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It should surprise no one that most training and development programs fail to achieve this goal.
Typically, it isn’t the fault of trainers or their excellent programs. For one thing, it isn’t easy to change a behavior pattern. Essentially, the desired behavior needs to be reinforced over the long term in order to create physical changes in the brain.
This ongoing reinforcement will stimulate the growth of new neuronal connections that will take the place of the old ones. |
For another, achieving this “Holy Grail” doesn’t involve fixing just one thing. Optimizing the training and development process for maximum learning transfer is a multifaceted challenge. A myriad of variables within an organization influence whether learning gets reinforced until new behavior patterns are established. A number of factors may need to be addressed.
Train-to-Ingrain is an integrated, reinforcement-based approach to training and development. Several coordinated initiatives are recommended. At first glance, this systems-wide strategy may seem daunting. Even though an organization may literally be wasting millions of dollars annually on programs that fail to change behavior, the initial reaction of executives may be, “This is too much.”
The good news is that it’s not necessary to change everything all at once. It’s not even a good idea. The sensible approach is to start with a few simple, effective initiatives that will produce immediate results. For example, to get started quickly for leadership development programs that make permanent improvements in performance and have positive impacts on the bottom line, an organization can begin with these three actions:
- Acquire assessment and training technologies that are already integrated and designed to support long-term skill reinforcement
- Define what’s expected of direct managers to coach their subordinates
- Hold direct managers, learners and trainers accountable for performance improvement
To get maximum results going forward, an organization will need to do more. It will need to build on this foundation to vastly improve learning transfer in all developmental programs. Your organization may already be on track in several areas. Every organization needs to pursue a customized strategy of optimizing its approach to training and development, and should do so at a realistic pace. These actions will have the greatest impact on learning transfer:
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For an immediate answer to any question about Train-to-Ingrain, email Meredith Bell, president of Performance Support Systems, or call:
Toll-free: 1-800-488-6463, ext. 201
Toll phone: 757-873-3700, ext. 201
Fax: 757-873-3288 |
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