Use the science of learning to help employees retain and use new knowledge.
Learning is a complex process. It involves encoding, or taking in information; storing, or maintaining, that information; and retrieval, calling forth information when needed. Emotions and other factors also influence learning. For example, a learner may have financial pressures on their mind, which detracts from learning. Because of that, it's helpful for L&D to offer flexibility in training programs when possible.
In "Tap Memory Strategies for Learning Success," Alexandria Clapp and Lauren Devine offer strategies for incorporating learning sciences into the design and delivery of training programs and provide tools to use with learners to extend learning beyond a training course.
For example, to make use of the spacing effect—a practice that enhances long-term cognition by spreading learning over time rather than delivering it in a one-and-done course—L&D professionals can give learners a template to fill out during the course to increase the likelihood that they will revisit newly learned material. The template includes spaces for learners to note when they will practice.
Learners may decide, for instance, that they will practice Excel spreadsheet formula calculations after their weekly check-in with their manager on Friday and then set a calendar reminder to test themselves on that skill at that time.
The template also includes areas for learners to jot down retrieval prompts as well as a column where they can document resources with answers to the prompts.
These tips were adapted from the December 2022 issue of TD at Work. Learn more at td.org/TDatWork.
