Why do we assume that we need to learn everything? Our brains can only hold and apply so much information.
Do we really want to limit our performance and the performance of our employees to what information we can remember and actually apply? Not if we want our team to reach its full potential.
But what if L&D changed its strategy from trying to teach more information to trying to help employees be successful when they forget?
I like to think of the example of what Audi did in Le Mans. Instead of trying to build the fastest car they thought of other ways to win the race. How do you win a race if you aren't the fastest car? You spend less time filling up in pitstops. By creating a more fuel efficient car they won Le Mans even though there were other cars that were faster.
Let's ask a similar question about learning and performance. How can we get our employees to apply more knowledge successfully if there is a cap on what they can learn and remember? In other words, if we can't increase their memory, how can we improve their performance?
The answer can be found in job aids and checklists, especially ones delivered in the context of where employees need to apply knowledge.
By moving needed information into the context where employees need that information we can increase performance and learning without having to improve memory. This can especially be effective when we integrate our instructor led training with context sensitive job-aids and checklists.
Why are job aids and checklists delivered in context so powerful?
- First, the learner has a clear need for the information they contain.
- Second, the learner is able to immediately apply the knowedge they gain.
- Third, well written job aids and checklists help employees successfully apply knowledge they already have.
Look at your training and performance strategy. Are you planning for your employees to forget what they have been taught? Are you helping them succeed when they do?