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Retaining knowledge

Reflect on which approach suits you best when retaining knowledge—cognitive or behavioral. Explain your choice. How do you think organizations can apply the cognitive and behavioral approaches when designing and delivering training to meet the needs of more employees?

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I think the cognitive approach suits me best when retaining knowledge. I learn best by understanding the concepts and principles behind the information, and then applying those concepts to real-world situations. I also find that I am more likely to remember information that I have actively processed and thought about, rather than information that I have simply been told.

The behavioral approach can also be effective for retaining knowledge, but I find that it is not as effective for me personally. The behavioral approach focuses on learning by doing, and while I do learn by doing, I also need to understand the why behind what I am doing.

I think organizations can apply the cognitive and behavioral approaches when designing and delivering training by:

Starting with the learner’s needs. What do the learners need to know and be able to do?
Using a variety of teaching methods. This could include lectures, discussions, simulations, and hands-on activities.
Making the training relevant to the learner’s work. This will help the learners see the value of the training and be more motivated to learn.

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Providing opportunities for practice. This will help the learners solidify their knowledge and skills.
Giving feedback. This will help the learners identify their strengths and weaknesses and make progress.
Encouraging active learning. This means getting the learners involved in the learning process, rather than simply listening to a lecture or reading a book.

By using a variety of approaches, organizations can create training that is effective for a wider range of learners.

Here are some specific examples of how organizations can apply the cognitive and behavioral approaches when designing and delivering training:

Cognitive approach: A lecture on the principles of marketing could be followed by a discussion of how those principles apply to the company’s products or services.
Behavioral approach: A simulation could be used to give learners the opportunity to practice the skills they are learning.
Both approaches: A training program on customer service could include a lecture on the importance of customer service, followed by a role-playing exercise where learners practice providing customer service.

By using a variety of approaches, organizations can create training that is effective for a wider range of learners and meet the needs of more employees.

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