Posts Tagged ‘Brinkerhoff’

Traditional Learning vs. High Impact Learning: A Big Difference

July 18, 2008

All across the world corporations are spending billions of dollars on employee training that produces very little business impact. 

According to Training Magazine’s Industry Report, in the US alone organizations spent a total of $55.8 Billion on formal training in 2006.  

However, as Dr. Robert Brinkerhoff points out, in his book High Impact Learning, “if we define ‘training impact’ as simply transfer of knowledge and skills to on-the-job performance, research indicates the impact of training is realized only for about 15% of all training participants.”

Tragic as that percentage is, he goes on to say, “When we define the impact of training more rigorously, such as application of new knowledge and skills to enhance performance in a way that makes a worthwhile difference to the business, then our evaluation studies typically show even more dismal results.”

Why such poor business results from training?  Why are billions of dollars producing such low business impact?  The answer lies in how training is aligned with the business.

Traditional corporate training often lacks alignment to business results.  Whereas High Impact Learning is very aligned to business results.

I’ve created a mindmap that illustrates the differences between traditional corporate training and High Impact Learning.  You will quickly see why the training efforts of those who use High Impact Learning are far more successful than those who don’t.

(Click on mindmap to enlarge)

For more information on High Impact Learning read Dr. Robert Brinkerhoff’s book High Impact Learning.  

You can also contact Advantage Way Consultants who specialize in helping companies leverage the tools and techniques of High Impact Learning.  Click here to contact an Advantage Way consultant.

Dr. Brinkerhoff’s Instructional Model: Promoting Effective Learning

July 16, 2008

I’ve been in the Learning and Development field working in global corporations for over 10 years and I can tell you from personal experience that having a good instructional model makes a world of difference when you want learner engagement and retention.

Dr. Robert Brinkerhoff, in his book High Impact Learning, outlines an instructional model that promotes powerful learning interactions.  The model includes 4 major components: 

  1. Strategies for presenting content
  2. Opportunities for learners to practice content
  3. Approaches for soliciting feedback
  4. Promoting learner reflection

I’ve created a mindmap to highlight the components of Dr. Brinkerhoff’s model:

(Click on mindmap to enlarge)

Consider this model and share it with those responsible for learning and development at your company.

Remember, you don’t have to use every strategy noted in the model.  

However, every learning event should include the four main components highlighted in the mindmap:

  1. Present content 
  2. Provide Practice
  3. Engineer Feedback
  4. Promote Reflection