I am currently creating a training module on the importance of trust in the workplace.
A colleague of mine suggested that we reverse the usual order of these modules. Instead of explaining what trust is and then testing our employees’ understanding through scenarios, she recommended that we let them struggle with the scenarios first.
It’s a simple idea and not a novel one. Yet, I haven’t seen it applied to E&C training. We typically give employees dozens of slides on a specific topic and then quiz them. In other words, we give them the answers first and see if they can remember them. It’s not the best form of learning. We see proof of this when employees violate rules they were trained on because, one year later, they don’t remember the training.
I look forward to trying this new approach. As a learner, I would prefer to discover rather than to memorize.
HT to Seth Godin