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Does your company use the AGES model to ensure the effectiveness, recall and application of its training?

How does your company make learning 'stick'?

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As a learning provider I have been utterly compelled to read articles about the science behind learning, as shown in one notable example, the Learning that lasts through AGES report.  Neuroscience research is now showing that it’s far better to actually break-up learning sessions in order to facilitate successful, long-term learning and memory recall.  

But how do you ensure the training you deliver to your staff actually 'sticks' so that it can be recalled and used, in real workplace situations. How are you evaluating the effectiveness of your training method(s)?

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Shonette new
By Shonette
13th Aug 2015 17:10

This is an interesting question Mark - I've shared it on TrainingZone's LinkedIn group to see what thoughts the members have; interested to see the feedback! What has been your experience?

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Mark McCormack
By Mark McCormack
16th Aug 2015 07:56

Hi Shonette
Thanks for starting the discussion!
IMO, 90 minute training not only features relevant and varied content in sessions designed to keep the learners’ attention, but it also allows participants to choose and identify the particular training sessions they most want and need, in other words, training that’s self-generated.
However, just as the AGES report highlights, in order for training to remain in our memory in long-term, it also needs to be delivered in a way which triggers an emotional response. Some of the ways we feature in our training include role play and scenario setting, and sometimes even games, where appropriate! Game based exercises are highly interactive, participatory and feature an element of novelty and entertainment. Again, according to the AGES report, doing this this may be the way to stimulate positive emotions towards learning for the participant, and that sense of positive anticipation may have an impact on vividness of the memory of their training experience, which in turn supports the formation of new learning which can be saved and recalled later. This is a common issue I hear time and time again from companies about their training: how can they provide staff with effective, useable, relevant training that ‘sticks’ for the long term? And it’s here where I think the ‘spaced’ nature of bite-size training really comes into play and holds its own.

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