May 8, 2019 |

How Modern Workers Learn

This info graphic is taken from a recent report by the  Towards Maturity group in February 2019called The Transformation Journey (www.towardsmaturity.org/TransformationJourney2019).

A survey of over 10,000 workers shows there is more in common with the learning needs of both younger and more mature learners than usually assumed. Like the millennial, the older worker is also self-directed and tech-savvy and this research bucks the commonly held misconception of the older worker not keeping up with their and learning trends.

how modern workers learn

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August 31, 2011 |

Retaining Learning

When giving IT classes, I’ve always worked with the premise repetition fosters retaining the skills learned.  This is not a fashionable view, as rote or repetition learning is considered old-fashioned and behaviorist. However I can tell it works- and works beautifully –  particularly when it is done in a fun and creative way; for example by getting individuals to complete exercises, work in collaboration with the other learners to create something to model it on how they would use it in the workplace.  So,  it was interesting for me to read this blog post in The Training Zone by Gary Platt on Herman Ebgginhaus’s work , a small excerpt as below:

Ebbinghaus discovered that even with this simple task memory failed at analarming rate. His findings are often illustrated by a graph showing how memoryand recall deteriorates over a short space of time. The X axis (horizontal)measuring time and the Y axis (vertical) measuring recall.


But again these figures do not represent the research that Ebbinghausproduced, but do represent the concept he was proposing in chapter eight of hiswork, Retention as a function of repeated learning. Put simply: each revisitingof learnt material reinforces its retention.

Read Gary Platt’s full article here : http://www.trainingzone.co.uk/topic/forgetting-curve-and-its-implications-training-delivery/162373So… it is pretty obvious to me that the smartest things that trainers can do is to creatively work towards  increasing retention by allowing time in the day for the revisiting of learning and allowing people the opportunity to think and play –  and therefore remember.  Many trainers simply focus on getting through the material and therefore consider that to be a success, however if the learners cannot remember and then apply what they have learned one day, two days or two weeks after attending the training event there is hardly any point to the trainer patting him or herself on the back because they ‘delivered the content’.