Learning is a constant process, as we acquire new information and knowledge on a daily basis. But learning itself is a process that requires adjustment and to get the best effect from this takes time and dedication. Change doesn’t come easily, so this handy 3 step guide is here to outline just how to change behaviour through the learning process.
- Provide an outline and purpose
The first step should be to assess the current state and then look at the desired end result. It’s relatively easy to create exciting new learning experiences then and there, whether in the classroom or from a digital perspective. Though we understand that ensuring short-term learning becomes embedded within the learner and results in behaviour change can be slightly more difficult.
Before sending your students to a seminar or training course, it’s important to think about just what you feel they should be gaining from the process and just what they are expected to learn and report back on. By providing them with a clear outline and intended purpose on just what they should be learning from this experience will ensure they don’t go in feeling unprepared and as though the event is not worth their while.
This will only incite the same behaviour and not encourage a change.
- Focus on the absorption of learning objectives
This will largely depend on how you take in the information but also who the the leader of such a learning event is.
For a learning experience to be effective and behaviour to progress, we know that this requires the need for it to be engaging, but the learner also needs to be able to perceive its relevance. For example, if the learner has an opportunity to be able to apply what they already know to then build relevant skills and knowledge to practice in the classroom or office, they will return prepared to apply exactly what they have learned. If this isn’t the case, then there’s only so much an awareness and passion for the learning content can do.
When looking to organise a learning event, it’s crucial to seek those out that focus on the relevant learning style, skills and knowledge of the student. This will ensure that whatever is learned in this environment will stick with the person. We understand the need for the learning experience to be able to translate back into the the ‘real world’.
- Apply it in the working world
The practicality of applying just what it is that’s been learnt is a massive part of the learning process itself. This part involves using the skills and knowledge within your work environment to ensure that the learning is made a permanent fixture and in turn, creates a behaviour change that produces desired results.
In this last step, it is important that strong management support is provided in order to experience success. It’s likely that it will be a difficult process to apply what has been learned if this support isn’t there. As is human nature, people and processes can be resistant to change and as learning is changing behaviour, it is inevitable that this resistance will still come.
But if support, encouragement and the right coaching is provided, this behaviour adaptation will be easier to create. Use the tools here to help create and integrate successful behavioural change in your working environment.