Presenting Today

Kristi McNabb Katie Miller

Revenue Operations Manager Marketing Specialist
BizLibrary BizLibrary
www.bizlibrary.com/demo
 “
We need a learning revolution: in the
schools, at home, and in the workplace.
Although the science of learning has
made enormous advances over the past
decade, its discoveries have remained
restricted to academic journals and
conferences. It’s time to liberate this
SOURCE: Annie Murphy Paul,
knowledge for the good of learners The Science of How We Learn,
everywhere.” Time Magazine (online)
Learn
Moment of need
The 3 Functional Components of
Effective Employee Training

Apply
Improve job performance

Retain
Human Learning Process

Encoding Retrieval Consolidation

Short-term memory, Forced retrieval is Time scientists believe

observations, memory most effective after the brain replays or
traces and what we’ve time intervals and rehearses the learning,
seen (limited capacity) some forgetting has new knowledge next
occurred to neural markers
The three elements cannot be separated… though
we try.
LEVEL 5

LEVEL 4

LEVEL 3

LEVEL 2

Kirkpatrick – Phillips LEVEL 1

Model
LEVEL 5

Reaction
LEVEL 4
Participant satisfaction

LEVEL 3

LEVEL 2

Kirkpatrick – Phillips LEVEL 1

Model
 Learning
LEVEL 5
Knowledge, skills and attitudes

LEVEL 4

LEVEL 3

LEVEL 2

Kirkpatrick – Phillips LEVEL 1

Model
 Behavior
Application and on-the-job learning

LEVEL 5

LEVEL 4

LEVEL 3

LEVEL 2

Kirkpatrick – Phillips LEVEL 1

Model
 Results
Business impact

LEVEL 5

LEVEL 4

LEVEL 3

LEVEL 2

Kirkpatrick – Phillips LEVEL 1

Model
 ROI
Return on investment

LEVEL 5

LEVEL 4

LEVEL 3

LEVEL 2

Kirkpatrick – Phillips LEVEL 1

Model
ROI + Business Benefit Require Application
That’s why the Kirkpatrick-Phillips Model still
matters…

Employees must learn . . .

Employees must retain what they’ve learned
Employees must apply what they’ve learned to improve performance

Simple, right? Should be, but too many organizations struggle with it.
No matter how much you invest into
training and development, nearly
everything you teach to your employees
will be forgotten.

Indeed, although corporations spend 60

billion dollars a year on training, this
SOURCE: Art Kohn, PHD,
investment is like pumping gas into a car Professor, Author and
that has a hole in the tank. All of your hard Consultant

work simply drains away.”

Hermann Ebbinghaus: The Forgetting Curve
Overcoming the Curve

SOURCE: Mentormegate.com
 2
10 MIN. 2 DAYS 2 WEEKS MONTHS

Overcoming the Curve

2+2+2
 Retention Ecosystem

Systems and Processes

Content
+
Technology

Stakeholders
 Impact for Training Transfer
Manager
POST
Employee

Trainer

Manager

EVENT Employee

Trainer Usage Impact

Manager

PRE Employee

Trainer

0 1 2 3 4 5 6 7 8 9 10

Most Least
Source: Barbara Carnes, Making Training Stick Impact/Usage Impact/Usage
 Impact for Training Transfer
Manager

Employee

Trainer

Manager

Employee

Trainer Usage Impact

Manager

PRE Employee

Trainer

0 1 2 3 4 5 6 7 8 9 10

Most Powerful Least Powerful

Source: Barbara Carnes, Making Training Stick
 Impact for Training Transfer
Manager

Employee

Trainer

Manager

EVENT Employee

Trainer Usage Impact

Manager

Employee

Trainer

0 1 2 3 4 5 6 7 8 9 10

Most Powerful Least Powerful

Source: Barbara Carnes, Making Training Stick
 Impact for Training Transfer
Manager
POST
Employee

Trainer

Manager

Employee

Trainer Usage Impact

Manager

Employee

Trainer

0 1 2 3 4 5 6 7 8 9 10

Most Powerful Least Powerful

Source: Barbara Carnes, Making Training Stick
 Impact for Training Transfer
Manager
POST
Employee

Trainer

Manager Use /
Biggest disconnect is our perception of the impactFrequency

EVENT Employee
during the event and the reality. Power /
Impact

Trainer

Manager
PRE
Employee

Trainer

0 1 2 3 4 5 6 7 8 9 10

Most Powerful Least Powerful

Source: Barbara Carnes, Making Training Stick
 Impact for Training Transfer
Manager
POST
Employee Manager post training has the third biggest impact.
Trainer

Manager

EVENT Employee

Trainer

Manager
U
PRE Employee Manager pre-training has the biggest impact. s
Trainer pre-training has the second biggest impact.
e
Trainer

