned.”
What We Can Do Before Training
Priming Ask questions to encourage thinking
about the topic.
Set Expectations Set expectations that prepare for a
difficult experience.
?What is the most important thing you learned from the webinar today? Let us know in chat.
What Works?
Learning Bursts microlearning
Learning Boosts reinforcement
GET BOOSTED Receive learning boosts after the webinar today.
NOT ME
Questions?
BizLibrary helps organizations succeed by improving the way employees learn.
www.bizlibrary.com/free-trial
Get in Touch
www.bizlibrary.com
Dean Pichee President and CEO,
BizLibrary [email protected]
Erin Boettge Content Marketing
Manager BizLibrary
References and Resources Brain Science: The Neuroscience of Teaching and Learning, Learning Solutions Magazine, by Art Kohn. http://www.learningsolutionsmag.com/articles/1354/brain-science-the-neuroscience-of-teaching-and-learning Make it Stick: The Science of Successful Learning, by Peter C. Brown, Henry L. Roediger III, and Mark A. McDaniel. http://www.learningsolutionsmag.com/articles/1354/brain-science-the-neuroscience-of-teaching-and-learning How Much Do People Forget? Will Thalheimer. http://willthalheimer.typepad.com/files/how-much-do-people-forget-v12-14-2010.pdf So Much Training, So Little to Show for It, WSJ.com, Rachel Emma Silverman. http://www.wsj.com/articles/SB10001424052970204425904578072950518558328 ATD State of the Industry 2014. http://files.astd.org/Research/Infographics/SOIR-2014-Infographic.pdf?_ga=1.228043741.1320061770.1449678068 Information Impact and Factors Affecting Recall, ERIC, Ralph Burns. http://eric.ed.gov/?id=ED258639 Meet the Modern Learner, Bersin by Deloitte. http://www.slideshare.net/heytodd/the-modern-learner-infographic-final-v4120414
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