How to Integrate “Learning How to Learn” While Conducting Training

by | Apr 19, 2023 | 0 comments

Getting the training participants to become responsible for their own learning is an important ingredient in learning how to learn

​As Facilitators of learning, it is our mission to assist learners in acquiring new skills and enhancing their performance in the workplace. However, it’s crucial to provide kids the tools they need so they can continue to learn and develop on their own; simply teaching them specific skills or procedures isn’t enough. The idea of “learning how to learn” comes in.

Many training participants come into the classroom unready to take on the learning experience. They often told to attend the training without a proper explanation on why, what the learning goals are. I believe it is important for learning facilitators to introduce topics, and learning activities, that will help the learners recognize their needs and facilitate their own learning process.

Learning how to learn is the process of developing the skills and strategies needed to effectively acquire, retain, and apply knowledge and skills. This includes developing a growth mindset, developing effective learning habits, and using memory techniques to retain information.

Here’s how you can introduce the concept of learning how to learn during your training sessions regardless of what topic you are covering:

1. Start with the why
Start by outlining the benefits of learning how to learn for their development both personally and professionally. Inform them that successful learning will not only improve their performance in their current position but also give them the skills they need to adapt to changing circumstances and succeed in the job market.

2. Highlight the benefits
Indicate the advantages of learning how to learn, such as the ability to work more effectively, improved information retention, and more self-confidence. Stress the importance of this skill and how it will help them in both their current position and future career.

3. Use interactive activities
Use interactive activities to engage learners and help them understand the process of learning. For example, you could have them participate in memory games or memory exercises or have them practice the skills. Learners remember and develop more confidence to apply the skills if it is simulated in the classroom.

4. Teach growth mindset
Introduce the concept of growth mindset, along with how it pertains to learning. Describe how people who have a growth mindset think that they can improve their skills through hard work and learning, and that failures and mistakes are opportunities for improvement. Encourage students to develop a growth mindset and pay more attention to the learning process than the final product.

5. Allow them to take stock of their learning and take action
One of my most often used tactic for helping learners learn is the learning action plan journal. What we typically do is include a learning action plan page in the training manual at end of each section or module of the training. We pause for a few minutes so the learners can reflect on their experience and write notes on how they can apply the learning back in the workplace. Activities like this deepen the learners’ appreciation of the experience and contextualize them so that they understand what they need to do when they go back to the workplace.

In conclusion, by giving your learners the tools and techniques they need to keep learning and developing on their own, presenting the idea of learning how to learn during training can be quite beneficial. You can assist your trainees in developing the habit of lifelong learning by highlighting the significance of this ability and offering helpful advice and techniques.


About the Writer



Edwin is the founder and CEO of ExeQserve, Corporation, an HROD Solutions Company. He is also the company’s head consultant for Talent and Organization Development. Ed developed his skills in training, recruitment, human resource management, organization development, and management consulting through twenty years of collective experience in the retail, financial, BPO, and HR consulting business. He is also a member of PSTD’s Board of Trustees



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