Training – Then What? How to Make Learning Stick

How to Make Learning Stick with new skills going into brain

It is Difficult to Make Learning Stick
Too many trainers, instructional designers and learners struggle with how to make learning stick after a training workshop is completed.

What is Learning Anyway?
Learning is defined as the acquisition of knowledge or skills through experience, study, or by being taught.  When it comes to how to make learning stick, we believe it is all about the transfer of newly acquired skills and knowledge to the job in order to measurably change behavior and improve performance.

Some Alarming Learning Statistics
Unfortunately, by most accounts, corporations struggle to make learning stick even after they invest heavily in training and development.  Here are some alarming statistics:

  • National training laboratories report only a 5% learning retention rate from lectures, a 10% learning retention rate from reading and a 20% learning retention rate from audio visual.
  • Our own research based upon over 800 training measurement projects found that only 1-in-5 participants change behavior or improve performance from stand-alone training events, regardless of modality.
  • On average, 80% of training investments focus on training design and delivery while only 20% focus on what happens before or after the training session.

How to Beat the Odds and Make Learning Stick
If you want to make learning stick for your corporate training initiatives:

  1. Know where you are on the learning maturity continuum and where you want to go.
  2. Focus on training relevance to the participants, their bosses and senior leadership before you determine how to invest in what happens before, during and after training.
  3. If training relevance is high enough to warrant the necessary investments to make learning stick, focus first on what application and reinforcement support you will need from the participants and their managers before and after the training.  Then align the new skills with your performance management processes and understand that learning new skills takes time and practice. Be patient and willing to let people make mistakes and to learn from them.
  4. Then like any change initiative, track what is going well and where more support is needed and make adjustments as required by encouraging participants to seek help from fellow learners and receive ongoing coaching to reinforce what is going right and correct what needs improvement.

To learn more about how to make learning stick and the transfer of training, download the The #1 Reason Training Initiatives Fail According to Executives

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LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.

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Director, Software Engineering, EPG

I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

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HR Director

In my years working with LSA, it seems like I’ve had a personal consultant at my fingertips to help me identify just the right solution to satisfy our needs. The entire LSA team has become a trusted friend of Actel — assuring we provide state-of-the-art learning to meet our complex, high-tech business and people needs.

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I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.

Stephanie Webb
HR Program Manager

Rambus

What a refreshing change from the half-baked psycho-babble you normally get from “training” organizations. LSA gives you the assistance you need to define and reach your goal, and then they give you a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

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Vice President Human Resources

Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.

Glenn McGillivray
Human Resources Business Partner

Intuit

Each program is preceded by an assessment of the participants. The course is then designed to fit the specific parameters and needs of the group. The highly interactive delivery is provided by recognized experts in their fields. On the spot coaching is provided during the program and each participant receives individual follow-up after the course. Courses can be delivered in-person or virtually. Given the nature of Cisco’s business and the way we operate, these remote workshops are a must for anyone who joins our company. Their work is eye opening. Great content and fantastic delivery.

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Business Development Manager

LSA Global’s consultant brought a fresh perspective to our behavioral based interviewing strategy for two key executive positions we needed to fill, and their consultant helped us develop questions that produced a much deeper understanding of candidates’ capabilities. I am confident that the two new executives joining our organization have the right skills to add significant value. Throughout the process LSA was also very responsive in dealing with short lead time requests.

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SPO Partners & Co
Kim Silva, CFO

LSA has become the gold standard in team building and management training at Genomic Health! I have a hard time finding facilitators that come close to their level of customization, expertise and experience.

Emily Couey
Director of Human Resources

Here’s a token of my appreciation for ALL your efforts. I’m offering my most sincere appreciation, and it extends to all the folks who made our customized management development programs possible.

Susan Anderson
Workforce Planning Bureau

What a personal and professional pleasure it has been to Partner with LSA. They are truly a strategic partner with Wyse. For more than 5 years, LSA has been engaged in delivering various training and development solutions for Wyse, from custom on-site programs targeting specific core competencies, to working individually with clients to build job skills, and offering invaluable services to me and my team as we continue to build our learning programs. LSA’s representatives do more than sell a product, they offer a full service solution: they understand our business, our strategic initiatives, and the needs of our customers.

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Director of HR

We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.

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Human Resources Manager

The Managing Virtual Teams program was extremely valuable. Your consultant/ facilitator’s fundamental knowledge of Synopsys as a company provided an incredible base to build upon while tackling the complications of managing and working with globally distributed teams. My team walked away walked away with highly useful practices and tools. It was an excellent use of our time.

Debra Martucci
Vice President, Information Technology

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