Research into learning states that we forget most of what we have learnt and this suggests that one-day training courses are a waste of money. Learning to Learn is about understanding how the Learner can learn more, more quickly, and more easily for themselves, and transfer the skill to be learnt to the long term. The benefits are simple – over 400% more knowledge retained by Learners!

This is a Learning to Learn training course of a 1/2 classroom day. The course will be delivered by a world class tutor that has worked in the UK Grocery Industry, and our ROI guarantee is included.

A training course designed specifically to meet the specific and challenging demands of suppliers to the big four UK supermarkets it is often first viewed as ‘Do I need this?’, quickly moving to ‘I needed this’, afterwards.

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Learning Objectives

By the end of this training course the Learner will be able to:

  • Be aware of how and why new skills are lost so easily and how to overcome that challenge.
  • Understand the importance of capturing Learner’s own notes in a way that enables the Learner to more easily recall and retain what they will learn.
  • Identify and understand the Learner’s learning style and how to apply it in a learning environment.
  • Appreciate the importance of the goal setting theory and how this can help the Learner to better achieve what they want from their training.
  • Understand how to create new habits in order to embed their learning faster and for the long term.
  • Value the importance of a learning buddy and how useful it can be when you use this resource to retain and recall learnings.
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Training Topics Covered

MBM introduced this training course because they were concerned by the lack of accountability by many training providers to aim for long-term transfer of the skill. This 1/2 day training course aims to reverse that problem.

  • Tools and techniques for capturing output and key learnings from each training course.
  • The importance of the Learner’s learning style and how to use their learning style.
  • Why new skills are lost so easily and how to overcome that challenge.
  • How to set goals so that they can realise where they are and  where they want to get to.
  • To help the Learners to understand how they can easily form a new habit.

For top tips read our Learning to Learn Blog, e.g. ‘7 Ways to Retain Learnings Longer from Your Training‘.

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Ideal Learners

For everyone that wishes to invest time in learning a new skill or building on a current skill, and then wants to get the maximum return on their time spent by keeping that skill for the long term.

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Testimonials

“I really enjoyed the <LTL> course. The Learning styles exercise was particularly enlightening. So much so that I got Andy to give me a spare copy. Then I asked my wife to complete it that evening, so that I could try and understand her a little better! 🙂 The learning styles piece is great for my own self-awareness and to make me conscious/aware of why other people may react differently in a meeting/course etc.

Plus, to better understand the team who work for me and how I may need to tailor my approach with them off the back of it – The way I do it is probably indicative of how I would want to learn, rather than how they would best take things in. The mind mapping was also great and is something I have occasionally used in the past but having seen how to do it properly, something I will use more.

Finally, Keepers and triggers – I have already started to note down the room, who’s there, who I’m next to, weather etc. Habits – not incorporated any of these into my work life but certainly have done at home and got myself a trigger to make sure they are linked.”

Marc Summers, Account Controller, AG Barr

For more testimonials visit written testimonials or video testimonials.

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Making the Learning Stick

Hopefully the term ‘Sticky Learning ®’ has intrigued you, whilst you probably guessed a sense of what it is about.

In short Sticky Learning ® is our own unique method that we have developed to help Learners Realise more of what they have learnt, be able to Recall more of what they have learnt, and Retain more of what they have learnt. In 2016 we further upgraded this unique training method to include habits formation as a big part of helping Learners to use more of what they have learnt.

This is good for our clients because it means that the money they spend with us is better invested than with other training providers because the learning is used for longer.

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Training Course Duration

At MBM we no longer offer 1 day courses due to their limited effect.

Our Sticky Learning ® unique training method enables Learners to learn more, learn more quickly, and learn more easily. Sticky Learning ® is a key part of the 6 month training course consisting of pre-work and this Learning to Learn 1/2 day training course,

The Learner is also given:

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World Class Tutor

Your tutor for this training course is Andy Palmer.

He has spent almost equal time between a UK big four supermarket, a supplier to the UK big four supermarkets, and his time with MBM.

Andy ensures a relaxed, experienced and fun training environment where Learners are challenged & encouraged.

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Andy Palmer Picture

Learners Per Course 

10 Learners because this drives enough discussion between the learners to explore the skill well, whilst not too many that any one Learner gets ‘lost’ in the debate. If you do not have up to 10 people please checkout our 121 Executive Coaching, which can help just you to learn this skill.

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Costs

  • For 10 Learners the cost is £112.50 per Learner for the half day.
  • The total cost for up to 10 Learners for this 1/2 day training course is £1,125, plus vat.
  • Either held on-site at the client’s premises, or an off-site venue can be booked and charged back to the client.
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Measuring Return on Investment

There are many evaluation methods for training, each trying to find the holy grail of return on investment. We use Donald Kirkpatrick’s four level training evaluation model as a base because it has stood the test of time, since 1953.

Level 1: Reaction: How did the Learners react to the training?

Level 2: Learning: How much learning did the Learners get?

Level 3: Behaviour: How much have the Learners used the learning?

Level 4: Results: How much effect did the Learner’s learning have on performance?

Few training providers measure the return on investment beyond the level 1 reaction. We have added one further level:

Level 5: Sponsor: How much did we achieve the sponsor’s objectives?

Read more about our 5 level evaluation tool and see an example report – ‘Chain of Evidence’.

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Learning Needs to be Intriguing

To this end of ‘Learning needs to be intriguing’ we name each one of our training courses after a relevant film and we’ll make reference to this on the training course.

For this training course we chose ‘Total Recall‘ because being able to recall and apply what you have learnt is the key to getting the most from learning.

This film from 2012, rated PG-13, stars Colin Farrell as a factory worker who discovers that his current life is a fabrication predicated upon false memories implanted into his brain by the government.

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