To ensure learning, one training expert says that you have to “connect, inspire, and ENGAGE” learners. Learn about the six steps of her training model.
Trainers need to spend more time thinking about how they’re going to teach than what they are going to teach, says Vicki Halsey, Ph.D. (www.vickyhalsey.com), author of Brilliance by Design: Creating Learning Experiences That Connect, Inspire, and ENGAGE (Berrett-Koehler, 2011), and vice president of applied learning at The Ken Blanchard Companies.
Trainers tend to spend 70 percent of their time focused on what they’re going to teach and only 30 percent on how they’re going to teach it. But Halsey says that it should be the other way around.
In her book, Halsey outlines the ENGAGE Model, a six-step design based on discoveries in neuro-science that stimulates active learning and increases retention.
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ENGAGE Model
Here’s a quick review of Halsey’s six-step ENGAGE Model for improved employee training:
Energize learners. This involves getting learners focused on and excited about training in advance (e.g., having a podcast on the topic, distributing related materials and study guide). At the start of the session, energizing also includes thanking learners for participating and getting them involved right away by asking a powerful opening question, conducting an interactive activity, or announcing key training goals.
Navigate content. Using a variety of methods (e.g., visual, auditory, kinesthetic) to engage different parts of the brain, the trainer alternates between teaching content and review content through role-plays, games, or team activities.
Generate meaning. Many trainers stop after the first two steps, but Halsey says it is important to proceed through all six steps. Trainers should help learners understand "what’s in it for them" by directly asking them to explain the value of the new information they learned and how it will help them—for example, work more safely.
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Apply to the real world. Learners need opportunities during training to demonstrate their mastery of the new skills (e.g., a learning lab, simulations, or real-world practice.
Gauge and celebrate. During this step, learners assess how much they have learned—through a quiz, crossword puzzle, or presentation to others—and celebrate their accomplishment.
Extend learning to action. Follow-up activities (e.g., e-mail reminders or buddy systems) help ensure that learners act on their intentions to use their new knowledge or skills.
Tomorrow, we’ll talk more about training techniques and explain why another training expert thinks building movement into training sessions can lead to better learning.
This is a great model for organizing ANY kind of adult education and training. Thanks so much for sharing it with us.