It’s not hard to put together training programs that combine classroom and technology-based learning. The problem is that it is really easy to get it wrong. In today’s post, let’s learn how to combine both forms of learning in an optimized way that gets results.

The Problem: Breaking the 10% Learning Barrier

The basic roadblock is that many organizations task both classroom and technology-based training with more than they were ever designed to achieve. Let’s look at two common examples:

• Scenario One: Expecting too much from classroom training. A company holds a weeklong training course designed to inform the broadest possible audience. But the program delivers so much information that learners can’t possibly absorb all of it. They retain only about 10%.

• Scenario Two: Expecting too much from eLearning. In this scenario, a company builds a technology-based training program that overloads trainees with every little detail. The lesson ends up being a 90-minute PowerPoint with a voiceover. And again, trainees retain only about 10% of the information.

How to Find the Sweet Spot

The sweet spot is all about identifying how the two environments work best together to achieve higher levels of learning. The strategy for success is surprisingly simple:

Step One: Use eLearning to start the learning process. Leverage eLearning and other technologies to “prime the pump” of your learners before they attend live events. This practice has one goal, to prepare the learner by providing basic information on your subject.

Example: You are creating an onboarding program that includes information about safety. A good pre-lesson won’t discuss company safety policies and protocols in detail, just explain why safety is important. The pre-lesson could also explore company environments where safety is a primary concern.

Step Two: Use classroom training to reinforce key concepts. In this step, you build on the concepts delivered in Step One by providing concrete examples and opportunities to practice or model. In this Step, you can provide both additional details and opportunities for learners to apply what they are learning. These are critically important steps to build long-term knowledge retention and break well past that 10% learning threshold.

Example: Using our example of safety training, classroom training in this step would include more detail around policies and procedures as well as concrete real-world examples that demonstrate the positive outcomes of following safety policies. Additional training possibilities can include offering cautionary tales about the costs of failing to follow procedures, and also taking trainees through a planned environment where they can discover safety policies at play.

Step Three: Go back to eLearning to provide refreshers, updates or additional learning. In this Step, you use eLearning resources to reinforce information and keep it top of mind for the learner until it becomes a habit.

These interactions typically include:

• Reminders of topics that were discussed previously
• Additional resources
• Updates with new information or news about topics that were previously discussed

Example: Returning to our safety-training scenario, these lessons could include: detailed examples of safety successes and failures; a downloadable copy of appropriate documentation; scenario-based examples that remind learners of appropriate actions to take in different situations. These learning materials can be delivered quarterly or yearly as timed refreshers. They can also build on learners’ experience as they progress in rank or responsibility in your organization.

Putting it all together . . . 

The biggest problem is that most organizations try to reach all their training objectives in just one step. As a result, they end up overloading learners until they don’t remember much of the information and actually become less effective on the job. Here are some ways to keep that from happening:

• Don’t expect too much from either classroom or computer-based training because at the end of the day, you’re still dealing with humans.
• Use eLearning to prime the learner’s brain with critical information prior to live training sessions.
• Deliver critical information and the opportunity to apply the information in a live setting. Think workshop, NOT classroom.
• Provide the learner with resources that reference and reinforce the key information they will need when trying to remember and implement what they have learned. Detailed interactive lessons are ideal tools for this purpose.

Dan Black is Vice President Business Development and Client Engagement at Ingage Consulting. Dan is a recognized expert in eLearning solutions, training development, leadership and business development and is consulted by organizations of all sizes. Over his career, he has developed training programs, online curriculums, and designed workshops for multiple companies. Contact Dan at dan.black@dev.tortal.com