Implementing contextual learning in 5 steps
1.We define the training goals in clear, measurable short-term and long-term goals. So, we start by determining what the trainees want to achieve by the end of the training. Then, explore how contextual learning can be utilized to meet these objectives.
2.Understand the interaction styles, and specific training needs that are required for the specific group.
3.Contextual learning should be adaptable to different groups: this means that we tailor our training approach to fit the unique learning preferences of each group, such as using visual aids for a marketing team and online quizzes for an accounting department.
4. We choose the most appropriate approach, like knowledge-based, skills-based, and cognitive methods. The choice should align with the training objectives and the nature of the audience.
5. Contextual learning is most effective when designed for groups, reflecting real-world scenarios where employees interact with various stakeholders like clients, colleagues, and management. Group-based learning reinforces the application of learned concepts in a broader context, involving multiple interactions and external factors.
6. We evaluate success through assessments: these should require learners to demonstrate their understanding and skills in real-life situations. Regular assessment of the outcomes ensures that the learning is successfully applied and that you and the trainees are proficient in utilizing their newfound knowledge and skills in their work environment.