Knowledge Base

Translate 21 days ago

Formula: Training Effectiveness Ratio (TER)

Training programs are only valuable if they lead to real improvements in performance. The Training Effectiveness Ratio (TER) measures how much employees improve after training. It helps trainers understand whether their sessions are making a real impact or need adjustments.

Formula:

TER = {Post-Training Performance Score - Pre-Training Performance Score} divided by {Pre-Training Performance Score} / times 100

Example: Sales Training Effectiveness
A company conducts a sales training program to improve closing rates among its team.

1. Before Training (Pre-Training Score)
Sales reps were closing 20 deals per month on average.

2. After Training (Post-Training Score):
One month after training, sales reps are closing 30 deals per month.

3. Calculate the Training Effectiveness Ratio (TER):

TER = {30 - 20}{20} / times 100

TER = {10}{20} / times 100 = 50%

This means the training led to a 50% improvement in sales performance.

Why This Matters:

✔ Quantifies Training Impact – Shows how much employees improved.
✔ Helps Justify Training Budgets – If TER is high, training is delivering ROI.
✔ Identifies Areas for Improvement – If TER is low, trainers can adjust content or methods.

Training should always lead to measurable growth. The higher the TER, the more effective the training!

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Translate 22 days ago

The 3×3 Training Rule

People don’t retain knowledge just by hearing it once. Repetition and variety are key to making training stick. The 3×3 Training Rule ensures deep learning by reinforcing concepts multiple times in different ways.

The formula:
Teach a concept 3 times → (Introduction → Deep Dive → Practical Application)

Reinforce it 3 ways → (Visuals → Hands-on Practice → Discussion)
This method ensures that learning isn’t just absorbed but retained and applied.

Example: Training on Time Management

1. Teach It 3 Times:
Introduction: Explain the importance of time management with key principles like the Eisenhower Matrix.

Deep Dive: Show real-life case studies of professionals who improved productivity using these techniques.

Practical Application: Have participants analyze their own daily tasks using the Eisenhower Matrix.

2. Reinforce It 3 Ways:
Visuals: Use charts, infographics, and videos to illustrate effective time management.

Hands-on Practice: Assign a real-time task where participants must prioritize their workload using a time-management method.

Discussion: Have participants share their experiences, struggles, and solutions in small groups.

Why This Works:
- Multiple exposures to a concept increase retention.
- Different learning styles (visual, experiential, verbal) make training accessible to all.
- Practical application ensures immediate real-world use.

Training shouldn’t be a one-time event, it should be a structured process of reinforcement. When you teach, repeat, and apply knowledge in multiple ways, learning sticks for the long term!

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Translate 22 days ago

Training Formula: The 5E Learning Model

Learning is most effective when it’s engaging, hands-on, and thought-provoking. The 5E Learning Model ensures that training isn’t just about receiving information but about actively exploring and applying it.

The five steps:
1. Engage – Spark curiosity with a problem or question.

2. Explore – Let learners interact, discuss, and discover solutions.

3. Explain – Provide structured knowledge to deepen understanding.

4. Elaborate – Encourage learners to apply the concept in different scenarios.

5. Evaluate – Assess understanding and reinforce learning.

This method makes learning active, engaging, and long-lasting.

Example: Training on Conflict Resolution

1. Engage:
Start with a real-life conflict scenario (e.g., "Two employees disagree over project ownership. How would you handle it?".

Let participants share initial thoughts without giving them the "right answer."

2. Explore:
Put learners in groups and role-play the conflict.

Encourage them to test different conflict resolution strategies without prior instruction.

3. Explain:
After role-playing, introduce structured models like The Thomas-Kilmann Conflict Mode (Competing, Avoiding, Accommodating, Collaborating, Compromising).

Relate their experiences to the theory.

4. Elaborate:
Ask learners to apply the model to a different workplace conflict they’ve encountered.

Have them present their approach and discuss lessons learned.

5. Evaluate:
Give a short case study and ask participants to resolve the conflict using the 5E method.

Provide feedback and refine their approach.

Why This Works:
• Active participation makes training engaging and memorable.
• Real-world scenarios ensure immediate applicability.
• Learners discover solutions before being taught, making knowledge stick.

Instead of just explaining concepts, let learners experience, apply, and refine their skills—that’s when real learning happens!

Translate 23 days ago

"Training Formula: The 70-20-10 Learning Model

Traditional training methods focus heavily on classroom learning, but studies show that people learn best through experience. The 70-20-10 model shifts the focus from passive learning to active application.

70% Learning Through Experience – Real-world tasks, hands-on practice, problem-solving.

20% Learning Through Others – Coaching, mentoring, feedback.

10% Learning Through Formal Training – Courses, workshops, books.

This formula ensures that learning is practical, continuous, and directly linked to real job performance.

Example: Training Employees in Decision-Making

1. 70% Learning Through Experience:
Instead of just teaching decision-making frameworks, allow employees to make real decisions.
Example: Give a team member a low-risk business problem and let them propose a solution. Allow them to execute and analyze the outcome.

2. 20% Learning Through Others:
Pair them with a mentor or senior leader who shares how they approach decision-making.
Encourage peer discussions, where employees reflect on their choices and learn from others' perspectives.

3. 10% Learning Through Formal Training:
Conduct a workshop on decision-making frameworks (such as SWOT analysis or the Eisenhower Matrix).
Provide case studies showing how top leaders make tough decisions.

Why This Works:
People remember 90% of what they do, but only 10% of what they read.

Experience-based learning builds confidence and adaptability in real-world situations.
Combining different learning styles ensures knowledge retention and practical application.

Instead of just teaching, shift your training focus to real-world action, mentorship, and hands-on learning—that’s how real expertise is built!

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ICARIANS"

Translate 23 days ago

Training Formula: The Feynman Technique

Learning something new is easy. But truly understanding and applying it?
That’s where most people struggle. The Feynman Technique helps break down complex concepts into simple, digestible ideas. It’s based on one principle: If you can’t explain it simply, you don’t understand it well enough.

This technique forces you to simplify, teach, identify gaps, and refine, making learning faster, deeper, and more practical.

Example: Leadership Training on Delegation

Many managers struggle with delegation. They either micromanage or hesitate to assign tasks, fearing the work won’t be done properly. Let’s apply the Feynman Technique to master the art of delegation.

1. Learn It Simply:
Delegation is assigning tasks to others while ensuring they have the resources and authority to complete them.

It helps leaders focus on strategic work while empowering their team.

2. Teach It to a 5-Year-Old:
"Imagine you’re building a sandcastle with friends. You could do everything yourself, but it’s faster if one person gathers sand, another brings water, and someone else shapes the towers. Everyone has a role, and the castle gets built quicker and better."

3. Identify Gaps & Relearn:
Do you know how to decide what to delegate? How to communicate expectations? What if someone struggles with the task?

Go back and study different delegation styles, communication techniques, and follow-up strategies.

4. Simplify Again:
"A great leader doesn’t just offload tasks—they match the right task to the right person, set clear expectations, and provide support when needed."

Why This Works:
Managers grasp delegation as a structured process, not just a random task assignment.

They learn to explain it simply, making it easier to implement.

By refining their explanation, they gain clarity and confidence in applying it.

Next time you’re struggling to grasp or teach a concept, break it down and simplify it—because true mastery comes from making things easy to understand!

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ICARIANS