Great Learning Guide: 100 Ways to Improve Learning Experiences

Struggling With Learning?

Great learning can be a challenge for any of us. We all face experiences where learning a new skill or task is required. However, did you know that within 24 hours, we forget up to 50% of the information we learn?

Without the right strategies, most of what we learn quickly fades from memory. But with the right approach to great learning, you can significantly improve your retention and increase your chances of changing your behaviours.

Firstly, we experience the learning.

Secondly, we have to keep the knowledge.

And thirdly, we use it.

 

As experts in “sticky learning”, we want every learner, and facilitator, to get the best possible results from every learning experience. This guide aims to achieve this. To make it more user-friendly, the guide has clear sections with their own set of tips and techniques that will get you the best results. Here’s how our guide is set up.

The Great Learning Guide: The Learner

Each of these 8 sections explains 10 key practices to apply for better learning experiences. These sections are:

• Section 1: Preparation and Research
• Section 2: Getting Started
• Section 3: Staying Focused
• Section 4: Tools and Materials
• Section 5: Established Learning Models
• Section 6: Overcoming Possible Barriers
• Section 7: Application
• Section 8: Retention and Forward Movement

The Great Learning Guide: The Facilitator

Here we share 4 key focus areas, each with 5 essential skills to apply for each. These sections are:

• Section 9: Content and Relevance
• Section 10: Creating and Maintaining Engagement
• Section 11: Effectiveness Checks
• Section 12: Reward and Recognition

This guide will walk you through these 100 effective ways to enhance your learning experience, backed by science, to help you retain information, stay focused, and turn knowledge into lasting skills. So, whether you’re attending a corporate workshop or upskilling through online courses, these learning strategies will ensure your efforts pay off.

Now let’s dive into the tools that will turn every training session into a great learning experience:

Section 1: Preparation and Research

To get you started, our Great Learning Guide helps you build a solid foundation by looking at helpful tips regarding the preparation and research stage.

1. Set Clear Learning Goals Beforehand

Define specific, measurable outcomes for your training. This approach not only provides clear direction but also serves as a motivational anchor, helping you focus on what matters most throughout your learning journey.

One of the most important parts of your learning is your ‘Individual Learning Objective,’ sometimes referred to as your ‘ILO.’ Essentially, it is your personal goal to achieve what you want from your training. Moreover, when you enrol in our training, you’ll set this goal as part of the “Sticky Pieces” activity, which you will receive via email between the foundation and advanced training days. Learn how to write a good Individual Learning Objective.

2. Create a Pre-training Mindset

Prime your brain for learning by reviewing key concepts before the session. Pre-exposure helps the brain absorb new information more efficiently.

For instance, before an upcoming team meeting focused on a new project management tool, spend 15 minutes the day before reading a summary of its main functions or watching a brief tutorial. This pre-exposure will not only help solidify your understanding but also make it easier to grasp new concepts during the meeting.

 

3. Set Short-term Milestones

So, you have already set your main learning goals. To enhance your learning journey, break it down into small, achievable milestones. By doing so, each win helps maintain motivation and focus, ultimately propelling you toward your larger goals. Set these milestones ahead of time and align them with your goals and objectives. These milestones help keep you on track for achieving the bigger goals you set.

4. Create a Study Routine

Create a specific ritual or routine that signals it’s time to learn, such as setting an alarm or reminder on your phone or laptop. Your planned routine will assist in setting out an effective roadmap for you to apply throughout the learning process. This is an important preparation step to create and maintain self-discipline during your learning time slots.

5. Create a Great Learning Manifesto

Building on from your learning goals and objectives, draft a personal learning manifesto outlining your learning goals, principles, and strategies. This document serves as a guiding framework to keep you focused on your learning journey. This will serve a detailed roadmap for you to follow. Your goals, milestones and all points of your journey will be detailed in this document. As part of your preparation, this creates clarity and direction.

 

6. Prioritise Your Learning Opportunities

There are SO many learning opportunities available nowadays that it can become overwhelming to limit yourself to just one to get started. However, at this early preparation stage, be practical, especially if you have been out of the learning zone for a while.

Start small, pick your first opportunity based on necessity rather than simple preference, and build from there. You can always add more topics later and dive into more detailed content once you have a rhythm going. However, don’t set yourself up to fail by overloading your schedule, especially with irrelevant content that will distract from your ultimate learning goals.

7. Focus on Long-term Benefits

Before you even get started on a learning project, have a clear understanding of how this experience will benefit you in the long run. It’s not simply about gaining short-term knowledge for an immediate project or task you need to complete. Instead, it will be of greater benefit to really picture the long-term gains of the investment you’re about to make. So, linking it to our previous point regarding having the right mindset for learning, here make sure you can visualise the end results of the learning experience and what it will mean for you personally or professionally.

8. Set Up Your Learning Environment

From experience I can confirm that learning cannot and does not happen when your learning environment is not properly prepared. This can be anything from noise to visual distractions, to other people in the area. You really need to make sure, before you get started, that your environment will completely be conducive to the learning experience.

So, start by thinking of where you will be stationed while learning. Next, think of the resources, tools and equipment you will need and get them ready and placed. Also, consider whether you prefer to have music or silence around you to concentrate properly. These many seem like obvious points to mention; however, many learners fall at the first hurdle simply from not having thought about these points and preparing in advance.

9. Prepare Your Learning Schedule

Here, you’re going to start deciding ahead of time how much time you will invest in the learning experience and what that will look like on your daily planner. For full-time learners, start scheduling set start and finish times, as well as breaks in between to stay refreshed and focused.

For part-time learners, decide whether this will happen after your normal working day or during days off. Then, start filling those slots with your expected learning schedule so that you have a map to follow before day one. This important step allows you to be realistic about your investment of time and how it will balance with other commitments.

10. Have Your Materials Ready Ahead of Time

So, we mentioned in Step 8 about your work environment being prepared and why it’s important. Another common mistake learners make is regarding the different materials they will use during the whole process. Some people simply jump into a new learning project without any thought for a basic materials and resources they will need throughout the experience. Avoid that barrier by having your materials ready in advance. In my personal opinion, it’s better to have more materials than you need rather than less, because it can then become a distraction later on and simply waste your time.

Section 2: Getting Started

Mark Twain said, “The secret to getting ahead is getting started”. The same is obviously true for learning as well. In this second section of our Great Learning Guide, follow our top tips for getting started.

11. Make That Important First Step

That first step is the most challenging. Avoid delaying or putting it off. Instead, set a clear date and time to get the learning experience off to a positive start. If you are following a self-paced training, have a clear timeframe to start. When attending set times and dates for either online or in-person learning, be ready ahead of time to avoid rushing and getting yourself into a panic.

Personally, I have a 10-minute rule. When attending training courses, online or in-person, I am in front of my computer or at the venue 10 minutes ahead of schedule. That way should something unexpected happen, you have 10 minutes to prepare yourself and still be ready to start on time.

12. Small Steps, Big Gains

When starting any new learning experience, try not to overload yourself. This can lead to burnout and actually delay you making proper gains. Instead, take small steps to get into a proper routine. Set a steady but realistic pace that will launch your learning pattern. By trying too much at the start, it can become overwhelming.

