BGCA’s Ashley Payton is back on ClubX to share insights about learning. Follow her on LinkedIn for more great nuggets like this!
In Youth Development, when something isn’t working, for example if documentation is inconsistent, staff aren’t applying what they learned, or a new initiative is not as impactful as we intended it to be, it’s easy to fall into the habit of thinking that traditional training is the answer. But let’s be real, training takes time, can be expensive, and isn’t always the best way to solve the real problem. It also aligns with the 70/20/10 model, which tells us that 70% of learning comes through on-the-job experiences, 20% through developmental relationships, and 10% through formal training.
The good news is that there are many different learning solutions that could support a professional performance or learning gap. The first step is to start by properly assessing the issue and choosing the most effective strategy to address it. Let’s explore five non-traditional learning solutions and when is the best time to use them.
Job Aid
A Job Aid is a quick-reference tool that supports employees in performing tasks efficiently at the point of need.
When Should You Consider this a learning or performance solution:
Example: A laminated visual checklist near the supply closet showing how to prep for an Art activity safely and efficiently.
Fun Fact: Providers who used two or three job aids were 2.5 times more likely to recall key information compared to those who used fewer or none.
Micro-Learning Module
A micro-learning module is a short, focused learning segment designed for easy, on-demand access to specific skills or knowledge primarily focusing on one concept.
When Should You Consider this a learning or performance solution:
Example: A 3-minute video on how to respond to youth disclosures of harm, sent out before a mandatory reporting refresher or watched together in a site-level staff meeting.
Coaching/Mentoring
Coaching or Mentoring are structured relationships that provide personalized guidance, development, and feedback helping employees develop specific skills and achieve professional growth.
When Should You Consider this a learning or performance solution:
Example: A site director meets biweekly with a new Youth Development Professional to walk through real-life challenges, model youth engagement best practices, and reflect together.
Peer Learning
Peer learning occurs when employees learn from one another through collaboration, shared experiences, and problem solving. This can be in an in-person setting, virtual setting or a hybrid setting. Structured peer learning groups can also be referred to as learning communities.
When Should You Consider this a learning or performance solution:
Example: A program director might post about a successful program they implemented, ask for advice on a challenging situation, or share helpful resources with peers in a BGCA.net Movement Group or on Club Programs.
Performance Support System
A Performance Support System is tools and technologies that provide real-time, context sensitive assistance to employees as they work.
When Should You Consider this a learning or performance solution:
Example: An internal system such as My Club Hub where Club Professionals can instantly access online systems that record assessment tracking resources, attendance and registration tracking, etc.
Each solution has its own sweet spot. Rather than defaulting to traditional trainings to address learning and performance gaps, consider these alternatives as flexible scalable solutions that meet Youth Development Professionals where they are!
Club staff can find BGCA created learning resources, including job aids, training, and more on BGCA.net.
What are your favorite learning solutions for Club staff? How do you prepare YDPs to be successful in their roles? Comment below, on the BGCA Youth Development Facebook page, or email ClubXBlog@bgca.org.
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