Making learning stick Part 2

What you can do after the training to transfer learning back to your work?

Most learning happens at work

It takes time and practise between a learning intervention (training course) to the point where the learning has become fully adopted by the learner and is part of how they think and behave.

Learners returning to work have less power to change the system surrounding them than the system has the power to stay the same. Without help, learners may revert and conform to the system after doing training. However, it is possible to empower trainees and to shift system culture.

What can help you retain your learning?

A night’s sleep after learning will give you time to digest what you have learnt.

With a fresh mind, have another look at the course materials to reinforce the concepts:

• What have you learnt that’s new?
• What have you had confirmed?
• When you reflect again on what you have learnt; think about how you can apply it to your role.
• What might you think or do differently now?
• Produce a one page summary of your key learning and what you want to do differently.

We know that if you share what you have learnt with others within 24 hours of attending the training you are much more likely to retain it.

• Let others know you have attended the training and offer to share your learning with them. Have conversations about your learning.
• Present your learning to your team.
• Create a podcast, powerpoint or sway document to share your learning.

Make space to reflect on and plan how to use your learning

• Ask your manager for new projects or tasks that mean you will use the new skills or knowledge.
• Identify 3 ways you can apply your learning in your team.
• Become a change champion in your organisation to bring in your new learning.
• Create a community of practice or reflective practice group.
• Ask your manager for some dedicated time to discuss what you learnt on the course and time to look deeper into the subject.
• Buddy up with a co-worker to develop your learning.
• Find a mentor or supervisor who is experienced in the subject you have learnt about.

Create a simple action plan to implement what you have learnt:

Applying learning at work

Try and apply what you have learnt immediately. This will help you demonstrate your learning and help it to stick.

Use your new learning and insights, practise thinking and doing things differently, and keep reflecting on how you can make it go better next time.

You can create a feedback loop to share your successes and challenges in applying what you have learned with others.

The more you practise the easier it becomes.

Managers play a crucial role in creating a supportive culture of continuous learning

Make it safe for learners to seek support, make mistakes and not know how to do things.

Provide practise and reflection time, further study time or development opportunities to use what they have learnt on the training course.

Make sure you have discussions within supervision about what people have learnt in training and how they are applying it at work.

Coaching cultures work. Think about weekly check-ins one to one to catch up on learning. Discussions about applying learning from a recent training course can take place at any time.

When managers acknowledge successful application of learning it can motivate continuous learning, improving practice and encouraging other team members to invest in their learning

Coaching questions for managers to help learners apply their learning

• Describe to me what you have learnt on the training course you attended
• What do you want to think or do differently having been on the training course?
• What might stop you?
• How will you and others know you are working differently? What will it look like?
• What can I do to help you achieve this?
• What will make it easier for you to practise and apply your learning?

Keep practising

Reflective practice questions for learners who are practising their new way of working:

• What did I want to happen?
• What actually happened?
• What did I do that caused the gap, or contributed to the success?
• What will I do next time?

Continuous learning journey

Many trainers will provide reading lists or websites to explore to explore the subject in more depth. This will help you keep up to date with new developments

See if there are other courses you can attend – Book a course

We can provide follow up or advanced training sessions, coaching and reflective practice via our Consultancy & projects service.