Training Reinforcement
Here’s the problem for most organisations investing in learning: People only implement 10-20% of what they learn on training. As a result, 80% of money invested in training is wasted.
Everyone knows this; Trainers know, Learning and Development professionals know and the CEO knows. And savvy organisations and leaders are seriously beginning to question why they are investing in training programs that despite being loved don’t yield results.
A Focus on Change
Do your training programs sound like this? Here’s what you can do about it…
Implement a training reinforcement strategy that works.
Our training reinforcement strategy guarantees true behavioural change and is called Turning Learning into Action™. We break change down into three easy stages.
The training reinforcement problem can be solved and is being solved by organisations just like yours. Request a consultation to see how we can help.
Guaranteed
Our work is guaranteed to the complete satisfaction of the client. If the client is not completely satisfied with our services, we will, at the client’s option, either waive professional fees, or accept a portion of those fees that reflects the client’s level of satisfaction.
Have more questions? Just ask!
How do you define training reinforcement?
Art Kohn talks about there being three distinct levels of reinforcement:
- Cognitive reinforcement
- Social reinforcement
- Behavioral reinforcement
We have moved on from reminding participants to change, which is great, but we believe reinforcement is a long way from creating sustained behavioural change.
Neuroscience tells us that short boosts of 5 seconds even can be enough to re-ignite the neural pathways that were established on a training program or
While this means that the brain doesn’t delete the information it doesn’t mean it acts on it either.
Focusing on social proof i.e. ‘other people just like you are doing it’ can start to generate the commitment to act for participants. However our proverb is that people learn in a group and change as an individual. Ultimately it’s up to the individual to change.
While this makes logical sense, in learning people think that reinforcement is reiterating the content. They build in more information and content to boost the learning rather than use reflection to drive deeper insight and action.
Incrementally reinforcement may have some impact and will create a better outcome that doing nothing at all. It does fall short of a robust transfer methodology, holding each individual accountable to themselves for creating specific behavioural change.
What happens when training programs aren’t reinforced?
Nothing! Repeated studies and people’s personal experience tells us that typically 10-20% of classroom learning is transferred back into the workplace. The wastage is colossal. Our learning colleagues at Fort Hill in the US call this learning scrap. Not only is it disappointing for the individuals concerned, the facilitators concerned and the L&D stakeholders it negatively affects the standing of L&D as a meaningful contributor to business outcomes. L&D become order takers and a nice to have rather than a business imperative.
How does training reinforcement impact the transfer of learning?
The training will naturally be reinforced through an effective transfer of learning methodology. At Lever – Transfer of Learning we use our unique methodology, called “Turning Learning Into Action”. This methodology effectively enforces training reinforcement.
