Learning the wrong things - Deepstash

Learning the wrong things

Want to see eyes glaze over quicker than you can finish this sentence? Mandate that busy employees attend a training session on “business writing skills”, or “conflict resolution”, or some other such course with little alignment to their needs.

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Like first year college students who forget 60% of what they learn in high school, studying merely to get the CPE credit suggests that employees, too, will quickly forget what they learn.

German psychologist Hermann Ebbinghaus pioneered experimental studies of memory in the late 19th Century, culminating with his discovery of "The Forgetting Curve."

He found that if new information isn’t applied, we’ll forget about 75% of it after just six days.

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Education often isn’t so much about learning useful job skills, but about people showing off, or “signaling.”

Employees often signal through continuous professional education (CPE) credits so that they can make a case for a promotion.

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Our brains quickly forget what we don’t use. Incorporating new learning into your work is one way to retain knowledge.

Another is spaced repetition. It refers to spreading learning out over time - material should be reviewed in gradually increasing intervals of roughly one day, two days, four days, eight days, and so on.

Studies show that by using spaced repetition, we can remember about 80%

of what we learn after 60 days — a significant improvement.

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People learn best when they have to learn. Applying what’s learned to real-world situations strengthens one’s focus and determination to learn.

Today’s employees often learn uniform topics, on schedule, and at a time when it bears little immediate relevance to their role — thus learning suffers as a result.

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Take a moment to consider if your employees and team members are coming to you with new ideas and innovations.

To create a sense of security where employees will feel safe to share their ideas, tailor your training strategy to employees ' individual strengths. The employees will feel safe in the training environment and be more willing to take risks when sharing their ideas. From the training room, it can spread organically into day-to-day operations and the workplace culture.

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Microlearning involves short, easily digestible learning nuggets that span between 3 to 6 minutes. These nuggets can be a part of a large repository or stand alone and are focused on specific learning outcomes that address specific topics or skills.

Microlearning is not a new notion; it has been around for ages. It is a very efficient adult-learning tool, especially for your senior resources, who already have a lot of experience and can now take their training on a need-to-learn basis.

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Unlearning is the process of discarding something from your memory. When you unlearn something you forget it, put it aside, and you lose knowledge of it. 

But - why exactly would you want to unlearn something? In many cases when you unlearn something you can get rid of a bad habit, preconceptions or something that is false. Alvin Toffler, futurist and philosopher said: 

The illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn, and relearn.

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