Do you feel that with even your best training programs, once back in the workplace, individuals fail to apply effectively what that they have learned?
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
Training Reinforcement is the buzzword of the moment, but just reinforcing content isn’t nearly enough. For reinforcement to be effective it needs to focus more on behavioural change than content.
This is especially true if your training is focusing on soft skills like sales and leadership which have at their heart behaviours that are habitual. When people get back from training they have had a great experience, they have made commitments to act and they intend to follow through but business priorities take over. One week after the program it is still on the ‘to do’ list and two months later the program notes are gathering dust and very little has changed.
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.
“The Turning Learning into Action™ methodology has made a concrete difference to our training results over the last eight years. A must to implement.”James Harper
“The TLA sessions were instrumental in solidifying all content learnt during the [training]. The guidance offered during these sessions assisted in honing and applying the skills acquired and also provided an area to reflect on how the course affected my approach to my job on a day-to-day basis. I believe that the training was an invaluable experience but would have been significantly less effective without the TLA sessions.”Participant
“When I was first informed that I would be having these follow up sessions I felt as though they would be a complete waste of time and that there was very little that I could gain from a telephone conversation. Boy was I wrong! I have become more confident as a person and in my role as a Sales Exec. Whilst the Training was incredible I do not believe I would have implemented and remembered a lot of it without TLA!”Participant
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.