13. Break Content into Manageable Chunks

Digest information in smaller pieces rather than overwhelming yourself with everything at once. The chunking method is proven to improve comprehension.

Let’s say you have a report with multiple sections covering various topics, like sales performance, customer feedback, and market trends. Instead of trying to read and analyse the entire report in one sitting, break it down into smaller chunks.

For instance, dedicate one day to focus solely on the sales performance section. Take notes and summarise key points. The next day, move on to customer feedback and then tackle market trends afterwards.

14. Practice Mindfulness

Practice mindfulness or meditation for 5-10 minutes before studying. This sharpens focus and reduces stress.

 

By using this approach to get started, you clear your mind, prepare for the learning experience and are in a better position to receive the learning content.

15. Use Predictive Encoding

Before diving into the material, predict what it’s going to be about. Making predictions forces your brain to engage and strengthens retention when checking against what you’ve learned.

You will probably be surprised by how much your mind might connect to the topic even if it’s something quite new in terms of the topic you will be starting to learn. You might recall a conversation with a friend, an article you read or even a short video you have seen online. Even a short passing conversation can trigger some connection to the future learning experience.

16. Start From a Place of Positivity

We already mentioned earlier about having a right mindset for learning as part of the preparation section. However, maintaining that is just as important. Be sure to start on a positive note and find ways to keep that going. Each of us will have different ways of maintaining a positive outlook even when faced with challenges, so find what works for you. It might be some upbeat music in the background, a favourite snack, or a funny picture on your wall to glance at from time to time. Find your happy place and keep that with you during the learning experience. For me, it’s definitely the music that helps me stay positive.

17. Keep Track of Early Assignments and Deadlines

Right from the start, be prepared for upcoming assignments, course work and deadlines. It is important that you don’t fall behind with any learning assignments, especially in the early days. Otherwise, you will struggle playing catch-up.

A few years ago, I was completing an extended online leadership course assigned to me by my company. We got the schedule in advance, not only for the online sessions but also for the upcoming assignments and assessments. So, I made sure to include deadlines on my phone calendar so I would get alerts in advance to remind me of what was coming soon. This way, I didn’t miss a deadline and managed to keep everything up-to-date even with a busy work schedule. I can say that it really works.

18. Ask for Early Feedback

To avoid getting derailed early into the course, ask for feedback regarding your early participation and contributions. This allows you stay on track right from the start. As a facilitator, I prefer when learners ask for the feedback rather than it being forced on them, especially if the feedback is about improvements that need to be made.

However, from experience, I personally will inform my group about any formal or informal feedback I plan to give during extended learning courses. As a learner, if this is not offered, don’t be afraid to ask.

19. Be Prepared for Early Challenges

Even from the very start of a new learning experience, we may face some unexpected challenges along the way. Perhaps you’re starting a new online course and that very day there is a network problem. Or you’re starting an in-person course and there’s an unexpected problem with the local public transport. Don’t let these initial barriers turn you off or derail you. Simply get your mind back in the game and be ready for the launch of this exciting new learning experience.

20. Have Support From the Start

Whether this is support from loved ones, roommates or colleagues, be sure that you have that support for any learning experience. Take for example that you’re planning to start a new course online from home and you live with your partner. Make sure you have discussed this and agreed study times as well as personal time together. Alternatively, if you’re going to be doing the course at work, make sure your colleagues know when your training will happen and when you’ll be away from your desk or occupied with the training. That way, from the start, you have that mutual understanding and support from the very first session.

Section 3: Staying Focused

We have planned and prepared. We have taken those first steps. Now, we need to stay on track. Our Great Learning Guide’s third section gives you some great ideas and suggestions on how to make that happen.

21. Apply Timed Study Sessions

Use the Pomodoro Technique by studying for 25 minutes, followed by a 5-minute break. This method helps maintain focus, reduce burnout, and improve overall efficiency by creating a structured approach to learning.

Set a timer during study sessions to keep yourself accountable and focused on the task at hand. Time management improves learning efficiency.

 

>> Time Management Coaching Cards <<

22. Focus on Mastery Rather Than Completion

Learning isn’t a race. Focus on truly mastering the content rather than just finishing the course. Focusing on mastery rather than merely finishing the course aligns with Carol Dweck’s research on a growth mindset.

Reaching the end of a course comes with a sense of accomplishment, however, that doesn’t mean anything if the learning isn’t retained. Use time throughout the course to concentrate on the content and meaning of the learning experience, not just the finish line.

23. Visualise Success

Visualising yourself successfully applying the knowledge creates a positive mindset for learning. It helps maintain focus and direction during learning. Olympic athletes often use visualisation techniques to enhance performance. For example, Michael Phelps visualised every detail of his races before competing, which helped him achieve incredible success.

This is also the essence of Muhammad Ali’s Future History exercise. It uses the power of visualisation to achieve success. Before a fight, Ali would vividly imagine himself winning, experiencing the emotions and sensations of victory. This mental preparation not only boosted his confidence but also aligned his focus and energy towards making that vision a reality. You can use this to aid in your learning as well.

24. Change Study Locations

Studying in different locations has been shown to improve retention by associating different contexts with the information you’re learning. It keeps your brain engaged by breaking the monotony.

For online learning, move to different rooms in the house, where possible, to create variety. In the classroom, change tables/rows on different days of the course. As a facilitator, I mix the group from session to session, or from morning to afternoon, to allow for change and diversity, especially for group discussions and activities.

25. Have Short, Regular Breaks

No learning experience will be effective if our minds and bodies are being overloaded. What we need to do is ensure that we are taking short, regular breaks to stay focused, alert and refreshed. You can plan these into your schedule or take them as you feel the need, depending on the type of learning experience you’re taking part in.

Integrate short movement breaks during study sessions. Engaging in physical activity, even for a few minutes, can boost cognitive function, enhance focus, and also improve overall well-being, making your study time more productive.

In MBM training courses we do ‘ball sessions’ throughout the day where Learners are asked to stand up and to share a learning they have taken away so far and how they would apply it in the real world.

26. Vary Your Study Techniques

Vary your study techniques, such as alternating between reading, writing, and discussing, to maintain engagement and prevent burnout. You can also change from studying alone to connecting with others. We need to remain focused and on track with time frames and the amount of content being covered. Therefore, re-energise yourself through variety and change.

27. Alternate Between Learning Topics

If studying multiple topics, alternate between them during study sessions. Switching subjects keeps your brain active and prevents boredom. Include this switch into your schedule which you already planned in advance. That way, you already know ahead of time that you’re making the change and you can mentally prepare.

28. Be Active in Group Activities

A great way to keep focused in group learning environments, either online or in-person, is to actively participate in any group activities that take place. Not only does this keep you alert and focused, but you also get to share your ideas, your expertise and your understanding of the topic so far. These group discussions and activities are also a great way to network with the other participants.

As a facilitator, I include as many relevant group discussions and activities in my sessions as possible. It allows the group to come together and make their voices heard about what they have been learning. You also find that the group is then learning from each other and not just the facilitator. This also breaks up the monotony of a classroom session by changing the pace and allowing the group time to work on a particular part of the content.

