re|inforce|ment
1. The action or process of reinforcing or strengthening
1.1 The process of encouraging or establishing a belief or pattern of behaviour
If I look at the dictionary definition of ‘reinforcement’ I can see why, when many learning and development companies talk about solving the problem of learning transfer, they talk incessantly about ‘reinforcement’. But the reality of the solution they offer is often more about reinforcing the CONTENT, rather than creating a change in behaviour.
Through focusing on the ‘content’ not the change – they are focusing on helping their managers remember what they learned. Which is crazy – we are talking about managers and leaders in the organisation. We’re talking about smart people whose job it is to absorb facts and models, people with the nous to refer to the training manual if needed, Google queries, confer with colleagues – surely alarm bells are ringing! These are intelligent people, let’s not underestimate their ability to learn content. Reinforcement of the learning is not the problem.
To clarify, I am not saying there is not a place for reinforcement in training programs. In fact, with so much information being crammed into today’s training courses, an element of reinforcement of models and sound bites has many benefits, whether via a manual, online software, a SMART device app or post course group sessions. What I am saying is that reinforcement is not central to the success of learning transfer.
The much tougher element for managers and leaders coming off training courses, the element at the heart of learning transfer, is achieving the behavioural change that enables them to implement what they have learned – and this starts with the individual and not the content.
The level of behavioural change required by an individual in order to fully implement the new skills learned at training requires…..yep, you’ve got it….reflection! And not just any old reflection, but reflection that is specific, structured and accountable. I love those words – they are so important in learning transfer.
To L&D managers, CEO’s and everyone out there focusing on how to ensure their teams remember what they have learned at training as a means to improving learning transfer, I beg you to wise up. Reinforcement plays no part in learning transfer. Supporting an individual through a structured process of reflection is where your efforts – and budget – need to focus.
It beggars belief that we are in an industry that on the one hand is achieving so much in the way of successful learning transfer, and yet has so many senior L&D professionals still focused on the false premise of reinforcement.
OK. Rant over. If I haven’t totally offended your thinking (and more importantly, if I have) give me a call to discuss how you can support reflection in your organisation and start to solve the issue of learning transfer. It’s good to talk – and a great starting point for reflection.