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The Science & Thinking behind the Wonderway Continuous Training Method
Friday, January 20, 2023

The Science & Thinking behind the Wonderway Continuous Training Method

Richard Hiscutt
Director of Product
The Science & Thinking behind the Wonderway Continuous Training Method

What is ‘Continuous Training’ at Wonderway?

We provide a platform on which training can be created easily. We designed the editor to act as a scaffold, allowing for the building of effective training that is easy and quick to create.

While the training editor in Wonderway is flexible enough to create any type of training, we encourage customers to make it short and targeted for continuous training of reps.

Continuous training

This training is focused on solving key problems or skill gaps that a rep is experiencing. It is typically short, targeted, and immediately usable in the real world. It is constructed with blocks made up from a mixture of information, links, tasks, and assessments.

This training is typically short, targeted, and immediately usable in the real world

What is the structure of our Training Programs?

One of the elements that make Wonderway training effective is that it is built to be short, useful, and usable in the real world having real performance impact quickly.

A mixture of assessment and task types to engage all types of learners

We provide a mix of assessments and tasks to ensure that information can be learned quickly by a range of learners. Quick quizzes, written texts, checklists, video recording, meetings, or role-play tasks combine to provide a rounded understanding of the topic at hand.

This approach is based on evidence

Our continuous training methodology is grounded in scientific theory and practice.

Kolb’s Experiential Learning Theory

Our training structure is based on Kolb’s Experiential Learning Theory which involves learning from experience. It is based on the premise that a person learns from direct experience or ‘learns by doing’.

Experiential learning encourages active participation, critical thinking, creativity, problem-solving, collaboration, and communication skills.

This learning cycle is applied as:

Knowles’ Theory of Andragogy

We want to improve performance outcomes for sales reps which means our learners are adults, working in high pressure and results-orientated businesses. Knowles’ Theory of Andragogy shows us that adult learners are self-directed and expect to take responsibility for decisions.

Knowles shares five assumptions about adult learners:

1. Self-Concept: 

Adults are at a mature developmental stage allowing them to take part in directing their own learning

2. Past Learning Experience: 

Adults have a vast array of experiences to draw on as they learn

3. Readiness to Learn: 

Adults have reached a point in which they see the value of education and are ready to be serious about and focused on learning

4. Practical Reasons to Learn: 

Adults are looking for practical, problem-centred approaches to learning

5. Driven by Internal Motivation: 

Adults are more internally motivated to learn

Knowles also provides examples of applying andragogy principles to the design of training:

  1. There is a need to explain the reasons specific things are being taught
  2. Instruction should be task-oriented instead of promoting memorisation
  3. Instruction should take into account the wide range of different backgrounds of learners
  4. Since adults are self-directed, instruction should allow learners to discover things and knowledge for themselves without depending on people. However, learners should be offered guidance and help when mistakes are made

These assumptions and examples of applying the theory help us ensure that our training is relevant, useful, and effective when applied.

Kirkpatrick Training Evaluation Model

The Kirkpatrick Model is probably the best known model for analysing and evaluating the results of training and educational programs. It takes into account any style of training, both informal or formal, to determine aptitude based on four levels criteria.

Making it possible for customers to use this model in their training ensures that the training is relevant, useful, and always being measured for effectiveness.

It is made up of four levels, all of which Wonderway enables:

  1. *Level 1 Reaction: *****measures how participants react to the training (e.g., satisfaction?)
  2. Level 2 Learning: analyses if they truly understood the training (e.g., increase in knowledge, skills or experience?)
  3. Level 3 Behaviour: looks at if they are utilising what they learned at work (e.g., change in behaviours?)
  4. Level 4 Results: determines if the material had a positive impact on the business / organisation

Why our continuous training is effective for sales reps

  1. The benefits to this are:
  2. Allows them to immediately apply what they have learned, making the training stick
  3. It doesn’t take them away from their job, instead it helps them to perform their job

What Training Programs are available at Wonderway?

What role does content have in our Starter Trainings and Templates?

Do all of our Trainings include content?

How much content do we recommend per Training / Template?

Where do we get our content from?

What formats do we use for content?

Why should people trust our content?

Why should people trust our recommendations?

Can we provide more Trainings than the Starter Trainings?

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