How learners feel after they have completed training can tell us a lot about their propensity to change behavior.
Learning leaders can tailor global compliance training programs to promote employee commitment and drive tangible improvements in behavior. But for the most part, the values you want to cultivate don’t readily fit into a spreadsheet.
While talents and abilities can be developed, gifts are inherent; they are a part of who you are. Ironically, bad behavior can often be a sign of a gift that’s trying to come out.
Reinforcement matters, and it matters most to learners who truly aspire to develop Leadership training should be reserved for those who truly aspire to be leaders.
How can training professionals move beyond producing initial enlightenment to produce genuine lasting change that protects and enhances the organization?
Many people underestimate the challenges associated with behavior change after the COVID-19 pandemic. This change is unprecedented because the pandemic poses specific challenges.
Line of sight is key to both the transfer of new skills, insights and practices to the job and the leadership support required for success.
It simply stands to reason that a well-designed learning event has the highest probability of yielding desirable behavior change.
The responsibility of the training function is not simply to deliver courses but to get learners to behave in a way that achieves business results.