If you google the term Continuous Learning, not surprisingly, you get thousands of hits. But most of those references are to something like the following:
“Continuous learning” refers to the ongoing development of skills, abilities, and knowledge through different means (including work on the job, training, experiences, communications, etc.), and is part of an individual’s ongoing professional life at work and outside of work.
(Bersin by Deloitte)
That’s not wrong of course, and this common meaning of Continuous Learning is essential to any professional who wishes to succeed in his or her job and career.
But it’s not how we at Intela Learning are using the term. We are using the term in a more specific but just as important way: Extending a learning event beyond the event itself into a continuous learning process. Why?
Because most training dollars are wasted.
We know from decades of research that 80% or more of what is learned in a course, whether that course is instructor-led or eLearning, is rapidly forgotten. And what is forgotten can’t be applied to the job. There is no pull-through.
Continuous Learning, as we use it, is a set of evidence-based learning strategies that enhance learning, retention and pull-through. These four key learning strategies are: Review and Reinforcement, Gamification, Microlearning and Assessment.
So, yes, formal courses are important but they are not enough. Learning events are just the beginning. A successful learning strategy extends learning events into continuous learning processes: