Test your basic knowledge |

Making Learning Stick

Subject : teaching
Instructions:
  • Answer 17 questions in 15 minutes.
  • If you are not ready to take this test, you can study here.
  • Match each statement with the correct term.
  • Don't refresh. All questions and answers are randomly picked and ordered every time you load a test.

This is a study tool. The 3 wrong answers for each question are randomly chosen from answers to other questions. So, you might find at times the answers obvious, but you will see it re-enforces your understanding as you take the test each time.
1. You are always going to have to deal with those learners who aren't in training for the right reasons. Address them immediately and get them on your side by deferring questions to them.






2. It sounds trite but if you don't know what they expect you can't possibly meet their expectation. And even if they have expectations that you can't meet - address that with them upfront.






3. If you want the group to gel quickly - don't scrimp on icebreakers. It is the only way to get the team from forming and storming into NORMING.






4. Communicate with learners before you meet in-person however you can. Hold a webinar or meet one-on-one. You'll get to know the participant better and they'll open up more easily once you start.






5. As part of the introductions - ask learners to verbalize one thing they must know before leaving the session. Write all on white board or flipchart & refer to it often during session. Be certain to address all items by session's end.






6. Have trainees create and sign a learning contract with 'what they will continue to do and/or do differently'.






7. Have the learner use a new skill within 2 days of returning to their job. Have them submit an action sheet.






8. Are your participants nearby? Then consider subdividing the program into mini sessions. This allows people to process what they learned - apply it at work - and come back for more






9. After each day of training - ask the participant to write a question with the appropriate answer. They help you create the flashcards from their learning experience.






10. Make sure that the manager knows the goals of the training and talk to the participant before and after the training....ideally working the the learner to set goals and next steps.






11. Build self-reflection & personal note/goal writing into your agenda. It is important for learners to connect to their own learning & articulate take-aways.






12. Instead of creating sample scenarios - have participants create their own scenarios.






13. Have a group of people who know everything. Great!! Use them as mentors throughout the training by putting them to work.






14. Extraverts are likely to learn better if they can do participate actively. Introverts may need to process some things on their own before working with small groups. Those who are original need innovative 'out of the box' thinking... whereas those who






15. Have participants complete meaningful pre-work i.e. read an excerpt of a book - do an assessment - complete a pre-survey. Don't let them attend if they don't.






16. Intentional closing activities are just as important to relevant ice breakers at the beginning. Do more than a quick recap and Q&A. Get learners talking about what they learned and more importantly - how they'll apply it back at work.






17. Seven is the magic number - according to memory experts people cannot retain more than 'seven items' in one sitting.