Successful Learning Reviews
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Successful Learning Reviews




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Learn how to review learning so that it becomes behaviour

A key part of the learning process is recognising that learning has happened.

“Experience is not what happens to you; it's what you do with what happens to you.”

Aldous Huxley, English novelist, 1894 -1963 

For learning to be successful it is essential that learners and their managers review the learning experience.

It is important that learners and their supervisors acknowledge the new skills and knowledge that have been gained and understand what this means for the way the learner will work in the future.

They also need to acknowledge the expectations that the learner now has about their immediate and long-term future.

Do these match the expectations of the employer?

Both need to understand how the learning that the learner has undertaken fit with the plans of the organisation.

During this workshop managers and learners will learn about their respective roles in the learning review process.

Managers will learn the skills that they need to help learners think clearly about their learning experience and its implications.

Learners will understand the importance of taking a proactive approach to reviewing their learning experience, and how reviewing learning leads to the identification of more learning needs.

Learning outcomes include:

  • The six reasons for carrying out a learning review interview
  • Understanding that a learning review involves three different types of input, self, manager and colleague.
  • What a learning indicator is and how to use them to assess how well the original learning objectives have been achieved
  • Why the manager needs to act as a ‘sounding board’ for the learner, using listening and questioning skills to help the learner think through their learning experience
  • How to use learning reviews to trigger new learning needs (and learning plans)
  • How you can start anywhere in the learning cycle – at the ‘review’, ‘conclude’, ‘do’ or ‘plan’ stage in the learning process.

Workshop covers

  • Understanding the learning process
  • Creating personal development plans
  • The organisational and commercial context of people development
  • How learning fits with appraisals and performance reviews
  • Coaching skills
  • Interpersonal skills

This learning activity is of most value to organisations, regardless of size, location or type that are looking to include employee learning and development as a key part of their growth strategy.

This learning activity can be tailored to meet the needs of any organisation, regardless of the size, type or location.

Contact Work Place Learning Centre to discuss the customisation of this learning activity to meet the needs of your organisation

This Learning Programme can be purchased as part of a range of different learning solutions.

Option 1 - As a stand-a-lone learning activity.

Option 2 - As part of an annual training plan

Option 3 - As part of blended learning solution with learning resources selected from across the Work Place Learning Centre catalogue.

Option 4 - As part of a trainer led learning experience, in which a Work Place Learning Centre trainer shows you how to utilise the learning activity to create value adding learning experiences that impact bottom line performance.

If you would like to discuss the various purchase options available with this learning activity, please save it to your basket and one of the Work Place Learning Centre advisers will contact you.

Discounts are available for bulk purchases of this learning activity or when it is combined with other products.

Simply add this learning activity to your basket, remember to include the quantity that you require and one of our Work Place Learning Centre advisers will contact you.

Contact Work Place Learning Centre to discuss how this learning activity compares to the other options you are considering.

Your Work Place Learning Centre expert will also be able to discuss our pricing options

13 Mar 2020

For many trainers, both those who work in-house as well as those who are independent the most important assessment of their training delivery is the trainee feedback questionnaire that is completed at the end of the course. But as any experienced trainer will tell you, if you spend any period of time helping people do something better you are unlikely to get a bad review. That same experienced trainer will also tell you that those end of course 'happy sheets' tell you nothing about how the learner will use what they have learnt or the impact their learning and subsequent activity will have on the business. Being able to really measure the effectiveness of a learning activity and demonstrate that a return on the investment has been achieved is going to be increasingly important for both trainers and line managers. In this learning activity which Cement Learning can deliver in many ways they really do explain how to take a sharp business minded look at the learning activities and make a clear assessment of how effective they have been in achieving the learning objectives. Commercial trainers, in-house trainers, any level of manager and employees will all learn a lot about assessing learning, and come away with a reinforced appreciation of the value of investing both time and money in training.

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