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.  It is imperative that you set and manage stakeholder expectations at the onset of your journey.
  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 and (3) The senior leadership team.  Unless all three stakeholders agree upon the importance of the learning initiative, you are bound for a lack of transfer to the job.
  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.  This will allow you to make the inevitable adjustments required, encourage participants to seek help from fellow learners, and provide targeted coaching.

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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We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.

Ivan Fukumoto
Senior HR Manager - Staffing, Training, & Development

LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.

Mitch Mandich
CEO

Edify

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

PalmSource has found our relationship with LSA extremely beneficial. We worked closely with LSA to customize the right Management Training Program solution to meet our unique business needs. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner.

Ken Boehm
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

The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.

Robert Breckner
Firmware Engineering Manager

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

We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.

Jennifer Remling
Director of Global Recruiting

AKQA

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.

Because of the unique nature of our business, Excel is a core application in our accounting organization. After three attempts to find an Excel consultant who is capable of helping our finance team integrate advanced applications into our work processes we found LSA and Alex. He was not only a “Real” Excel expert but was masterful in helping us identify where to use Excel applications in our processes to increase our group’s efficiency.

SPO Partners & Co
Kim Silva, CFO

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

I highly recommend LSA Global to anyone who is looking to improve individual or organizational effectiveness through their top quality programs and broad range of expertise.

Greg Pappas
VP of Human Resources

Our company engaged LSA to do a specialized “train the trainer” program, and the consultant’s performance outdid our exceptionally high standards for such a program. Very crucial to the success of this program was the work done upfront to discuss our needs and to interview key members of our organization so that the program specifically met our goals. Our facilitators continue to comment on the success of the program. Thanks also for the follow-up.

Frank Abbott
Chief Financial Officer

I’ve partnered with LSA Global at two companies now, and I consider them a valuable and trusted training and consulting resource. They recommended just the right solution to address our management development needs and have wonderful facilitators that match YuMe’s culture and style of our management team. I would highly recommend LSA Global to any company wanting to deliver quality learning solutions with a valuable learning and development partner.

Maya Paul
HR Director

I am very impressed with the quality of work and talent. LSA did a great job of listening to my needs and providing the exact management training program expertise I needed to get the job done.

Don Pryor
Director, Business Planning & Analysis

“We turned to LSA to help us custom design and deliver a leadership and management development curriculum to help drive performance. They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class solution.”

Sally Buchannan
VP Human Resources

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