29. Take Advantage of Breaks Between Sessions

So, between today’s session and the next, use that time to work on any assignments or research that has been given as part of the course. If nothing has been assigned, use the time to do your own advanced research on any of the content that has caught your interest or that you feel you need more understanding of. By doing this between sessions, you stay connected to the learning experience and more prepared for the next session when it happens. If we have too much “cold time” between sessions where nothing is connecting us to our course, we can struggle to get refocused once it’s time to put our learning hat on again.

30. Link Learning to Future Use

To keep yourself focused, remember why you’re doing the learning course in the first place. Keep in mind the big picture and link your learning to future use. Visual how you will use your learning in your personal or professional life. Imagine how you will implement everything you’re learning in real-life scenarios. This can help you stay focused and committed to the entire learning experience.

Section 4: Useful Tools and Materials

Here in Section 4 of our Great Learning Guide, we want to share with you some important tools, materials and resources to use throughout the experience to enhance the entire course.

31. Create a Learning Journal

Document your learning journey by keeping a journal where you write down insights, questions, and reflections after each study session. Journaling enhances understanding and helps track your growth over time. Notable figures like Leonardo da Vinci kept detailed journals that combined sketches, thoughts, and observations. As a result, this practice not only helped them retain information but also sparked creativity and innovation.

 

32. Focus on Quality not Quantity

It’s better to focus on fewer, high-quality learning materials than to overwhelm yourself with too much content. By implementing the key learning of the ‘Managing with Carrots’ book, which is to praise according to the size of the task completed, you will achieve huge strides in your people management skills.

 

33. Take Handwritten Notes

Handwriting notes reinforces memory better than typing them. The physical act of writing activates cognitive processes linked to retention.

Research shows that handwriting notes offer significant cognitive benefits over typing, enhancing memory and learning for both children and adults. A study by Longcamp et al. (2005) found that preschoolers who learned letters by handwriting demonstrated better letter recognition than those who typed them. This is because the physical act of writing engages various cognitive processes, leading to improved understanding and retention.

As the neuroscientist Ramesh Balasubramaniam notes, the complexity of handwriting activates different brain systems, making it a valuable practice for effective learning.

34. Create Mind Maps

Visualising information in mind maps helps you connect concepts and understand relationships, making learning more dynamic and memorable. In fact, Tony Buzan, the creator of mind maps, explains, “Mind maps mirror the brain’s natural thinking process, helping to integrate knowledge more effectively.” Thus, utilising mind maps can enhance your ability to retain information and grasp complex ideas.

35. Create Flashcards for Key Learning Concepts

Using flashcards with active recall enhances retention, especially for vocabulary, formulas, or other detailed information. According to cognitive psychologist Dr. Robert Bjork, “flashcards are an effective way to implement retrieval practice, which is one of the best strategies to improve long-term retention.”

 

Use apps like Anki or Quizlet to create digital flashcards for studying on the go. Digital tools make learning more flexible and interactive.

36. Watch Supplementary Videos

To enhance your learning experience, supplement your study with short, informative videos. This approach is effective because visual content helps reinforce key ideas and clarify complex concepts. YouTube offers countless tutorials on everything from Excel to digital marketing—watch videos that provide visual explanations.

For example, to improve your influence I recommend watching Amy Cuddy’s Body Language video.

37. Audio Recordings

Use audio recordings, audio books, podcasts and self-recordings to enhance your learning experience. If you are an auditory learner, this is a key element for you to follow and retain the information. Use travel time to review existing material or dive into additional content about the topic. Listen to these audio options while cooking or tiding around the house. It will also help with retention of the information through repeptition.

38. Engage in “Doodle Note-taking”

Combine traditional note-taking with doodling. As you listen or read, create simple sketches or symbols alongside your notes. This technique engages different parts of your brain, aids memory retention, and also makes the learning process more enjoyable.

Note that sketching simple symbols or images alongside your notes caters to different learning styles, particularly visual, auditory, and kinesthetic (VAK) preferences. (More on that later!)

For example, visual learners benefit from the imagery you create, auditory learners may remember concepts better through the combination of visual and written cues, and kinesthetic learners engage more deeply with the material through the act of drawing. This multifaceted approach turns notes into a vibrant reflection of your understanding.

39. Use Learning Apps

Leverage learning apps or software that use gamification and interactive methods to keep learning engaging and enjoyable. These apps are a great way to make your learning more engaging, enhance collaboration and communication, and also add some variety to your learning experience.

Giving a personal example, I have been using Duolingo to improve my basic Italian skills. By using the app, I’m not relying on having to find a classroom-based course, which is difficult to do in Seychelles. Also, I learn at my own pace, jumping in and out of the app when time allows, and when my mood is right. And, I get to match the level of learning to my current knowledge level.

 

40. Personal Knowledge Management (PKM) Systems

Notable figures like Tiago Forte advocate for a personal knowledge management (PKM) system to organise learning materials. Tiago Forte is a productivity expert and the founder of Forte Labs, where he focuses on personal knowledge management (PKM) and the intersection of technology and productivity.

A PKM can include tools like digital notebooks, bookmarking tools, and workflow management apps, helping you track and integrate new information effectively. By developing a system that suits your learning style, you can enhance retention and application.

For instance, Digital Notebooks. Use a tool like Notion or Evernote to create a digital notebook where you can organise notes by subjects or projects. So if you’re studying marketing, create a section for theories, case studies, and relevant articles.

Section 5: Established Learning Models

In this section of our Great Learning Guide, we are sharing with you 10 amazing tried and tested techniques and models you can apply for better learning outcomes. Let’s have a look.

41. The Feynman Technique

Our first one if the Feynman Technique. Physicist Richard Feynman developed this technique, which involves explaining complex concepts in simple terms. By doing so, you expose gaps in your understanding and solidify your knowledge.

It involves four steps noted below, along with examples for better understanding:

1. Study: Learn the basics of project management, including project scope, timelines, resource allocation, and risk management.
2. Teach: Teach a colleague about the project lifecycle, explaining phases like initiation, planning, execution, and closure. As you teach, answer questions they ask to uncover gaps in your knowledge.
3. Fill the Gaps: If you struggled to explain how to handle a project falling behind schedule, revisit your resources to better understand resource reallocation and timeline adjustments.
4. Simplify: Simplify your explanation to, “Project management is like planning a road trip: set a destination, map your route, assign roles, and adjust if you hit traffic.”

42. The Kolb Model

Our next model looks at the Kolb Model. David Kolb, an American educational theorist, defined learning as “the process whereby knowledge is created through the transformation of experience” (Kolb, 1984, p.38). The model is a cycle of learning where learners progress from one stage to the next. Here are the four stages:

1. Concrete Experience (The “TRY/DO” stage): Kolb believed that for learners to really acquire new knowledge, they must be actively engaged in the task. This could be something as simple as taking part in a physical task such as filling out a form in a new administrative role and knowing the different sections of the form because you have now completed it.
2. Reflective Observations (The “QUESTION” stage): Now that you have tried the task, this stage allows you to reflect on what has happened, ask questions and create clarity. It is vital that effective communication is happening at this stage for the learning cycle to progress.
3. Abstract Conceptualisation (The “RETHINK” stage): Next, the learner grasps the concept of what they have been learning in the earlier stages and forms a new understanding of the task or knowledge.
4. Active Experimentation (The “APPLY” stage): Finally, the learner is able to take all they have learned from the experience and process and apply that to their work or personal practices.

This Experiential Learning model allows learners to try, question, rethink and apply what they have learned.

