It is not the same to study than to learn, nor to teach a course than to train people

 

Many trainers do not give enough importance to this statement. It is not the same to teach a course than to train people with it. Each day that passes after finishing a traditional passive training, the effectiveness desired in training is lost. And, unfortunately, this phenomenon is due to the proper functioning of the human brain.

This occurs no matter how excellent the teacher’s oratory is, it is well valued in the final satisfaction survey or the students reach the highest level in the final exam. Even the knowledge acquired with honors in the most interesting and expensive course of Harvard University, sadly can fall, in a few days, in the broken bag of oblivion.

It is estimated that the international market for corporate training is 130 billion dollars and, in Spain, more than 500 million euros. Unfortunately, this investment rarely improves the performance of human teams. This was demonstrated by the Workplace Learning Report 2017, which is based on a survey conducted by LinkedIn to more than 500 North American companies. Although 80% of the L&D professionals affirmed that the development of the employees is a priority for the executive team, only 8% of them achieved an impact in the business of the formations carried out and only 4% obtained a return on the investment. These rates are so low that they awaken the instinct of alert of any motivated trainer to overcome.

Short-term memory and obsolete learning

 

The meta-analysis published by Dunloski in 2013, showed that regardless of the type of content to be learned, studying the days before an exam re-reading and underlining notes or making summaries, only activates implicit short-term memory; so learning will have its programmed obsolescence once the stressful test is over.

This procedure of study prior to the test causes us stress because it requires maintaining the attention to the maximum. This is already a bad influence to get the long-term reminder. On the other hand, there are study techniques that are endorsed in their effectiveness in preserving knowledge even if they pass the time, totally different from those used to pass exams, and that the current technology combined with motivating dynamics can make it much easier for trainers to apply. They are the ones that summarize the header image of this post, and that you can deepen in a previous post.

Only by recognizing the problem, the means will be put in place to solve it and, luckily, there are emerging trainers who devote a large percentage of their time to structured disclosing work. I leverage this post to highlight, for example, Jesús Guillén and his blog “Schools with brain” with a special focus on the education of children and adolescents, and Juan Daniel Sobrado, whose blog is complemented by audiopodcasts “Legendary Learning”.

If you know other good blogs with interesting content for trainers who want to improve the performance of their work, I would appreciate it if you share them as a comment at the bottom of this post. Do you accept the challenge of getting the next LinkedIn survey to show significantly greater effectiveness results?

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