Implementing Continuous Learning For Retention

🚀 Ever wonder if there’s a better way to make learning stick? 🤔 Enter 🥁🥁🥁… SPACED REPETITION 🌱 💭 Imagine this… Instead of cramming everything into one session (and forgetting most of it the next day 😅), you space out learning over time. The result? Stronger memory, better retention, and smarter learners! 🧠✨ Here’s how it works: 📖 Learn the material: Start with a workshop or training. ⏱️ Review soon after: Reinforce within 24 hours to stop forgetting. 📅 Space it out: Gradually increase the gap between reviews. 🔁 Repeat until mastery: Keep going until the knowledge is locked in for good. Think of it like watering a plant: 💧 Instead of drowning it all at once, you give small, consistent doses over time. 🌿 🧪 The science behind it: • In 1885, Hermann Ebbinghaus introduced the ��forgetting curve,” showing how quickly we forget information without review, based on his experiments with memorizing nonsense syllables (which was repeated and confirmed in 2015). • We forget FAST unless we revisit what we’ve learned. • Each review strengthens memory and makes recall easier. • Spaced reviews create long-lasting learning (goodbye forgetting curve!). 👩💻 Why does it matter in L&D? Spaced repetition helps learners: • Retain info longer 🌟 • Reinforce key concepts 📌 • Learn more effectively ⏳ 🎯 Example in action: Imagine you’re training employees on cybersecurity: 1️⃣ Day 1: Host a workshop on phishing emails. 2️⃣ Day 2: Share a quiz on spotting phishing scams. 3️⃣ Day 5: Use an interactive case study to test real-world scenarios. 4️⃣ Week 3: Send a refresher infographic. 5️⃣ Month 2: Include a phishing quiz in your newsletter. 💡 Pro tips to make it work: • Build follow-ups into your training (quizzes, activities, emails). • Use tools like spaced repetition apps or LMS platforms to automate reminders. • Focus on the key concepts learners need most. • Encourage reflection to deepen understanding. TL;DR: Spaced repetition = lasting learning without the overwhelm. 💪 Help your learners retain more, recall faster, and truly apply what they’ve learned. 🌟 What’s your favorite way to help learners retain knowledge? Share in the comments! 👇 #LearningAndDevelopment #AdultLearningTheories #AdultLearners #SpacedRepetition #LearningThatLasts

We have a retention problem in corporate learning. Despite 98% of companies implementing eLearning and billions invested in training platforms, employees forget 90% of what they learn within a week. The issue isn't lack of content—it's that we're still designing learning like academic courses instead of performance support. After analyzing what separates effective L&D content from the training that gets completed but never applied, I've identified 7 key principles that actually drive behavior change in the workplace. The shift required: Stop teaching skills in isolation. Start solving real performance problems. Your employees don't need another module about "communication best practices." They need to know exactly what to say when a client meeting derails or how to handle 47 "urgent" requests when they're already at capacity. The companies getting this right aren't just seeing higher completion rates—they're seeing measurable performance improvements and 30-50% better retention rates. Full breakdown in the article below, including a practical implementation framework for transforming your L&D approach from information delivery to performance improvement. What's been your experience with learning content that actually sticks versus training that gets forgotten immediately?

8 ways to make learning stick. That science supports ⬇️ Early on in my L&D career I was selfish. All I cared about was getting high scores on my feedback forms and looking good! “Embedding the learning” was someone else’s problem. How naive was I! Most organisations invest heavily in training, yet are surprised when very little of it changes behaviour. People attend workshops, complete courses, and give positive feedback, but weeks later they fall back into old habits as if nothing ever happened. This is not a motivation issue, and it is rarely a capability issue either. Real retention comes from effort, not familiarity. Learning sticks when it is spaced over time rather than crammed into a single event. Small doses reinforced repeatedly are far more effective than one intense day that overwhelms attention and memory. It also sticks when learners are required to retrieve information rather than simply review it. Being asked to recall what was learned strengthens memory far more than passively revisiting content. Variety matters too. When learning is mixed across related topics, the brain is forced to discriminate and think harder, which improves long-term retention far more than teaching each skill in isolation. Struggle is another uncomfortable but essential ingredient. When learning feels slightly difficult, the brain recognises it as important. Ease may feel good in the moment, but it rarely survives real work. Context is equally critical. Abstract theory fades quickly, while learning grounded in real situations connects directly to behaviour. People remember what helps them solve problems they actually face. Managers play a decisive role in whether learning sticks or disappears. When they reinforce, discuss, and apply learning with their teams, retention increases dramatically. When they are absent, even the best programmes fade fast. Emotion also matters more than most organisations admit. People remember stories, moments, and meaning far longer than slides or frameworks. If learning feels flat, it will not last. Finally, retention is not a one-time achievement. Learning strengthens through repetition and reflection. When ideas are revisited, applied, and discussed over time, they turn into habits rather than memories. The way that learning can really turn into performance is by building an ecosystem around it that focuses on making it stick (i.e what is learned) and then how that learning transfers to performance improvement. ---------------------------------- 📖 My latest book covers this in depth... "IMPACT - How to turn learning into results" Available at Amazon: https://lnkd.in/gDnnwy9K 💾 Save this for later.

