Provide Opportunities for Practice & Application

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Telling someone how to do something is vastly different canada phone number list from them doing it. To solidify knowledge, practice is crucial. Build in opportunities like:

Hands-on activities: Let them get their hands dirty with guided practice. These are especially effective at the end of individual modules or sections. You can create mini-projects or tasks that relate to the material you teach.
Work-related projects: Assign projects directly linked to the training material. Typically, these require more considerable effort than activities. They are structured to require students to apply knowledge from multiple sections of the training program.
"Shadowing" or mentoring: Pair learners with experienced colleagues for observation and support. The trainee would begin by observing the trainer performing the skill they are learning. Over time, the learner would start to apply this skill themselves with feedback from the trainer. Eventually, the trainee would acquire the skill and be able to use it effectively on their own. This is just like on the job training.
7. Encourage Collaboration
Learning doesn't have to be a solo activity. Facilitate collaboration amongst your learners because it:

Solidifies understanding: Explaining concepts to others reveals knowledge gaps and strengthens comprehension. You might learn something previously overlooked when others share their knowledge and viewpoints. Lunch and learn sessions or getting employees to teach modules is a great way to do this.
Builds community: This creates a sense of camaraderie and a support network. This network can be used to ask questions, get support, and give feedback. Creating a Slack channel or internal communication group is especially useful for this.
Here's how to foster collaboration:

Group projects: Teams work together to apply their learning, promoting diverse perspectives.
Discussion forums: Set up online spaces for knowledge sharing and ongoing questions.
Knowledge experts: Designate experienced employees to mentor and answer queries.
8. Design for Microlearning
Modern life is busy. Not everyone can sit through hours-long training sessions. Microlearning is your friend! These effective training programs involve breaking down content into bite-sized chunks, ideal for on-the-go learning:

Focused modules: Each module tackles a single, specific concept.
Infographics & short videos: Visual summaries or quick explainer videos are easily absorbed.
Mobile-friendly: Make content accessible on smartphones or tablets for learning anytime, anywhere.
9. Collect & Use Feedback
The most effective employee training programs aren't static; they evolve. To continuously improve, gathering and implementing feedback is essential.

Here's how:

Trainee surveys: Ask open-ended questions about what worked, what didn't, and areas for improvement. (Anonymity encourages honesty!)
Measure performance: Did the training produce concrete changes in employee performance metrics?
Adapt: Use the feedback to refine your content, delivery methods, and future training sessions.
As you gain feedback, you should update your programs by adding new content, updating existing content, and cutting out training modules that are no longer relevant. Doing this will ensure your employees are being trained on the most appropriate and applicable content.