the great training robbery: protect your online investment

Presenting Today

Dean PicheePresident and CEO,

BizLibrarydean@bizlibrary.com

Erin BoettgeContent Marketing Manager

BizLibraryeboettge@bizlibrary.com

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 disconnectbetween training and the modern learner.

Terrible Too’s of TrainingToo 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 Questiona. Yesb. No

How We Learn

EncodingShort-term memory, observations, memory traces and what we’ve seen (limited capacity)ConsolidationTime scientists believe the brain replays or rehearses the learning, new knowledge next to neural markersRetrievalForced retrieval is most effective after time intervals and some forgetting has occurred

Myth #1:

Myth #2:

Key Neurological Principle of RetentionPurposeful 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.

2MONTHS

2WEEKS

2DAYS

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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TOPI

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TOPI

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TOPI

C 5

TOPI

C 2

TOPI

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TOPI

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TOPI

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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 ExpectationsSet 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 Burstsmicrolearning

Learning Boostsreinforcement

GET BOOSTEDReceive 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 PicheePresident and CEO,

BizLibrarydean@bizlibrary.com

Erin BoettgeContent Marketing Manager

BizLibraryeboettge@bizlibrary.com

References and ResourcesBrain 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