Design Training So People Learn Easily,
Quickly, and with High Retention!

By Carolyn B. Thompson

Learners will love you when they have an easy time learning and are able to retain what they learned! You design lots of types and/or medium of training--self-study (paper based, video, audio, CBT/WBT) and/or facilitated (group, one-on-one coaching, OJT). Follow one simple, straight forward format for them all:

FIRST:

LAST: 

Overall you'll speed up learning with:
- Learning methods for all 4 learning styles (unless determined that training will not include all styles)

- Highly interactive learning, using the standard
     Facilitator talks no more than 25% of time (including lecture, instructions, opening/closing, processing questions)
     Learners doing 75% with Facilitator as expert in room

- Use Fun Meter buttons as part of the learning

- Include at least one method to help Learners retain what they learned
     While learning imagine:
       - boss said they'd be giving a report on what they learned
       - have to do group training on what they learned
       - have to write book from new view point
    Take breaks frequently
    Plan to review notes regularly after training 3-4 minutes each time--practice during training
    Create multi-sensory memories of each thing to remember
    Make visual images linked--especially if there's movement or humor
    Play music to stimulate emotional part of brain--long term memory is situated there
    Record what they want to learn and listen to it & music together
    Organize material in related categories and label categories
    Memory flashing: look at notes for a few minutes, then rewrite w/o looking at them, then compare the 2 sets. Keep doing this until both sets are the same.
    Flash cards for review
    Create mnemonic device - 3, 5 or 7 letter best
    Let it sink in overnight after reviewing notes--brain uses sleep as time to file
    Number the points
    Whole learning - learn words, add sound, add movement
    Fluency-mastery - continue learning it after already know it
    Compress information into chunks and label each chunk, then make a mnemonic for the chunk words

Start All Learning with an "Attention-Getting" Opening and End with a "Call to Action" Closing
People remember the first and last thing they see or hear. Since the Facilitator is always going to say or do something first and something last, you might as well plan it so it will be attention-getting and call the Learners to action. This is true in any type of training or group. OJT, self-study manual, video, audio, and computer/web-based. In training where there's no Facilitator, the Attention-Getting Opening and Call to action Closing are simply the first and last thing said/done by the coach or written in the booklet, or stated/done on the video or on the computer screen. to design effective openings and closings:

Attention-getting Opening and Call to Action Closing must fit the objective of the whole training. Choose the type of opening/closing to fit the learning's overall objective and the Learners. Designers who choose a joke or story that doesn't fit the Learners or the objective will always find they don't get anyone's attention. (see box Learning Format: First, Last)

    Design the Attention-Getting Opening ad Call to Action Closing to match each other (if you start with a quote, end with a quote, if you start with a prop, end with a prop, etc.). This fits the learning into a neat package for the Learner. Very Effective!

    Examples include: question, statistic, video, story, music, role play, case study, funny visual, prop, joke. Notice that telling the Facilitator's name isn't in this list--unless the Facilitator is someone famous, have them tell who they are after the opening so they have the Learner's attention. Most of these examples work great in all types of training--choose which one works best based on the overall learning objective and the Learners.

After the Attention-Getting Opening, the Facilitator needs to help people learn their name and possibly each other's names (if group training), amount of time for learning, learning objectives, how questions will be answered, and the methods used for learning. Within 15 minutes, get the learners involved in an interactive learning method to get the Learners talking. (see box Learning Format: 2-5)

Before the Call to Action Closing, be sure to handle reaction evaluations, summary activities, or other review method, any testing of Skill/Knowledge/Attitude change, information about further resources, and their Learning Action Plan. Nothing should be said or done by the Facilitator, seen on the screen, heard, or read after the Closing, or the Call to Action momentum will be lost. (see box Learning Format: 7-9)

Designing the Learning Between the Opening and Closing
In a full day of group training you'll have at least 15 objectives, in a half day 7 objectives, in a video 3 or 4 objectives, in 15 minutes of OJT 1 objective, in a self-study manual few to lots. You'll need to plan the way you'll achieve each objective. Follow the steps below: (see box Learning Format: 6)

Many Designers do 8, 9, and 10 first and thus limit what they can do to help the Learners learn quickly and effectively. Do these last and if you realize that what you've just created is impossible, make modifications. You'll have a better end product.

I know you can already see people exhibiting the skills and using the knowledge after learning in this way. Their co-workers, staff, and bosses are bursting with happiness for the time well spent. Other people in your company--as well as your clients--are asking you how you got so smart... Make it a reality!

excerpted from Creating Highly Interactive Training quickly & Effectively, pages 9-14, TSI Publications, 2000. The full book can be ordered by calling 800-469-3560.

The author, Carolyn B. Thompson, is the President of Training Systems, Inc., a customized training and HR consulting company that helps small and medium sized organizations enhance their ability to recruit, inspire and retain quality employees and improve performance through training. Training Systems, Inc., also provides training design and delivery services to training companies and the training departments of large companies and professional and trade associations. Carolyn B. Thompson is an experienced trainer and consultant knowledgeable in the challenging area of employee recruitment, inspiration and retention. She is an exciting, inspirational trainer who leads people to learn. She has written articles for prominent magazines, has been interviewed for Chicago's TV Channel 26, the "You're Hired" radio show, Safety & Health, Small Business Computing, Business Week, Working Woman, Redbook and Inc. magazines, been the subject of articles in the Daily Southtown, Will County Business Journal, and Star newspapers, as well as written chapters in several books. In addition to Creating Highly Interactive Training Quickly & Effectively, Carolyn produced a two-tape audio cassette set entitled, Straight Talk for Employers, and the worksheet, Ten Steps to Determining the Return on Your Training Investment. she's currently writing a book about on-the-job training, and co-authoring another book about using biblical principles to manage employees.

©Training Systems, Inc. 2000

As seen in SITE Journal 2000. To learn more about SITE, visit www.insurancetrainers.org