Keys To Effective Enterprise Learning

As for training a group on specific content, it requires a good instructional design implemented by a trained facilitator possibly with the assistance of a Subject Matter Expert (SME). This is the good facilitated training as described in “Telling Ain’t Training.”

Principle #3: Adults learn by doing.

To again cite Stolovitch and Keeps, “The more the learner does and contributes, the more the learner learns.” If your objective is to have a group learn new information or, even more important, a new skill, the participants must participate: interact with questions and discussion, write answers to thought-provoking questions, create something that they will need to use, play a game (especially effective with competitive sorts such as sales people), discuss the topic with other learners in small groups, take a test, practice with feedback–the possibilities are endless.

Of course, some adults push back against such exercises and involvement techniques. You may have to work a little harder to get them involved somehow and once they get past the push-back stage they love it. They may feel they’ve outgrown such techniques. Or, more than likely, they just don’t want to make the effort. It’s hard work. Do you remember how tired you were after a day of training during which you really learned a new set of skills? Your brain and your body are tired.

Principle #4: Keep it brief.

For any training event, there’s a point of diminishing returns when it comes to the length of the intervention. In an effort to keep costs down, it’s tempting to compress a multi-day training workshop into a daylong session. But what looks like a cost savings is actually a waste of time and money. After 3 or 4 hours of a real training experience, most adults are exhausted. They need time to rest and internalize what they’ve learned.

Learning occurs “inside out.” That means adults have to internalize the experience and think through how it applies to them in the real world. That cannot be done when they are in another training session, supposedly learning about something else.

As adults, most do the best internalizing of information by talking it over with others who have gone through the same training. That’s why some of the best learning can take place over meals, in the lounge, or around the pool after a training event–anywhere the learners can talk informally about the practical application of what they learned. So, offering a place and time for learners to internalize information is key.

Principle #5: Adults learn in many different ways.

Those who rise through the ranks to top levels of senior management are generally quick learners. I’ve seen senior executives pick up the handouts for a presentation and within minutes they have internalized the content and they are truly 10 pages ahead of the presenter. While most of the audience is on slide #3, they’ve grasped all the important concepts and arrived at the right conclusion for the organization.

That’s great for those people who have that ability. The problem arises when the belief is that everyone can learn in the same way and at the same pace. News flash: Most people don’t learn at this rapid pace. So training should not be designed to suit the way senior managers learn when working with the general population. And, keep in mind, when developing learning for senior management, do not design training the way you would for the general population. It has to be fast, they have to be involved, and it has to include more content.

Also, learning should be made available through different vehicles. One person might not take the time to sit in a daylong class, but will go carefully through a Web-based training course. Another won’t touch a computer, but will listen to peers discuss how to apply a new concept. Others won’t do any of the above, but they’ll spend an hour talking to someone who is considered an expert in a particular area. To create a real change in behavior, use different training methods. (That’s a whole principle unto itself!)

These 5 principles are just the beginning

Is this everything you need to know about learning? Of course it isn’t. I can think of about 20 more concepts I’d like to share, and you can no doubt think of some that haven’t even occurred to me. But understanding these 5 principles will help us get more effective and efficient training for every dollar spent.

R. Morris Sims, CLU, ChFC, is vice president and chief learning officer of the Agency Department at New York Life Insurance Co., New York, N.Y. You may e-mail him at