Understanding these theories is essential whether your goal is to improve employee engagement, drive knowledge retention, or ensure compliance with key regulations.
We provide a brief overview of the most well-established learning methods, each designed to address specific training challenges.
- Instructional design
- The 70-20-10 rule for leadership development
- Microlearning
- Storytelling
- Lateral thinking
- Kirkpatrick model
For a comprehensive exploration of any topic, click through to the full guide linked within each section.
The benefits of e-learning
E-learning has transformed workplace training by making learning more accessible, flexible, and scalable. No longer confined to traditional classroom settings, organisations can deliver training to employees wherever they are, ensuring greater reach and impact.
Why choose e-learning?
- Flexibility: Employees can complete training at their own pace, on their schedule.
- Cost-Effectiveness: Reduces travel, venue, and material costs.
- Consistency: Ensures all learners receive the same high-quality content.
- Engagement: Interactive features like gamification and quizzes boost participation.
- Scalability: Easily deliver training to global teams without geographical constraints.
By adopting e-learning, organisations can modernise their training processes, ensuring employees remain compliant and equipped with the skills they need to excel.
The value of varying your training methods
No single learning method works for everyone. People process information differently, and varying your training methods ensures you engage diverse learners and address different needs effectively.
Benefits of a multi-method approach
- Increased engagement: Switching formats, like mixing videos with hands-on activities, prevents monotony and keeps learners interested.
- Improved retention: Repeating key messages through different formats reinforces learning and combats the forgetting curve.
- Adaptability: Caters to different learning preferences, from visual to experiential learners.
- Practical application: Methods like storytelling and simulations encourage real-world problem-solving.
- Broader skill development: Combines theoretical knowledge with practical and interpersonal skills.
Incorporating a variety of training methods fosters a richer, more engaging learning experience, ensuring employees are not just informed but empowered.
1. Instructional Design: Foundation of effective training
Instructional design provides the blueprint for creating training programmes that are engaging, impactful, and tailored to learners’ needs. Rooted in educational psychology and practical methodologies, this approach ensures your courses align with business objectives and address key skill gaps.
Key principles of Instructional Design:
- Analysing learning needs to define clear objectives.
- Designing interactive, user-focused training content.
- Iteratively refining materials based on learner feedback.
Discover more about Instructional Design Best Practices.
2. The 70-20-10 Model: Creating a learning culture
The 70-20-10 model revolutionises workplace learning by recognising that only 10% of learning occurs through formal training. Instead, the majority happens experientially (70%) or socially (20%), making this a powerful framework for building a culture of continuous development.
How to apply 70-20-10:
- Encourage learning on the job through challenging assignments.
- Foster collaboration through mentoring and peer feedback.
- Use formal training sparingly to reinforce key concepts.
Learn how the 70-20-10 Model can transform your workplace.
3. Microlearning: Combating the Forgetting Curve
According to Ebbinghaus's "forgetting curve," most information is forgotten within a month of learning. Microlearning counters this with short, focused modules designed to reinforce knowledge over time.
Benefits of Microlearning
- Fits into busy schedules with bite-sized lessons.
- Increases retention with engaging, actionable content.
- Provides flexibility with mobile-friendly formats.
Explore the benefits of Microlearning in Compliance Training.
4. Storytelling: Making training memorable
Stories captivate us, making them a powerful tool in learning and development. By weaving narratives into training, you can simplify complex concepts and create emotional connections that stick with learners.
Storytelling techniques:
- Use real-world scenarios to illustrate key lessons.
- Design interactive simulations for hands-on learning.
- Incorporate serious games for a fun, immersive experience.
Find out how to use Storytelling in Learning and Development effectively.
5. Lateral Thinking: Sparking creativity in learning
Lateral thinking, introduced by Edward de Bono, encourages problem-solving through unconventional approaches. In training, it pushes learners to think creatively and explore multiple solutions to challenges.
Ways to foster Lateral Thinking:
- Pose thought-provoking questions during training.
- Use mind-mapping exercises to inspire new ideas.
- Reward employees for innovative approaches to problem-solving.
Practical tips for encouraging Lateral Thinking in e-learning.
6. Kirkpatrick Model: Evaluating training impact
Measuring the success of training is critical to refining your programmes. The Kirkpatrick Model evaluates effectiveness at four levels: reaction, learning, behaviour, and results.
How to implement the Kirkpatrick Model:
- Survey learners immediately after training to gauge reactions.
- Test knowledge acquisition with pre and post-training assessments.
- Track behavioural changes and link them to organisational outcomes.
Learn how the Kirkpatrick Model can optimise your training.
Looking for more compliance insights?
We have created a series of comprehensive roadmaps to help you navigate the compliance landscape, supported by e-learning in our Essentials Library.
We also have 100+ free compliance training aids, including assessments, best practice guides, checklists, desk aids, eBooks, games, posters, training presentations and even e-learning modules!
