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I stared at the number: 28%.
28% has long been established as a standard, an ever-present challenge to developers of traditional elearning programs. That’s the percentage of material that you can expect your learners to retain two weeks after your elearning program. Some refer to it as “the problem of forgetting.”
There’s a reason why I’m waxing philosophical about numbers and percentages. It’s because my world has been rocked.
What if I told you that I have uncovered a proven solution that is consistently delivering retention levels of 95%?
That’s right. 95%.
I will tell you what I said when I first learned about it: “I have dedicated my professional life to staying abreast of learning innovations. If this were true, I would already know about it!”
But that’s when things start to unravel a bit. Because, I hadn’t ever before focused on the “hidden truths” that I outlined in my previous blog entry. And without knowledge of those paradigm-shifting learning insights, how would I know that I needed to search for a better way? I wouldn’t, and I didn’t.
It seems that, in fact, a little-known company based in California, run by a PhD whose expertise is in the Neurobiology of Learning, is transforming Public Education in California by routinely delivering these results to his students.
“Ahh, well that explains it,” I mused, “because high school students aren’t the same as adult learners. Even if he has delivered these results they wouldn’t apply to what we do.”
But then I was presented with a third-party analysis demonstrating that surgeons prepping for board certification showed a 300% improvement with less study time than a control group made up of their peers.
I was hooked. I had to know how they do it.
Turns out, these secrets are not out of reach. They’re all hidden, right there in plain view, within the learning insights I described in the first part of this blog post.
Think of the solution as your very own “personal trainer,” whose job it is to isolate your weaknesses, and develop an exercise program just for you. The only difference is that in this case, instead of building muscle, you build connections in your brain.
Specifically, the fastest path to building those connections is an “exercise plan” that prioritizes exercises based on learner need, optimally spaces study sessions over time, and utilizes open-ended questions that the learner self-evaluates.
That’s the secret. That’s what you have to do to increase retention from 28% to 95%.
Sounds like a no-brainer, right?
Here’s the challenge: in the corporate environment, efficiency and scale dictate that these personalized learning plans are all but impractical. I’ve spent much of my career delivering learning solutions to hundreds or thousands of students at a time.
That’s why I’m so excited about a new solution that I am extending now to my client partners in some of the world’s most influential organizations. It’s a digital personal trainer that utilizes an algorithm that borders on artificial intelligence to deliver custom study sessions. And it exists.
I’m a believer, and I’ve got a story to tell. And I’d love to share it with you.
Look at the long-term retention rates of your elearning interventions. Then, don’t get depressed. Instead, give me a call. I’ve got some ideas that can lead your people to the 95% winner’s circle.
Finding the right employee to match the needs of an organization is a huge investment. Businesses spend a significant amount of money on recruiting, testing and negotiating with potential candidates to fill open positions. So after spending so much time, effort and money finding the right person, how can they ensure that the new hire’s experience is as beneficial as it can be for both the employee and the employer? Onboarding plays a critical role in the answer to this question.
The argument has been made that each new hire brings their own motivations, work ethic and eagerness to contribute with them when they join an organization. And they do. But the impact that a powerful onboarding experience, that welcomes a new hire into the fold and says “this place really cares about you and the contributions that you will making and we hope that our relationship together will be long and productive” can be game changing. When working with our clients on these types of robust onboarding efforts, we often hear comments from participants about how impressed they are that a company would invest so much time on them as a new hire to learn about the company, and how helpful the experience was as a springboard into the job.
Learning Blueprints‘ (visuals) play a significant role in an engaging onboarding experience and provide an avenue for a fun way to transfer knowledge, and for new hires to explore an organization. The story told by these visuals helps the new hire see how they fit into the strategic direction of the organization, and can generate excitement about how they can contribute. Blueline Blueprints‘ help to bridge the gap between being an outsider and belonging, They also confirm that the decision to join the company was the right choice! A new hire can connect immediately to the organization and be proud of what they joined. And, informed new hires can be more productive in their first 30, 60, 90 days of hire than uninformed new hires.
If your company’s onboarding philosophy is â€œlet them learn by observing or asking others’ the information being conveyed may not be what senior leadership desires. The onboarding process can be formalized but fun. Learning Blueprints’ and the activities around them, involve a lot of learning and thinking, and the discussion and stories allow participants to learn from each other – not just from the talking head at the front of the room. Incorporating different methodologies also shows the creativity of the organization – even if the organization is technical in nature.
Learning Blueprints’ increase retention, bring fun to the learning process, allow stories to be told that can include past, present and future, and help the new hire see where they fit into it all. What better way to welcome the new hire!
One in four
… One in four CEOs said they were unable to pursue a market opportunity or have had to cancel or delay a strategic initiative because of talent challenges.
One in three
… CEOs are concerned that skill shortages will impact their company’s ability to innovate effectively.
Discover our complete set of leadership development experiences first hand through a series on 50-minute webinars hosted by Blueline’s Managing Partner and Director of Leadership Innovations. These experiences are designed to enhance any leadership curriculum, can be deployed face-to-face or virtually, and are potent enough to capture the imagination of your most discerning leaders.
Fully 70 percent of survey respondents referenced in a paper published March 4, 2014 by Deloitte University Press stated that they are either “currently evaluating” or have recently “reviewed and updated” their performance management systems. The authors note, “today’s widespread ranking- & ratings-based performance management is damaging employee engagement, alienating high performers, and costing managers valuable time.”
Introducing PeopleSIM™: Performance Coaching. This immersive eSimulation challenges experienced and high potential leaders to apply coaching concepts in realistic settings while receiving immediate and continuous feedback. Optional classroom and/or virtual classroom elements can be added to create a fully transformative experience.
Please join us for a live walk-through of PeopleSIM™ led by Blueline’s Director of Leadership Innovations: Steve Mosley. Two dates to choose from: April 29th or May 9th!
During the info session and demonstration, you’ll get an exclusive sneak peek at PeopleSIM™: Performance Coaching and get to see first-hand how this revolutionary new program will change the way you groom your next generation of High-Potential Leaders!
If you are unable to participate in one of our upcoming public webinars, contact us today to schedule a private demonstration for your company.