43. VARK Model

Next, the VARK Model is about how we best learn in terms of our style and approach to learning. Everyone learns in a different way and it’s important for both learners and facilitators to keep the VARK learning styles in mind for better results.

VARK stands for:

V – Visual

A – Auditory

R – Reading/Writing

K – Kinesthetic

The acronym defines four key learning styles that different people most connect with during learning experiences.

• Visual: These learners need their material to be represented in visual form, such as graphs, charts, images, diagrams and other visual representations of the learning material.
• Auditory: Here our learner has a preference for the spoken word and will connect better to the subject when they hear the material being shared. Students/learners grasp the material best in forums such as group discussions, lectures, listening to audiobooks or podcasts, etc.
• Reading/Writing: Obviously, we see this practice most commonly at school. However, for some learners, this practice carries through into learning as an adult. Having the chance to read the material first-hand and/or write notes and details about the content connects with these learners best.
• Kinesthetic: Basically, these learners learn best by doing. They need practical experience and a hands-on approach to be able to retain the learning. This can be through experiences such as demonstrations, practice, and experiments.

With many learners, you may personally find that a combination of different styles together suits you best. Find what works for you and incorporate this into any learning experience to get better results.

44. Gregorc Learning Model

Our next example is the Gregorc Learning Model, or the Mind Styles Model. Developed by Anthony F. Gregorc, a professor of education and psychology, his model is based on the idea that each of us has a different way to process information and therefore learn new things. These 4 styles are:

• Concrete Sequential: they need hands-on practical experience and application.
• Abstract Sequential: they need lectures, theory and theoretical concepts to understand information.
• Concrete Random: they want group discussions, interactive learning and a mix of experiences.
• Abstract Random: they use brainstorming, project-based learning and creative problem-solving to experience learning.

With each of these dominant brain processing styles, we take on information in different ways. As a learner, it is good to have an understanding of which style is your dominant one so you can best match learning experiences to your style for better results.

45. The Ebbinghaus Forgetting Curve

As learners, it’s important to understand just how quickly we can actually forget the new knowledge and skills we learned when they’re not used. This is why Ebbinghaus’s Forgetting Curve is an important concept to know. It’s important to understand why we forget the key knowledge and skills we’re learning to achieve better retention. Let me explain.

German psychologist Hermann Ebbinghaus wanted to try to understand more about memory and learning. In the 1880s, he conducted self-experiments by memorising random 3-letter words. He used different time frames for repetition exercises to see the impact this had on his memory and recorded his findings mathematically to discover patterns of forgetting and memory loss. He published his findings in his 1885 book “Memory”.

What he found was, that without regular repetitive review of the learning material:

• Within 1 day you forget up to 50% of what you learned
• Within 1 week you forget up to 90% of the information

As learners, you can reduce this memory loss by doing regular reviews of the content of your learning experience. In fact, MBM has a dedicated “Sticky Learning” approach that addresses this exact issue.

46. The ADDIE Model

Especially useful for self-learning, this model allows you to follow a very effective approach to learning. Developed by the US Army in the 1970s for their trainers, this model is still widely used by trainers and learning facilitators around the world.

The acronym goes as follows:

• Analysis: The first step is to properly analyse your exact learning needs. This helps you better understand where there are gaps in your knowledge or skills that should be prioritised for your learning journey.
• Design: Next, you need to plan and design your learning journey. This part of the process should be directly linked to your learning objectives and should address the gaps identified in the previous step.
• Development: You now have to develop your approach and find what works best for you. This can include choosing between online and in-person learning, setting time frames, and preparing any materials you need.
• Implementation: Now, it’s time for action. You need to get the learning journey happening. Follow the suggestions we have shared in earlier sections of the article.
• Evaluation: Finally, you need to check how successful your learning journey has been. This can be through practical application, tests, assessments, etc.

This model will help all learners have a structured approach to any learning experience.

47. Felder-Silverman Learning Style Model

Using this model from Dr. Felder and Dr. Silverman from the 1980s, learners again have a proper understanding of how they might process learning and information in different ways. The 4 dimensions are:

• Sensing vs Intuitive (Perception): Sensory learners prefer concrete facts and data, whereas intuitive learners prefer more abstract, theoretical information.
• Visual vs Verbal (Input): Visual learners prefer pictures, diagrams, maps, etc., whereas verbal learners need written and verbal versions to better understand and follow the content.
• Active vs Reflective (Processing): Active learners want a hands-on approach, while reflective learners will take time to think about what they have learned and process it independently.
• Sequential vs Global (Understanding): Sequential learners need a step-by-step guide in terms of learning and instruction, while global learners prefer to see the big picture and see where the different pieces of the puzzle fit together.

There may be some similarities to other models we have been discussing, such as Kolb and Honey and Mumford. However, this particular model shows that we can fall anywhere across the continuum and need multiple elements working together for the best learning experiences to happen.

For example, I am a sensory learner who relies on data and facts, and I work best with written and verbal delivery of information. In terms of processing, I am active in my approach and would say in most cases that a sequential approach helps me understand the material better than a global outlook.

 

>> Information to Insight Coaching Card <<

48. Honey Mumford Model

One important aspect of learning is to understand the type of learner we are. We have mentioned this in a couple of the previous models we’ve been discussing. Here is another look at what to consider for the best possible learning experience. In 1986, inspired by Kolb, Peter Honey and Alan Mumford identified 4 distinct learning styles that represent a different way of learning. While no one style is the best, we all tend towards a dominant style in our personal approach to learning (I certainly know which one I am!).

• The Theorist: these learners have a preference for models, theories, and concepts and analyse the underlying principles of what they are learning. They are deep thinkers and need time to properly understand the theory and purpose of the content.
• The Reflector: This group of learners learn best alone, observing and absorbing what is going on around them and taking in information from multiple sources before coming to a conclusion.
• The Activist: As the name suggests, these learners need action and a hands-on approach for learning to have the right impact on them. They will learn very little from simple reflection or deep analysis. However, they respond very well when they gain first-hand experiences and they are involved in the process.
• The Pragmatist: Here, our learners need to properly understand how what they are learning applies to the real world and learn best from real examples and avoid hypotheticals.

Knowing your learning style helps you to find approaches and methods that match your way of learning best.

49. The 70:20:10 Model

As learners, this model is a great way to help us focus on where we spend our time when learning. Sometimes, our time and effort are invested in the wrong direction. The model, created by Morgan McCall in the 1980s, was launched through a survey for the Centre for Creative Leadership. It shows that:

• 10% of what we learn comes from formal learning – meaning classroom learning, pre-set curriculum, and lecture-led experiences.
• 20% of what we learn comes from informal learning – engaging in conversations with our peers/colleagues/friends, through relationships and 2-way communication.
• 70% of what we learn comes from on-the-job experience – in other words gaining experience in real-life situations, and having a hands-on approach.

So, while formal and informal learning is important and makes a mark, it doesn’t compare to the impact of having that hands-on experience where we will learn more.

50. BJ Fogg’s Model for Behaviour Change

Back in 2009, BJ Fog and his team developed the model linked to behaviour change. This framework shows the connection between 3 key elements for learning, and therefore, new habits, to happen.

