Three Reasons Why Most Training DOES NOT Change Behavior or Improve Performance
It is possible to create permanent, measurable improvements in individual performance that have positive impacts on business results. But this rarely happens, because most organizations…
- Neglect to follow up assessment and training programs with adequate reinforcement. They don’t understand that it takes months of on-the-job application and reinforcement to ingrain a new skill.
- Don't measure skill levels before and after training. They can't tell whether performance has improved, and individuals aren't held accountable for improving.
- Fail to hold direct managers responsible for the coaching role. Because the better part of performance improvement must happen in the workplace, the learner’s direct manager needs to get involved: communicating expectations, supporting, observing, encouraging, giving feedback, coaching and holding direct reports accountable.
So what’s the solution?
The solution is an integrated reinforcement-based development process that creates permanent, measurable improvements in individual performance. The Train-to-Ingrain approach …
- Organizes a structured program of reinforcement that is integrated with assessment and training and that provides skill practice, application, ongoing feedback and coaching after formal instruction.
- Involves direct managers to give effective support, encouragement and coaching before, during and after the learning process.
- Administers pre-course and post-course behavioral assessment through 20/20 Insight GOLD to focus learner attention and motivation, establish accountability, measure performance improvement, and support ROI calculations.
[Your Firm Name] can help you customize a Train-to-Ingrain process appropriate for your organization.For more information, contact us at [Your contact info]