BRAIN-BASED LEARNING
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U.S. corporations spend approximately $88 billion dollars on corporate training & development programs every year. To put this in perspective, the annual revenue at Dell was just shy of that number in 2018.
Are these programs worth the money? Many people describe these programs as "spray and pray". The 1, 2 or 3 days of training was sprayed out with a fire hose by the facilitator to those in attendance. |
Leaders then pray that whatever was taught somehow magically gets absorbed (and applied) by the employees in attendance after the training finishes. Spray and pray: it’s mainly getting down on your knees as a leader and desperately wishing that the training investment isn’t all for naught(1)
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Brain-Based Learning Theory is based on the structure and function of the brain. As long as the brain is not prohibited from fulfilling its normal processes, learning will take place. |
This all makes complete sense since the design of most training and development programs is about how much information can be squeezed into the shortest amount of time? But, it's a disservice to the employees, the corporations to design programs this way. I know it looks like you get more bang for the buck but - it will not stick!
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WHY BRAIN-BASED, BRAIN-FRIENDLY PROGRAMS, STICK? |
People naturally take ownership for the material
❒ Our memory system does not work like a filing system, easy to find and retrieve content. It is more like our junk drawer at home. There are simple ways to design sessions for people to generate and own the material. The design must go beyond academic material and content delivery.
❒ Our memory system does not work like a filing system, easy to find and retrieve content. It is more like our junk drawer at home. There are simple ways to design sessions for people to generate and own the material. The design must go beyond academic material and content delivery.
People are present, engaged, learning, and having fun
❒ As we all have experienced, learning only happens when people are on the edge of their seats, engaged in a dialogue versus a lecture, and having fun. As attention spans wane, dialogue must be thought-provoking and relevant.
❒ As we all have experienced, learning only happens when people are on the edge of their seats, engaged in a dialogue versus a lecture, and having fun. As attention spans wane, dialogue must be thought-provoking and relevant.
Designing programs in smaller blocks, over time works best.
❒ Designing and delivering programs in large blocks over short periods of time increases short-term performance. Half-day sessions, once a week, are better for learning stickiness and long-term change and performance.
❒ Designing and delivering programs in large blocks over short periods of time increases short-term performance. Half-day sessions, once a week, are better for learning stickiness and long-term change and performance.