If Your Learners Aren’t Engaged, Nothing Else Matters.👎 You can build the world’s most beautifully designed training program. But if learners don’t finish it, don’t remember it, and don’t apply it? Then it’s just content. Not learning. And that’s exactly where many L&D teams are stuck. Here’s what the data shows: * 70% of training content is forgotten within 24 hours * Engaged learners are 3x more likely to apply what they’ve learned * High engagement = higher productivity, stronger retention, and real business impact So, how do the best L&D teams drive engagement...and keep it? These are the three biggest game-changers we’re seeing in 2025 👀👇 1️⃣ Make Learning Feel Personal If a course doesn’t connect with someone’s day-to-day role, they’ll disengage...𝑭𝒂𝒔𝒕. Relevance is 𝘦𝘷𝘦𝘳𝘺𝘵𝘩𝘪𝘯𝘨. What forward-thinking teams are doing: → Adapting content based on role, skill level, and performance
 → Letting AI adjust learning pathways in real-time
 → Giving learners more say in their own development ✅ Teams making this shift are seeing 2x to 3x higher engagement. 2️⃣ Make It Impossible to Just Click Next No one remembers a 60-slide eLearning deck. Passive content is forgotten content. What’s working now: * Scenario-based challenges that mimic real decisions * Interactive formats like quizzes and simulations * Collaborative elements that get people talking and solving together ✅ One SME switched to interactive compliance training and jumped from 20% to 92% completion overnight. 3️⃣ Make Learning Continuous When learning is personal, interactive, and continuous, people pay attention. Annual training? It’s forgotten before the next login. The best teams are shifting to learning that’s consistent, quick, and embedded in the flow of work. How they’re doing it: → Microlearning delivered in bite-sized bursts each week → Spaced repetition to strengthen memory → Turning learning into a habit, not a one-off ✅ One team replaced a yearly course with weekly 5-minute refreshers — and saw engagement and on-the-job application soar. Engagement isn’t a “nice-to-have” in L&D.
 It’s the foundation of every successful learning strategy. When learning is personal, interactive, and continuous - people pay attention. And when people are paying attention, performance improves. If you’re looking to future-proof your L&D approach, this is where to begin. But what’s stopping most teams from getting it right?

𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝘀𝘁𝘆𝗹𝗲𝘀 𝗮𝗿𝗲𝗻’𝘁 𝘁𝗵𝗲 𝗮𝗻𝘀𝘄𝗲𝗿 — 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝘀𝗰𝗶𝗲𝗻𝗰𝗲 𝗶𝘀. I recently read Using Learning Science Strategies to Enhance Teaching Practices and Empower Adult Learners, and it reinforces a critical gap I see inside organizations every day: 𝗪𝗲 𝗱𝗲𝘀𝗶𝗴𝗻 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 ���𝗼𝗿 𝗰𝗼𝗺𝗽𝗹𝗲𝘁𝗶𝗼𝗻 — 𝗻𝗼𝘁 𝗳𝗼𝗿 𝗿𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻, 𝗿𝗲𝗰𝗮𝗹𝗹, 𝗼𝗿 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲. This paper challenges persistent 𝗻𝗲𝘂𝗿𝗼𝗺𝘆𝘁𝗵𝘀 (like learning styles) and highlights 𝘀𝗶𝘅 𝗲𝘃𝗶𝗱𝗲𝗻𝗰𝗲-𝗯𝗮𝘀𝗲𝗱 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀 that actually improve how adults learn: 🔹 𝗥𝗲𝘁𝗿𝗶𝗲𝘃𝗮𝗹 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲 🔹𝗦𝗽𝗮𝗰𝗲𝗱 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲 🔹 𝗜𝗻𝘁𝗲𝗿𝗹𝗲𝗮𝘃𝗶𝗻𝗴 🔹 𝗘𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝗼𝗻 🔹 𝗗𝘂𝗮𝗹 𝗖𝗼𝗱𝗶𝗻𝗴 🔹 𝗖𝗼𝗻𝗰𝗿𝗲𝘁𝗲 𝗘𝘅𝗮𝗺𝗽𝗹𝗲𝘀 𝗪𝗵𝘆 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝘀 𝘀𝗵𝗼𝘂𝗹𝗱 𝗰𝗮𝗿𝗲: • Training dollars are wasted when learning doesn’t transfer • Poor retention increases errors, rework, and safety risk • Cognitive overload slows time-to-competency • Employees lose confidence when they “should know this” but can’t recall it 𝗧𝗵𝗶𝘀 𝗶𝘀 𝘄𝗵𝗲𝗿𝗲 𝗜/𝗢 𝗣𝘀𝘆𝗰𝗵𝗼𝗹𝗼𝗴𝘆 𝗰𝗼𝗺𝗲𝘀 𝗶𝗻. I/O Psychology helps organizations: • Design training around how people actually learn and perform • Align learning to job demands, risk points, and performance outcomes • Replace myths with data-backed instructional strategies • Build learner confidence, self-efficacy, and readiness to perform When learners understand how learning works, recall improves, stress decreases, and performance follows. If we want training that sticks, we have to stop designing for preference and start designing for 𝗵𝗼𝘄 𝘁𝗵𝗲 𝗯𝗿𝗮𝗶𝗻 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗹𝗲𝗮𝗿𝗻𝘀. Source: Rehak, K. M., & McGinty, J. M. (2023). Using learning science strategies to enhance teaching practices and empower adult learners. Adult Learning. #WorkplaceEngineer #IOPsychology #TrainingAndDevelopment #LearningThatSticks #ManufacturingExcellence #HumanCenteredDesign

