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LEARNlinks® Learning Transfer Worksheet
 

Neil Dempster will wow your audience!Did you know that the average level of retention of new knowledge three months after a typical training program is only 5% to 10%? With the amount of change currently taking place, and with the constant need for more creative thinking, we need a better approach! The LEARNlinks system addresses that low level of retention by making 'application' the focus of ANY learning event ... turning Know-How into Do-Now. Sound appealing?

 

This system can be used for both formal learning (e.g., learning that takes place within a formal learning environment such as a training program) as well as informal learning opportunities. Remember, the majority of our workplace knowledge is not learned in a formal training program—it is learned on the job!

 

LEARNlinks sets the appropriate scene prior to an employee attending any learning event/opportunity, and creates an 'application' focus once the employee returns. After the first (or second) time you use this process, employees will come to expect to be held accountable for applying new knowledge. Encourage this on a consistent basis.

 

To view and print a royalty-free copy of the LEARNlinks system, click on the link, below:

 

LEARNlinks® Learning-to-Application Process

 

 

 

When using the LEARNlinks® system with one of your employees ...

 

1. Ask the Learning Preparation Questions (the upper portion of the LEARNlinks form), and write the responses in the spaces provided. Let the employee know you will be going over the Application Questions (the lower portion of the LEARNlinks form) when he/she returns from the training or the informal learning opportunity. Give the employee a copy of the partially completed form.

 

2. When the employee returns, ask the Application Questions (the lower portion of the LEARNlinks form), and write the responses in the spaces provided. This should be done as soon as possible while it is fresh in the employee's mind. Ensure that the employee fully understands the importance of an implementation 'action plan' and the positive outcomes of increased competencies.

 

3. Schedule a follow-up to discuss successes and any challenges the employee may have had in applying the new skills/knowledge/experience.

 

When using the LEARNlinks® system for yourself ...

 

1. Ask yourself the Learning Preparation Questions (the upper portion of the LEARNlinks form), and write the responses in the spaces provided. Really put some thought into how you can get the most out of the learning event.

 

2. When the learning event is over, ask yourself the Application Questions (the lower portion of the LEARNlinks form), and write the responses in the spaces provided. This should be done as soon as possible while it is fresh in your mind.

 

3. Schedule a follow-up with yourself, a peer, your supervisor, or a mentor, to review successes and any challenges you may have had. Establish the best ways to overcome those challenges.

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