Fateme Banishoeib, Ph.D, Pharm.D’s Post

Understanding the difference between knowing and doing is crucial for effective Learning Transfer. It's not just about what you know, but what you actually apply. Reflection, accountability, and ownership are key players in this process. Ready to take your learning to the next level? Let's focus on application and see real behavioral change! Stay tuned for more insights: #learning #learningtransfer

What is 'fast learning'? And how can knowing it dramatically change your results? When we talk about 'fast learning', we don't mean: ❌ Covering many subjects quickly in a workshop ❌ Squashing a one-day session into a morning ❌ Telling people something once - and thinking it changes anything Learning something takes time, and space. Cramming loads of content into a session, a video, or a course won't work. ❓How often were you shown/told something once - and then immediately became skilled at it❓ We may have one or two examples, but there were millions of other things that required us to: ✅ Learn the idea FAST ✅ Practice the skill ✅ Make mistakes ✅ Get feedback ✅ Remind yourself of the idea ✅ Practice again ✅ Get better You can get better results with your training if you keep the first thing in that list short, simple, fast - and then spend time on the follow-up. That's FAST learning. Very different to spending a week, learning tons of theory, only to find yourself never actually retaining anything, let alone developing any new skills. Let's stop trying to teach people lots of new ideas crammed into one session, and expecting that to change the world. It doesn't work. Do FAST learning instead - it's fun, and it works! + 54% sales and service behaviour change + 36% productivity improvements + 60% communication skills improvement +200% training skills improvement #learning #skills #people #workshops #courses #life #performance

Continuous Improvement works best when you are a Learning Organization. Here's a great article about what that means by some of the people who are most closely associated with that concept, along with a tool you can use to measure your progress: Is Yours a Learning Organization? An organization with a strong learning culture faces the unpredictable deftly. However, a concrete method for understanding precisely how an institution learns and for identifying specific steps to help it learn better has remained elusive. A new survey instrument from professors Garvin and Edmondson of Harvard Business School and assistant professor Gino of Carnegie Mellon University allows you to ground your efforts in becoming a learning organization. The tool’s conceptual foundation is what the authors call the three building blocks of a learning organization. The first, a supportive learning environment, comprises psychological safety, appreciation of differences, openness to new ideas, and time for reflection. The second, concrete learning processes and practices, includes experimentation, information collection and analysis, and education and training. These two complementary elements are fortified by the final building block: leadership that reinforces learning. https://lnkd.in/gxWWimrH #continuousimprovement #learningorganization #qualitymanagement #leadership #peopleandculture #processimprovement #strategy #safety #success #managementconsulting #adultlearners

Learning is central to value creation - customers are continuously learning what they can want in a rapidly advancing economy, and businesses have to learn even faster to design value propositions that are in place when the customer is ready for them. Damon Lembi is dedicated to helping all of us and all businesses to learn.

Microlearning is the big L&D heist many experts argue – but some say it promises to lurk. We all know that continuous learning is key to staying ahead these days. But how do we balance growth without feeling overwhelmed? The answer lies in Microlearning. Microlearning theory is based on a concept by German psychologist Hermann Ebbinghaus and his trials on human memory. According to the Ebbinghaus Forgetting Curve, people only retain 21% of what they learn within a month. It provides a solution to this by adopting a ‘little and often’ approach. Learners are much more likely to retain information if it’s broken up into digestible pieces that they can revisit on a regular basis. 🌟 Unlocking the Power of #Microlearning! 🌟 🔹 #Short and #Engaging: Microlearning delivers bite-sized, focused learning sessions that are easy to digest and retain. 🔹 Integrated into #DailyWork: No need to take hours off from work. Microlearning fits seamlessly into your daily routine, making learning a natural part of your workflow. 🔹Employee #Growth: These concise sessions provide the right information at the right time, empowering employees to learn and apply new skills immediately. Microlearning is not a one-size-fits-all solution but rather a valuable component of a comprehensive L&D strategy. When executed well, it offers significant advantages in terms of flexibility, engagement, and cost-effectiveness. While microlearning can be utilized in a classroom setting, it’s most often used - and more effective - when delivered digitally.  By focusing on quality and alignment with overall learning objectives, organizations can unlock the true potential of microlearning. #Microlearning #ContinuousLearning #EmployeeGrowth #LearningAndDevelopment #LifelongLearning #ProductivityBoost

