Understanding knowledge and learning retention

A critical part of any learning is being able to retain new knowledge gained. Learning is not effective if knowledge and new skills cannot be maintained or are quickly forgotten. The following CPD article looks to provide an understanding of the importance of knowledge and learning retention, as well as some strategies to improve retention and how these can be successfully achieved.

What is Learning Retention?

In short, learning retention is ensuring any new information is transferred from an individual’s short-term to their long-term memory. It is about making new knowledge stick so it can be easily recalled and applied in future. The human brain can forget new information very quickly.

This was first identified in the late 1800’s by the renowned German Psychologist Hermann Ebbinghaus who through his writing and teachings, pioneered the experimental study of memory. Ebbinghaus established the concept of the Forgetting Curve and the exponential tendency of the human mind to forget over time. In later studies and research this was defined as the average learner forgetting 70% of their learning within 24 hours, and 90% within a week, if efforts were not made to retain the knowledge.

Why is retention of knowledge important?

The fundamental importance of knowledge retention is that there is limited value in any learning if new knowledge cannot be recalled and used in future. Individuals can waste time and resources if they do not retain knowledge from specific learning. This could hinder their academic progression and the acquirement of key skills as well as undermining their overall Continuing Professional Development (CPD).

Knowledge retention is also important for organisations and businesses as a whole. Investment in training and development is a key part of overall success. It is imperative that any investment leads to a knowledge gain that is maintained and can be transferred and applied within an organisation going forward.

Failure to achieve knowledge retention can be costly – both in terms of financial costs through wasted resource on training, but also the failure to remain competitive and dynamic in a marketplace through a relevantly skilled and knowledgeable work force.

Strategies to improve learning and knowledge retention

The concept of The Learning Pyramid was a fundamental development in understanding how to best achieve knowledge retention. The Learning Pyramid idea was first mentioned by Edgar Dale, an expert in audio-visual education in 1946 and developed in to a methodology by the USA based National Training Laboratories Institute for Applied Behavioural Science (NTL) in the early 1960’s. The methodology measured as a percentage the effectiveness of different forms of learning in terms of knowledge retention and displayed this in the visual form of a pyramid.

The key insight from The Learning Pyramid model was the distinction between passive forms of learning (lectures, reading) and active forms of learning (group discussion, practice by doing) and the recognition that in most cases, active forms of learning would lead to higher levels of knowledge retention. There is further reading and more explanation on The Learning Pyramid in our previous article here.

With the insight of The Learning Pyramid as a basis, there are several strategies that can be employed to ensure greater knowledge retention:

Read less – Although reading can be a key basis for all learning, it risks information overload if it becomes the sole focus of learning. The learning pyramid measures the effectiveness of reading at only 10%. Individuals faced with too much information is a common cause of poor knowledge retention. Reading has value but should be one element incorporated with other forms of learning and the adage ‘less is more’ is often appropriate in terms of reading and knowledge retention.

Engaging content/Blended Learning – A common problem with learning retention is when a learner is disengaged or potentially bored by the content or delivery. It is therefore important content is engaging.

A first step to creating engaging content is identifying and establishing the value for the individual at the outset – how for example will the learning benefit the individual’s career and overall CPD? This will create motivation and build the foundations for engagement.

Engaging content is also often best achieved through blended learning – applying varied forms of learning to a subject. Although this could apply to the quality and method of teacher delivery, it is also true of an individual studying independently. They will benefit from a blended learning approach. An example would be both reading and watching a video on a subject, and then joining a group discussion following this and perhaps also practicing in a real world scenario. This blend is more likely to keep a participant engaged and cement knowledge.

Interaction/Group discussion – Interaction in learning is a key tool in improving learning retention. Group discussion is an effective example of this. The Learning Pyramid measures group discussion as having a 50% retention rate. Listening to others give their interpretation of learning allows an individual to consider their own understanding of the subject. This develops their critical thinking and deepens knowledge retention.

Interaction through ‘real world’ practice is another powerful tool. The Learning Pyramid measures practice by doing as having a 75% retention rate. Knowledge and understanding will be more firmly implanted in an individual if they practice new skills and learning through real practical application, rather than the passive approach of merely seeing a description or demonstration of a process.

