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How is effective learning formulated?
In today’s rapidly changing environment, the ability to learn has become a vital skill. To stay afloat, some people make time to read books and articles, some attend webinars and training sessions, while others employees prefer to gain new skills through practical experience. So, what approach ensures the most effective learning?
Numerous studies show that people learn best when they gain knowledge from multiple sources. The optimum formula for acquiring a new skill is 10%–20%–70%, where:
- 10% is theoretical training and self-training
- 20% is working with mentors, experts, colleagues, and receiving feedback
- 70% is skill development through the practical application of knowledge in the workplace
This comprehensive approach is most effective, as it allows arrangement of training according to the “simple-to-complex” principle and transfer of the skill to the work environment for which it is developed.
But how does it work?
Theoretical training (10% of skill development)
If you’re planning to acquire a new skill, it’s better to start by studying the theory. Read articles or books on the chosen subject, attend training sessions or webinars, or take an e-learning course. This will give you a general understanding of the subject/process under study and break the skill down into smaller components. Skipping this stage may later result in a lack of a systematic view or affect mastery of the skill. However, no matter how interesting and useful the training sessions, articles, e-learning courses or books are, the knowledge will remain theoretical without practice. It’s impossible to fully develop a skill by studying theory alone. Knowing how to bake a cake is not the same as being able to make one.
Work with mentors and feedback (20% of skill development)
The second important component of learning is the opportunity to receive feedback and advice from experienced mentors, as well as sharing best practices with colleagues. Colleagues who have already gone through certain situations can share valuable experience, protect you from making common mistakes, and set an example, which accelerates your growth. Correct and timely feedback also helps you stay motivated to learn, even when you face obstacles.
Practical training (70% of skill development)
The third and most extensive part of development is practical training. Neither theory nor advice from the most experienced colleagues can replace the practical application of acquired knowledge. Completing real work tasks and facing real situations and mistakes allow you to gain relevant experience and develop a firm skill.
Many employees tend to put off this stage. Some believe that they still don’t know enough to move on to practice (professional students), while others think they will immediately demonstrate the required skill when needed (theorists). Both groups make a fatal mistake and return to the starting point in their development. Approximately 90% of the knowledge you acquire is forgotten after 27–30 days if it hasn’t been applied. That’s why even a small piece of knowledge you obtain needs to be put into action. Well-practiced skills are not forgotten over time. Once you learn to swim, you can reproduce this skill even if you haven’t used it for a long time.
Take a comprehensive approach to your development. Don’t forget to expand your theoretical knowledge, use the experience and example of more experienced colleagues, and think through tasks that contribute to the practical application of the skill you’re trying to develop.
Personnel Training and Development Manager
