Designing Learning That Lasts

Most corporate learning programs are designed to be popular. They are optimized to earn high ratings from participants during end-of-course assessments with little regard to how much they actually improve performance or change behavior. When organizations track metrics at all, they tend to focus not on how well participants remember what they learn, but on net promoter score — essentially a measure of how enjoyable the learning program is.

But just because a learning program is fun doesn’t necessarily mean it’s effective. Too often, after a learning program, employees return to work only to quickly forget most of what they’ve learned.

The reality is that program participation, course completion and net promoter scores are not necessarily indicative of behavior change. Unless participants can remember what they learn, training programs are useless.

This session will explore some of the challenges in driving real, sustainable behavior change, with practical tips to design learning solutions that last.

In this session, you will:

• Explore key concepts that drive effective learning transfer.
• Examine the role of cognitive capacity, layering, intrinsic enablers, coherence, and social connections to enhance learning
• Identify common challenges facing L&D professionals in designing effective learning today.