Although learning tools and support technologies are constantly evolving, Josh Bersin emphasizes that the fundamental process for humans to acquire knowledge and achieve mastery remains the same as it was decades ago.
1. Mastery Means Being Able to Apply Knowledge
The ultimate goal of every training process is not just to understand the theory, but to achieve “mastery”—the ability to apply knowledge across a wide variety of conditions, including new and unfamiliar situations.
- A “master carpenter” can build almost anything.
- A “master salesperson” can sell almost anything.
Bersin defines mastery with the following formula:
MASTERY = PROFICIENCY (Understanding the theory) + RETENTION (The ability to remember and apply)
- Proficiency: You pass the test and grasp the principles.
- Retention: You remember and can apply the knowledge regardless of the situation.
To achieve this, learners need to repeat what they have learned until it becomes second nature. This is why simulations, role-plays, scenarios, exercises, interactivities, group projects, and other action-learning activities are so critical.
2. People Learn by Doing
People (both adults and children) learn by doing. The brain can grasp concepts from books or lectures, but it cannot truly “master” a subject until it is used.
- Embracing mistakes: The most effective learning organizations are those with a culture that tolerates mistakes. Mistakes are an essential part of the “learning by doing” process.
- More than just theory: While modern technology changes how we access information, the human brain still learns most effectively through practical experience.
3. Training is Only a Tool to Accelerate the Process
Your classrooms, e-learning programs, and collaborative learning solutions may be successful in providing people with new perspectives, skills, and information—but they will not truly “learn it” until they “do it.”
There is a fairly clear hierarchy of how learning occurs:
- Theory (Reading/Listening)
- Proficiency (Understanding/Testing)
- Mastery (Practicing/Experiencing)
The role of HR and L&D professionals is not to “teach” mastery, but to accelerate and facilitate this natural learning process. The goal is to create a safe environment where learners can experiment, make decisions, and learn from “simulated mistakes,” thereby avoiding the painful learning curves of real-world application.
4. The Key Role of Management and Leadership
The success of learning does not lie solely in the course content or the instructor, but in organizational support.
- Avoiding “Scrap Learning”: These are training programs that are well-delivered but yield no results because the organization does not support their application in practice.
- Support from the top: Most factors that drive learning reside with direct managers (such as giving employees time to learn and reflect), rather than solely with the L&D department.
Bottom Line
As we approach new learning tools, social technology, or intelligent platforms, remember: Technology helps us access information faster, but the deep process of “learning” still requires practice, practical experience, and a supportive organizational culture.