• Motivation: First, the learner needs to have the right level of motivation to want to learn something new. We need to understand the benefits behind the learning experience and this needs to drive us.
• Ability: Next, we need to have the ability to take on the learning experience. This can be anything from time to money to resources, etc.
• Trigger: Then, we need to have that one trigger that will push us in the right direction and get us started.

Let’s take an employee in the company. They are in a basic office position, and they want to grow within the organisation. The motivation is there, and they have the ability in terms of knowledge and skills. However, they are not being given the opportunity yet. Then, during their performance review, they discuss the possibility of training alongside a more senior member of the team to gain more experience which is then developed into a training plan. Now, they have their trigger to get going.

Section 6: Overcoming Possible Barriers

For every learning experience, there are possible barriers any learner might face. Our Great Learning Guide shows some of these and shares top tips to overcome these challenges.

51. Avoid Distractions

Commit to your learning experience every time. Create a distraction-free environment while studying to optimise focus. Remove phones, mute notifications, and set dedicated study times.

 

Piers Steel’s Procrastination Formula, known as the Temporal Motivation Theory, breaks down procrastination into key components: self-confidence (how capable you feel), task value (the importance of the task), task urgency (how soon it needs to be completed), and surrounding distractions (elements that divert your focus). By understanding and managing these factors, particularly by reducing distractions, you can enhance your motivation and tackle tasks more effectively.

52. Use Failures as Learning Experiences

Notable figures like Thomas Edison famously said, “I have not failed. I’ve just found 10,000 ways that won’t work.” Viewing failures as valuable learning experiences can foster resilience and growth. For instance, many entrepreneurs attribute their success to lessons learned from previous failures, reinforcing the importance of persistence in learning.

53. Avoid Multi-tasking

We all think that we can multi-task! Well, actually, that is a falsehood, especially when you are trying to learn something new. Instead of trying to take part in an online course while also doing chores at home or getting other work done in the office, you need to focus on the learning itself. Establish a personal rule that prohibits multitasking during study sessions. Make a commitment to focus solely on one task at a time.

54. Don’t Get Overwhelmed by the Big Picture

The overall learning experience may have complicated content or extended time frames; however, you need to avoid becoming overwhelmed by the entirety of journey. Instead, take it step-by-step, in smaller more manageable stages. This way you avoid the experience engulfing you and creating a mental or emotional barrier.

55. Reframe Challenges as Opportunities

Approach difficult material with a positive mindset. Reframing challenges as opportunities to grow helps maintain motivation and persistence.

Albert Einstein, one of the greatest scientific minds in history, is often seen as the epitome of academic success. However, his early educational journey was far from smooth. As a child, he struggled in school, particularly with language and rote memorisation, and was considered a slow learner by some of his teachers. He even failed an entrance exam to the Swiss Federal Polytechnic, though he later passed after re-taking some subjects.

Instead of giving up or accepting these failures as limitations, Einstein reframed them as challenges to overcome. He focused on his strengths, particularly in mathematics and physics, and developed his own independent way of learning. His passion for problem-solving, rather than traditional memorisation, drove him to eventually develop groundbreaking theories such as the Theory of Relativity.

56. Stay Away from Negative Self-talk

It can be so easy to fall into the trap of negative self-talk. You are going through a particularly tough part of your learning content and start telling yourself “You can’t do this” or “You’re not smart enough for that”. Sometimes, we can be our own worst enemies inside our own heads.

What we need to do, if even a suggestion of this is starting, is to stop it in its tracks. Instead, turn the tables and use motivational self-talk to get yourself back on track. If there’s a challenging piece of content, instead of saying you can’t, tell yourself that you are capable as long as you break it down into manageable pieces. If there’s an assignment that is tripping you us, conduct some research or talk to someone to help avoid those negative thoughts taking over. There are ways of overcoming these negative times and you need to be your own cheerleader on these occasions.

57. Overcome Fears of Technology

Very often, people put off new learning experiences because they fear the technological requirements that might be involved. That’s OK, we’re not all from an age where we had iPhones and tablets readily available like today. However, we shouldn’t let that become a reason to prevent us from learning something new. My advice: take it slow and take it one step at a time. Don’t expect to become a technological whiz kid overnight. Instead, reach out to someone who can guide you through the starting points until you become more comfortable with any technology that you need to use to complete a course.

58. Be Open to Feedback

Not everyone likes to receive feedback, especially if it means accepting that improvement is needed. However, feedback is part of the learning experience. Without it, we may seem to be on the right track and in fact we’re heading in the wrong direction. Don’t allow ego or pride to prevent you from getting the feedback that will help you through the entire experience. Be open to honest critiques about your performance as a student, either during sessions or for assignments and assessments. Feedback helps us grow and can help us navigate our journey to achieve better results.

59. Don’t Fear Asking Questions

Some of us fear asking questions in group situations in case we seem to look incompetent. A wise man once said, Albert Einstein in fact, that “Only the one who does not question is safe from making a mistake”. I think we can all agree that he knows a thing or two about learning and deveolpment. With that in mind, let me give you the following advice about questions during learning.

• Ask questions, no matter how big or small, to avoid misunderstanding the topic.
• Use questions to create clarity for yourself.
• Never hesitate in asking a question for fear of what others will think – focus on your own need for understanding.

As a facilitator, I get concerned when my group of attendees DON’T ask questions. I fear that they claim to understand when they don’t or that I haven’t created an environment where they feel comfortable and safe to ask any questions they might have. I always set a guideline at the start of each session that questions are welcomed, no matter what the question is, as long as it stays on topic.

60. Monitor Your Time Management

Finally, don’t fall into the trap of having bad time management practices. Whether it’s turning up for an in-person session on time, or committing to the schedule you set, you need to be strict. That also applies to ensuring you’re not overloading yourself by going over the time limit either and exhausting yourself so much that no learning is really happening. Have a schedule, stick with it and as time goes on make adjustments as needed to suit your needs. Avoid learning burnout by keeping these agreed time frames and deadlines.

Section 7: Application

Now, in Section 7 of our Great Learning Guide, we look at best ways to apply what we have learned.

61. Link New Knowledge to Existing Knowledge

Link new concepts to what you already know to strengthen connections in your brain. This accelerates understanding and recall. Psychologist Jean Piaget emphasised that learning is an active process of “assimilation and accommodation,” where new information is best absorbed when linked to existing knowledge. The schema theory further supports the idea that connecting new information to what you already know improves understanding.

Suppose you’ve just learned about a new project management tool called “TaskMaster” that automates task assignments and progress tracking. To relate this new knowledge to your previous manual processes, think back to how you managed projects using spreadsheets. You were familiar with the manual steps involved—like creating task lists, updating statuses, and sending reminders.

Now, as you explore TaskMaster, you realise that many of the buttons and features correspond to those familiar steps. For example, instead of manually sending emails to remind team members about their tasks, TaskMaster has an automated reminder feature. Because you know what the manual process entails, you can quickly grasp how to use TaskMaster to streamline those steps. This familiarity makes it much easier to learn the new system and envision how it can improve your project management efficiency.

62. Pair Theory with Practice

Immediately apply what you’ve learned in real-world situations. This is important because practice reinforces theory and turns abstract concepts into usable skills. For example, when I finished a digital marketing class, I immediately created a mock campaign for a local business. As a result, applying the concepts right away helped me retain what I’d learned and significantly built my confidence.

