Strategies for Sustaining Performance Improvement After Training

Stick to just that initial delivery of learning (the red line), and you might as well just Venmo your budget to your competitor’s leadership development program. But, stack on reinforcement (green lines), and the opposite happens. The value of your training starts to increase exponentially. When you see the impact of each additional piece of reinforcement (green line), it’s as clear as day where you should allocate more of your time, attention, and budget as a leadership development professional: REINFORCEMENT. Each application exercise is worth as much time, budget, and energy as your initial delivery. Without reinforcement, you’re not developing leaders. You’re wasting their time. #learninganddevelopment #traininganddevelopment P.S. This is why I use the 3-to-1 model in every leadership development program we run at LEADx. The 3-to-1 model: For every one formal learning, design and deliver at least three application exercises. I’ll drop a link to a longer-form article I wrote about 3-to-1 last year if you’re interested. P.P.S. The image is of “The Forgetting Curve” based on the research and writing of psychologist Hermann Ebbinghaus.

📢 Every year I am in the industry, it becomes more and more evident that the power of culture trumps whatever training and education is in place for new employees. On paper and in theory, organizations know training and education on proper techniques and behaviors are important for preparing new manufacturing employees. However, it is what comes after that defines whether that knowledge is put into action. Your frontline oversight and management will set the tone for the culture and even the best training programs can be overshadowed by a poor organizational culture and work environment. 🔍 Culture shapes how employees interpret and apply their training. When a new manufacturing employee enters a workplace, their initial eagerness and adherence to taught techniques can be significantly influenced by the prevailing cultural norms and environmental factors. If the culture does not support or reinforce the learned behaviors, the effectiveness of training can diminish quickly. 📊Social proximity, or the closeness and quality of relationships among individuals, plays a crucial role in maintaining the desired behaviors and techniques. Humans are social creatures and we’re all highly influenced by the people around us each day. There’s little you can do to control it because it’s simply a characteristic of humans; this is how we learn and how we relate to one another. Who you spend your time with will have an impact on the way you behave. A supportive and positive work culture can reinforce training, while a toxic environment can lead to shortcuts, non-compliance, and ultimately, errors and inefficiencies. 🛠️ To drive the right behaviors and techniques, consider the following strategies: *Open Reporting Culture: Encourage employees to report near-misses and potential error traps without fear of retribution. This proactive approach helps in identifying and addressing system issues before they escalate. *Human-Centered Design: Ensure that tools, procedures, and the work environment are designed to support optimal human performance. This includes clear instructions, ergonomic workstations, and intuitive interfaces. *Continuous Learning and Improvement: Cultivate a learning culture where feedback is used constructively to improve processes. Regular training updates and simulations of critical steps can keep skills sharp and relevant. *Align Goals and Rewards: Align organizational goals with individual performance metrics. Recognize and reward teams that consistently follow procedures and contribute to a positive culture. #manufacturing #HOP #HuP #humanperformance

Your leadership training isn't working. Here's why: 45% of managers say their companies aren't doing enough to develop future leaders. But the problem runs deeper than just "not enough training." After a decade of designing leadership programs, here's what I consistently see organizations get wrong: ➡️ They treat leadership development as an event, not a journey. Think about it: You send your high-performers to a 2-day workshop. They return energized with new ideas. Then... nothing changes. Why? Because the training isn't integrated into their day-to-day performance. Here's how to fix this: 1️⃣ Start with the end in mind Map out exactly what success looks like for your leaders. What behaviors and outcomes do you want to see? Build your development plan backward from there. 2️⃣ Create accountability partnerships Pair leaders with internal mentors who can provide ongoing support and feedback. (36% of managers report witnessing ineffective leadership regularly - mentorship helps break this cycle.) 3️⃣ Design learning that sticks Instead of one-off training sessions, create a blend of: - Practical assignments tied to business goals - Peer learning groups for real-time problem solving - Regular coaching check-ins - Opportunities to teach others 4️⃣ Measure what matters Track behavioral changes, not just completion rates. Are your leaders demonstrating improved communication? Better decision-making? Increased team engagement? 5️⃣ Make it systematic Leadership development should be part of your performance management system. Tie development goals to promotions and compensation. Remember: Great leaders aren't born in a classroom. They're developed through intentional practice, meaningful feedback, and real-world application. What's one thing you're doing to develop leaders in your organization? #LeadershipDevelopment #ExecutiveCoaching #TalentDevelopment #OrganizationalDevelopment

Use it or lose it. With lack of use of learning new behaviors, half of initial skill acquisition performance gains are lost after approximately 6.5 months for accuracy and 13 months for speed with intermittent or nonuse following training. Nudges, refresher training, coaching and ongoing deliberate (varied) practice all can help minimize skill performance decay over time. This research is a valuable benchmark for organizations to anticipate when performance on tasks requiring complex skills (e.g., cardiopulmonary resuscitation, delegation, using a specific feedback technique) may decline and what is needed to ensure ROI: https://lnkd.in/gCrvnXgj Note: For those interested in some collaborative research using our habit change/learning transfer platform called Talent Accelerator please reach out to me directly https://lnkd.in/gMCcS7Nc