Teaching that Sticks

LEARN

Creating a Learning Environment

Forget

Act

State

Teach

Enter

Review

 I have so much information to teach you. Quickly grab a pencil—I only have today to transfer all this knowledge. Take notes, follow along, ask questions… but not too many, I may get frustrated.

 This rushed, overwhelming approach is how many people teach new employees. But it hinders real learning.

 With the learning path in mind, we need to create the right environment for the student to study the craft. Adult learners need to understand why they’re doing the work and how it connects to something bigger.

 We’re here to serve—start to finish. Every customer matters. They keep the lights on, and we take care of them like family, supporting them through every part of their automotive journey.

 We tell our teams, “The customer is our family.” Let’s train our people the same way—patiently, clearly, and with purpose.

 The greatest skill you can teach is how to learn.

1 Forget

Have the trainee let go of what they think they know and stay open to the learning experience. A clear, curious mind creates space for real understanding.

Encourage presence and self-belief – positive self-talk lays the foundation of learning.

 2 Act

Replace passive consumption with active engagement.

Have trainees take notes, ask questions, and chunk learning into 25-minute bursts followed by brief reflection times to process information. The more involved they are, the faster they learn.

 3 State

All learning is STATE dependent.

Help learners enter the right emotional and physical mindset: joy, curiosity and fascination improve memory and engagement.

Remind them: your mind-state is a current snapshot of your emotions, thoughts and physical condition.

Learning improves when the state is intentional.

4 Teach

Once they’ve learned something, have them explain it back in their own words.

Teaching reinforces understanding, reveals gaps, and builds ownership. Remember: when you teach something, you learn it twice.

 5 Enter

Have the learner block dedicated time in their calendar labeled “Training and Development.” Meet with the individual regularly to support their progress on the learning journey.

Encourage intentional action – learning sticks when they actively work on their craft.

 6 Review

Encourage active recall.

Have the learner revisit what they’ve learned at spaced intervals over a few months – this strengthens retention and turns short-term efforts into long-term skill.