Crafting Effective Learning: A Dive Into L&D Strategies

Heather Torres, Director of Learning and Development, Brown & Brown

Have you ever wondered why learning and development professionals pause when asked for inperson training? Today, we unravel the intricacies behind this thoughtful pause, exploring the nuanced considerations that shape effective learning experiences.

To me, in-person or virtual as a first step is similar to choosing the bread for a sandwich without knowing its contents. Just as tuna and rye bread don’t pair well, the choice depends on the learning content and objectives.

In these situations, learning and development professionals must play the role of consultants, unraveling the learning goals by collaborating closely with the requestor. Key questions to consider:

 • Goals:

• What metric are we trying to move, and how?

• What does the learner ultimately need to do once they know?

 • Example: Current internal audits found 50% of those audited weren’t properly using xyz software procedure. The goal is to increase compliance with the procedure by 30% over last year, which will be measured during the next audit. To do that, repair technicians need to know about the procedure and be able to follow it.

• Understanding the learner:

• Who is the learner, and what is their role?

 • What’s their daily routine and work environment?

• Example: A customer service representative working in a call center cubicle who takes calls from a queue. They are required to meet specific time standards for calls. All work and breaks are strictly scheduled to meet the call requirements. Training either needs to be quick and easy to complete while allowing them to meet time standards or needs to be scheduled and in person, away from the phones.

• Accessibility:

• How will learners need access to materials?

• Is in-person attendance feasible?

• Example: A traveling salesperson may need training available on their cell that they can complete while at the airport.

"Specific and measurable learning outcomes are crucial for efficiently crafting materials that drive change"

• Diversity and inclusion:

• Consider varying needs such as visual, audio, and language.

• Consider company or regional culture for different areas.

 • Adapt materials accordingly.

• Prior Knowledge and learning style:

• Assess the learner’s existing knowledge.

• Is there an assumption of a base level of knowledge?

• Determine if repetition or spaced learning is needed. Once objectives are clear, the learning and development team tailors the approach:

• In the Flow of Work:

• Immersive learning within the work environment.

• Example: Customer service may need a quick video overview of a new widget.

• Varied Delivery Models:

• Adapt to the learner’s needs.

• Sales teams might benefit from onsite huddles, while repair teams need handson workshops.

 • Technology Integration:

 • Utilize various tools – from quick videos to virtual reality simulations.

• Example: VR for teaching safety procedures without the risk of injury.

Effective collaboration between the requestor and the learning and development team is paramount. Specific and measurable learning outcomes are crucial for efficiently crafting materials that drive change. This ensures a win-win situation – effective learning for the individual and a positive impact on the bottom line.

 Choosing the right learning delivery method is a nuanced process, requiring careful consideration of objectives, learner profiles, and content. By wearing the consulting hat and collaborating closely, learning and development professionals can create tailored strategies that lead to impactful learning outcomes that meet both the learners and the business's needs

Virtual Reality