0 1 2 3 4 5 6 7 8 9 10

Most Powerful Least Powerful

Source: Barbara Carnes, Making Training Stick
6 Best Practices for a Manager to
Support Learning
1. Identify performance gaps
2. Identify skill and competency gaps
3. Make the employees stakeholders
4. Get involved and be a good
$
$
$

example
5. Incorporate learning into @
day-to-day work
6. Celebrate and recognize
 Manager Curriculum

Emotional
Intelligence

Delegation Engagement /
Motivation

Coaching Performance Presentation

Skills

Listening Strategic
Skills Thinking

Leadership
 2
10 MIN. 2 DAYS 2 WEEKS MONTHS

After training begins:

• Ask questions about content
• Ask reflection questions
• Suggest additional videos
Sample Reflection Question
According to the webinar materials so far,
how might you involve your managers in the
planning of your next employee training
effort?
 2
10 MIN. 2 DAYS 2 WEEKS MONTHS

Overcoming the Curve | Managers as Assets

Systems and Processes: 2+2+2

48 hours:
• Coaching on content and learning objectives
• Performance improvement as goal
Poll Question
In your organization, how do your
managers support employees in the
application of new things to their jobs?
In your organization, how do your managers support employees in the application of
new things to their jobs :

a. Our managers offer little support, mostly because they are not committed to
learning and development themselves.
b. Our managers offer little to no support, mostly because they are not willing to do
so.
c. Our managers offer little to no support because they do not know how to do so.
d. Managers provide some support, but not enough.
e. Managers are well-trained, involved and provide excellent support across the
board.
f. Something else.
 2
10 MIN. 2 DAYS 2 WEEKS MONTHS

Overcoming the Curve | Managers as Assets

Systems and Processes: 2+2+2

2 weeks later:
• Use case: give the employee a new situation to explore
with new visual clues
 2
10 MIN. 2 DAYS 2 WEEKS MONTHS

Overcoming the Curve | Managers as Assets

Systems and Processes: 2+2+2

2 months later:
• Manager / employee review of quiz answers
• Hypothetical questions with visual examples
Overcoming the Curve
Manager Key for the 2 Month Mark

Employees should be applying what they’ve learned . . . .

• Compare new levels of performance to performance gap analysis

• Still gaps?
• What part of learning is and is not being applied?
• Managers must explore any barriers to application of learning now!
Sample Question for Managers
Provide a detailed instance where you had a problem applying
the active listening skills training we’ve been working on over
the last two months?
• What happened?
• What do you think caused the problem?
• What might you have done differently?
• What was the outcome?
Stakeholder
• Employees and managers are part of
interconnected system of learning (encoding),
consolidation and retrieval.

• And in the end - application!

• Employees and managers alike must see value

and purpose behind learning.

• Managers must know how to incorporate

learning into work environment.
 Connect Stakeholders to Content

The contextual cues in the

The power of the learning and remembering
learning methods used. situations.

The amount of time the

learning has to be
The learners’ prior retained.
knowledge and
motivation to learn. The difficulty of the
retention test.

The type of material

being learned.

SOURCE: How Much Do People Forget? Will Thalheimer

Content’s Relation to Learner
When content is important to the learner,
relevant to their experience and based upon
things they already know.
Content Design and Delivery

• Visual content (video), short bursts both during training

and for retention purposes

• Anchor learning with context – visual cues

• Make recollection of content difficult but not impossible.

Review with correct answers after intervals - allow
some forgetting to occur
 Employee application of learning to improved
job performance begins BEFORE training
programs ever start!

Key Managers are a crucial part of the

retention/application ecosystem to drive ROI
Take-Aways and business benefits.

Microlearning can be a great tool to help

employees in the moment of need as a direct
application of newly acquired skills to job
performance.

www.bizlibrary.com
Questions?
Advanced Train the Trainer Video Series

Advanced Train the

Trainer: Today’s Training
Challenges
The series is designed to help
experienced trainers improve the impact
of their work and is divided into four sets
of programs: "Training Management,"
"Research," "Content Development," and
"Delivering Training." This video
introduces the series and describes why
you have to focus on reinforcing and
supporting new behaviors after the
learning event.
Learning Retention Strategies Video Course

Learning Retention
Strategies
Professor Kohn explains the benefits of
boosts, the types of boosts, the
suggested frequency of boosts, and
much, much more.
Try out these video lessons and
more!
Let us know through the poll if you’d like a free demo of
BizLibrary’s online course collection.

www.bizlibrary.com/demo
 Thank you for attending!

Kristi McNabb Katie Miller

Revenue Operations Manager Marketing Specialist
BizLibrary BizLibrary