The AFT Model: How Companies Can Reach Their Utmost Potential in Corporate Learning

Posted on
July 14, 2019
by

In today’s learning environment, current online learning management systems are not cutting it. Learners are not engaged, plain and simple. They often feel isolated due to a lack of human contact, are often hearing the theory (not practical) side of what they’re learning, and don’t feel engaged with the content.

We need learners to be actively involved in their learning, rather than passively receive information, in order to achieve better outcomes.

The million dollar question is, how do we actually do that? What helps us make that shift from content-based, passive learning to action-based learning? The answer is simple: The AFT Learning Model.

What is the AFT Learning Model?

We designed the AFT learning model to solve the issues associated with passive content-based learning. It consists of three main components: Action, Feedback, and Trigger.

Action

The first step of an effective learning experience is to ensure that learners take action. By doing so, they are able to gain first hand experience of what is being taught. What sounds more rewarding– watching someone talk about sales strategies, or ACTUALLY participating in a sales call? The answer seems pretty clear. Rather than just consuming knowledge through videos or written content, learners are encouraged to take action and experiment with what they have learned. Action-based learning transforms the learner’s mindset, creating changes in their behavior and developing new habits, which in turn results in increased knowledge retention rates.


Action-based lessons


Feedback

After an action is taken, it’s crucial to give learners feedback. Without feedback, the learner may feel frustrated not motivated enough to continue engaging. Through 1:1 coaching, mentorship, and peer learning, your employees will feel motivated to continue their training and development journey.


Feedback from mentor and peers


Trigger

Lastly, after giving feedback, it’s important to remind the learners to come back and keep learning. You don’t stop after step 1, you want to reach the finish line. Triggers can be reminders, messages, and notifications used to motivate and encourage the learner to go back to their learning journey. When more triggers are used, the learner’s response becomes automatic, eventually leading them to become less dependent on the triggers.  

Notifications and messages trigger continuous learning


Results of Using the AFT Model 


So, what are the benefits? Why do we need the AFT Model in corporate learning? The short answer is: RESULTS. AFT’s action-based nature and constant engagement result in more efficient workers with stronger skill sets. By incorporating the AFT Learning Model into your training program, you can deliver real, engaged learning and transformative impact to your employees.  

The AFT learning loop


What happens when using the AFT Model correctly?

  • 60-80% completion rates of the training program
  • 87% engagement rates with content and with mentors and peers
  • 90% knowledge retention rates of the learned information

To learn how to implement the AFT Model into the workplace and be able to get these results, look out for our next blog post!

Want to learn how to use the AFT model in your training? We'd be glad to share some best practices and advice!

Book a call with us

Recent Articles

Back to Blog