Lena Nasiakou 🎈 Embodied Learning’s Post

In the realm of Learning and Development, the skill to identify and address dips in energy and participation during full-day training sessions is paramount for seasoned trainers. Recognizing the natural ebb and flow of participant engagement, especially in extended sessions, is crucial to maintaining a dynamic and effective learning environment. One of the most effective strategies to counteract these lulls is the strategic use of energizers. Transitioning smoothly from the training topic to an energizing activity, and seamlessly back again, should feel like a well-orchestrated component of the day. This requires careful planning and execution to ensure it appears as an integral, organized part of the training session. The benefits of incorporating energizers into full-day training sessions are manifold: 1. Enhanced Engagement: Energizers reinvigorate participants, making them more attentive and responsive during the training. 2. Improved Retention: Breaks with energizing activities help in better absorption and retention of the training material. 3. Positive Learning Environment: Energizers create a lively atmosphere, making the learning experience enjoyable and less monotonous. 4. Increased Productivity: Participants return from energizers with renewed focus and energy, enhancing their overall productivity. As trainers, it's our responsibility to craft sessions that not only impart knowledge but also keep participants actively engaged and enthusiastic throughout the day. By incorporating energizers effectively, we can transform the training experience into a more dynamic, interactive, and impactful journey for our learners. #LearningAndDevelopment #Training #ShilpaDhameja #Engagement #ProfessionalDevelopment #CorporateTraining #Energizers #SoftSkills #EffectiveTraining #DeliverySkills #GamesandActivities #ImprovedRetention #Increased Productivity #PositiveLearningEnvironment #EnhancedEngagement

Activities in training programs have become a topic of great interest. However, it is crucial to understand that activities, while engaging, are often overrated if not utilized effectively. Many trainers and clients emphasize the importance of activities, often highlighting them as the centerpiece of their sessions. Yet, without a clear connection to the learning objectives, these activities can become superficial and fail to provide any real value. It is common to see trainers sharing success stories about their use of certain activities, showcasing participant enjoyment and client appreciation. However, the true measure of an activity's success lies in its ability to reinforce the topic, integrate seamlessly with the session, and facilitate the crystallization of knowledge for the participants. Unfortunately, many trainers fall short when it comes to explaining how their activities achieve these outcomes. The focus on activities has, in some cases, shifted towards creating "photo-ops" for social media rather than fostering meaningful learning experiences. Aspiring trainers should recognize that simply loading a session with activities does not guarantee engagement or effective learning. The key is to derive knowledge from each activity, connect it to the overall topic, and ensure it helps participants apply what they've learned in real-life situations. Remember that the true value of an activity lies in its ability to enhance understanding, provide practical insights, and support the learning journey of your participants. Prioritize meaningful connections over superficial engagements to create impactful training sessions. #learningexperience #activities #trainertips #trainingtips

🌱Making Learning Stick 🌱 One of the biggest challenges in Learning & Development is ensuring that training has a lasting impact beyond the initial session. Too often, learners leave workshops feeling inspired, only for that knowledge to fade over time. So, how can we make learning "stick"? One key approach I've found effective is embedding learning into everyday practice (almost like when we learn any new skill - the more we practice every day, the more it sticks) This means moving beyond one-time sessions to create continuous learning opportunities. Here are some strategies that have worked well: 1️⃣ Microlearning – Bite-sized content delivered consistently can reinforce key concepts without overwhelming learners. It’s amazing how impactful short, regular bursts of learning can be! 2️⃣ Reflective Practice – Encouraging learners to reflect on their experiences helps deepen their understanding. Reflection enables employees to connect theory with real-world application, making learning more relevant. 3️⃣ Peer Learning – Setting up peer learning sessions or mentoring can foster a culture of shared knowledge. When employees learn together, they’re more likely to retain information and support each other in applying it. 4️⃣ Ongoing Feedback – Regular feedback and follow-up from leaders are essential. It keeps learners accountable and reinforces the importance of applying new skills on the job. By creating a learning ecosystem where employees are continually encouraged to develop and apply their skills, we can help them grow—and, in turn, help the organisation thrive. 📈 What strategies have you found effective in making learning stick? #LearningAndDevelopment #ContinuousILearning #LifelongLearning #EmployeeDevelopment #SkillBuilding #LearningRetention