While continuous learning is important for growth, unlearning is equally important. I see at least a few posts talking about the power of learning, but rarely see them talking about unlearning. Is it that obvious? Is it not relevant? For me, UNLEARNING is equally important. I have on my both personal and professional side unlearned many things to be better. It worked quite well for me. it allows us to shed outdated beliefs, behaviors, and perspectives that no longer serve us or align with us at the moment. When I talk about unlearning, I compare this with simple PC or Laptop storage. When we buy, we get a fixed amount of storage. Of course, you can change or upgrade the storage. That's not the point here. You start adding more and more data to the storage and after some point, it almost reaches full. Then you have to delete some to make space for new things. It's the same with the iPhone, you delete old photos for new memories. Now when it comes to the human side, it is simply creating some room for new insights and understandings. But it is not easy. You need humility, openness & mostly willingness to adopt the mentality. Unlearning often involves questioning deeply and might be difficult in some instances. You can keep your mental state in the best state with the help of unlearning. Don't be afraid to unlearn. What are your experiences with unlearning? Any experiences you want to share? Hello all 🪴, I am Sanjeev Thapa a proud husband and father, an innovator living in Germany🇩🇪. Follow Sanjeev Thapa 🔔 for raw & organic advice on growing your #TechCareer & #TechLeaderShip. If you are interested in #Bootstrapping your business 🚀, I will share my experiences from time to time. 

Although feedback is vital in online learning, excessive feedback can be counterproductive. Overloading learners with information can lead to confusion and overwhelm, hindering effective learning. Constant corrective feedback might lower self-confidence and motivation, and create dependency on external validation. This could also decrease engagement, as learners might feel micromanaged. Additionally, focusing too much on the quantity of feedback can detract from its quality, making it less impactful. Balancing the amount and quality of feedback is essential to ensure it aids, rather than hinders, the learning process. What do you think? #OnlineLearning #Feedback #Education #Elearning"