Remember, classroom and online training can be eye-opening experiences, however, theory along with practice is how we apply the learning we have invested the time, effort, and often money, effectively.

63. Shadow a Professional or Senior Leader

Spend time observing a skilled professional in your field. For example, if you’re learning about project management, shadow a project manager during meetings. This real-world exposure can provide practical insights and enhance your understanding of theoretical concepts.

From personal experience, this shadowing experience is an important learning experience. You can ask questions, clarify any confusing points and receive real-time feedback from someone with the skills, knowledge and experience you want to gain over time.

64. Create Your Own Examples

Creating your own examples involves taking concepts you’ve learned and applying them to real-life situations or experiences that are personally relevant to you. By creating this link, you connect to the learning material better.

As a trainer/facilitator, I use this practice with my trainees/attendees. Just today I was conducting a session with my junior leadership group on “Developing Others”. During the session, to get them to connect to the content, I repeatedly asked the group for their personal examples of how the content we were covering will translate for them back in their departments. This helped the group visualise using the material in practice with their teams.

65. Real-world Application Opportunities

Apply the concepts you’ve learned to real-world scenarios or problems. This method helps bridge the gap between theory and practice, ensuring you can implement what you’ve studied effectively.

This is the idea behind group projects, for instance, in a university course. For example, you’re learning Financial Literacy. So after learning about budgeting and saving, you apply these concepts by creating a personal budget. Track your income and expenses, set savings goals, and adjust your spending habits based on what you’ve learned. This practical application helps solidify financial principles.

66. Join Online Communities

Engage with online learning communities where you can ask questions, share resources, and discuss ideas with others who are studying similar topics. Join Discord or Facebook groups focused on your area of study to ask questions and exchange tips. This will help when applying your learning in your workplace or personal life. These communities and conversations can support you in that aspect even after the learning course is complete.

 

67. Use Cross-disciplinary Learning

Look for ways to apply knowledge from one field to another. Cross-disciplinary learning enhances creativity and critical thinking by connecting different areas of expertise. Explore concepts from different fields and disciplines. This approach fosters creativity and innovation by allowing you to apply ideas from one area to another.

A perfect example I can give is from the Hospitality industry where we have multiple departments contributing to the overall success of the resort or hotel we run. Very often, the departments stay in their own lanes and specialise in their field of expertise, such as culinary, housekeeping, front office, etc. However, what I have found over the years is by offering on-the-job cross-disciplinary exposure to staff, they not only gain new skills and knowledge, but also gain a greater appreciation for the work done by other departments.

Previously, I had spent years working in the front office operations in London, Dubai and Seychelles. In my early days in London, I would often get frustrated with my housekeeping colleagues when we had delays in getting the guests checked into their rooms because housekeeping hadn’t released the room to us for use. It was only when I spent a week cross-training with the housekeeping department that I truly understood some of the challenges they faced. I now only learned new practical skills. I also gained a greater respect and understanding for the physical hard work they do. A great life lesson that I have kept with me over the years.

68. Utilise Deliberate Practice

There are different ways for us to apply what we learn. One way is to wait until a time calls for that learning to be used, such as the first aid we just learned on a 3-day course. It’s not an everyday occurrence where you would have to use these skills (hopefully). Instead, use Deliberate Practice. This is where we find opportunities to put the knowledge and skills into regular use to create a mastery of the learning. Focus on the most challenging parts of the material and repeat them until mastery. Deliberate practice hones skills and builds confidence.

A great example I can share with you from my years in hospitality is our housekeeping team. As you can imagine, their main tasks include preparing and cleaning the guest bedrooms/areas for guests before and during their stay. However, at one of my resorts, we brought in a friend of mine who runs a course on towel folding and bed decorations. We had the team do multiple session on each of these areas and then assigned each of the housekeepers to create a bed decoration design for a new guest arriving so they could deliberately practice these techniques.

The results were amazing and imagine the surprise and delight on the faces of our guests when they were faced with the elaborate designs that welcomed them. A personal favourite was when my daughter stayed with me at our resort and as a surprise the housekeeper left a towel monkey on the bed for her – she carried that monkey around everywhere with her for the 5 days we were at the resort.

 

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69. Attend Workshops, Seminars and Exhibitions

Enroll in workshops or seminars to gain hands-on experience and interact with experts in the field. Practical engagement enhances learning. Webinar platforms like Zoom or Demio allow you to ask questions and engage directly. These events will bring life to your learning content and the experts will share real-life experiences for you to continue learning from.

70. Apply Your Learning Early

The earlier we start applying what we learn, the better chance we have of using the content in the right way while it’s still fresh. Avoid delaying this part of the process, otherwise you run the risk of losing key elements that you need to put into practice. Instead, even with just parts of the learning, find ways to use it from day one. That will set the standard and allow you to build from there.

Section 8: Retention and Forward Movement

In this section, let’s look at the importance of retaining the material you have been working so hard to learn.

71. Use Spaced Repetition

Review material at increasing intervals (1 day, 3 days, 7 days). Spaced repetition helps transfer knowledge to long-term memory. It is scientifically proven to improve long-term memory retention. For instance, I used to forget most of the information I learned in university. However, once I started using Anki, a spaced repetition app, it changed everything. Consequently, reviewing material at increasing intervals has been a game-changer for long-term retention.

72. Use Active Recall During Breaks

Test yourself on key concepts during breaks. In addition, engaging in active recall boosts retention compared to passive reading. Moreover, self-testing during breaks forces retrieval, strengthening memory pathways.

For example, after a 30-minute session on a new project management strategy, take a 5-minute break. During that time, quiz yourself on the main points discussed—like the project’s goals, timelines, and roles. You could jot down these key concepts on a notepad or use flashcards.

73. Emphasise Key Concepts

Research from the Pareto Principle (80/20 Rule) shows that focusing on the core 20% of the material that yields 80% of the results is a powerful way to optimise learning. In addition, this principle, supported by business strategist Richard Koch, suggests that by honing in on key concepts, learners can dramatically improve their efficiency.

For example, if you want to improve your influencing training you could focus on the push/pull influencing technique.

74. Reflect on What You Have Learned

Pause periodically to reflect on how the material applies to your personal or professional life. Reflection solidifies understanding. Furthermore, a Harvard Business School study found that taking time to reflect on new learning improves performance. As a result, the researchers concluded that reflection provides an opportunity to internalise lessons, ultimately resulting in better long-term application. Therefore, incorporating regular reflection into your learning process can significantly enhance your overall effectiveness.

Explore reflective cycles.

 

75. Practice What You Learn Routinely

To ensure lasting mastery, commit to daily practice or review sessions. By doing so, you reinforce consistency and enhance the retention of new skills or knowledge. Moreover, establishing a regular routine allows you to gradually build upon what you’ve learned, ultimately leading to greater confidence and proficiency. This is based on the concept of habits. Habit formation is less about having time and more about repetition and effective triggers.

76. Integrate Movement for Retention

Physical movement, such as walking or stretching, boosts brain function and helps with retention.

Instead of reading a book on time management while sitting at your desk, you decide to take a walk during lunch break. You listen to an audiobook on the topic using headphones. As you walk, think about the tips shared in the audiobook, such as prioritising tasks and setting clear deadlines. The physical movement helps clear your mind and allows you to reflect on how to apply these techniques to your daily routine.

