Are your learning programs falling flat when it comes to real-world application? You’re not alone. Research shows that without proper embedding activities, up to 90% of traditional corporate training is forgotten within a year (Ebbinghaus, as cited in Thalheimer, 2018). Ouch! But don’t worry – you’re about to discover how to make your learning interventions more sticky and impactful through the strategic use of embedding activities.

What Are Embedding Activities?

Embedding activities are structured exercises and experiences designed to reinforce learning and facilitate its transfer to the workplace. Think of them as bridges between theory and practice – they help learners cross the gap between knowing something and actually doing it in their day-to-day work.

Why Should Learning Designers Care?

The benefits of embedding activities are compelling. According to research by Dirksen (2019), when learning is supported by well-designed embedding activities, knowledge retention increases by up to 75%, and skill application improves by 60%. Here’s why they’re so powerful:

• They combat the forgetting curve by providing spaced practice opportunities
• They create contextual anchors that make learning more relevant
• They build confidence through guided application
• They provide valuable feedback loops for both learners and designers
• They demonstrate ROI by showing clear behavioural change

Bringing Embedding Activities to Life

Here are practical ways to incorporate embedding activities:

1. Pre-Work Activities

• Learning journals to capture current challenges
• Workplace observation tasks
• Stakeholder interviews
• Skills self-assessment

2. During-Learning Activities

• Role-play scenarios using real work situations
• Case study analysis
• Action planning
• Peer teaching opportunities

3. Post-Learning Activities

• Implementation challenges
• Reflection logs
• Buddy system check-ins
• Progress sharing sessions

Embedding Activities in Action: Implementation Ideas

Let’s explore three ways you could apply embedding activities in different contexts:

The 30-Day Challenge Approach

Imagine implementing a “30-Day Customer Service Challenge” in a retail environment. Each day, participants would complete micro-tasks applying their learning – taking just 5-10 minutes per day. Tasks might include practising a new greeting script, handling a specific type of customer inquiry, or role-playing a challenging scenario with a colleague. By building these small, consistent practice moments into the daily workflow, you could significantly impact customer service quality.

The Learning Partnership Model

Consider setting up a mentoring system where learners are paired with experienced colleagues for bi-weekly “application conversations.” These structured discussions could focus on applying specific concepts from training to current projects. For example, a software development team could use these partnerships to embed new coding practices or agile methodologies into their daily work. The regular check-ins provide accountability and support while creating opportunities for contextual learning.

The Video Reflection Method

In a healthcare setting, you might implement a video reflection system where staff record short clips demonstrating how they’re applying new protocols or procedures. These videos could serve multiple purposes: providing evidence of behavior change, creating real-world examples for future training, and allowing for peer learning and feedback. Imagine a nurse recording a 2-minute video showing how they’ve implemented a new patient handover procedure, sharing both successes and challenges.

These examples demonstrate how embedding activities can be tailored to different learning contexts while maintaining the core principles of regular practice, real-world application, and meaningful feedback.

Top Tips for Success

1. Start with the end in mind Map embedding activities directly to desired performance outcomes. What does success look like in the workplace?
2. Make it realistic Use real scenarios and challenges from your learners’ work environment. The more authentic, the better the transfer.
3. Build in accountability Create structures that encourage follow-through, such as peer partnerships or manager check-ins.
4. Keep it simple The best embedding activities are often the simplest. Don’t overcomplicate – focus on activities that can be easily integrated into daily work.
5. Measure and adjust Track participation and impact. Use this data to refine your approach and demonstrate value.

The Time to Act is Now

Embedding activities aren’t just nice-to-have additions to your learning programs – they’re essential tools for ensuring learning transfer and driving real behavior change. As you design your next learning intervention, challenge yourself to include at least three embedding activities that span the learning journey.

Remember: your goal isn’t just to deliver content – it’s to transform performance. With well-designed embedding activities, you’re not just hoping for change; you’re actively engineering it.

Want to learn more about embedding activities or instructional design in general? Our Instructional Design Plus course is your fast-track to learning design mastery. You’ll get comprehensive design principles, practical strategies, and an end-to-end process that transforms training from forgettable to fantastic. Plus, enjoy three 90-minute coaching sessions with seasoned learning designers and a toolkit of ready-to-use resources and templates.

References

Dirksen, J. (2019). Design for How People Learn (2nd ed.). New Riders.

Thalheimer, W. (2018). The learning-transfer evaluation model: Sending messages to enable learning effectiveness. Work-Learning Research.