Last week I finished reading 𝗧𝗵𝗲 𝗖𝗘𝗢'𝘀 𝗚𝘂𝗶𝗱𝗲 𝘁𝗼 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴, 𝗲𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 & 𝗪𝗼𝗿𝗸 by Will Thalheimer.   It succinctly captures the key challenges L&D teams face and how to overcome them. CEOs (and other senior leaders) should read this book to discover how to get the most out of #training & #learning in their organizations. After all, people are your greatest asset and it is only through making them #capable and #proficient that your organizations will achieve desired success.   Here are just some key points I captured: 𝙇𝙚𝙖𝙧𝙣𝙞𝙣𝙜 𝙞𝙨 𝙢𝙤𝙧𝙚 𝙘𝙤𝙢𝙥𝙡𝙚𝙭 𝙖𝙣𝙙 𝙘𝙤𝙣𝙛𝙤𝙪𝙣𝙙𝙞𝙣𝙜 𝙩𝙝𝙖𝙣 𝙧𝙤𝙘𝙠𝙚𝙩 𝙨𝙘𝙞𝙚𝙣𝙘𝙚–because human cognition is so complex. Yet senior leaders often assume that anyone can do training, regardless of whether they have a background in it.   𝙇𝙚𝙖𝙧𝙣𝙞𝙣𝙜 𝙙𝙖𝙩𝙖 𝙞𝙛 𝙤𝙛𝙩𝙚𝙣 𝙘𝙧𝙖𝙥 𝙙𝙖𝙩𝙖. We rely on data that is easy to collect rather than that is meaningful to collect. Correlation between smile sheets and learning results is almost zero.   𝙏𝙧𝙖𝙞𝙣𝙞𝙣𝙜 𝙞𝙨 𝙉𝙊𝙏 𝙖𝙡𝙬𝙖𝙮𝙨 𝙩𝙝𝙚 𝙖𝙣𝙨𝙬𝙚𝙧. Sometimes it’s a bunch of things we need to get right to make training work. And some other times training is not the solution.   To enable learning transfer, learning must be well 𝙙𝙚𝙨𝙞𝙜𝙣𝙚𝙙 𝙗𝙖𝙨𝙚𝙙 𝙤𝙣 𝙨𝙘𝙞𝙚𝙣𝙘𝙚-𝙤𝙛-𝙡𝙚𝙖𝙧𝙣𝙞𝙣𝙜 𝙗𝙚𝙨𝙩 𝙥𝙧𝙖𝙘𝙩𝙞𝙘𝙚𝙨 and learning must be 𝙨𝙪𝙥𝙥𝙤𝙧𝙩𝙚𝙙 𝙖𝙛𝙩𝙚𝙧 𝙩𝙧𝙖𝙞𝙣𝙞𝙣𝙜 𝙬𝙞𝙩𝙝 𝙖 𝙛𝙤𝙘𝙪𝙨 𝙤𝙣 𝙖𝙥𝙥𝙡𝙮𝙞𝙣𝙜 𝙬𝙝𝙖𝙩 𝙬𝙖𝙨 𝙡𝙚𝙖𝙧𝙣𝙚𝙙. Training support is like the fuel that runs your car – it’s an extra cost, but you’re not going anywhere without it!   𝙔𝙤𝙪𝙧 𝙡𝙚𝙖𝙧𝙣𝙚𝙧𝙨 𝙙𝙤𝙣’𝙩 𝙖𝙡𝙬𝙖𝙮𝙨 𝙠𝙣𝙤𝙬 𝙡𝙚𝙖𝙧𝙣𝙞𝙣𝙜 𝙚𝙛𝙛𝙚𝙘𝙩𝙞𝙫𝙚𝙣𝙚𝙨𝙨. Yet, majority of your organizations training programs are often measured using ONLY learner perceptions. Such learning data is the root of all evil in the learning field.   𝙔𝙤𝙪𝙧 𝙚𝙭𝙥𝙚𝙧𝙩𝙨 𝙖𝙡𝙨𝙤 𝙖𝙧𝙚𝙣’𝙩 𝙜𝙧𝙚𝙖𝙩 𝙖𝙩 𝙩𝙧𝙖𝙞𝙣𝙞𝙣𝙜. They suffer from 𝘵𝘩𝘦 𝘤𝘶𝘳𝘴𝘦 𝘰𝘧 𝘬𝘯𝘰𝘸𝘭𝘦𝘥𝘨𝘦. Ideally they should partner with your learning team.   Myths like #learningstyles, reducing #attentionspans, #learningpyramid, generational differences, learning should be easy, and many more abound L&D domain. Learn and avoid them.   Leverage what #learningresearch suggest as some of the most powerful tools – #retrievalpractice, #spacing & #interleaving, #delayedfeedback, #contextrelevant #practice, and more.   A 𝙛𝙪𝙡𝙡-𝙛𝙖𝙘𝙩𝙤𝙧 𝙡𝙚𝙖𝙧𝙣𝙞𝙣𝙜 𝙧𝙚𝙦𝙪𝙚𝙨𝙩 𝙥𝙧𝙤𝙘𝙚𝙨𝙨 is a freely shared chapter from the book here - https://lnkd.in/d-4kcG-K   ... there is a lot more, get the book.   Overall, a wonderful read for CEOs (and senior management) who care enough about learning & performance. #LnDGoBeyond #DeeperLearning #LearningImpact #17/2024 #books2024 #books

💡 Great insights regarding emotions' impact on learning and what instructors can do to improve their learning design and delivery for a more positive, welcoming, effective learner experience. 😊

When and how do #emotions play a role in #learning? What have you learned about emotions and how they impact your learners' experience in the classroom or workplace? Enjoy this new article I wrote for Training Industry, Inc.! Thank you to Jenny Ayers for the opportunity! #emotionalintelligence #training