Discussions about “Modern Learning” are often centered around selecting the right methods or tools for training people: e-learning instead of classroom lectures, learning from smartphones, self-paced learning at the point of need, gamified learning and others.
But think about it: training is just a process. The ultimate goal behind training is to change behaviors. In particular: changing on-the-job performance to measurably impact (business) outcomes.
A methodology which has the true potential to accomplish this has recently been introduced to the Nokia Learning & Development community by my team and tested in multiple training programs already: incorporating spaced repetition, microlearning and game mechanics into a simple mobile delivery platform. The results have shown that this approach significantly improves knowledge retention, on-the-job performance and user engagement.
Since the spaced repetition reinforcement methodology is content-neutral, quite many different applications and use cases can be explored: like applying it to enable and boost engagement of crowd-workers – a pilot which we are about to start. Or using this concept to make employees knowledgeable of the “Skills for the Future” – a pioneering program which our Services organization is about to launch.
There are still additional areas, where we would like to test-drive this innovative approach. Are you planning training courses in any of the following areas?
- Talent and Leadership development
- Onboarding of new hires
- Quality awareness
- Process understanding
- Launch of new organizational setups
- Mode of Operation understanding
- Soft skills development
If you are into any of those areas then contact me. Chances are that you achieve much better results and impact when applying the concept of spaced repetition, microlearning and gamification. Because again: the ultimate goal behind training is to change behavior.
This method is clinically proven to accomplish just that. I´m happy to help you with giving this methodology a try.