Last week, I shared a 90-minute-a-day disciplined plan to become an expert in a non-experiential field. Few readers pointed out that being an expert in a subject and being able to recommend or use the acquired knowledge are two different things. I completely agree with their comments. And I realise that in today’s constantly evolving professional landscape, one needs continuous learning and development to remain future-proof. Training workshops, seminars and self-study, like my suggested way, are integral to personal and organisational growth. They help provide valuable insights and upgrade skills necessary for success.
In my workshops, I stress that the true value of learning and experiences is only realised when the enhanced knowledge is actively practised and implemented. In the absence of it, training is just a waste of time and resources, and it is an opportunity loss for potential growth.
The Imperative of Active Implementation
Most training sessions and workshops aim to impart new skills and knowledge to help participants improve performance and achieve goals. However, research indicates that much of what is learned is quickly forgotten without immediate and consistent application.
According to the Ebbinghaus Forgetting Curve (dating back to the 1880s and revalidated in 2015), individuals tend to forget approximately 50% of new information within an hour, 70% within 24 hours, and 90% within a week unless efforts are made to retain it.
A Harvard Business Review study found that only 10-20% of the content from training programs is retained by participants after six months, primarily due to a lack of reinforcement and practice. The study emphasised the need for environments that support the continuous application of new skills to ensure lasting impact.
Memory weakens over time, and the biggest drop in retention happens soon after learning. It is easier to remember things that have meaning or where training is experiential. How the learning is presented, communicated and experienced impacts the learning and its retention. Moreover, how the participants feel during the session also affects learning and retention.
To combat this expected drop in retention, one must review learning or put it into practice as soon as possible. Implementing new skills and knowledge helps to reinforce and retain them. Additionally, if practised consistently and frequently and integrated into daily routines- they can become automated default modes.
Setting specific goals, creating action plans, engaging in regular practice, sharing with colleagues, and applying the knowledge gained in real-world scenarios can further solidify the knowledge gained.
SHIFT. Specific High-Intensity Frequent Training.
Taking a cue from the above understanding, studying school teaching processes, and using spaced learning to combat the forgetting curve, Intradia World has developed a SHIFT—Specific High-Intensity Frequent Training Module.
SHIFT involves imparting pocket modules of learning. It is primarily a 3-hour session delivered every fortnight. The session is usually conducted in the organisation’s premises and starts 2 hours before the office’s opening time. This takes care of the usual cost associated with off-site training. The employee schedule is also not disturbed.
The session has three modules. 33% of the time is spent discussing the earlier session and the participants’ experiences implementing the past learning. A set of participants are picked at random to share their experiences. 33% of the session is designed to deliver a new training thought. The remaining time is used to discuss the new thought, including the participants’ reactions and how they will implement and experiment with it in real life. The process is repeated every fortnight.
Diverse Takeaways: Individual Filters and Perspectives and Trainers Impact.
Trainers must recognise that participants in a training workshop or seminar bring their unique filters, experiences, and expectations, influencing how they receive and interpret the information presented. These factors play a significant role in determining the specific takeaways for each individual. Hence, if there is a vast gap between the participants’ experience levels, the session is bound to fail, as the seasoned professional may need to focus on advanced concepts and strategies. At the same time, a newcomer may prioritise foundational knowledge and skills.
Similarly, participants’ openness to learning and readiness to embrace change can significantly impact what they retain and how they apply it. Those who approach the training with a positive attitude and a willingness to learn are more likely to benefit from the experience than those who are resistant or indifferent.
Strategies for Effective Implementation
To maximise the benefits of training workshops, seminars and self-study, both organisations and individuals can adopt several strategies:
- Set Clear Objectives: Define specific, measurable goals for what participants should achieve post-training. Share with the trainer-facilitator.
- Share with the trainer-facilitator. Composition of the participants in terms of age, gender, designation, roles and experience with the trainer-facilitator.
- Create Action Plans: Develop detailed plans outlining how the new knowledge and skills will be applied in the workplace.
- Encourage Practice: Provide opportunities for participants to practice and refine their skills through real-world projects and assignments.
- Foster a Supportive Environment: Establish a culture that values continuous learning and encourages knowledge sharing among employees.
- Monitor Progress: Regularly assess the application and impact of the learnings to ensure they are being effectively integrated.
NET NET
Training workshops and seminars offer immense potential for personal and professional growth. However, the true value of these experiences lies in the active implementation of the knowledge and skills acquired. By recognising participants’ diverse takeaways and creating supportive environments for continuous application, individuals and organisations can ensure that the benefits of training are retained and translated into lasting success.
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