As every trainer knows, no matter what the subject,
the material can only take you so far. If the information isn’t
delivered in an engaging way, the audience will tune out and little
actual learning will occur.
In his new training publication, The Creative
Training Idea Book (AMACOM, 2003), author and training expert
Robert W. Lucas describes a five-stage, preplanned process that
sets the stage for effective training and enables participants to
effectively master and then use the information that is presented
to them.
The Five Stages of Learning (adapted from
The Creative Training Idea Book, by Robert W. Lucas) are:
Stage 1: Preparing for Learning
The first phase of the learning process conditions participants
for learning. This is typically accomplished through icebreakers
or activities tied to the training program content and by providing
behavior objectives. The trainer provides a foundation of information
to switch learners’ brains onto the training topic. This increases
the likelihood that participants will quickly recognize, absorb
and process new information. Further, by providing a verbal, visual
and kinesthetic push, then identifying how the new information connects
to what they already know, the trainer assists in bridging with
memory.
Stage 2: Stimulating Learning
Handouts, job aids or other visual material are used to supplement
verbal messages. These materials allow participants to access information
from their individual learning style (visual, auditory or kinesthetic).
The trainer can use associated visual aids to make points, reinforce
concepts or provide alternative methods of information delivery,
i.e., colorful posters, transparencies, slides or flip charts.
Stage 3: Expansion
Once information has been delivered to the brain via one or more
of the elements in Stage 2, connections are made. The facilitator
can help create and reinforce these bonds by conducting interim
reviews throughout a session. This stabilizes the learning through
repetition and by helping learners identify relationships. These
activities also increase the depth of learner understanding while
helping them prepare for Stage 4.
Stage 4: Memorization
During this stage, neural connections are made to help ensure that
a learner can subsequently access the information and concepts learned
in the previous stages. The trainer can increase the effectiveness
of this stage by using a variety of mnemonic (memory) techniques.
These strategies will help the learners access the information when
they need to apply the learning later.
NOTE: Learning and memory are closely related
and the terms are often used in association with each other. Learning
refers to the acquisition and encoding of information, whereas memory
relates to the storage and retrieval of that information.
Stage 5: Implementation of Learning
In the final phase of learning, knowledge or skills gathered during
the training are recalled and put into practice. If a learner is
not able to perform tasks or recall information learned, there is
a breakdown in the learning process and a review may be required.
To ensure that learning has been successful, have participants demonstrate
knowledge or skills through tests, practical application, by teaching
others as you observe or through other means in which they actively
apply what was learned.
Enrichment of the Learning Environment
According to Robert W. Lucas, researchers have found that the way
in which participants perceive their environment can have a significant
impact on how material is received, process and retained. In The
Creative Training Idea Book, Lucas offers the following tips
to create a stimulating learning environment that helps involve
and hold the interest of participants:
- Use creative openers, including exciting stories, jokes, startling
statements or facts and props (clown noses, whistles, toys, etc.).
- Get participants immediately involved with an icebreaker activity
tied to the program content.
- Have a notable guest introduce you and/or the session--for
example, your CEO, a famous author, local celebrity or business
professional.
- Have participants stand for an activity to help the brain refresh
itself and become more efficient. (Examples of these activities
are given in the book)
- Challenge participant knowledge by posing a question relevant
to session content and then have participants develop group answers
as they network.
- Position color posters throughout the room with quotes, questions,
facts and other content-related material.
Click
here for additional information
about The Creative Training Idea Book.
Click
here for a complete listing of AMACOM’s extensive selection
of training titles.
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