Training, in addition to its original function of developing employees’ skills, works as an excellent motivation tool, and is one of the pillars of the formation of Organizational Culture. Therefore, we must give it attention, trying to do it in the best possible way; mainly, because teaching adults (andragogy) is not the same as teaching children (pedagogy), with basic differences, such as the ones I describe below:
- Teacher/student relationship: while in pedagogy teaching is centered on the teacher, in andragogy it is centered on the student.
- Reasons for learning: while pedagogy follows a certain standardized curriculum, adults learn what they really need to know, with a hands-on approach to solving certain problems.
- Learning orientation: children learn by subjects; adults learn by competences.
These differences require different approaches for teaching professionals, and for this very reason, the tips that we will see are even more important. So, below are some tips to increase the use and efficiency of corporate training.
#1 – Prior knowledge
All the information we have opens doors to new information, stimulates the absorption of new content, and facilitates the understanding of new knowledge. Therefore, it is important that there is always consistency between the training content and the basic knowledge of the trainee, that is, it is necessary that the professional to be trained has the necessary basic knowledge to participate in the training and, thus, make the best use of it. To make it easier, establish training requirements and, where necessary, provide knowledge-level training for those who need it, prior to the main training. This little care can make training much more efficient.
#2 – Predisposition
Relaxation, absence of tension, attention, and concentration promote good learning. Therefore, it is very important to choose the training location and take care of the organization, as the employee has to disconnect from the day-to-day problems of the company, in order to be predisposed to learn about and absorb new content. For this, trainees must be instructed to plan their absence, delegating their responsibilities, so that they have the necessary peace of mind to participate in the training. The training environment must have the basic infrastructure, be friendly, with the necessary silence and a pleasant temperature.
#3 – Exemplification
We learn best through examples, so metaphors, case studies, and all kinds of examples that facilitate the understanding of the trainee should be used. Example has the power to clarify concepts, clarify ideas, and demonstrate principles in an effective way, being, in certain situations, the difference between learning and not learning.
#4 – Multiple stimuli
Another good technique to use in training is to use visual stimuli, through the use of video clips and images. Making the trainee speak, or even act out is a strong stimulus for knowledge retention. This all works as knowledge anchors, facilitating the retrieval of learned information, when necessary.
# 5 – Summaries
Making summaries of what is being taught allows a better retention of knowledge, through two principles: the first is that of repetition, because when summarizing, the most important concepts will be reviewed; the second is that better retention of prior knowledge will facilitate understanding and retention of subsequent knowledge.
#6 – Practice
Nothing better to consolidate learning than practice. Therefore, having the trainee perform an action, reproduce a process, or participate in a group dynamic will be a great way to facilitate learning and promote memorization.
Try to implement these tips and see for yourself the results at the end of the training!