Two people standing on a phone

How to Turn Training Events into Ongoing Learning “Experiences”

A client recently asked, “I keep hearing you talking about how we should be thinking about creating a learning experience when I’m asking for a workshop. Aren’t we saying the same thing? Is there a difference?”

With employee engagement hovering around 50% and today’s employees having a 90-second attention span… yes Virginia, there is a difference. Learning experiences extend beyond formal training to help create a more holistic and continuous learning environment– one where employees can choose their own learning paths, have easy access to smaller chunks of content wherever and whenever they need it, can learn from and share experiences with their peers and mentors, and can gain inspiration through the experience that excites them and drives overall engagement and commitment to their organization.

Take a look at the attached infographic for an understanding of how SDI approaches learning experiences to promote connections and engagement. We strive to heighten the learner’s experience first and foremost, but we also consider how such a program can inspire participation. The program also creates buzz and curiosity from existing employees– and can be leveraged as a recruitment tool that may track progress and performance in a way that demonstrates meaningful engagement and translates to business objectives being met.

As we work with clients to create experiential learning strategies, we consider a number of factors, including but not limited to:

  • The learner and what role-based motivators can be incorporated into the learning cycle.
  • The content, including when and how should it be accessed to drive learning and ongoing performance.
  • The organization’s culture and overall tolerance for learning.
  • The technology and infrastructure that exists and how they may be leveraged to support and advance the learning experience.
  • Access to others (peers, mentors/coaches, leaders that the learners interface with regularly) and how these relationships may be leveraged as part of the learning cycle.
  • Tracking and measurement with regard to the learner, the program, performance on the job, and impact on overall organizational performance.
  • Communication and promotion within and outside of the organization.
Learning Experiences Infographic
Click the image to reveal the full infographic

Does your organization want to increase retention and overall return on training investment? If your training could benefit from becoming more experiential, contact SDI!

Share this Post

Jeff Hoxworth

View posts by Jeff Hoxworth
Jeff has designed, implemented, and managed custom learning solutions for several Michigan-based and international organizations, such as Blue Cross Blue Shield of Michigan, Kellogg’s, Johnson Controls, and Pfizer, among others. Recently, Jeff has focused his time on defining leadership performance requirements and developing supporting comprehensive learning solutions, optimizing the performance of learning function personnel through standardizing processes and tools and providing on-the-job coaching, and designing performance-based curricula for various business functions.