June 2024 Issue No. 22

Beyond the Workshop:
Why Debriefs are the Key toReal LearningThis White Paper explores the critical role of debriefs in maximising
the impact of training programs. It addresses the common issue of
training participants feeling a lack of tangible results despite
engaging content, emphasising that the absence of follow-up andapplication is often the root cause.
Drawing upon adult learning principles, we examine why adults forgetfaster than children without practical application. We delve into thecauses for the lack of follow-up and debriefing and shed light on theroles and responsibilities of individual learners and their supervisors
in enhancing ownership through pre and post-training debriefing. The
paper presents effective debriefing methods, essential components
to include in debriefing and wrap-up sessions, and tips for success.
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In today's fast-paced businessenvironment, organisations invest
significant resources in training anddevelopment programs. However, many
individuals who attend these workshops
often report a lack of sustained impact intheir day-to-day work.
This White Paper explores the critical roleof debriefs in bridging the gap between
training and application, and how they canenhance the learning experience and drive
tangible results.

Understanding Adult
Learning Principles
It is crucial to consider adult learning
principles in order to understand why the
impact of training may decrease without afollow-up. Adults have uniquecharacteristics such as their need forrelevance, practicality, and immediate
application.
Furthermore, research on the Ebbinghaus
Forgetting Curve reveals that adults tend
to forget information rapidly without regularreinforcement and practical application.

Causes for Lack ofFollow-up and Debriefing
Several factors contribute to the lack ofsustained learning after a training
workshop. Time constraints, competing
priorities, and limited understanding of thevalue of debriefing are commonchallenges.
Additionally, the absence of structured
processes, accountability, and insufficientorganisational culture and leadershipsupport further hinder effective follow-up
and debriefing.

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Roles and Responsibilities
for Enhanced Ownership

Effective Debriefing
Methods

To address the issue of limited impact,
both individual learners and theirimmediate supervisors play crucial roles.
Individual learners must take ownership of
their learning journey, actively seeking
opportunities for application and reflection.

Debriefing is a powerful tool to reinforce
learning and encourage practicalapplication. Pre-training debriefing sets
expectations, creates relevance, andestablishes the link between the training
and participants' roles. Post-training
debriefing sessions enable participants toreflect on their learnings, shareexperiences, and identify practicalapplications.

Simultaneously, supervisors shouldfacilitate pre- and post-training debriefing
sessions, creating a collaborative learning
environment that promotes accountability
and application.

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Combining individual and group debriefing
approaches ensures both personalised
and collective growth. Moreover, in theera of virtual training, leveraging
technology for virtual debriefing offers
flexibility and accessibility.
3Tips for Successful
Debriefing
To maximise the effectiveness ofdebriefing sessions, several key tips
should be considered:
1. Creating a safe and supportive
environment for participants to share
their thoughts and experiences iscrucial.
2. Encouraging reflection and selfassessment enables participants tointernalise the learning and identify
areas for improvement.
3. Encouraging interactive activities anddiscussions to fosters engagement
and active involvement.
4. Providing actionable feedback andguidance helps participants bridge thegap between theory and practice.

Essential Components for
Debriefing and Wrap-up
Debriefing sessions should include
essential components to ensure acomprehensive and impactful learning
experience.
Reviewing key training concepts andtakeaways refreshes participants'understanding. Identifying practicalapplications and action steps encourages
immediate transfer of learning to theworkplace.
Addressing challenges and concerns
allows participants to seek guidanceand support. Finally, developing personal
and team accountability mechanisms
ensures that the learning is sustained
beyond the training workshop.

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Conclusion
Debriefing is the missing link between
training workshops and real learning
outcomes. By understanding adultlearning principles, addressing the causes
for lack of follow-up, and embracing
effective debriefing methods,organisations can unlock the full potentialof their training initiatives.
Pre- and post-training debriefing sessions,when facilitated by both individual learners
and their supervisors, foster ownershipand application of learning.
By incorporating debriefing as an integral
part of the learning process, organisations
can bridge the gap between training andapplication, resulting in tangible andsustainable results.

By
Victor Lam
Senior Director, Learning Academy
PERSOLKELLY Consulting

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5About UsPERSOLKELLY Consulting is a leading
global human resource consulting andprofessional services company which
proudly spans across the Asia-Pacificregion. We are a subsidiary formed by thejoint venture of PERSOL Group and Kelly
Services Inc., now one of the largest
recruitment companies in APAC. Formerly
branded as BTI Consultants in Asia andIntelligence SMC in Hong Kong,PERSOLKELLY Consulting is built upon arich legacy of expert talent development,
HR management advisory, organisational
effectiveness, and insights-driven HRsolutions. With our single focus on fulfilling
our client's needs, we use innovative
practices to empower both individuals andenterprises to achieve their full potential. AtPERSOLKELLY Consulting, we believe inshaping a future workforce that is able to"Work and Smile".

Learn More:PERSOLKELLY Consulting Group
www.PERSOLKELLYCONSULTING.com

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Copyright 2024. PERSOLKELLY Consulting. All rights reserved.