Liftology Ep 1: Since I moved from leading teams to helping leaders create the conditions for their teams and organizations to succeed, I have found that learning & development professionals face a common challenge in their trainings.

Making the learning stick and measuring the impact.

Even with the most impactful trainings and the most engaged participants, it's difficult to ensure people avoid falling prey to the Forgetting Curve and that they understand how to apply what they learned to transform their performance and drive better outcomes.

And, even if the learning from your training does stick, how would you know?

The answer. Embed proven practices of learning science in your process. It will ensure the learning sticks, your participants understand how to apply that learning in their role - and - the very process you use to elevate the effectiveness of those trainings will provide you with powerful data that demonstrates the impact to senior leadership.

To help you, we collaborated with our board advisor, Cognitive and Learning Sciences expert, Clark Quinn to create a series called LIFTOLOGY.

Ready to get new ideas about how to leverage the science of learning to increase the return on investment in your trainings?

Liftology Ep 2: Short-term Behavior Changes vs Skill Shifts which drive long-term changes in behavior and performance at work.

Episode 2 of Liftology discusses the difference between behavior changes and skill shifts OR (Nudges vs LIFTS).

A Nudge comes from Behavioral Science. In practice, a “nudge” has come to mean: An intervention that gently steers individuals towards a desired action (source, blogs.Harvard.edu).

A LIFT is a tool that comes from Learning Science and was developed as part of the methodology used by the team at elevator9. It stands for Learning Interventions Fueling Transformation and has come to mean a series of brief interventions delivered to participants after a training which leverages the science of learning to ensure the learning sticks and enables skill shifts over time.

To help Learning & Development professionals, we collaborated with our board advisor, Cognitive and Learning Sciences expert, Clark Quinn to create this series called Liftology.

Ready to get new ideas about how to leverage the science of learning to increase the return on investment in your trainings?

Liftology Ep 3: In learning & development, practice is important.

We can't just enroll our top performers in a training, have them spend a half day, a full day or even a couple of days learning and then expect them to significantly increase their performance. In some ways, learning both hard and soft skills to elevate workplace performance is similar to how athletes train to become champions.

Just like our muscles get stronger with exercise, our brain creates connections between different patterns that get stronger over time. You wouldn't expect athletes to master new skills and gain new physical abilities after just one or two practices.

The same goes with workplace learning & development. Training and coaching can be very effective for elevating employee performance, especially if we leverage the science of learning in our instructional design for both the initial training AND what we do afterwards (if we do anything afterwards).

Spaced learning, reactivation and retrieval practice provide additional opportunities for participants of your trainings to apply their learning, practice their new skills in the context of their role, and become champions for their team.

Ready to get new ideas about how to leverage the science of learning to increase and measure the impact of your trainings?