One of the most rewarding parts of my work is partnering with organizations to transform their expertise into training that educates, inspires, and creates lasting impact. I've been helping organizations create courses for so long that I created my own Instructional Design Method that I call The Instructional Impact Method. It's the most untraditional way of creating learning you'll see on the market today and it's been battle-tested to create 100K+ hours of training over 2 decades. I don't just create courses; I help organizations unlock new ways to amplify their knowledge and serve their audiences. And I make that process super simple for them. Here’s how organizations can benefit from The Instructional Impact Method and my unique approach to creating training: 1️⃣ Uncovering Potential – Every organization has a wealth of untapped value within its collective expertise. Together, we work to uncover this potential, bringing out insights and capabilities that might not have been recognized or utilized to their fullest. It’s incredible to see the impact that this newfound clarity can have on their mission. 2️⃣ Making Things Possible – It’s inspiring to witness the moment an organization sees its vision take shape. When they see their ideas transformed into structured, actionable training, they realize the power of their work to drive real change—not only within their own team but for the communities they serve. 3️⃣ Creating Something that Lasts – My goal is to build courses that have enduring value. I design frameworks that adapt and grow with the organization, allowing them to deliver ongoing results and create a lasting legacy. The course becomes a valuable asset that evolves alongside their goals. It’s a privilege to support organizations in bringing their ideas to life, helping them make a difference that resonates far beyond the initial launch. 2024 has been an amazing year for bringing ideas to life. I've had the pleasure of helping organizations that worked with military members, non-profit organizations that offered cultural awareness training, corporate leadership experts who wanted more for their employees, and social enterprise organizations that wanted to improve the onboarding processes and we did it all with action-oriented training solutions that will stand the test of time. It's been a great year. But it's not over yet!

Enhancing traditional training with technology has never been more important in today's fast-changing world of work. 🚀 In a bustling manufacturing plant in Ohio, Linda, a dedicated employee with over ten years of experience, found herself questioning her skills as new technologies emerged and advanced. 😕 But fear not! Traditional training methods, such as hands-on workshops and classroom sessions, are here to save the day! 💪 Did you know that 75% of employees prefer these traditional training environments? 🤔 They not only cater to diverse learning styles but also create a structured environment for skill acquisition. In fact, they offer a whopping 20% improvement in retention rates compared to e-learning formats. 📚 Linda's journey exemplifies how these conventional approaches can bridge the gap between experience and innovation, ensuring that employees like her feel equipped to thrive amidst change. 🌟 So, why not take a deep dive into the blog post to discover the key takeaways and learn how to integrate technology into traditional training? 📝 Click the link below to read the full article and unlock unprecedented levels of learning, growth, and innovation! Don't miss out! ⬇️ [CTA: Click here to read more!] #TraditionalTraining #TechnologyIntegration #LearningExperience

Attention Learning & Development Managers! Achieving impactful training programs is a shared goal among all stakeholders—the L&D teams, trainers, training partners, and participants. The preparation phase involves various crucial activities such as expectation-setting calls, faculty evaluations, training plan reviews, and pre-training participant assessments to gauge skill levels. We ensure that our training programs are engaging, participant-centric, and enjoyable, often incorporating pre- and post-training evaluations to measure effectiveness. However, the responsibility for implementing the learning often shifts to participants post-training, with little follow-up or documentation, leading to missed opportunities for tangible learning outcomes. Statistics reveal that classroom training constitutes only 10% of learning, with 20% through peer interactions and a significant 70% through on-the-job experiences. Hence, organisations must focus on activating mechanisms for peer learning and on-the-job learning post-training to sustain the momentum of learning. Consider implementing interventions like mentoring systems, collaborative projects, knowledge-sharing sessions, recognition and rewards, leadership involvement, project-based learning, shadowing, real-time problem-solving, continuous feedback, and review to ensure continuous learning and tangible outcomes. Remember, the L&D team can develop creative ways to maintain the learning momentum, leading to higher training effectiveness scores. These activities, conducted in informal settings, make the learning journey enjoyable for participants. Convincing the business might be challenging, but the visible benefits will be worth the effort, resulting in remarkable outcomes for both you and your organisation. Next time you conduct a training program, focus on these follow-up activities! #Winteg #LearningAndDevelopment #TrainingEffectiveness #ImpactfulTraining #CorporateTraining

Here's something to think about whilst you sip on your morning oat caramel latte ☕ 🧠 Is your L&D approach merely delivering training, or is it driving transformational learning? There’s a critical distinction that every L&D professional needs to consider: the difference between training and learning. Training often focuses on the transfer of specific skills or knowledge —essentially a short-term solution to a targeted need. It's about getting employees up to speed with particular tasks or procedures. But is that enough? Are we just checking boxes, or are we truly preparing our teams for the future? On the other hand, transformational learning goes beyond the basics. It encourages employees to think critically, adapt, and grow continuously. This type of learning challenges mindsets, fosters innovation, and drives long-term organisational change. 📈 So, I'll ask you again: Is your L&D strategy focused on rolling out training, or are you creating an environment where transformational learning can thrive? Are we equipping our teams with just the skills for today, or the agility to navigate tomorrow?

