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.  Be Aware
Know where you are on the learning maturity continuum and where you want to go.

2.  Create 3x Relevance
Focus on training relevance to three groups of stakeholders before you determine how to invest in what happens before, during and after training.

  1. The participants
  2. Their bosses
  3. The senior leadership team

3.  Match Your Design to Your Relevance Level
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.  Monitor and Measure Progress
Then like any change initiative, use training measurement to 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.

The Bottom Line
Too many trainers, instructional designers and learners struggle with how to make learning stick after a training workshop is completed.  To make learning stick, begin by beginning relevant to the business.

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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Ken Boehm
Vice President of Human Resources

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

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

David Fiano
Vice President Human Resources

Understanding and conforming to legal compliance was very important to our company. We turned to LSA Global to provide a quality and cost effective way to ensure that we were AB 1825 compliant. Their interactive eLearning program was top-notch. It allowed our managers to learn at their own pace, and on their own time. The program was tailored to include our logo and our internal harassment policies. It was interactive and met all federal and state legal requirements. I would highly recommend LSA Global to any company looking for an efficient and effective and top quality way to train their managers to be in compliance.

Kelly Warren, SPHR
Director, HR & Compliance

I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.

Kristin Westland-Kaune
Director, Team Development

I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

Duane Schroeder
Human Resource Manager

Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.

Gina Fulton
Vice President of Human Resources

LSA helped change our entire culture around meetings, making them more effective and efficient, thus enabling us to concentrate on driving more business.

Terry Wassman
VP of Human Resources

We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.

Margie Bunting
HR Manager

SeaTel has found our partnership with LSA Global to be very valuable and beneficial. We turned to LSA to customize a supervisory/leadership solution to meet our needs. LSA delivered a customized top quality solution. I’d recommend LSA Global to any company looking for a best-in-class training and consulting partner.

Kortney Riddle
HR Manager

We consider LSA Global our outsourced learning and development partner. We worked closely with LSA to customize a management development program to meet our growing business needs. I would highly recommend LSA to any company wanting to deliver quality learning solutions.

Terri Wright-Scheer
Vice President Human Resources

We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.

Steve Feller
Vice President, Human Resources

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.

Frank J. Kuypers
Business Development Manager

Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.

Janice Passarello
Director of Human Resources

VNUS Medical has been very pleased with the effective management development programs that LSA Global has delivered for us over the last four years. The programs have been universally facilitated by experienced and best in class instructors. The knowledge gained by our management team has been put into practice very quickly. VNUS is very happy to be working in partnership with LSA because they consistently deliver excellent programs that receive exceptional feedback from our management team.

Cindee Van Vleck
Director Human Resources

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