At Templar Advisors, we design skills training for professionals who are typically experienced and highly capable. These are people with high standards who want enduring improvement in their professional effectiveness. With the International Day of Education on 24th January, we want to share how we design programs for our clients, to ensure that the knowledge sticks long after the training is over.
1. Make It Relevant
We know that experienced professionals learn best when they can see the immediate value of what they’re learning. If the training is tied to their day-to-day work, they’ll be more likely to pay attention and retain the information. So, we always get clients to work with real-world scenarios and examples. We use case studies, simulations, or role-playing that mirror the challenges they face on the job. When it’s applicable, it sticks.
2. Active Learning Is Key
Passive learning—just sitting there and being ‘talked at’ — never works. Smart professionals need to do something to truly absorb and retain skills. That means hands-on practice, problem-solving, and group activities. Experienced folks like being challenged. Incorporate role plays, discussions, or scenarios that dial-up and challenge participants to apply what they’re learning in real-time. This type of active engagement makes the learning process much stickier.
3. Chunk It Down – use a layered approach
We all know how easy it is to feel overwhelmed when faced with a lot of new information. So, we break things into bite-sized chunks. Start with the basics and gradually build complexity, allowing participants to gain confidence along the way. This “chunking” approach helps prevent cognitive overload and makes learning feel more manageable. We like to layer ‘theory’ between ever more challenging activities.
4. Reinforce Over Time
People don’t remember everything after just one training session, so we think it’s crucial to provide opportunities for repetition and to revisit the skills and disciplines we’ve explored in our training. Spaced repetition—where key concepts are revisited over time—is proven to enhance retention. Where we can, we schedule follow-up sessions and send out reminder emails with summaries of core content and additional resources. The goal is to help our clients keep the information fresh long after the initial training.
5. Encourage Self-Reflection and Application
People are more motivated when they see how new skills will benefit them personally. At the start of training, we highlight the commercial benefits of what they’re about to learn and link to their personal objectives. Then, encourage participants to reflect on how the skills apply to their specific situations. Neuroscientific research demonstrates that people value ‘Autonomy’. Giving program attendees the space to self-direct their learning can make the training more relevant and increase skills retention.
6. Collaboration and peer coaching
Skills development needn’t be a solo activity. In fact, teams can learn a lot from each other. We incorporate group work, peer discussions, and mentorship into our training. Creating a community of practice—where program participants continue to exchange knowledge after the training— supports deeper understanding and retention.
7. Think Outside the Box
Now, let’s talk about being a bit more creative. Is there value in taking a more “playful” approach to learning? Unsurprisingly, adults are often just as motivated by fun as they are by practicality. We add elements of gamification to our training when appropriate. We sometimes create scenarios where participants can ‘earn points’, unlock rewards, or complete competitive challenges. This playful competition can make learning more engaging and memorable.
Similarly, we find that storytelling can be a powerful tool for skills retention. Training can include a “choose-your-own-adventure” scenario, where participants make decisions and see the outcomes of particular decisions or courses of action. This works well with sales skills and negotiation skills. Story-driven learning taps into emotions, which helps with retention.
And don’t forget about creativity. At Templar, we encourage participants to express what they’ve learned through different mediums—short comic skits that play back training themes or even writing letters to your “future self” (the ‘Zander Letter’) can be powerful tools. It may sound quirky, but creative expression can help solidify learning in unexpected ways.
8. Embrace the Unexpected
Finally, let’s talk about embracing discomfort. It might sound strange, but adding an element of surprise or unexpected challenge can push program participants out of their comfort zones and help them internalize skills. For instance, occasionally we throw in a surprise task that requires them to think on their feet, or introduce a concept in a way that forces them to adapt. In presentation and communications skills (in particular) this ‘proxy pressure’ can stretch people and introduce ‘real-world’ pressures into the safer environment of the classroom. The discomfort of facing the unknown can trigger deeper learning.
By combining practical approaches with a dash of creativity and fun, at Templar we try to create training that not only sticks but is also genuinely engaging for the seasoned professionals we’re working with. The key is to connect the content to real-world needs, involve participants actively, and keep the experience fresh and motivating long after the classroom session ends.