This hidden cost of training will bloat your budget and reduce its effect inside your company. We continue exploring missteps organizing learning inside a firm that creates the illusion that training is "too expensive" or "not effective. Which makes it a ripe target for redundancy in tough economic times. The hidden cost? Not having a Chief Learning Officer results in lack of focus and "death by a thousand good ideas" inside your learning programs. Harsh truth: everybody who's ever given a presentation considers themselves a "good trainer". Mind you they have no idea how adults actually learn, how to build a program, how to achieve learning results, leave alone actually spent thousands of hours delivering training. Their well intentioned but misguided ideas will wreck your training efforts to impact revenue, profits and customer satisfaction. ✅ Senior leaders till push trainers into doing all manner of well intentioned but outright dumb things during training. ✅ People who've never stepped foot in the training room will think XYZ topic should be added to the schedule regardless if it ties to session objectives or will overload the learners. ✅ Front line managers, who can't be bothered to read the available training plans, will whisper to senior leaders how training should be done regardless if it aligns to the strategic plan or is likely already being covered. All of those "great ideas" are reducing the effectiveness of your training programs, adding cost and wasting time. Radical idea: have a Chief Learning Officer who can cohesively organize your efforts, ruthlessly focus it on the outcomes you want to achieve and set the expectations of quality corporate training inside the org. Let them evaluate all those great ideas (including the actual good ones). Let them lay awake at night making sure training supports the team and success of the firm. Give them the authority and support to organize, unify and create learning that works. Leverage a fractional arrangement to start the process if need be. You do it for revenue, operations, finance, technology and marketing. Its not that complicated to do it with learning.

How Managers Can Make Training Stick: Ideas for Before, During, and After Training When it comes to learning, managers are the real game-changers in making sure training turns into tangible results. It’s not just about the quality of the delivery but about how you support learners and teams before, during, and after. Research from Mary Broad and John Newstrom (Transfer of Training) shows how much of an impact this kind of support can make. Here are a few practical ideas for each stage: 🔑 Before Training Set your team up for success by making sure they have everything they need—whether that’s the right tools, access to platforms, or a clear understanding of what’s in it for them. Make it relevant to their roles and their growth, and you’ll get their buy-in from the start. 🔑 During Training Staying engaged can be tough, especially with digital or self-paced learning. A quick check-in to see how things are going, whether they’re hitting any snags or needing extra support, can make all the difference in keeping motivation high. 🔑 After Training After the training, a follow-up chat about how they can implement what they've learned can be really powerful. Give learners the space and the opportunities to apply those new skills on the job. It could mean tweaking some processes to fit what they’ve learned or just being there to give feedback as they put new ideas into practice. Ask yourself: are they actually using what they've learned? If not, what’s getting in the way? Understanding those blockers can help you adjust and ensure that learning sticks. By supporting your team at each stage, you can make a real impact on the impact of your learning initiative. #LearningAndDevelopment #DigitalLearning #HospitalityTraining #ServiceExcellence #EmployeeEngagement #TrainingSuccess

Are you concerned that your training efforts might fall short? Are you wondering, “What if the training is ineffective? What if my employees don’t retain what they’ve learned?” You’re not alone in these worries. But here’s the thing—fear is the enemy of progress, and what we all want is progress, right? So, let’s turn this fear into an opportunity for growth and innovation. First, shift your mindset from “training” to “learning.” Training suggests a one-time event, but learning is a continuous journey. By fostering a culture of ongoing learning, your employees can keep acquiring new skills and knowledge over time. Next, take advantage of technology. With eLearning platforms, you can create interactive, engaging courses that cater to various learning styles. Plus, you can track progress and provide personalized feedback to ensure your team gets the support they need. And don’t forget—learning can be fun! When employees enjoy the learning process, they’re more likely to retain information and apply it to their work. In short, embrace the possibilities that technology and innovation bring. By promoting continuous learning, leveraging tech, and making learning enjoyable, you’ll equip your employees with the skills they need to thrive. Check out this article for 4 tips on building an inclusive learning culture: https://bit.ly/3UcMpGn #LearningCulture #eLearning #EmployeeDevelopment #DigitalLearning #LearningEverest