See One, Do One, Teach One = The best way to train

See One, Do One, Teach One

In the 1980s, while my peers were earning through traditional teenage jobs, I ventured into fixing computer issues for $20/hr. This experience taught me the importance of hands-on learning, particularly the effectiveness of having individuals engage directly with the task at hand.

This approach aligns with a practice I learned from military friends, known as SO-DO-TO:

1. See One: Observing a task being performed.
2. Do One: Replicating the task independently.
3. Teach One: Solidifying knowledge by teaching the task to someone else.

This method has been instrumental in enabling people to master complex skills. Let’s delve into how this can transform software training.

See One: Effective Demonstration

The first step is showing how something is done. In today’s digital age, there are numerous platforms like YouTube where one can learn virtually anything. When demonstrating:

• Do start directly with the task. Avoid unnecessary backstory.
• Do clearly define the scope and end goal of the task.
• Don’t make the session longer than necessary. Keep content concise and to the point.

Do One: Hands-On Practice

The real learning happens when trainees practice themselves. Ensure the training is hands-on to maintain attention and address any apprehensions directly. Here’s how:

• Announce upfront that the training will be interactive.
• If in person, let the trainee control the keyboard.
• In remote sessions, switch to their screen when it's their turn.
• Regular breaks during live training help in information absorption.

Teach One: The Power of Instructing Others

The final step, often overlooked, is having the trainee teach someone else. This reinforces their understanding and builds confidence. Consider these points:

• Encourage trainees to explain the task to others.
• If direct teaching isn’t possible, have them explain back to you.
• Use this opportunity to correct misconceptions and acknowledge creative solutions.

Knowledge Retention Rates

Here is a summary of knowledge retention by learners:

• 90% retention when teaching others.
• 75% when practicing the learned skills.
• 50% during group discussions.
• Lower percentages for passive learning methods like reading or listening to lectures.

Keep the SO-DO-TO strategy in mind when designing your training programs. By incorporating hands-on activities, you enhance the training's effectiveness and enjoyment.