How even doing the right things in the wrong order can negatively impact training design, learning transfer and the results your L&D work delivers. There’s a famous Morecambe and Wise sketch in which Eric Morecambe attempts to play Grieg’s Piano Concerto in front of conductor André Previn. When Previn points out that he isn’t playing…
Design training around problems, not content Problem-centred learning starts with the situations people need to handle at work, then introduces models, theories and tools when they become useful. It sounds obvious when you put it like that, but I’m not sure it’s how we always design training in practice, and why we could be inadvertently…
Why content-led training remains popular, despite it not changing behaviour I’ve been working with L&D practitioners for long enough to see the same frustrations surfacing over and over again. One of them is the pressure to cram in content. There’s a reason stakeholders like to see a packed course agenda. Pages of content, dozens of…
You can teach someone everything about climbing a mountain. They still might never climb one. That image, from Kurt Ewald Lindley’s session at IDTX last Friday, is the one I keep coming back to. This session in particular, brought together a lot of the pieces I already had and helped me to form them into…
Knowing how something works is not the same as being able to do it Sara Farwell and Matt Zatonski’s session at IDTX last Friday was built around a deceptively simple problem: we’ve got very good at helping people feel like they’ve learned something, and much less good at helping them actually change what they do….
Traditional syllabus-based training often fails to engage adult learners, leading to poor retention and minimal impact. Discover why personalised, participant-led training designed with adult learning principles achieves stronger engagement, real-world application, and measurable business results. Say goodbye to the one-size-fits-all approach and explore training that truly stick
As training designers, it’s tempting to provide all learning for all learners all the time. However, encouraging self-discovery is a very effective way of improving learning. Using the Ikea effect helps people to take ownership of training and as such, its more likely to be applied.
Measuring learning transfer is essential for organisations: As L&D practitioners, this is what we have more control over, NOT ROI.
Take a look at the 12 Levers of Learning transfer identified by Dr Ina Weinbauer-Heidel and see how applying them can dramatically improve your success.
No matter how well training is designed or how brilliantly it’s delivered, it’s going to have limited impact if conditions back in the workplace aren’t right
