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The unique training method – Sticky Learning ® – is based on 6 essential elements that solve the problem for HR Managers, Training Officers, and Learning & Development Managers, of not being able to demonstrate a ROI.

S  is for Sticky Pieces

‘Sticky Pieces’ are activity requests, which are emailed to each Learner at the appropriate time between the Foundation and Advanced training days. They are built and ordered to ensure habit formation is achieved, so that each Learner is still using their new habit 5 months later.  Sticky Pieces appeal to the 70% of the 70:20:10 learning model. Plus, ‘Manager Pieces’ give engagement and support from the Line Managers.

T is for Timely

In essence the ‘Spacing Effect’ states that unless we repeat, use, re-learn, or do something with what we have learnt, we’ll forget it. The Training Courses and Sticky Pieces have been designed into the Sticky Learning ® unique training method to ensure that the Learner has the opportunity to repeat, use, or explore, their new skill in order for it form as new habit.

I is for Individual

We created the Learning To Learn training course because many learners have never been taught how to learn. This is a 1/2 day training course that every Learner engages with before any training. At LTL each Learner understands how they learn, how to create habits, how to identify their individual learning objectives, and how much they lose by not engaging with each activity.

C is for Curve

The ‘Forgetting Curve‘ tells us when Learners start to forget what they have remembered. By identifying these ‘windows of choice’ we can support the Learners to create long term habits. We achieve this by helping Learners to capture their notes better, using quizzes to test them, by having a learning buddy, by effective line manager engagement, etc.

K is for Knowledge Vault

Learners are given access to a huge ‘Knowledge Vault’ to enable them to further continue their learning journey. The Knowledge Vault consists of well-chosen blog posts, videos, research and lots more, divided by the skill that the Learner is learning and then by the learning objective within each skill.

Y is for Your Chain of Evidence

According to CIPD 75% of training evaluation does not take place, or is for level 1 only – the Happy Sheet. A ‘Chain of Evidence’ is created for each individual training programme across 5 levels of evaluation. Based on Kirkpatrick’s training evaluation model, with an additional level to review the outcomes versus the Sponsor’s business objectives.

Just click the arrow…

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