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Three Ways To Maximize Your Learning So You Can Advance Your Career

Three Ways To Maximize Your Learning So You Can Advance Your Career

In today’s rapidly changing work environment, continuous learning has never been more critical. To keep up with new challenges and opportunities, we need to embrace the mindset of lifelong learning. But not all learning opportunities are created equal. Even when the content is top-notch, the materials are of high quality, and participants see the topic and content as valuable, certain elements must be present to create effective learning experiences. Here are the three essential ingredients–the triad of transformative learning–that make learning programs truly impactful.

1. Human Interaction: The Power of Relational Learning

Learning is not a passive activity. An impactful learning experience includes a big helping of interaction and human connection. This takes two forms: learning from experts and learning from peers.

Provide Access to Experts

Having access to subject matter experts is crucial for any learning program. Experts bring experience and insights that can help learners understand complex concepts and apply them in real-world scenarios. But the interaction shouldn’t stop at lectures or presentations. Effective programs encourage active participation, like asking questions, engaging in discussions, and seeking feedback. Mentors can also help cement the learning after the learning program ends.

Foster Human Connection

Peer-to-peer learning is another critical component. When learners engage with one another, they can share perspectives, challenge ideas, and deepen their understanding of the material, while building their professional network. Leah Houde, CLO of PwC said, “It’s almost as if lightning happens when we get groups together to learn. I have so many stories people have shared who reach back out to colleagues they first connected with during a learning program to help them get something done or solve a problem they’re facing in their work, even years later. Cohort-based learning not only helps make the learning stickier; it also builds networks.”

Collaborative activities like group discussions, projects, and peer reviews foster a learning environment where participants learn as much from each other as they do from the instructor. This interaction not only enhances comprehension but also builds a sense of community and support among learners. “Peer-to-peer learning has proven to be incredibly effective. Gagan Biyani, CEO and Co-Founder of Maven said, “We’ve seen engagement rates 15-20x higher than self-learning products such as Udemy and Coursera. That shows the magic of cohorts as a way to engage learners!”

2. Application: Turning Learning into Action

Learning without application is like mixing all the ingredients for a cake in the bowl, but never putting the batter in the oven. It has potential, but it doesn’t fulfill its purpose. Thousands of years ago, Chinese philosopher, Xun Kuang shared this profound observation, “Tell me and I forget, teach me and I learn.” Stella Collins, CLO at Stellar Labs and author of Neuroscience for Learning and Development said, “From neuroscience we know that attention is the gateway to memory. Therefore information and activities must be active, engaging, useful, and memorable, and people need time to practice repeatedly so they can start to rewire their connections and build long-term memories.”

Make it Real

Effective learning programs integrate practical exercises, real-world scenarios, and opportunities for learners to apply what they’ve learned in their own work environments. This could be through case studies, simulations, or even on-the-job assignments that require learners to put new skills into practice immediately.

Seek and Give Feedback

Another key aspect of application is the feedback loop. Learners need to know whether they are applying new skills correctly and effectively. Constructive feedback helps reinforce correct behavior and course-corrects misunderstandings. This cycle of learning, applying, and refining ensures that new knowledge is not just retained but also used to drive real results at work.

3. Fun: The Secret Sauce of Transformational Learning

Assuming both would be valuable to your career, would you prefer a learning program that’s filled with fun, interactivity, and energy or one where a subject matter expert drones on, reading bulleted Powerpoint slides? When learning is engaging, it’s more likely to stick. The science behind this is rooted in how our brains work. Collins added, “There’s no such thing as a boring topic – just boring training! The need to make training relevant, active, engaging and impactful is huge. People don’t have time to waste doing training that’s irrelevant and ineffective.”

Create a Dopamine Rush

Dopamine, often referred to as the feel-good neurotransmitter, plays a significant role in learning. When we enjoy an experience, our brains release dopamine, which helps reinforce that experience by making it more memorable. The people at NumberWorks’nWords.com put it this way “Having a burst of dopamine during a learning session is like hitting the SAVE button in a Word document–you aren’t going to lose your information!”

Banish Boredom. Amplify Active Engagement.

See Also

Learning and development leaders need to focus on the fun factor if they want their people to engage in learning and turn that learning into value for their career, team, and the organization. A learning program that incorporates engaging elements enhances retention. Enjoyment should be sprinkled throughout and can include elements like gamification, interactive activities, contests, polls, word clouds, and other creative ways to inject fun. Simply creating a relaxed and positive learning atmosphere can amp up engagement. When learners enjoy the content and delivery, they’re open, connected, and ready to absorb new information. They’re also more likely to return for future learning opportunities, making continuous development a habit and natural part of work.

Effective learning programs do more than just transfer knowledge—they have the potential to engage, inspire, and empower learners to grow. By focusing on human interaction, application, and enjoyment, learning and development leaders can create programs that not only educate but also motivate.

Forbes

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