After attending DevLearn (one of the largest eLearning conferences in the world) in Las Vegas, Natalie shares some inspiring tips and trends for improving learning in the context of professional development for Lawyers. Natalie originally put this video together for the CLEAA (Continuing Legal Education Association of Australia) conference. Find out more about eLearning: What’s hot for 2014 (part 1).

Tip Summary

How Do You Make Training Stick?

Training is not just about knowledge but about changing behaviour. How do you make it stick? One suggested method of following up is:

Two days after the session – Send participants via email or voice mail, two fact-based questions (ie two questions that have an answer). Even though you’re only picking out a tiny amount of the course content, it does something to your brain that makes you remember the entire experience.

Two weeks after the session – Send a more exploratory question; an open-ended question that talks about their feeling towards it, or what they gained from it.

Two months later – Contact them about how they applied it.

Immersive Learning

Immersive Learning is about creating a place to practice (eg role plays, board games, scenarios). Where do you want your lawyers to practice? In an immersive, simulated world, or with clients? This is a really good concept. You have to create places where participants can practice. It could be a virtual world, a game, or a role play in your own organisation. The important component is not to keep testing, let people practice and then do the testing in a different space.

A true learning environment is where one fails. If someone can go through a whole learning experience and pass every hurdle, it wasn’t complicated enough. It hasn’t pushed them and they haven’t learnt anything new.

Before building an immersive learning world, you have to really understand the world that the people work in.

We need to analyse:

  • Why is the organisation wanting the training in the first place?
  • Can it be measured?
  • What does it look like when things go right (ie where are you trying to take them?).
  • Where are the places it can break down?
  • Why aren’t people doing it now?

A lot of times educators say, “But we’ve shown them so many times, and they’re not doing it.”. So that goes back to reinforcing it afterwards.

Feedback

All training must have feedback. People have to know how they’ve gone, whether it’s online, or in a live situation. So it’s important to work really hard on the feedback and make sure you motivate and reinforce what behaviours you want from them and really ignore the other behaviours. We don’t need to hear we were wrong, but we need to hear “Well done” when we got it right.