CPD as Retention Strategy — The Missing Link Staff don’t just leave for better pay — they leave for better futures. CPD can give them one. What the research says: 📊 The OECD’s Starting Strong data shows a strong link between career development opportunities and educator retention. 📊 In New Zealand, the Motu study found higher retention rates in settings offering funded CPD pathways — especially when linked to recognised qualifications and specialist roles. International examples that work: 🌍 New Zealand — Equity Funding supports providers to employ more qualified educators and offer CPD tied to career progression. Settings with these supports see significantly lower turnover. 🌍 Norway — A national career framework for early years educators includes specialist and leadership pathways, backed by funding and formal recognition, making “the next step” visible and attainable. England’s gap: ⚠️ No universal, funded CPD ladders tied to advancement. ⚠️ For too many educators, the only way up is out — either leaving the sector or moving into management roles they may not want. Retention isn’t just about today’s pay — it’s about tomorrow’s prospects. When educators see a future for themselves within early years, they’re far more likely to stay. So, once again let’s treat CPD not as an occasional perk, but as a core retention tool — showing every educator their next step, and making it worth taking. #EarlyYears #ECEC #CPD #Retention #WorkforceDevelopment #CareerPathways

15 minutes a day changed everything. Instead of 8-hour training marathons, we tried something different: - 15-minute daily skill sessions - Bite-sized learning modules - Real-world application immediately - Peer-to-peer knowledge sharing Results after 3 months: ✅ 90% completion rate (vs 40% for long sessions) ✅ Higher retention of information ✅ Better practical application ✅ Less disruption to daily work WHY MICRO-LEARNING WORKS: The brain learns better in small chunks. People retain more when they can apply immediately. Busy schedules can accommodate 15 minutes. Consistency beats intensity. MICRO-LEARNING IN ACTION: - Monday: Customer service tip - Tuesday: Excel shortcut - Wednesday: Communication skill - Thursday: Problem-solving technique - Friday: Week's learning recap Little and often beats long and rarely. How do you prefer to learn new skills - intensive sessions or bite-sized chunks? #MicroLearning #ModernTraining #SkillBuilding #ContinuousLearning #AbimbolaOgunnaike

*** Books Review: Learning How to Learn & A Mind for Numbers **** * Barbara Oakley, PhD (Professor of Engineering) published her famous book: A Mind for Learning in 2014 which was aimed at providing students with effective strategies for mastering math and science concepts * Later, a MOOC on Coursera was lauchned titled 'Learning How to Learn' and subsequently a book with same title was published in 2018 * All these resources provide very similar recommendations, although the first book: A Mind for Numbers is more detailed and which 'Learning How to Learn' provides more generic guidance for broader audience * I read these books a couple of years earlier and have been trying to implement their strategies in my continuous learning journey ************ SUMMARY / RECOMMENDAIONS ********** Below are my keys takeways from these books (although not in the same order as wrote by the author) * Mindset: Any person (not just gifted individuals) can learn math & science by adopting right learning strategies * Habits / Routine: follow a balance routine which includes study, physical exercise and adequate sleep. Good sleep and physical activities have postiive impact on our learning abilities (and on our happiness / wellbeing) * Avoid multi-tasking: focus on one task at time, breakdown larger tasks in small steps (use pomodoro method: 25 min of activity followed by 5 min break) * Simplify First: use analogies / visulatization / intution / common sense to grasp complex topics (lenghtly, complicated equations are not helpful as first step in learning a concept) * Learn in chuncks - by interconnecting pieces of information together * practice and repetition are very effective in learning * use nmenomics to retain important information & facts * view mistakes as integral part of learning * actively solve problems by applying concepts rather than passively re-reading and highlighting text * benefit from both focused and diffuse modes of learning *********** These books have profoundly shaped my approach to continuous learning, and I highly recommend them to anyone looking to sharpen their skills and achieve personal growth. Have you read either of these books or taken the Coursera course? I’d love to hear about your experiences or favorite strategies! ************ #LearningStrategies #ContinuousLearning #BookReview #ActiveLearning #PersonalDevelopment