Research Quality Association (RQA)’s Post

What makes for effective knowledge transfer? Near the end of last year I ran a four-morning training course. While planning for this course I was aware that some knowledge is best transferred in different contexts. Consider these three examples: 1) Many courses begin by recapping some knowledge the learner is already expected to know. This is because the new knowledge depends on these foundations and needs to be used as an extension of it. 2) For practical learning, demonstrations are preferred over very detailed instructions. This is because the demonstration occurs in the environment where the learner will have to carry out similar actions. 3) Some knowledge is seldom taught directly, but waits in help files and documentation. This is because the value of this knowledge is only clear once the learner encounters the problem it provides a solution to. In all three examples, the context in which the knowledge is presented assists the learner to know how and why the knowledge is important, and to fit it within the teaching they are receiving. When we share our expertise, awareness of how context effects people's receipt enables us to be more effective: "Let me explain" vs. "Allow me to demonstrate" vs. "Try this example" vs. "These are the key references if you get stuck". If your learners are not understanding, perhaps it is the context that need to change not the content. (This post repurposed from an internal reflection I write fortnightly.)

https://lnkd.in/etTaiEE4 A very well written and insight piece of the history of L&D functions and what its purpose and delivery has been. Evaluating if the ‘just in time’ learning as he states is now key to today’s learners. Worth 10 mins of your time to see where you and your L&D function sit currently in the world of learning.#learninganddevelopment #cipd 

Emergent Learning has been the most powerful practice I’ve ever found. It has been at the core of my work around strategy and organizational learning since 2014! If you haven’t yet experienced the practice, this may be the time to dive in.

Here are some tips on how people can retain more knowledge in training: 1. *Active participation*: Engage fully in the training, ask questions, and contribute to discussions. 2. *Clear goals*: Set specific goals for what you want to achieve from the training. 3. *Repetition*: Repeat what you've learned through note-taking, summarizing, and self-quizzing. 4. *Spaced learning*: Review material at increasingly longer intervals to solidify it in long-term memory. 5. *Contextual learning*: Learn in context, rather than just memorizing facts. 6. *Multisensory learning*: Use visual, auditory, and kinesthetic learning techniques. 7. *Practice and application*: Apply what you've learned through hands-on exercises and real-world projects. 8. *Feedback*: Receive regular feedback to adjust and improve your understanding. 9. *Reflection*: Reflect on what you've learned, what worked well, and what didn't. 10. *Review and reinforcement*: Regularly review and reinforce what you've learned to prevent forgetting. By incorporating these strategies into your training, you can significantly improve knowledge retention and make the most out of your learning experiences.

Chances are that if you have excellent subject knowledge you'll be asked to deliver training at some point. if you're curious about where to begin or what approach to take then you might find my blog post helpful. #communityjustice #lifelonglearning #communityjusticescotland #peoplenotprocesses #lifechangingsentence #justice #training #adultlearning #trainthetrainer

Emergent Learning has been a transformational practice in my social change work (and life). And I not only participated in this program, but now am part of the team that facilitates it! If you’re interested in signing up for our Spring 2025 cohort, get on the list to be notified when registration opens! #emergentlearning #socialchange #professionaldevelopment

Is our learning world really changing? 🌍❓ In the learning industry, there’s a gap between L&D programmes and their impacts that needs to be closed. But how? With 40+ years of experience in the industry,Andrew Gibbons FCIPD suggests the following: 👉 Acknowledge that groups don't work and be led by individual needs 👉 Be true agents of change 👉 Have clarity on purpose and expectations https://lnkd.in/egMzHKYA #learning #learningleaders #learninganddevelopment #training

Is our learning world really changing? In the learning industry, there’s a gap between L&D programmes and their impacts that needs to be closed. But how? We need to do more to be led by the needs of each person and be clear on purpose and expectations. We need to act as true agents of change. https://bit.ly/3LRnIvW

🌟 Embrace the Journey of Lifelong Learning! 🌟In the pursuit of success, we often focus on physical health, but let's not forget the invaluable importance of nurturing our minds. Just as exercise keeps our bodies fit, continuous learning keeps our minds sharp and vibrant.Research underscores this truth: ongoing cognitive activity not only stimulates brain cells but also enhances mental acuity. It's a journey that pays dividends, regardless of age.🚀 So, I'm thrilled to share a personal milestone in this journey! 🚀Recently, I was pleasantly surprised to receive the CertiProf® Lifelong Learning Continuous Learner Badge. This recognition from a globally acclaimed certification body, boasting a vast partner community and hundreds of thousands of certified professionals, is truly humbling.Let's continue to embrace the joy of learning, for it fuels not just personal growth but also enriches our communities and shapes our world. Together, let's inspire and empower each other on this incredible journey of lifelong learning! 💡 #LifelongLearning #ContinuousGrowth #Empowerment

‘Active learning has “stickability”... Learners forget what they’re told but remember what they discover.’ Catch-up on our latest blog by LDI Lead, Peter Smith on his Top Ten Tips for Training ✅ https://lnkd.in/e4eQ7FS4