Every organization wants to leverage its investments of time and money in its people. When organizations make learning last, they ensure that time and dollars spent on development will have an impact on employees and the organization. In addition, organizations that demonstrate a commitment to learning are able to attract and retain employees who value the company's investment in their growth and development.

Making learning last can be a challenge given the pace of work today, the number of critical priorities that managers and employees must handle on a daily basis, and the array of new capabilities that must be absorbed and applied.

To support ongoing learning, managers need to look for developmental opportunities from traditional and non-traditional sources. These include classroom settings, self-study opportunities (online or paper-based), as well as on-the-job opportunities that build capability (broader jobs, special assignments, opportunities to partner with more senior members of the organization, alliances, or with external organizations). Managers will need to maximize gains from any of these learning options.

Here are ten tips for making learning last in your organization:

1. Assign participants a relevant, high-value assignment prior to a developmental opportunity that will enhance their learning experience

Focus on practical and tangible projects. This could include meeting with key individuals in your organization to gather information that will be used as part of the learning experience. Make sure it's not "busy-work." Consider a follow-up activity with the same individual or group to provide an additional opportunity to reinforce the learning.

2. Create just-in-time training opportunities

This can be done at the desktop or in the classroom. For example, create a session on budgeting a couple of weeks before annual budgets need to be submitted. Providing training just before an opportunity to use specific skills provides a built-in reinforcement/practice opportunity.

3. Create a series of shorter classroom sessions or online learning modules designed to be used over a longer period of time

This will give participants an opportunity to try out what they've learned. Ask learners to consider how they are applying the learning along the way.

4. Use a variety of check-in processes to see if the learning is being retained

This can be accomplished through discussion in the classroom, quizzes in the online environment, informal conversation, e-mail or chats, or through a follow-up interview process with training participants. Ask participants to share stories about how they have used what they have learned and to share their experiences with others in similar roles or positions.

5. Encourage ongoing learning

Follow-up with more in-depth information about one or more of the areas you have covered. This can include posting tools or techniques on your company intranet, identifying resources (books, websites, etc.) for further information, or sponsoring experts to expand on prior content.

6. Create fun ways to reinforce the skills you have taught

For example, send an e-mail with challenging situations and hold a contest to see who can respond to them most effectively (using the skills/content you have taught). People retain more when they are engaged and having fun!

7. Set up an "each one teach one" process

Ask each person who has received a developmental opportunity or is expert in a particular area to select a person who would benefit from their knowledge. Have them volunteer to teach that concept or skill to their colleague or direct report. There is nothing like having to teach someone else a concept to reinforce their own capability.

8. Partner people who are learning a new skill or capability with others who have more experience

Build ongoing relationships where colleagues can work together or get advice over an extended period of time. Have them think beyond their immediate function. They should consider working with employees in other departments, members of alliances/partnerships, customers, and community resources.

9. Create a community of learners

This can include anyone who has participated in learning on a given topic or anyone who has interest in the area of focus. This could be in the form of an e-mail distribution, chat room/community group, or meeting(s) of interested parties.

10. Ask participants how they want to learn

Use participants' ideas to create innovative approaches to learning that fit your organization.

When companies invest in learning, they show employees that continuous development is critical to personal and organizational effectiveness. They build organizations that are agile and can respond to the many changes in the company and the marketplace. And they build a network of highly skilled, committed employees who can help others in the organization learn and develop.

(Note: This piece was previously published in edited form in the Boston Business Journal.)

Amy Judith Tananbaum is the founding principal of Results By Design, a consulting and training firm. She is a NEHRA member and can be reached at atananbaum@results-by-design.com.