When I want to know how to do something, I look it up on Youtube. I get to hear someone talk through the experience, demonstrate how to do it, address issues encountered, and see what the finished product looks like. When I don’t catch part of the instructions, I rewind the video until I have it down.
What I don’t do is read a manual that is 200 pages long and absent of graphics to display what I should do. Heck, if it is 20 pages long, I’m out. It just doesn’t work as well. I want to observe, practice, and then polish. This is actionable learning to me.
When working to build a better professional development system, it’s good practice to make things actionable. Here are a few ways to incorporate this into your training.
Building learning experiences that involve each of these methods above are worth your time. They are the heart of behavior change performance training.
The purpose of these articles is to offer support. Our goal is to serve those that are in the shoes we once were in. Reach out to us with any and all questions at firstname.lastname@example.org. No gimmicks. It’s free.
Ross Herdina, Co-Founder, Agile Ideas Leadership.