Scientific research has shown that there is often still too much emphasis on the actual training. However this only produces 24% learning effectiveness. On the other hand, follow-up contributes 50% learning effectiveness but organisations only spend 5% of their budget here. Better management of the training budget and more investment in the follow up, can obtain a larger learning effect with the same money. Good follow-up tools are of course a necessity!
(Dr. Brent Peterson, Columbia University, 2004)
A comparison:
| Training | Follow-up by Dynamo |
| One learning moment
Focus on the needs of the group Little is remembered A lot of knowledge Separate measurement of ROI |
More learning moments
Focus on individual’s needs Lots retained by repeating Specific knowledge, only on asked for topics Measurement of ROI during follow-up |
Where many organizations fall short in terms of follow-up, Dynamo excels. What is the philosophy behind this?
- Dynamo sees training not as mass communication. After all, chasing a fast gain does not produce a lasting change in behaviour.
- The designated budget is not totally spent on training so that there are resources for possible follow-up.
- Continuing knowledge does not solve problems. Knowledge must be transferred to the specific work situation that is the organisation.
The many follow-up tools of Dynamo are creative and are accepted gladly by participants. They make learning easier.