77. Summarise Learning in Your Own Words

To reinforce your understanding, write a summary of what you’ve learned in your own words. This practice not only helps you better grasp the material but also enables you to identify areas that may need more focus. Additionally, summarising concepts in your own language encourages deeper processing and solidifies your knowledge, making it easier to recall information in the future for great learning.

78. Try the Blurting Method

This is an active recall technique that helps you check your memory of what you are learning. The “blurting” is a way to check your recall of the information against your notes or training material.

1. After studying a topic, set a timer for 1-3 minutes and verbalise or write down everything you remember without looking at your notes.
2. Compare your answers to your notes or training material. Look for what you completely missed and/or got wrong.
3. Use the information to identify what you need to study again.

This technique reinforces retention and highlights areas needing further review. Repeat this process to strengthen your understanding and recall.

 

79. Use Mnemonic Devices

A mnemonic is defined as a tool or technique that aids memory. The term “mnemonic” originates from the Greek word “mnemonikos,” meaning “of memory.” Mnemonics are powerful because they help information stick in our minds for a long time.

Examples include rhymes, stories, visual cues, or objects that assist in remembering specific information. For instance, “Naughty Elephant Squirted Water” is a mnemonic to remember the points of a compass (NESW), and the Fist method is used to recall the number of days in each month.

 

The Japanese learning app Wanikani uses mnemonics to help users learn kanji faster. They get the user to connect the kanji or Japanese characters to real-world objects, events, and even stories, helping them to remember what the kanji means in English. For example, the below shows a Japanese learner making a connection between kanji that translates to bird in English.

 

80. Teach Someone What You Have Learned

The Learning Pyramid is a great example of how we retain training content. Basically, the pyramid represents different methods of learning and how effective they are in terms of retention. The biggest retention rate of 90% goes to “Teach Others”. Therefore, a surefire way of remembering what you learned is to teach it to someone else.

I have tried and tested this method over the years, and it works. If you can not only clearly explain a concept to another person and have them follow and understand it, you not only transfer learning but remember it better yourself. And the lovely part about this method is that it can be applied to theory or practical learning experiences. Give it a try and you will see how it helps with your retention.

Section 9: Content and Relevance

So, now we’re moving on to our sections in the Great Learning Guide for the people providing the learning experiences – our facilitators. Learners, if you’re still here, have a read and see what recommendations we’re making for your facilitators to follow and see how it matches your experiences.

81. Customise Learning Material

As a facilitator, you need to be able to find the best possible learning material for your sessions. Over the years, many full-time facilitators developed a detailed library of material they use for various courses. However, it’s important that material is adjusted to meet the needs of the audience as well as updating material to keep it relevant.

Adapt learning materials to suit different personal learning styles. Personalising notes or adjusting resources to your preferences can make the material more relatable and easier to digest.

For instance, you’re an auditory learner. Instead of reading the lecture notes, you can use a text-to-speech app that reads aloud the material during study sessions.

82. Know Your Audience

In addition to having the right content and material ready for any learning session, you need to know your target audience in advance. Not only will this help you prepare properly for the upcoming session, it will ensure you have adapted your delivery style to meet their needs.

Think back to the section earlier about learning methods and our mention of VARK. As a facilitator, you need to ensure your delivery style catches the attention of everyone in the audience and not just a few. Remember, your delivery is all about your audience and not about your preference.

If you are a full-time in-house trainer, you will probably know the people who will be attending your sessions. Use this knowledge to prepare and deliver the sessions in the most captivating ways possible. Also, ask for feedback in advance from the department leaders if you need more information to properly prepare.

If you consult for 3rd party clients, you need to work with the company to get the information about your participants in advance. You should never arrive to a session without some information. One way is to have the senior manager share details of the participants ahead of the sessions. Another way is to hear from the participants directly by using pre-course self-assessment questionnaires. Have some knowledge before you jump into the learning experience.

83. Know Your Information Sources

One important aspect of delivering effective learning sessions is trusting the material you are using. Do your homework and research your topic correctly. Ensure any previous material you have used in the past is up-to-date and relevant to your current audience. If you are researching your topics online, use reputable sources and sites where the information will be reliable. Avoid falling into the trap of believing everything you read online. Instead, use multiple sites to cross-reference the information you’re researching to ensure credibility.

 

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84. Consider Time Frames

As a facilitator, it is important to understand that time frames for learning sessions are important. These time frames include everything from confirming session dates and times in advance to communicating this to the participants as well as the time you are going to spend conducting the sessions. Here are some things to consider:

• Do the times suit the attendees?
• Will you offer multiple time options to suit everyone’s needs?
• When will you take breaks during the sessions to keep everyone alert and refreshed?
• Are there any consequences for late-comers?
• Will the sessions be 1-hour, half-day or full-day sessions?

Keep time as a key component of your planning and organising for any learning sessions.

85. Plan for Assessments

As you plan your training sessions, you need to consider early on how you will check that the learning has transferred effectively (we will give more detailed examples soon). However, why I mention it here is that the type of assessment you choose needs to be relevant to the content you are delivering. For example, if I am training a chef in the kitchen to create an item from the menu and the only assessment I use is made up of questions and answers without any practical test, how will I know that our chef can create the dish?

Section 10: Creating and Maintaining Engagement

86. Incorporate Storytelling

Link key concepts to personal stories or experiences. Stories help contextualise information and make it more memorable. A study from Stanford University found that stories are up to 22 times more memorable than facts alone. For instance, educators like Chimamanda Ngozi Adichie use personal stories in their lectures to connect with students, making complex topics more relatable.

This is similar to reading a blog article that explores the stages of Gibb’s Reflective Cycle. In the piece, the author shares an experience from her nursing practice to illustrate how she applied the model to reach insightful conclusions. This real-world application enhances your understanding of the model significantly.

87. Use Analogies to Break Down Complex Content

Analogies help break down complex ideas into simpler terms, making difficult concepts easier to grasp. By comparing a challenging concept to something familiar, you create a bridge that facilitates understanding. Einstein famously used analogies to explain complex scientific concepts.

For example, The Stretching Rubber Sheet. To visualise how massive objects like stars and planets warp space-time, he likened it to a heavy ball placed on a stretched rubber sheet, which creates a depression that affects other smaller objects nearby.

 

88. Use Multiple Learning Delivery Methods

We mentioned VARK a few times in the article at different stages and here it’s relevant again. To create and maintain engagement during learning sessions we need to ensure that we have a variety of learning methods that we use to catch the attention of our entire audience. We don’t want anyone to be left behind on this learning journey.

Use different approaches to capture the attention and maintain that engagement. Here’s what we can do:

• Combine face-to-face sessions with further online engagement.
• Use graphics, images and other visuals for our visual learners.
• Include videos and clips that relate to your topic.
• Share articles and handouts for further reading for our Readers/Writers.
• Where possible, add relevant hands-on elements to the sessions for the kinesthetic participants.

By having a combination of approaches and delivery styles, you will connect with a greater amount of your participants.

89. Encourage Active Participation

Regardless of whether you are conducting online or in-person sessions, you are responsible for ensuring that there is active participation during sessions. We can cover this in numerous ways.