Microlearning – Another useful strategy to instil knowledge is employing Microlearning. Microlearning entails delivering information in small highly focused chunks. Short sessions of learning are more effective for imparting knowledge. As with an over reliance on reading, a 3 hour webinar or in person lecture is likely to lead to information overload rather than for example a focused 20 minute session followed by a group discussion.

Repetition – Repetition is a simple but useful tool in effective learning. Studies have shown that the brain forms new pathways when a task is repeated often.

The risk when applying repetition is that overuse can lead to boredom and disengagement. However when combining the forms of learning in The Learning Pyramid and focusing on blended learning, repetition occurs organically through approaching the same subject in different ways – a lecture followed by a group discussion and practical exercise for example.

Assessment/Quiz - One of the simplest and traditional learning retention techniques is to incorporate an assessment or quiz in to learning content. Assessment gives learners the ability to track their progress but the process also encourages individuals to recall new knowledge and apply critical thinking and understanding.

Ideally, an assessment will follow the Microlearning model. A one off assessment at the end of a long learning period is much less effective in terms of knowledge retention than short assessments after each piece of new content is learnt. This allows knowledge to embed at each stage whereas there is the risk knowledge may be lost over time by relying on one final assessment.

Teach others – The Learning Pyramid recognises teaching others as the most effective method of learning retention, measured at 90% retention.

In order to pass on knowledge to others, an individual must have a thorough understanding of the concepts and details around a subject, and are therefore easily able to recall it. The act of passing on knowledge deepens an individual’s critical thinking and cements their knowledge retention.

Teaching others can also be a powerful tool from an organisational perspective. By passing on knowledge, individuals are embedding their own knowledge retention and helping build a more knowledgeable workforce. Equally, a culture of teaching others in an organisation means the taught can then pass on their knowledge to others and improve their own knowledge retention.

How does eLearning lead to better retention?

The rise in digital technologies in recent years has opened up many new tools and opportunities for learning and education. The use of digital resources in education is often referred to as eLearning.

The emergence of eLearning as a mode of education presents many advantages in terms of achieving knowledge retention. In contrast to traditional methods of learning, eLearning has the capacity to simultaneously incorporate all the forms of learning identified in The Learning Pyramid and actively support models like blended learning and Microlearning.

An eLearning program for example could incorporate a 20 minute webinar supported by both reading and video materials. This could be followed by an online group discussion and then a practical exercise or assessment. All the key requirements of learning retention can be incorporated in to eLearning including the audio and visual tools to create more engaging content. 

eLearning also has the advantage of not requiring a commitment to a particular time or place. Individuals can often engage with eLearning when it is convenient for them and when they are potentially more receptive to new knowledge and learning. It also naturally supports the key learning retention strategy of repetition. An online video or lecture for example can potentially be reviewed many times in contrast to an in-person event.

Benefits of Continuing Professional Development (CPD) in effective learning

The principle of Continuing Professional Development (CPD) is that learning is proactive and there is an ongoing need for professionals to enhance their personal skills and proficiency throughout their careers. All of the learning methods identified in The Learning Pyramid as well as opportunities for blended learning, Microlearning and eLearning will be available in effective CPD training and education.

One of the best ways to make sure you are going to get the most out of CPD is to take part in a CPD certified course. This will provide assurance, as that course will have had prior review by an established independent organisation, to a recognised industry standard of learning.

If you are looking for any CPD course across all industry sectors, then please have a look through our CPD Courses Catalogue. There are thousands of training courses, events, e-learning programs, conferences, workshops and seminars, which have all been formally CPD certified. If you would like to find out more about a particular CPD course listed on our website, you can click on each course and there is an enquiry form that will be sent directly to the relevant CPD provider.

Where can you log and record your individual CPD?

If you are looking for a free online CPD record tool to help manage, track and log your ongoing Continuing Professional Development, as well as store your personal training record and CPD attendance certificates in one simple place, please visit the myCPD Portal page.

Become a CPD accredited training provider

We hope this article was helpful. Established in 1996, The CPD Certification Service has over 27 years’ experience providing CPD accreditation. With members in over 100 countries, our CPD providers benefit from the ability to promote themselves as part of an international community where quality is both recognised and assured.

If you are interested in offering training courses, seminars, workshops, eLearning, or educational events suitable for Continuing Professional Development, please visit the Become a CPD Provider page or contact our team to discuss in more detail.