Mastering Cognitive Load for Workplace Learning Success

Cognitive load theory (CLT), first proposed by John Sweller in the 1980s, has provided the educational sector with significant insights. However, in workplace learning scenarios, cognitive load becomes even more crucial to consider. Understanding cognitive load helps optimize learning experiences and contributes to improved performance, productivity, and job satisfaction.

What is Cognitive Load?

Cognitive load refers to the total amount of mental effort involved in the working memory. Working memory can only hold a limited amount of information at any given time. When this capacity is exceeded, learning and performance suffer.

Cognitive load is typically divided into three types:

1. Intrinsic cognitive load. This is how hard the task or idea itself is. For example, advanced calculus is naturally harder than basic addition or subtraction. We can manage this type of load by breaking complex tasks into simpler parts and learning them one step at a time.

2. Extraneous cognitive load. This is how hard it is to understand something because of how it's taught or presented. For instance, if an instruction manual is full of difficult words or a presentation is confusing, this increases the extraneous load. We should aim to decrease this load by making instructions clear and simple, and by organizing information in a logical and easy-to-follow way.

3. Germane cognitive load. This is how our brain works to connect new information with what we already know. It's like when we learn to ride a bike, we create a mental model (or schema) of that task, so we can do it without thinking too much. We can optimize this type of load by designing learning experiences that encourage learners to connect new knowledge with their existing knowledge, helping them understand better and learn more effectively.

Balancing these different types of cognitive load is critical for effective learning.

Cognitive Load in the Workplace

In the workplace, it's not just about the complexity of tasks, but also about how information or tasks are presented to employees. For instance, poorly designed training materials with unnecessary complexities can increase extraneous cognitive load, thereby hindering learning.

Additionally, workplace stress, multitasking demands, and high-pressure deadlines can also compound cognitive load. A crowded, loud, and chaotic work environment can also increase cognitive load, impairing the employee's performance.

Managing Cognitive Load for Workplace Learning

Here are four ways you can start managing cognitive load.

1. Simplify and sequence learning materials. Training materials should be simplified and sequenced properly to reduce extraneous cognitive load. This can be achieved by breaking down complex tasks into manageable chunks.
2. Incorporate active learning. Active learning strategies such as problem-solving and group discussions help to increase germane load, enabling employees to construct and automate schemas.
3. Cultivate a supportive work environment. Providing a work environment that reduces unnecessary stress and distractions can significantly lower cognitive load.
4. Offer continual learning opportunities. Continuous learning opportunities and upskilling initiatives help keep intrinsic load at an optimal level, facilitating growth without overwhelming employees.

Recognizing and managing cognitive load is crucial to foster a supportive learning environment in the workplace. By decreasing extraneous load, managing intrinsic load, and optimizing germane load, businesses can improve employee performance and job satisfaction, thereby enhancing overall productivity.

_References

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