• Have open group decisions about different aspects of the topic being covered.
• Conduct question-and-answer sessions with the group.
• Give individual tasks during the session that everyone needs to complete.
• Pair participants together for assignments and discussions.
• Use the “pounce” questioning technique where you direct the question to a specific person in the room rather than a free-for-all.

All of these techniques can help increase the amount of active participation you get from your group.

90. Create an Effective Learning Environment

Any form of stress or anxiety will greatly reduce the ability of individuals to learn. Therefore, it is your responsibility to create an environment that is conducive to learning for all involved. There are many ways as facilitators that we can achieve this.

• Build positive relationships with your learners, even when providing constructive feedback.
• Use positive reinforcement for performance recognition and praise.
• Ensure you have a comfortable physical environment.
• Find time for fun – through activities, fun anecdotes, etc.
• Encourage learner participation.
• Support any learner who you see might be struggling with the content.
• Build in break times for learners to refresh and refocus.
• Reassure learners during difficult content and break the material into manageable pieces.
• Use a mix of learning styles so everyone can connect to the delivery.

Make sure you are getting the most out of your learning sessions by setting the stage and creating an environment where learners are comfortable and open to learning.

Section 11: Effectiveness Checks

In this section of our Great Learning Guide, we have some great suggestions for conducting effective checks during and after training sessions.

91. Quizzes and Tests

Create quizzes to test for understanding. Self-assessment through quizzes boosts memory retention. Quizzes challenge learners to retain what they’ve learnt. That’s why at the end of each of MBM’s formal training days, the Learners are asked to complete a quiz.

Roddy Roediger, a Psychology Professor at Washington University, says that if we are not tested, we’ll remember only 27%. Furthermore, groups that were tested versus those that were not able to recall twice as much of their learning.

92. Practical Assessments

Depending on what you are training, written exams will not be enough for you to check for technical skills. A great example is applying only a theory test for a first aid course. This would be insufficient for you to fully check their level of understanding and competency. This is where practical assessments are required.

A common programme I run for staff is our 3-day Train the Trainer. This programme covers a lot of theory to develop departmental trainers who will later deliver training to their teams back in their operations. However, theory alone is not enough. We use at least half of the 3 days to allow for practice on Day 2 and the practical assessment on the final day. In that way, you are better able to judge their capabilities of translating what they have learned into effective training delivery.

Consider the training content you are covering and break down your assessments into a mix of theory and practical as required. That way you can better evaluate the transfer of knowledge and skills.

93. Peer-to-Peer Checks

One great way to make the checks interactive during sessions is to have the participants pair up and conduct peer-to-peer checks on knowledge and skills. It encourages collaboration and allows for the team to refresh on the material. Be sure to give clear guidelines on how the checks will be conducted. Also, allow a little bit of help between the participants to promote support between the pairs. This can be used for verbal or practical checks.

I have personally used this over the years and what I try to do is pair participants who can support and encourage each other. This can be due to a pre-existing relationship/friendship or because of what I have observed from how different people are interacting with each other during the sessions. Try to avoid pairing people who are very mismatched or you will see an imbalance in the pair’s dynamic that could result in one person taking over the whole activity.

94. Group Assignments

For longer training courses, another way to check for the transfer of knowledge and skills is to create a group assignment for the participants to complete as part of the course content. However, as the facilitator, you must ensure that the group as a whole works together to complete the assignment and avoid only 1 or 2 participants bearing all the burden.

• Assign specific roles and responsibilities for each group member.
• Set clear deadlines during the activity and for the end submission.
• Ensure regular group meetings are happening to keep the groups on track. Where possible attend these meetings to see the team dynamic and give feedback.
• Have the group present the assignment together, with each person sharing their piece of the end submission.
• Provide final feedback to the group as a whole as well as to the individuals for their contribution.

95. Verbal Exams

Not everyone performs well in written exams and assessments. There may be a language barrier, or simply a pressure issue with such a set-up.

I recently faced this challenge at a previous property where members of the team were given a written product knowledge exam to complete in 1 hour and a couple of our star performers failed the exam. When we looked deeper into the cause, we discovered that due to a language barrier, they weren’t able to complete all the questions in the time allotted, failed to answer enough of the questions and ultimately failed the exam. However, once we sat with the individual and did a verbal check of the same questions, they were able to answer with ease and passed with flying colours. Keep all options available when it comes to assessments.

Section 12: Reward and Recognition

In our final section of this Great Learning Guide, let’s look at how you can better reward and recognise participants for training sessions.

96. Positive Reinforcement

As a facilitator, you need to ensure that you recognise active participation when running learning sessions. Throughout your sessions, be sure to use positive reinforcement to encourage participation and have everyone more motivated to take part. This not only allows for active attendees to keep contributing, it also promotes more participation from other quieter attendees.

97. Best in Class

How about creating a bit of healthy competition between the participants? I have conducted training programmes where the participants from day one needed to compete against each other for the “Best in Class” award at the end of the course. This allows for some healthy competition within the group and makes the attendance, assignments and other requirements that go towards the scoring system you decide on.

Give regular updates to the group about how people are performing, who is in the Top 3, etc. This can encourage others in the group to participate more and try to catch up with the top performers.

98. Present Certificates

To this day, regardless of age, many of us still like to receive that certificate at the end of our training. Some take great pride in receiving the certificate, others like to have them to pad out their CV. Either way, they are popular and participants like receiving them.

If you are not currently issuing certificates for training programmes you run, look at ways to create these internally where possible, so you have easy access to templates and printing. Alternatively, you can source a local company who can help.

 

99. Link to Future Roles

One important way to recognise people is by linking training opportunities to future development within your organisation. This ideally is part of an established personal development plan where the training will enhance or introduce key skills and knowledge needed for the individual to grow within the team or company.

As a facilitator, your role during sessions is to highlight how participants can use the learning in other roles or when taking on additional responsibilities. This makes the training content relatable and also encourages the attendees and recognise the importance of the learning journey they are completing.

When you’re facilitating individuals and you have the knowledge that this training is an integral part of their development plan, make every effort to make that link and create the understanding of how these new skills and the enhanced knowledge will help them in future roles.

100. Public Recognition

One practice that motivates participants and future attendees it the public recognition given to the group when they successfully complete a course. Especially when the course has taken a lot of time and effort to complete. Public recognition, during and end-of-year staff meeting or event can be one way. Another can be a designated celebration such as cocktail reception or dinner that is for participants and a loved one to attend when certificates and prizes will be awarded.

Whichever event you choose, make sure the participants are made to feel special and that they stand out from the crowd, if others are also being recognised in any way. Also, ensure opportunities are available for individual and group pictures so they can be used to share with the participants and on your social media platforms to promote development opportunities that are offered by your company.

Conclusion

Backed by research and expert insights, these 100 tips are designed to ensure that your learning is impactful, practical, and long-lasting. Moreover, tracking your progress through journals or apps fosters a sense of achievement that boosts motivation. Furthermore, developing unique rituals signals your brain that it’s time to focus, which is crucial for retention. Ultimately, effective learning is not just about absorbing information. Rather, it’s about transforming that knowledge into practical skills and insights. So by embracing these strategies, you will not only make your learning journey more productive but also significantly more enjoyable.

Article Contributors:

• Farah Yasser Salama
• Ailish O’Rourke-Henriette