The six Is of real learning model focuses on learning that is: Individual, immersive, incremental, iterative, intrinsic and intentional. In this series, we outline each component and how to apply it, while also encouraging combinations to enhance value. Here, we will explore the third I of this new L&D model – Incremental learning.
The definition of incremental learning
The Cambridge dictionary defines incremental as: “Happening gradually, in a series of small amounts”. Both key elements of this process are worth mentioning.
Learning gradually rather than swiftly, suddenly or immediately can be seen as a problem. And small amounts are not as apparently valuable as large.
But in the context of learning, moving quickly and over-ambitiously is less likely to create a measurable return on investment than deliberately progressing in a series of small steps.
Learning journeys are like an onion skin
Slice an onion and peel away the first layer or two – the strong, solid form comprises countless individual, distinct elements that together create an impressive whole. There is, oddly, a direct parallel here with how you truly learn.
A developmental journey contains a multitude of apparently insignificant experiences and insights that often seem unremarkable and go unnoticed. These experiences are predominantly real-world originated, not designed or packaged as ‘training’.
Incremental, ‘onion-skin’ learning is unique. It emerges from an individual mix of context, circumstances, challenges and activity.
Small steps, high value
All stakeholders in learning can be lured into the attraction of seeking unrealistic, unsustainable leaps in performance. This is particularly the case when there is insufficient consideration of individual needs, circumstances or capabilities.
Employers, developers and learners alike can favour major strides over shuffling steps. There is little excitement in focusing on what is realistic over unsustainable targets and plans.
Much incremental learning is so subtle – so tangled in real-world events – that it goes unnoticed and therefore undervalued.
However, if you turn your attention to these apparently unexceptional experiences, it can prompt a low- to no-cost individually tailored development plan.
By harnessing intrinsic, naturally occurring learning from the workplace, you can boost competence faster than any training course. All it takes is a genuine belief that the constant waves of workplace learning – however seemingly insignificant in isolation – are precious, and must be captured and optimised.
Be warned, over-expectation leads to demotivation and little return on investment or effort. The best way to realise potential and enhance performance is to build a learning journey gradually, in small steps.
Progress may not be dramatic, movement may seem painfully slow, yet there is movement. Such a steady pace will add value more often than a hasty dash to disappointment and frustration.
Solid, incremental progression builds a solid platform for achieving your targets, aims and objectives. These small steps lead to high value that deserves recognition. Celebrate these moments.
Keep it simple
Complex learning, bundled with multiple elements, is difficult to process. The more complicated and demanding a learning plan is, the less likely it is to be realised.
Instead of over-complicating and over-expecting, focus on a single, undramatic issue. Ensure the issue and intended learning application are both crystal clear to the learner. This will help them apply the learning in a laser-focused way.
Prepare yourself, as even small steps can take a lot of time, support and effort.
Incremental learning is likely to be an iterative process – meaning one attempt to apply new insights is not enough. Embedding new behaviours may require many incremental efforts before you achieve the desired result.
For incremental learning to perform at its best, a mindset shift – from impossible aspirations to pragmatic realism – is necessary.
What this means in practice
As an L&D practitioner, when you start using incremental learning to assist workplace application, you will likely be drawn to the real issues of each individual you’re helping. To support your learners with their unique challenges, you may need to develop your coaching and facilitation skills.
Whatever the learning medium – coaching, group-based, or self-directed – expectations often exceed what is realistic and possible.
You can best serve your learners by helping them understand that incremental learning is the most likely way to apply new knowledge and skills. This is not dumbing down. It is taking small steps that build momentum and create a path to sustainable and better performance.
Changing mindsets, incrementally
If you accept that real work and life are the true engines of development – not irregular training events – then encourage those with whom you work to become intentional workplace-driven learners.
This is a tough mindset shift for individuals and employers who often default to structured (and often costly) ways to build performance. Ask yourself: ‘Is there more I can do to help learners become no less ambitious, just more aware of the value that small sustainable steps bring?’
Changing perspective on the pace of learning is not easy. Such a change requires, fittingly, an incremental approach. Don’t expect too much of yourself (or your learners) too soon!
