Organizations recognize that staying competitive requires innovative employee training methods. Traditional approaches often fail to meet modern learning challenges, making a robust strategy essential for long-term success. A learning strategy provides a structured framework for advancing employees’ organizational growth and proficiency. It is a method for individuals to understand the material they need to absorb, whether in some training setting, on-the-job training, or a self-paced virtual learning environment.
Learning styles best reflect how individuals learn, but learning strategies are the implementation that carries out those styles. To upskill your employees, consider integrating the following 7 learning strategies into your corporate training programs.
1) Learn in Bite-Sized Fragments
Learning is most effective in bite-sized pieces, with spaced lessons enhancing knowledge retention. Break the learning material into bite-sized modules instead of subjecting employees to lengthy training sessions. It helps employees focus on one thing at a time, allowing them to completely absorb and apply each topic before moving on to the next. In addition, this technique allows learners to learn and strengthen their comprehension, which leads to a firmer understanding of the content. That is the reason the microlearning market is expanding significantly. According to the GlobeNewswire report, the global microlearning market was estimated at US$3.4 Billion in 2023 and is projected to reach US$7.9 Billion by 2030.
2) Mix It Up with Interleaving
Knowledge retention is improved when learners take on the challenge of integrating new ideas into their existing knowledge. That’s where opportunities for learning shine. Instead of focusing only on a single concept, it sandwiches one related point next to another in the same lesson. For instance, when developing a new product, learners can quickly recap old products during training. In this way, the learners hone their concentration and sharpen their power of discrimination by repeatedly comparing familiar and new material throughout the course.
3) Make It Visual with Dual Coding
In a world of distractions, delivering information just with words is not enough. That is where dual coding comes into the picture—a method in which information is coupled with visual elements. For example, infographics, flowcharts, or videos can make the material more engaging instead of presenting a dense policy document during compliance training. Many employees see training as a matter of course, but combined with dual coding, the content turns lively. It stimulates participation, and as a result, retention is improved.
4) Reflect and Refine with Metacognition
Metacognition, or “thinking about thinking,” is a natural yet profound training skill. It means reflecting on your thoughts, what you want to do, and the steps needed to make this happen. When participants cultivate this ability, they can take their understanding from mere theory into a more comprehensive context. Practicing metacognition improves one’s judgment and adaptability: employees can apply the knowledge immediately in front of them across different situations–as opposed to their training but also to others beyond.
5) Think Outside the Box with Lateral Learning
Lateral learning teaches employees how to apply their knowledge creatively in real-life situations that arise on the job. For example, traditional project management training may outline ideal scenarios for task delegation and resource allocation, but real-world projects often involve unexpected constraints or changes. Lateral learning imparts the skills of trusting your intuition and using reason to adjust strategy if pressured. Employees can make good use of unexpected challenges.
6) Dive Deeper with Double-Loop Learning
Double-loop learning means you take a broader view of the issue you are dealing with, and it is helpful for employees to learn skills related to company culture, such as workplace communication. For instance, an employee who is part of a leadership training program sees that there are issues with team dynamics between her teammates that lead to disagreements that disrupt productivity. However, they are reluctant to tackle the underlying problem with their manager, feeling it is out of their pay grade.
These underlying tensions simmer beneath the surface, clipping project timelines and compromising team spirit. With double-loop learning, the employee would need to reflect on the true cause of the conflicts, initiate an open dialogue with their manager and offer to work together to find a solution. This proactive solution could save the employee from negative consequences and the organization from losing a valuable team member.
Conclusion
Innovative learning strategies like bite-sized learning, interleaving, dual coding, and metacognition can transform corporate training programs. These methods enhance retention, engagement, and adaptability, equipping your team to excel in today’s fast-paced environment. Take the next step—contact us today to design a tailored learning strategy and empower your workforce for success.
